In today’s complex and interconnected world, international HRM faces both opportunities and challenges that demand fresh thinking. Taking critical perspectives on IHRM means questioning long-held assumptions, re-examining whose voices are represented, and considering how research and practice can become more inclusive across diverse cultural, political, and organizational contexts. New research is emerging on topics ranging from global mobility and cross-cultural management to AI implementation and sustainability. Such developments invite us to reflect on the role of HRM in shaping inclusive and resilient workplaces in the face of crises and uncertainty.

Through presentations, discussions, and networking opportunities, the Global Conference on International Human Resource Management (GCIHRM) brings together scholars and practitioners from across the globe to exchange insights, foster dialogue, and forge collaborations that help chart the future of IHRM research and practice. To this end, we invite submissions that cover conceptual, theoretical, and empirical investigations that adopt a broad range of methodologies and highlight the context-specific nature of HRM systems. Papers that address, but are not necessarily restricted to, the following topics are especially invited:

• Critical perspectives on IHRM research and practice
• Inclusion and social justice in global workforces
• Rethinking the foundations of IHRM
• Employee voice and activism in global organizations
• HRM models from overlooked global contexts
• Well-being and mental health in global workforces
• Novel institutional and cultural perspectives on IHRM
• Global leadership
• The geopolitics of work and IHRM
• Ethics, voice, and representation in the globalization of work
• HRM in multinationals and global supply chains
• Corporate social responsibility and sustainable IHRM in fragile or conflict-affected settings
• Expatriate management, global careers, and alternative forms of mobility
• High-performance work systems in different national settings
• Informal networks, social ties, and their influence on global HRM practices
• The impacts of climate change on global workforce productivity and migration
• Global talent and knowledge management
• Virtual, remote, and hybrid workers in the global workplace and their impacts on IHRM