Career types and trends. Career management and succession. Expatriation. Coaching and mentoring. Generations of professionals.

People management and team leadership, focusing on psychosocial phenomena such as identity and diversity, stress and quality of life, workplace relations, and the psychological contract, among other elements of human interaction and behavior in organizations.

Convergences and divergences between the theoretical frameworks and the policies, models, and practices for managing people that are institutionalized or not, within the context of organizations, depending on the size of the company. Policies, models, and practices for improving people management and its functions, such as recruitment, selection, performance management, workplace hygiene and safety, evaluating results, as well as reformulating the people management area in organizations and the processes for communication between members of the organization and management by competences.

Work, its meaning (or absence of it), and the ways organizations seek quality of life, satisfaction, forms of recognition, and rewards. We welcome critical approaches and reflections regarding the individual-organization and individual-work relationships.

New trends in People Management, covering a critical perspective of the discourses and modisms that the theme involves.

Critical perspectives regarding human resources processes and their applicability, human insecurity, rational and substantive.

Questions related to gender, LGBTQI, PCDs, intersectionalities, masculinities, femininities, queer theory, and work-non work relationship.