人力资源管理理论提出半个世纪以来,社会、经济环境发生的巨大变化使许多问题凸显出来,传统范式受到了很大的挑战。转换范式以重构理论已成为摆在理论界的重要任务。作为近年提出的重要概念,可雇佣性对于人力资源管理的范式转换价值表现在:第一,可雇佣性已成为新的心理契约的核心;第二,可雇佣性的提出从哲学本体论角度确立了个人主义和多元主义的地位,这不仅使员工的独立性真正得到了保障,确立了雇主和雇员共同利益的基础,也增加了企业存在的一种新价值,即为劳动者创造可雇佣性;第三,雇主和雇员的角色在新范式下发生了很大变化,可雇佣性开发成了他们共同的新责任;第四,使人力资源开发在人力资源管理的诸多职能中跃升为最重要的职能,使钝化的外在激励向成长型激励转变;也为衡量职业生涯成功提供了新的思路。文章最后提出了可雇佣性框架下中国人力资源管理实践和研究进行重新定位的问题。 Since the theory of human resource management put forward many changes in the social and economic environment in the past half century, many problems have been highlighted and the traditional paradigm has been greatly challenged. The paradigm shift to reconstruct the theory has become an important task for theorists. As an important concept proposed in recent years, the value of the paradigm shift of employability to human resource management lies in the following aspects: firstly, employability has become the core of the new psychological contract; secondly, the proposal of employability is established from the perspective of philosophical ontology The individualism and pluralism have not only ensured the independence of employees, but also established the basis for the common interests of employers and employees as well as added a new value for the existence of enterprises, that is, the creation of employability for workers Third, the role of employers and employees has undergone great changes under the new paradigm, and the development of employability has become their common new responsibility. Fourth, the development of human resources has been the most important among the many functions of human resources management The function of the passivation of external incentives to growth-based incentives to change; but also to measure the success of career provides a new way of thinking. Finally, the article puts forward the issue of human resource management practices and researches in China under the framework of employability.