Customize this Exceptional Program Manager Resume Sample

Customize this Exceptional Program Manager Resume SampleCustomize this Exceptional Program Manager Resume SampleProgram Manager ResumeCreate Resume Career GoalObtain a respective career as the Program Manager with the obtained organizational and professional expertise.Educational BackgroundAchieved Certificate Course in Radio and Television Service from the Southwestern University, South California in the year of 1996.Achieved Associate Management Degree from the Southwestern University, South California at in the year of 1995 at Product Management.Achieved Master of Business Management Degree from the Washington Management School, Washington in the year of 1994 at program management as the major.Achieved Bachelor in Science Degree from the Orlando University, Orlando in the year of 1988 at Nursing as the major.Relevant QualificationsExperienced in small community hospital, large metropolitan hospital and also in retail.Skilled in all the aspects of preparation of medication and pha rmacy operation.Gathered fantabulous knowledge of medication / pharmaceuticals.Computer experience and strong communication skills.Professional AffiliationAchieved required professional affiliation from the Management Personnel Association of Philadelphia, Philadelphia in the year of 1996.Computer Programming SkillsPracticed Operating Systems Windows9X, Windows2000, Windows ME, Windows XP, Windows Vista, Linux, Unix, MS DOSPracticed Office Package Microsoft Word, Microsoft Excel, Microsoft Access, Microsoft PowerPoint, Microsoft Outlook ExpressProfessional Background2002- Present date Worked as the Program Manager for the Warrior Data, Oklahoma with the following responsibilitiesIntroduced and coordinated short term and long term plans for designing of newly introduced micro-computer goods.Carry out various work breakdown constructions.Provide necessary identification measures for needed resources.Enhance master charts for tracking major objectives along with significant path action s.Provide essential measures for reducing product time by 32%.1999- 2001 Worked as the Computer Sales Coordinator for the Zeppelin Company, New York with the following responsibilitiesOffered consumer support for selecting computer mechanism suitable with their needs.Took necessary measures for evaluating consumer requirements along with the recommendation for standard software and hardware explanations.1996- 1999 Worked as the Retail Store Manager for the Razor Raman Shopping Complex, Las Vegas with the following responsibilitiesProduced gross annual sales more than $4 mio for five successive years.Provided necessary management for sales and service associates.Provided astonishing consumer service and help.Customize Resume

5 Must-Ask Networking Questions

5 Must-Ask Networking Questions5 Must-Ask Networking QuestionsLove it or hate it, networking can be a real asset when youre job hunting. It gives you the opportunity to source new connections and even find a fellow job seeking friend to keep you company as you search. But dont waste your networking opportunity by snacking on the crab cakes or holding up the wall. The next time you start a conversation with a potential contact, mention these five must-ask networking questions.Five Must-Ask Networking Questions1. What do you like best about what you do?A typical networking conversation will almost always include the question What do you do? Unless youre well-versed in this persons area of expertise, your conversation might suddenly come to a screeching halt as you try to think of the next thing to say. Well, stumble no more. According to a recent Entrepreneur article, asking what the person likes best about what they do can be a fail-safe question for any convo. It gets the other perso n excited as they think bedrngnis of the pressure of finding a job, but what they love about their field. Plus, its a great way to keep the conversation going.2. How did you get started in the industry?This is a great follow-up question to the What do you like best about what you do? question. It can help you understand the persons history without them having to regurgitate their resume. You might even hear an interesting tale of how the person launched their career, and in doing so, you might discover that you have mutual friends or former colleagues in common.3. Where else do you network?If youre new to networking, having a heads up about some of the best networking events can be a great advantage. And if youre not really into networking, asking this question can help establish camaraderie if you both admit that you might be networking newbs or that you really find these events awkward.4. What are some of your biggest challenges?Finding a job can be a very isolating process. Thats why it can help to know that others are also going through the same job searching struggles you are. If youre speaking to a fellow job seeker, you might commiserate about not hearing back from employers after sending in your job application, or admit that you find some vorstellungsgesprch questions challenging to answer.5. How can I help you?The goal of any networking event is to establish contacts and form connections that can eventually yield solid job results. But networking isnt just a one-way street. In fact, flipping the script and focusing instead on how you can help the person youre speaking with can not only spread some goodwill, but might help you later on in the form of a job lead.

How to Deal With Negative People at Work

How to Deal With Negative People at WorkHow to Deal With Negative People at WorkSome people exude negativity. They dont like their jobs or they dont like their company. Their bosses are always jerks and they are always treated unfairly. The company is always going down the tube and customers are worthless. You know these negative Neds and Nellies- every organization has some- and you can best address their impact on you by avoiding them. You have no reason to hang around with negative people and its a fact that their negativity is contagious. Hang with negative people and you may become negative, too. Why go there? Your career and job should bring you joy- bedrngnis sorrow and negativity. On the other hand, sometimes normally positive people are negative. Some of the time, too, their reasons for negativity are legitimate. You will take a completely different tack with these occasionally negative people. The following tips provide advice about how you can deal with both of these varie ties of negative people. You need to approach them differently and sometimes, you may need help addressing their impact on you and your workplace. Tips for Dealing With Occasional Negative People Listen to the employee or coworkers complaints until you are certain that they feel heard out and listened to. Sometimes people repeat negative sentiments over and over because they dont feel like you have really listened to them. Ask questions. Clarify their statements. Make aya that you have actively listened. Decide if you believe the employee or coworker has legitimate reasons for their negativity. If you decide affirmatively, ask if theyd like your help to solve the problem. If they ask for help, provide advice or ideas for how the coworker can address the reason for their negativity. Short-term advice that points a rolle in a positive direction is welcome. But, your role is not to provide therapy or counseling. Nor is your role to provide comprehensive career advice or long-term r ecommendations. Point the coworker to helpful books, seminars, or the Human Resources Department to solve their problem. Know your limits when advising coworkers. Sometimes, the coworker just wants to complain to a friendly, listening ear they dont want your advice or assistance to address the situation. Listen, but set limits so the coworker does not overstay or over-talk his or her welcome. Long-term complaining saps your energy and positive outlook. Dont allow that to happen. Walk away. Tell the coworker youd prefer to move on to more positive subjects. Tell the coworker that their complaining affects how you feel about your job and your workplace- and not in a good way. If you are frank, hopefully, the negative person will stop complaining or unfortunately, probably target a less straightforward employee. If you see this happening, you might want to head to your HR manager to let him in on what is happening. He may address the problem to create a more harmonious workplace. If yo u listen to the coworkers negativity and decide their concerns are not legitimate, practice personal and professional courage and tell them what you think. Tell the coworker you care about their concern and about their happiness at work, but you disagree with their assessment of the situation. You do not, for example, agree that management lied or withheld information improperly to mislead staff. You believe that the information was provided as soon as it was available. Back gracefully out of additional conversations. The coworker will attempt to appeal to your sympathetic nature, but if you believe the negativity is unwarranted, dont spend your time listening or helping the coworker to address the negative feelings. You will only encourage long-term and ever-growing negative feelings and, potentially, behavior. You will set yourself up as a negativity magnet. Constant negative interactions will eventually permeate your interaction with your workplace. You could become a ?negative p erson, too. Tips for Dealing With Regularly Negative People Deal with genuinely negative people by spending as little time with them as possible. Just as you set limits with the coworkers whose negativity you believe is baseless or unwarranted, you need to set limits with genuinely negative people. Causes of their long-term negativity are not your concern. Every negative person has a story. Dont impact your positive outlook by listening to the stories, or reviewing the history and the background about the grievances purported to cause the negativity. Youll reinforce the negativity negativity is a choice. Negativity mongers need a new job, a new company, a new career, a new outlook, a new life or counseling. They dont need you to help them wallow in their self-serving despair. Dont go there- its not good for you, for them or the organization that you serve. Deal with perpetually negative people in these ways. Avoid spending time with a negative coworker. For all of the reasons ci ted, you want to limit the amount of time you spend with them.If you are forced, through your role in the company, to work with a negative person, set limits. Do not allow yourself to become drawn into negative discussions. Tell the negative coworker, you prefer to think about your job positively. Avoid providing a sympathetic audience for the negativity.Suggest the negative person seek assistance from human resources or their manager. Try to steer the person in the direction of getting help with their negativity. If all else fails, talk to your own manager or human resources staff about the challenges you are experiencing in dealing with the negative person. Your manager may have ideas, may be willing to address the negativity, and may address the issue with the negative persons manager.Remember, persistent negativity that impacts the work and environment of coworkers is a work behavior that may require disciplinary actionup to and including employment termination. If negativity am ong employees in your company is persistent, if the issues that warrant negativityare left unaddressed, and the negativity affects your ability to professionally perform your work, you may want to consider moving on. Your current culture will not support your desired work environment. And, if no one is working to improve a work culture that enables negativity, dont expect the culture to change anytime soon. Move on.