Hello Seniors,
I am new to CiteHR and have started a discussion. Currently, I am working with an IT company in Pune. I need your help regarding a matter. In my company, there are some employees on a trainee and probation period, and they are about to complete their trainee/probation period. My director is asking me to conduct HR interviews for the trainees/probationers to put them in permanent positions. Generally, we have a trainee or probation period of six months.
I am new to this role. Can anyone help me with how to conduct the interviews and what questions to ask?
(The image no longer exists here) [IMG]http://img.citehr.com/buttons/edit.gif[/IMG] (The link has been updated to the site's homepage) ( Search On Cite | Search On Google )
From India, Pune
Acknowledge(0)
Amend(0)
2I am new to CiteHR and have started a discussion. Currently, I am working with an IT company in Pune. I need your help regarding a matter. In my company, there are some employees on a trainee and probation period, and they are about to complete their trainee/probation period. My director is asking me to conduct HR interviews for the trainees/probationers to put them in permanent positions. Generally, we have a trainee or probation period of six months.
I am new to this role. Can anyone help me with how to conduct the interviews and what questions to ask?
(The image no longer exists here) [IMG]http://img.citehr.com/buttons/edit.gif[/IMG] (The link has been updated to the site's homepage) ( Search On Cite | Search On Google )
From India, Pune
Acknowledge(0)Amend(0)
Since you are not from the technical side, you cannot ask so much about the technical. Ask some attitudinal questions. For example, how has your journey been so far? What have you learned? What do you want to change in the present scenario? How would you be productive for us, etc.?
From India, Calcutta
Acknowledge(0)Amend(0)
From India, Calcutta
Acknowledge(0)Amend(0)
Hi, I was waiting for the senior's reply but I didn't get any more replies. So, with the help of Ritesh, I have prepared a questionnaire for the confirmation of probationers. I am sharing the same here. Please find the attachment and let me know if any changes are required.
Regards, Laxmi
From India, Pune
Acknowledge(0)Amend(0)
Regards, Laxmi
From India, Pune
Acknowledge(0)Amend(0)
Dear Laxmi,
Usually, the confirmation process involves multiple steps before confirming the employee.
The Probationers Assessment Form of the employee on probation should be sent to the Reporting Manager/Head of Department on completion of 6 months in the company.
Upon receiving the feedback from the Manager, the form should be reviewed thoroughly by the HR. If the performance and the feedback received from the new employee are found to be up to the expected level, then the employee should be confirmed. If, however, the performance of the employee is not found up to the expected levels, then the probation period should be extended by 3 months or 6 months as per the process of your company.
A Performance Improvement Plan should be decided for the new joiner in consultation with the Reporting Manager/Head of Department. Throughout the period of the next 3-6 months, the performance of the new joiner should be monitored carefully. At the end of the 3-6 months, the performance of the new joiner should be assessed again. If the performance is found to be up to the desired expectation levels, then the employee should be confirmed.
Kind Regards,
Manu
From India, Delhi
Acknowledge(0)Amend(0)
Usually, the confirmation process involves multiple steps before confirming the employee.
The Probationers Assessment Form of the employee on probation should be sent to the Reporting Manager/Head of Department on completion of 6 months in the company.
Upon receiving the feedback from the Manager, the form should be reviewed thoroughly by the HR. If the performance and the feedback received from the new employee are found to be up to the expected level, then the employee should be confirmed. If, however, the performance of the employee is not found up to the expected levels, then the probation period should be extended by 3 months or 6 months as per the process of your company.
A Performance Improvement Plan should be decided for the new joiner in consultation with the Reporting Manager/Head of Department. Throughout the period of the next 3-6 months, the performance of the new joiner should be monitored carefully. At the end of the 3-6 months, the performance of the new joiner should be assessed again. If the performance is found to be up to the desired expectation levels, then the employee should be confirmed.
Kind Regards,
Manu
From India, Delhi
Acknowledge(0)Amend(0)
Hi, Laxmi,
The confirmation generally depends on the review report of the Project Manager/Supervisor of the team/Employee. You can ask about their experience in the company during their probation/training period. Take feedback from the Supervisor, and on the basis of this, you can confirm them. Hope this might help you in solving your problem.
Regards,
Supriya
From India, Mumbai
Acknowledge(0)Amend(0)
The confirmation generally depends on the review report of the Project Manager/Supervisor of the team/Employee. You can ask about their experience in the company during their probation/training period. Take feedback from the Supervisor, and on the basis of this, you can confirm them. Hope this might help you in solving your problem.
Regards,
Supriya
From India, Mumbai
Acknowledge(0)Amend(0)Looking for something specific? - Join & Be Part Of Our Community and get connected with the right people who can help. Our AI-powered platform provides real-time fact-checking, peer-reviewed insights, and a vast historical knowledge base to support your search.