Job Promotion

Example:

When I joined the XYZ firm, they were still using paper files in addition to trying to use AMS. Because I came from a paperless office, I was able to help teach my supervisor some tricks to automate the business and eliminate some of the redundancy. She was so impressed that she arranged a meeting with the owner who ended up putting me in charge of automating the office and helping to train the support staff. As a result, I was promoted to the office trainer and was able to help the firm reduce the amount of time it took to process a renewal by over 25%.

I was very impressive and thankful for the professional work environment and attitude in my previous job, through which I have learnt a lot. In addition, I liked the communication style of that job, which was private but closely linked person to person. As for the company, it paid a lot attention on individual development including professional improvement and career growth.

I am looking for a bigger challenge and to grow my career and I could not job hunt part time while working. It didn't seem ethical to use my former employer's time.

I would first think about the past progress of the co worker. If the co worker has had a minimal amount of holiday during the entire year, I would neither support him nor report him, I will change the week off status to vacation leave. However, if the co worker has a history of taking casual leaves under fake reasons, I would report the matter to the HR.

I would try to investigate the reason behind the decline of the subordinate's performance. Once the reason is discovered, I would decide whether the reason is professional or personal. If it is a professional reason, I would then try to find out whether I can solve the problem that the person has been facing.

If it is a personal problem, I would keep an eye on the time that the person has lost due to the personal problem. If the time taken cannot be handled by the company, I would speak to the person about the same, and give him an idea that he or she should try to solve the personal problem on his or her own, so that productivity may be increased for the company.

I would introduce any policy very gently. If feasible, I would hold a small meeting of the group that is affected and introduce them to the policy, as well as take the time to inform them of the advantages they and the company would obtain once the policy is in place.

Also, I would stress the fact that the policy is not a hard and fast rule and it may be reworked if the people are not completely comfortable working under such a rule and policy.

Expecting in the form of job promotion interview questions has a lot to do with where you work and what type of promotion you are applying for.

Especially in an office environment, we have to work closely with different personalities and in less-than-ideal situations. Unless there is a real problem keep complaints to yourself. As one boss says, "Your job is to make your boss's life easier, not plop your drama on his or her lap. Save that for your friends and family or your diary."

You do not need to blind every passerby with your pearly whites, but remember that no matter how close your deadline or how heavy your workload, other people will take their cues from you. If you are snapping at co-workers and frowning, they will snap and frown right back. Instead, take a breath, put on a smile, and show your boss you appreciate the opportunity.

The first thing that I would look into while taking a new project is the learning curve that would have to be generated. If the learning curve is too high, I would give the assignment to a senior, taking the work that he or she already has and give it to a junior resource. This way, the new assignment will be worked on side by side with the old assignment, enabling simultaneous implementation of both assignments.