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In recent years, it has become more and more important to recognize people’s characteristics which are no longer “immutable”. Hence the path followed with competences, the approach in the organizational world called “the competence based approach”. “Employability” highlights a critical point emerging right at the time when the deterministic and mechanistic approach, typical of the traditional job market’s “demand‐offer” relationship must give way to better differentiated approaches, in which symbolic, cultural, social and value variables are becoming fundamental. The issue of competences, which, with different approaches, has emerged in the organizational world, can be easily related to the problem of employability. It is becoming more and more urgent to be able to identify the ownership of specific competences and their implementation, at a given time. New professionalism makes it necessary for people and organizations to understand what kind of “behavioural language” will have an effective impact on fast changing situations and scenarios.

Observes that as traditional structures are disappearing, new roles are developing and new professionalisms are required, not only by markets but from society too. Big differences are also noticeable in large and small organizations in the Italian market. Requirements in human resource development (HRD) approaches are very different, so different tools from those of the recent past are required. HRD professionals are engaged in new approaches where culture, soft skills, communication and competences are key factors. The impact of new technologies on organizations needs a different approach to traditional concepts of “time” and “space”. New ethics and professional behaviours are required. A crucial question arises: is work today a value or not a value? New training and education approaches will have to be considered. Key differences will be evaluated, namely multicultural, ageism, temporary jobs, motivation and reward systems. Our focus will be on individual/personal variables and on competences, not only linked to performance but as the basis of interpersonal, intergroup, interorganizational elements. At the same time, organizational approaches will be reconsidered against competences and changes to be developed.