Hi, You can increase probation period of that person. There is no need to give any kind of confirmation untill he perfoms. Regards- Arshiya
From India, Delhi
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From India, Delhi
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Hi, You should increase probation period of that person. According to law if an employee is nt performing well his probation period can be increased. Regards- Arshiya
From India, Delhi
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From India, Delhi
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Hi,
I think you should evaluate on what basis or on whose request he has been recruited. Then, try to get some performance and personal evaluation (a scorecard will help greatly). Consider giving him a decreased payment based on the payment scale within your company, or offer him the option to retire.
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I think you should evaluate on what basis or on whose request he has been recruited. Then, try to get some performance and personal evaluation (a scorecard will help greatly). Consider giving him a decreased payment based on the payment scale within your company, or offer him the option to retire.
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Hi,
I think that the extension of the probation period of the employee in question may be a bad practice of HR. If an increment is not given, the employee is not at fault. Of course, the employee can be alerted for not receiving any extension if the employer has no tasks within his capability and ability.
Jaigopal Tiwari
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I think that the extension of the probation period of the employee in question may be a bad practice of HR. If an increment is not given, the employee is not at fault. Of course, the employee can be alerted for not receiving any extension if the employer has no tasks within his capability and ability.
Jaigopal Tiwari
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Dear Meera,
Good day! You should consider the following:
1. Degree of initiative he has taken even though he was not assigned the work.
2. Interest he has shown in the existing activities - does he engage or just pass time and leave?
3. How he presents himself in the organization - does he give presentations?
4. Teamwork - Has he joined any workgroups for tasks like certification?
5. Vigor - Does he communicate with others about his project's status and how does he respond?
6. Has he attended any training? If not, has he trained anyone?
Based on the above criteria, please rate him on a scale from 1 to 10. Remember, giving an increment after probation is not mandatory; performance is what truly matters. You can mention that while the project has not started, an evaluation has been conducted based on set parameters, and you have met expectations. Your next appraisal will be scheduled for... and a revision will be done at that time.
Cheers,
Venkat
From India, Madras
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1Good day! You should consider the following:
1. Degree of initiative he has taken even though he was not assigned the work.
2. Interest he has shown in the existing activities - does he engage or just pass time and leave?
3. How he presents himself in the organization - does he give presentations?
4. Teamwork - Has he joined any workgroups for tasks like certification?
5. Vigor - Does he communicate with others about his project's status and how does he respond?
6. Has he attended any training? If not, has he trained anyone?
Based on the above criteria, please rate him on a scale from 1 to 10. Remember, giving an increment after probation is not mandatory; performance is what truly matters. You can mention that while the project has not started, an evaluation has been conducted based on set parameters, and you have met expectations. Your next appraisal will be scheduled for... and a revision will be done at that time.
Cheers,
Venkat
From India, Madras
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Performance Appraisal evaluation.doc