What is unique about aramex hiring philosophy

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Reference no: EM132266126

1. As Aramex became a global player, which strategy did they use to expand?

Entered into alliances with foreign companies

Immediately built facilities in other countries

Exported their services and products

Licensed their services to foreign nationals

Directed all international operations out of Dubai

2. A leadership program developed by Aramex’s Egyptian Division was recognized and rolled out across the company’s global operations with ownership given to the original developers. Which of the following best describes the company's success?

Empowering employees and sharing best practices.

Hiring outside consultants to develop training.

Cross-cultural preparation for expatriate assignments.

Centralized control over training programs.

Creating repatriation training.

3. Aramex’s global pay structure, the RISE program, enhances their globalization by

supporting the core values of empowerment, challenging employees, and offering a career path.

allowing pay practices to vary greatly by local customs and needs.

standardizing incentives pay practices across all countries.

simplifying the process of administering pay practices globally.

rewarding upper management to profitably run global operations.

4. What is unique about Aramex’s hiring philosophy?

Focus hiring on host country national talent

Focus on hiring management consultants

Hire executives from competitors

Hire only third country nationals

Hire only parent country nationals

5. Aramex’s five keys to success in the global marketplace include all of the following EXCEPT

build a strong workforce of parent country nationals.

learn to meet needs by listening closely to key stakeholders.

motivate, orient, and educate employees.

implement global standards of practice with flexibility for local needs.

implement HR policies that parallel and communicate core values, strategy, and structure.

Reference no: EM132266126

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