International HRM skills for future of work  

August 2022

The working world has undergone its greatest shift, since digitisation, over the last two years. Although a move towards more flexible ways of working was anticipated by many, the pace and scale of this change because of the Covid-19 pandemic took the world by surprise. 

Embracing hybrid and flexible ways of working has the potential to have a positive impact on two elements businesses are increasingly conscious of: 

1) Reducing the impact of business on the environment 

2) Improving diversity and inclusion in the workplace 


All this change is having a significant impact on international human resources or people management departments. So called “soft skills” like critical thinking and leadership have never mattered more if HR professionals are to work out and implement change in their business. 

  1. Critical thinking involves the study of evidence, facts, observations, and arguments to make a decision. It is complicated and intellectually disciplined. Critical thinking provides a process that guides actions and beliefs. International HR and People management involves solving a multitude of problems for your business. Critical thinking is important because it helps avoid making decisions based on:
  • Incorrect assumptions
  • Unreliable sources
  • Unconscious biases  
  1. It’s easy to understand why developing strong critical thinking skills matters in international HR when your decisions are likely to impact employees around the world.  
Although often confused with critical thinking, analytical thinking is different. Critical thinking is the ability to make reasoned judgements that are logical, analytical thinking is more linear and focused in a particular area. Analytical thinking is important for international HR because it helps you develop solutions that stand up to scrutiny by others, improve your approach to HR difficulties and combine HR and business objectives. 

Leadership as a skill must be at the core of international HR. Not only should a global HRM establish processes and procedures across several countries, but they must also be adapted to meet the laws governing each region.  


Employee management becomes much more complex at an international level too. International HRMs may have to manage international recruitment, relocation, and employee relations. To succeed you must be able to establish the best course of action but also have the skills necessary to bring a diverse group of people with you. Discover just some of the leadership skills you need to succeed as a global HR professional