In an organization where i'm working the probationary period is for one year, and one person has served in this institution for 2 years and has been given the promotion to top position, so my question is now for this new position once again the letter of probationary letter is given or a letter is given saying you are promotion. Please answer its very important.
From India, Bangalore
From India, Bangalore
Dear Chetana,
While selecting job candidate, organisation devise elaborate recruitment process. Yet they are wary and have fear that the recruitment could go wrong hence they introduce the clause of probation. Should the newly joined employee fails to meet the expectation or deliver the desired level of performance, he/she can be removed easily, hence the clause of probation. But once confirmed, organisations cannot have transition to back to probation at their free will.
Now in your case, whether the confirmation letter given or not, your organisation has elevated him to the top position. His promotion implies your organisation's faith on his potential. Then where is the question of putting person back on probation?
Instead of putting employee on probation, in some organisations, while issuing letter of promotion, a clause is inserted stating that should the employee fails to deliver the desired level of performance, he/she is liable to be restored to his/her previous position. Some organisations do not make any salary increase after promotion. It is done after six months.
Generally probation period lasts from 90 to 180 days. It could be extended, if the performance of the newly joined employee comes under suspect. However, after one year either you should remove the person or confirm the person. Promoting an employee without checking whether the confirmation letter is issued or not, is a procedural flaw in your HR department. Sooner you fix this flaw the better. Else more such case could arise in future. If issue of confirmation letter appears problematic then you may insert clause in the appointment letter stating that if the confirmation letter is not issued on completion of probation period then the employee would be confirmed automatically. However, this is just a short cut and not a healthy HR practice.
Thanks,
Dinesh Divekar
From India, Bangalore
7884While selecting job candidate, organisation devise elaborate recruitment process. Yet they are wary and have fear that the recruitment could go wrong hence they introduce the clause of probation. Should the newly joined employee fails to meet the expectation or deliver the desired level of performance, he/she can be removed easily, hence the clause of probation. But once confirmed, organisations cannot have transition to back to probation at their free will.
Now in your case, whether the confirmation letter given or not, your organisation has elevated him to the top position. His promotion implies your organisation's faith on his potential. Then where is the question of putting person back on probation?
Instead of putting employee on probation, in some organisations, while issuing letter of promotion, a clause is inserted stating that should the employee fails to deliver the desired level of performance, he/she is liable to be restored to his/her previous position. Some organisations do not make any salary increase after promotion. It is done after six months.
Generally probation period lasts from 90 to 180 days. It could be extended, if the performance of the newly joined employee comes under suspect. However, after one year either you should remove the person or confirm the person. Promoting an employee without checking whether the confirmation letter is issued or not, is a procedural flaw in your HR department. Sooner you fix this flaw the better. Else more such case could arise in future. If issue of confirmation letter appears problematic then you may insert clause in the appointment letter stating that if the confirmation letter is not issued on completion of probation period then the employee would be confirmed automatically. However, this is just a short cut and not a healthy HR practice.
Thanks,
Dinesh Divekar
From India, Bangalore
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