Operation Management Leadership Program Salary at Ge Power Conversion BETA
How much does a Ge Power Conversion Operation Management Leadership Program make?
As of April 2025, the average annual salary for an Operation Management Leadership Program at Ge Power Conversion is $149,786, which translates to approximately $72 per hour. Salaries for Operation Management Leadership Program at Ge Power Conversion typically range from $131,111 to $169,169, reflecting the diverse roles within the company.
It's essential to understand that salaries can vary significantly based on factors such as geographic location, departmental budget, and individual qualifications. Key determinants include years of experience, specific skill sets, educational background, and relevant certifications. For a more tailored salary estimate, consider these variables when evaluating compensation for this role.
DISCLAIMER: The salary range presented here is an estimation that has been derived from our proprietary algorithm. It should be noted that this range does not originate from the company's factual payroll records or survey data.
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What Skills Does a person Need at Ge Power Conversion?
At Ge Power Conversion, specify the abilities and skills that a person needs in order to carry out the specified job duties. Each competency has five to ten behavioral assertions that can be observed, each with a corresponding performance level (from one to five) that is required for a particular job.
- Employee Engagement: Employee engagement is a fundamental concept in the effort to understand and describe, both qualitatively and quantitatively, the nature of the relationship between an organization and its employees. An "engaged employee" is defined as one who is fully absorbed by and enthusiastic about their work and so takes positive action to further the organization's reputation and interests. An engaged employee has a positive attitude towards the organization and its values. In contrast, a disengaged employee may range from someone doing the bare minimum at work (aka 'coasting'), up to an employee who is actively damaging the company's work output and reputation. An organization with "high" employee engagement might therefore be expected to outperform those with "low" employee engagement. Employee engagement first appeared as a concept in management theory in the 1990s, becoming widespread in management practice in the 2000s, but it remains contested. It stands in an unspecified relationship to earlier constructs such as morale and job satisfaction. Despite academic critiques, employee engagement practices are well established in the management of human resources and of internal communications.
- Leadership: Knowledge of and ability to employ effective strategies that motivate and guide other members within our business to achieve optimum results.
- Employee Communications: Employee communication is the sharing of information, ideas, and feelings between employees and managers of a company. Its purpose is to build trust in the workplace, improve knowledge sharing, empower employees, and create a synergy.
- Initiative: Taking decisive action and initiating plans independently to address problems, improve professional life, and achieve goals.
- Internal Communications: Internal communications (IC) is the function responsible for effective communications among participants within an organization. The scope of the function varies by organization and practitioner, from producing and delivering messages and campaigns on behalf of management, to facilitating two-way dialogue and developing the communication skills of the organization's participants. Modern understanding of internal communications is a field of its own and draws on the theory and practice of related professions, not least journalism, knowledge management, public relations (e.g., media relations), marketing and human resources, as well as wider organizational studies, communication theory, social psychology, sociology and political science.
Related Jobs
Check more jobs information at Ge Power Conversion
| Job Title | Average Ge Power Conversion Salary | Hourly Rate | |
|---|---|---|---|
| 2 | Senior HR Operations Associate | $82,298 | $40 |
| 3 | Senior Manager Software Engineering | $195,235 | $94 |
| 4 | Senior Manager, Sourcing | $177,015 | $85 |
| 5 | Senior Sales Engineer | $140,929 | $68 |
| 6 | Senior Staff Engineer | $132,261 | $64 |
| 7 | Senior Technical Project Manager | $153,878 | $74 |
| 8 | Senior VP, Sales | $357,660 | $172 |
| 9 | Service Engineer | $127,014 | $61 |
| 10 | Shift Team Leader | $30,315 | $15 |
| 11 | Specialist | $106,479 | $51 |
| 12 | Staff Software Engineer | $152,662 | $73 |
| 13 | Systems Engineer | $143,288 | $69 |
Hourly Pay at Ge Power Conversion
FAQ about Salary and Jobs at Ge Power Conversion
The average hourly pay is $72. The salary for each employee depends on several factors, including the level of experience, work performance, certifications and skills.
According to the data, the highest approximate salary is about $169,169 per year. Salaries are usually determined by comparing other employees’ salaries in similar positions in the same region and industry.
According to the data, the lowest estimated salary is about $131,111 per year. Pay levels are mainly influenced by market forces, supply and demand, and social structures.
There are various ways to increase the wage. Level of education: An employee may receive a higher salary and get a promotion if they obtain advanced degrees. Experience in management: an employee with supervisory experience can increase the likelihood to earn more.