A5 / Strategy & planning
Connect shared organisational principles with the realities of each country. Your international HR toolkit, diagnostic methods, working forms, reading and development resources in one practical collection.
Explore our approach. Find your starting point.
A5 / International Human Resource Management Toolkit
International HR connects business purpose with the people, work and responsibilities that sit across locations. Use this collection to clarify the actual arrangement, compare options, investigate gaps and prepare accountable delivery. Begin with a defined decision, then select the tools and specialist input that its context requires. The expanded Edition 2 brings together 80 core tools and 19 extended activities, with worked examples and reusable templates.
For international HR leaders, country HR teams, business partners, organisational consultants and practitioners coordinating people work across borders.
Your working library
Explore the complete toolkit, then use the supporting document alongside the guides and examples.
Complete practitioner toolkit
Eighty practical tools combine practitioner instructions, reusable working records and completed fictional examples. Follow five delivery stages to organise an international people assignment, with diagnostic guidance, country-context material, assessment signposting and research-informed practice resources.
Open the complete toolkit28 pages / PDF
A 28-page preview introduces the approach and selected tools. Explore the structure, source boundaries and practical applications before opening the full library.
View supporting document58 pages / PDF
Commission a focused diagnostic using interviews, focus groups, forty survey items, evidence criteria and facilitated activities. Examine a defined cross-border arrangement and keep experience, confirmed practice and specialist clearance distinct.
View PDF115 pages / PDF
Reusable records and visual canvases for all eighty core tools, six country verification records and nineteen extended activities. Match each tool code to its guide and example, then record evidence, decisions, owners and review dates.
View PDF35 pages / PDF
The original HR service-system diagnostic retained from the A4 HR Business Partner collection. Read it as supporting source material with its own questionnaire and rules; it is separate from the new A5 international HR diagnostic.
View PDFPDF resources are in English. Read on screen: Actual view on desktop and full width on mobile.
The thinking behind the tools
The HR Delivery process provides the working route: Discover, Diagnose, Design, Deliver and Review. Apply the stages to a clearly defined cross-border arrangement and revisit earlier decisions when the evidence changes.
Clarify the mandate, actual work, locations, people affected and decision authority.
16 toolsExamine relevant domains, listen to different experiences and test the evidence.
20 toolsCompare global and local options, responsibilities, resources and safeguards.
20 toolsCoordinate permissions, communications, handovers and a controlled launch.
14 toolsReview outcomes, employee experience, continuity and the next decision.
10 toolsUse the domains below to organise questions and evidence about the arrangement. Select those relevant to the decision; the profile does not rank countries or people.
Business purpose, decision authority and accountable sponsorship.
The applicable employment context and specialist review requirements.
Capacity, skills, workforce options and sustainable local capability.
Responsible recruitment, understandable terms and fair treatment.
Preparation, relocation, support, continuity and return.
Clear reward arrangements, payroll responsibilities and checks.
Communication, working relationships and mutual understanding.
Information flows, systems access and provider responsibilities.
Safe participation, practical support and routes to resolve concerns.
Implementation controls, reviewed outcomes and retained learning.
This is the existing HR Delivery process applied to international HR, with a new A5 ten-domain practice lens. It is not a validated international HR assessment instrument. Survey experience, confirmed practice, individual assessment and specialist clearance serve different purposes. The retained HRCF source has its own questionnaire and rules. Obtain qualified legal, tax or immigration advice where the decision requires it.
Explore the route in the toolkitRead & diagnose
Read HR Across Borders for depth, use the A5 diagnostic companion to investigate your starting point, and explore a long-read perspective on global consistency and local realities.
Ebook
Explore global and local HR choices across workforce planning, mobility, reward, culture, data and governance, with six Gulf country dossiers and practical resources.
View PDF
Diagnostic manual
Investigate a defined cross-border arrangement through ten domains, interviews, focus groups, structured questionnaires and evidence review. Keep unresolved controls and specialist decisions visible.
View PDF
Long-read article
Consider why shared HR intentions produce different outcomes across countries, and how global consistency can coexist with local judgement.
View PDFShort insights
Plan knowledge transfer so international experience strengthens local capability and continuity.
Read insight
Use the Saudi context to examine the link between future work, capability needs and workforce readiness.
Read insight
Clarify who decides, advises and reviews when people risks and responsibilities cross organisational boundaries.
Read insightRelated assessments
Use relevant assessments to support individual or team development alongside organisational diagnosis. Select a published instrument for a defined purpose, explain its limits and discuss the findings with other evidence. These tools do not certify country-law compliance, immigration eligibility or international assignment success.
Review role-level behavioural judgement and agree development priorities relevant to collaborating across locations. Use published maturity standards and multiple evidence sources; not a nationality or cultural-stereotype test.
Browse this assessment groupIdentify professional technical development priorities for the relevant career family and level. Combine results with evidence of work and local specialist advice when shaping an international HR development plan.
Browse this assessment groupExplore how leaders adapt direction and support to task readiness when managing distributed teams. Task-specific leadership evidence, not a measure of national culture.
Browse this assessment groupDiscuss team communication, decisions and working preferences during cross-location integration. Aggregate team evidence, not a ranking of people or a test of team performance; catalogue requires at least four completions.
Browse this assessment groupLearn & apply
Explore a focused one-day introduction or build wider professional capability through a related development programme.
One-day workshop · In-house
A one-day, in-house introduction to cross-border people decisions, global and local responsibilities, resourcing options and employee support.
Related development programme
Three days. Develop business understanding, evidence-led advice and people plans; a related programme for practitioners supporting managers across locations.
Explore the programmeRelated development programme
Three days. Practise contracting, diagnosis, stakeholder coordination and implementation; useful when delivering people changes across countries.
Explore the programmeA practical starting point
Identify the actual work, countries, legal entities, people and decision to be made.
Gather proportionate evidence, listen to the people affected and identify specialist questions.
Use the appropriate guide and working form to compare options, approvals and responsibilities.
Agree owners and review dates, check employee experience and adapt when evidence changes.
Work with HR Delivery to turn the evidence and tools into a response suited to your organisation.
Continue the connection
