Actually, the first question which a job candidate should ask is the career path a company could possibly offer. Companies vary one from another in evaluating employees, and helping them grow or climb corporate ladders.
Even the most junior staffer reserves the right of desiring promotion, and a truely caring company would create an environement or culture which genuinely encourages employees to openly discuss their ambitions from which many Chinese professionals shy away.
But seriously, we shouldn't. I would recommend every new hire to conduct a meeting with the HR and have an understanding of all the resources available which would help employees grow. For example, is there a mentor program? Are there training programs specifically designed for foreign born employees to improve their communication skills? among other items.
These sound odd? Maybe! but they do not hurt.
If you don't stand up for yourself, many employers would overlook your ambitions. Your peers would be happy if you don't even want to compete with them.
If promotion is based on seniority, make sure you discuss it with your direct supervisor well ahead of the next available time window. Your direct supervisor may have a final say on your title when you are fairly junior. The senior management's decision will have to set in when you climb higher on the ladder, which complicates the case, and you may want to have insights into the decision making process. You may feel how important it is to have a few buddies around:)
The discussion would cover following items: what are the prevailing HR policies on promotion? What does the process look like? What can I do from now on if I aspire to a promotion? and so on. anyone here could help complete this question list.
Anyway, staff members reserve all the rights of being frustrated if they were not promoted:) All the supervisors should be trained to cope with the emotional stress arisen from that disappointment:).
Be happy if you get one. Be happy if you don't get one. Be happy with your life.
