Florent Noel is a Professor at IAE Paris – Sorbonne Business School, France, where he is responsible for the HR and CSR master’s degree and the M.A.I. (Mutations, Anticipation and Innovation) chair. His research focuses on employment management in companies and, more broadly, on restructuring practices.Geraldine Schmidt is a Professor at IAE Paris - Sorbonne Business School, France, and a member of the M.A.I. chair. Her research focuses on restructuring practices in companies and SSE organizations, and the relationship between art and management.

• Foreword by Patrick Gilbert xiiiPatrick GILBERTForeword by IPSI xvXavier LE COQ, Jacques LAUVERGNE and Emmanuelle CHAPELIERIntroduction xixFlorent NOËLPart 1 Towards a General Theory of Employability 1Introduction to Part 1 3Bernard GAZIERChapter 1. Employability and Public Policy: A Century-long Learning Process and Unfinished Process 7Bernard GAZIER1.1. One hundred years of trial and error between the individual and the collective: seven operational definitions of employability 81.1.1. Seven versions in three waves during the 20th century 81.1.2. From static to dynamic and from unilateral to interactive 121.2. Current tensions and recompositions 131.2.1. “Profiling”, from contextual calibration to negotiated interaction 131.2.2. Employability between individual capacity and collective construction 141.3. Conclusion 161.4. References 17Chapter 2. Employability as a Managerial Imperative? 19Florent NOËL and Géraldine SCHMIDT2.1. Employability and change: the migration of a concept 202.1.1. Employability, a matter of public policy 212.1.2. Employability as an employer’s responsibility in managing restructuring 212.1.3. Employability as an individual responsibility 212.1.4. Employability for the development of organizations and individuals? 222.2. Employability management practices 252.2.1. Assessing employability 252.2.2. Developing employability 272.3. Conclusion 292.4. References 31Chapter 3. Capability-based Employability: A Total Organizational Fact 33Bénédicte ZIMMERMANN3.1. Employability: being able and enabled to 353.1.1. Qualification, skills and competence: what it means to be capable 363.1.2. Being able to: a condition for the exercise of responsibility 373.2. Skill-based employability, capability-based employability 393.2.1. Employability based on skill maintenance 393.2.2. Employability based on skill development 393.2.3. Employability based on capability 403.3. A total organizational fact 403.4. The five traits of the capability-enhancing organization 423.5. Conclusion 443.6. References 45Part 2. Employability and Individual Trajectories 47Introduction to Part 2 49Pauline dE BECDELIÈVREChapter 4. The “Unemployable”: Different Figures, Between Societal Construction and Unconscious Meanings 53Raymonde FERRANDI4.1. People who are not allowed to work 544.1.1. Migrants 544.1.2. Persons reaching the age limit 544.1.3. People who are still off work or declared unfit by the occupational physician 554.2. Discriminated audiences 554.2.1. Situations of discrimination in the texts 564.2.2. Situations on the ground often ignored or denied 564.3. Audiences for cognitive remediation 584.3.1. From the children of the Shoah to the young people of the “neighborhoods” 584.3.2. Interest and limits of the analysis in terms of “deprivation” 594.4. People who “suffer” in social work through their work 604.4.1. The unconscious and the law of repetition – the transference 604.4.2. Transfer to the social scene and work 614.4.3. The “opportunities” offered by the context 624.4.4. A perpetual misunderstanding 624.5. The generation of refusal 634.5.1. A self-definition that no longer necessarily involves work 634.5.2. The refusal of suffering at work 644.6. Conclusion – discussion 654.6.1. Audiences, people and problems? 654.6.2. Personal characteristics and contextual factors 654.6.3. Evolution over time 664.6.4. Taking invisible tools seriously 664.7. References 67Chapter 5. Staying in the Game: Employability and Mobile Careers in the IT Industry 69Pauline DE BECDELIÈVRE, Jean-Yves OTTMANN and Cindy FELIO5.1. Independence as the pinnacle of a boundaryless career orientation 735.1.1. The choice of independence 735.1.2. Career opportunities 745.2. Maintaining employability as a condition of independence 755.2.1. Employability development 755.2.2. Choice of mission and employability 765.3. Boundaryless career success and employability 775.3.1. A “cognitive compass”? 775.3.2. What are the factual orientations of their careers? 785.4. Conclusion 805.4.1. Contributions and research avenues 805.4.2. Openings and societal issues 825.5. References 83Chapter 6. Employability in the Era of Digitization of Jobs 85Martina GIANECCHINI, Paolo GUBITTA and Sara DOTTO6.1. Introduction 856.2. Skills for the contemporary labor market 866.2.1. The T-shaped professionals 866.2.2. Employablity in the changing labor market 876.2.3. Technological change and work design 886.3. Research methods 906.3.1. Research setting and sample 906.3.2. Variables 916.3.3. Data analysis 926.4. Findings 926.5. Discussions and directions for future research 946.6. References 96Part 3. Career Stages, HRM and Employability 101Introduction to Part 3 103Benoît GRASSERChapter 7. The MRS, a Device in Favor of Employability and Social Performance 107Anne-Laure GATIGNON-TURNAU and Séverine VENTOLINI7.1. The MRS as a partnership practice 1087.1.1. The MRS from the point of view of Pôle emploi: placing the long-term unemployed 1087.1.2. The MRS from an organizational perspective: mass recruitment for jobs under pressure 1097.1.3. The MRS from the candidate’s perspective: getting back into the labor market 1107.2. MRS and employability 1117.2.1. Employability as a type of psychological contract 1117.2.2. The MRS as a mechanism for the new psychological contract 1127.2.3. The effects of MRS recruitment on employee loyalty 1137.3. Survey and main findings on MRS recruitment 1157.3.1. Survey protocol 1157.3.2. Socio-demographic characteristics of recruited candidates 1167.3.3. The results of the survey: the conditions for the MRS to be a positive HR lever 1177.4. Discussion and conclusion of the results 1187.4.1. Benefits of the MRS in terms of commitment 1187.4.2. Recruitment and employer brand 1207.5. References 120Chapter 8. Recruiting in Innovative Activities: From the Impossible Search for a Match to the Construction of Employability 123Thierry COLIN, Benoît GRASSER and Fabien MEIER8.1. Recruiting for an innovative activity in a context of rapid growth in production 1248.1.1. Initial situation and issues 1248.1.2. The external dimension of the system: broadening and qualifying the recruitment base 1258.1.3. The internal dimension of the system: design of a formalized tutoring approach 1268.2. The effects and actual functioning of these devices 1278.2.1. The central role of teaching tools 1288.2.2. A multiplication of singular tutor–learner relationships 1298.2.3. Impact of the system on the rules of collective action 1308.3. Lessons learned in terms of employability 1318.3.1. Employability, a convention to be imagined, negotiated and implemented 1328.3.2. Employability, an approach that goes beyond the search for a match between needs and resources 1328.3.3. Employability, a construction around a double frontier: internal/external and training/production 1338.4. Conclusion 1358.5. References 136Chapter 9. Reclassification and Employability: A Reading in Terms of Boundary Objects 137Ève SAINT-GERMES9.1. Social support for company liquidations: a collective actor for the employability of those made redundant 1389.2. Studying the boundary objects of the reclassification of victims of collective dismissals 1409.3. Study of an emblematic case, the reclassification cell of the Air Littoral liquidation PSE 1419.4. The boundary objects of the reclassification of victims of the Air Littoral PSE 1439.4.1. The boundary between the reclassification cell and the monitoring committee: negotiating the means, standards and results of reclassification 1439.4.2. The reclassification cell – individual boundary: managing categories and assessing situations 1459.5. Discussion: the infrastructure of individual and collective employability in reclassification 1469.5.1. The infrastructure for translating individual employability: profiling a psychological state and a personal situation 1469.5.2. The negotiated infrastructure of collective employability: contested categories that make the unsupported invisible 1469.6. Conclusion 1479.7. References 148Chapter 10. Being Employable, a Matter of Context 151Sara DOTTO, Patrick GILBERT, Florent NOËL and Nathalie RAULET-CROSET10.1. Employability, an imperative between universalism and contingency 15210.1.1. The employable individual: an exceptional being? 15210.1.2. Being employable: a matter of context 15310.1.3. A conventionalist interpretation of employability 15310.2. Results 15710.2.1. Fabdièse: employability in the industrial world 15710.2.2. Servinfo: employability in the commercial world 15910.2.3. Aidiance: employability in the interpersonal world 16110.3. Conclusion 16210.4. References 164Part 4. Employability and Work Situations 167Introduction to Part 4 169Nathalie RAULET-CROSETChapter 11. What are the Possible Futures in the Factories of the Future? The Case of Operators in an Aeronautics Company 173Emmanuelle GARBE and Jérémy VIGNAL11.1. Review of the literature 17411.1.1. Factories of the future: characteristics and challenges of ongoing digital transformations 17411.1.2. Digital transformation of industry and skills: the case of operators 17611.2. Methodology 17811.3. Results 17911.3.1. Between skills upgrading and deskilling: a polarization that can be observed within the operator population itself 17911.3.2. Between skills upgrading and deskilling: is there a “third way” in the factories of the future? 18111.3.3. Faced with digital transformation: what HR support for operators? 18211.4. Conclusion 18311.5. References 183Chapter 12. Digital Technologies as a Lever for Developing the Employability of Middle Managers 187Anne-Laure DELAUNAY12.1. The employability of middle managers 18812.2. Digital technology and employability of middle managers 18912.3. Research context 19212.4. Data collection and analysis 19312.5. Main results 19412.5.1. Result 1: an opportunity to tinker 19412.5.2. Result 2: an opportunity to develop technical and managerial expertise 19512.5.3. Result 3: digital technology as a barrier to employability? 19612.6. Discussion 19712.6.1. Digital technologies and managerial leeway 19712.6.2. Towards an enabling environment: digital and DIY 19712.7. Conclusion 19812.8. References 198Chapter 13. Work as a Factor of Integration and Employability: The Case of Trisociété 203Emmanuelle BEGON and Michel PARLIER13.1. From employability controversies to the study problem 20413.2 Professional integration and production requirements: the case of Trisociété 20613.2.1. Presentation of the case 20613.2.2. Remarkable elements of the Trisociété experience 20813.3. Discussion: from employability to “employerability” 21013.3.1. Axis 1: production requirements and quality of working conditions 21013.3.2. Axis 2: organizational and managerial support 21113.3.3. Axis 3: speaking work 21213.3.4. Axis 4: professional support for career paths 21313.3.5. Axis 5: business agility 21413.4. Conclusion 21513.5. References 215Conclusion 217Géraldine SCHMIDTList of Authors 221Index 223