Operation Manager Interview Questions And Answers

An operations manager is a senior-level employee who oversees the production of goods and/or providing of services.

An operations manager's aim is to ensure that the organization is running as smoothly and efficiently as possible and that the goods and/or services produced meet client or customer needs.

Operations Managers monitor the work of the different departments within a company, or of different companies and organizations. They are highly trained, highly qualified professionals with great and complex responsibilities.
Operations managers design policies, plan human and technical resources, manage day to day tasks. They are involved in almost all aspect of company operations at once, but their overall goal is to provide and support the most effective methods of operation.

The tasks are numerous, so give a few specific examples.
Example:
Preparing budgets for programs, arranging facilities and ensuring coordinated movement from site to site, making inventory control and logistics, being an employees' supervisor, conducting job interviews etc.

Some obvious examples include quick learning/thinking and problem solving agility, leadership and communication skills. Describe how you really have a background in these.
For example:
You have used your communication skills and leadership abilities to manage changes and to deal with all levels of personnel.

The operations manager's scope is broad, but he/she deals with office regulations, discipline and small scale conflicts as well.
It is often the operations manager's role to allay personal conflicts or grievances by being attentive and communicating effectively with individual employees.

Operations managers are required to communicate effectively inside and outside the organization. They often represent companies in conferences and meetings because they are highly qualified to present the details of expansion and growth, plans and prospects, and discuss any current projects.

The ideal answer would incorporate an example of how you have worked with a team you have managed to solve a problem.
Example:
I believe my team would say I respect their talents and provide open communication and clear direction, while also allowing them enough space to get their work done without constant check-ins. I have a vested interest in understanding what motivates each person to do his or her best work. For example, my company was working on revising a marketing campaign for a big client who was unhappy with the initial pitch meeting.

It is not enough just to mention that you were responsible for a particular task, employers want to know that you excelled at it. It is also not enough to merely recite your relevant areas of expertise, you will want to share examples of success stories from your work experience.

During this last year in my current position, the company was experiencing a problem with absenteeism and a large project was behind schedule. I decided that rather than blindly attempting to throw solutions out there, I should first find out what the problem really was: I asked the employees why it seemed morale was low and folks were taking off more time than usual. I found out that a lot of the workers felt disconnected from the company. We had grown quite a bit in a short time and the core group that had been with us from the beginning had enjoyed a true family atmosphere during the early years.

Show how you are able to review the relevant facts, consider alternatives and decide on the most appropriate action. Discuss how you take into consideration the available resources and any possible constraints.

Show how you assign tasks and responsibility to the appropriate people, how you clarify exactly what is expected, communicate confidence and ensure adequate resources are available for successful completion of the task. Include followup procedures and setting deadlines.

Show how you have facilitated the development of knowledge and skills, how you adjust your approach according to the individual and provide support where needed. Discuss how you are able to assess the needs of your staff, establish a plan for improvement considering available resources and the individual requirements and gain agreement to this plan.

Describe your ability to establish objectives, set priorities, plan proper assignment of tasks, allocate resources effectively, use appropriate organizational tools and follow up on work status.

Show how you communicate information effectively to an individual or group, adjusting your approach according to the situation. Include your ability to see the other person's perspective and establish a constructive relationship.

The manager interview questions are a good guide of what to expect in manager or supervisor job interview. Preparation and confidence will stand out as the right candidate for the job.

Operations managers are typically involved in budget planning. Their goal is to learn how much has already been spent, how much will be spent, and how to spend the remaining budget so as to acquire necessary resources within budget limits. Operations managers may be even involved in financial issues such as loans for the company.

A few of the needed skills in operations management include excellent communication skills, leadership skills, problem solving ability, and quick learning/thinking. Rather than spew out key phrases that you think people want to hear, make these relevant to your experience. One example might be that you managed changes and communicated said changes to all levels of personnel using your communication skills and leadership abilities.

Observing, receiving, and otherwise obtaining information from all relevant sources.

Providing information to supervisors, co-workers, and subordinates by telephone, in written form, e-mail, or in person.

By handling complaints, settling disputes, and resolving grievances and conflicts, or otherwise negotiating with others.

By using relevant information and individual judgment to determine whether events or processes comply with laws, regulations, or standards.

By developing constructive and cooperative working relationships with others, and maintaining them over time.

By analyzing information and evaluating results to choose the best solution and solve problems.

The following are some important skills and abilities required by operations managers in handling problem employees:
☛ The strength to deal with the situation in a direct manner as soon as it is realized. Ignoring a problem is never the solution.
☛ The ability to separate personal feelings from the behaviors. There may be mutual dislike between you and the problem employee, but the focus should always remain on the employee's behavior as it relates to achieving the goals of the company.
☛ The ability to thoroughly investigate the situation and not rely on gossip and hearsay.
☛ The effort to clearly communicate and provide specific feedback to this employee on how his behavior is impacting others by providing specific examples.
☛ The desire to work to coach the employee in displaying more appropriate behaviors.
☛ The awareness of the importance of actively documenting situations in the employee's record and consulting with HR as necessary.
☛ The understanding of when termination may be appropriate and how to follow through within the law.