Dear Seniors, Greetings for the day!!! I need some valuable advice as i want to know the reasons for probation period extension. Please list me some reasons for IT company. Regards, Sapana
From India, Pune
9From India, Pune
Dear Ms Sapna,
Mainly the period of probation is extended due to unsatisfactory performance by the individual. it could for the following reasons too:-
1.Due to poor or irregular attendance or late coming for duties.
2. Due to rude behaviour.
3. Neglect of duties.
4.Due to loose talk or spreading rumours.
It is better to go through your appointment letter or certified standing orders of the company where list of Misdemeanors are Normally specified.
BS Kalsi
Member since August, 2011
From India, Mumbai
Mainly the period of probation is extended due to unsatisfactory performance by the individual. it could for the following reasons too:-
1.Due to poor or irregular attendance or late coming for duties.
2. Due to rude behaviour.
3. Neglect of duties.
4.Due to loose talk or spreading rumours.
It is better to go through your appointment letter or certified standing orders of the company where list of Misdemeanors are Normally specified.
BS Kalsi
Member since August, 2011
From India, Mumbai
Dear Sapana,
This is in addition to what Mr BS Kalsi has said.
It appears that you have made your mind to extend some probationer's probation and now you are searching the reasons. If it is true then I can say that this is not a professional practice.
On completion of the probation, you need to conduct Performance Appraisal (PA) of the employee. PA form should include performance related parameters plus behaviour related parameters. HOD of the probationer should award the marks based on the evidence. Total marks decide whether the probationer merits extension of probation or confirmation of service.
There could be one single instance related to the probationer. It could be customer dissatisfaction of the highest kind or emotional outburst against colleague or superior or any other instance. However, it has to be reflected in the PA form and HoD should recommend extension of the probation.
Thanks,
Dinesh Divekar
From India, Bangalore
This is in addition to what Mr BS Kalsi has said.
It appears that you have made your mind to extend some probationer's probation and now you are searching the reasons. If it is true then I can say that this is not a professional practice.
On completion of the probation, you need to conduct Performance Appraisal (PA) of the employee. PA form should include performance related parameters plus behaviour related parameters. HOD of the probationer should award the marks based on the evidence. Total marks decide whether the probationer merits extension of probation or confirmation of service.
There could be one single instance related to the probationer. It could be customer dissatisfaction of the highest kind or emotional outburst against colleague or superior or any other instance. However, it has to be reflected in the PA form and HoD should recommend extension of the probation.
Thanks,
Dinesh Divekar
From India, Bangalore
Sometimes, line managers want an employee undergoing probation to leave by giving excuses like "he does not know his work". Bias and discrimination may be the real reasons rather than poor performance which is partly the fault of the recruiter for not hiring the right person and of the Supervisor for not training or teaching the new employee.
You should have already in your letter of appointment, a clause which says that during the probationary period of X week, either the employee or the company may give notice or pay salary in lieu. If you feel that the new employee is really a hopeless case and he has committed a serious infraction such as stealing, or hitting someone or sexual harassment, you need to be sure you have proof to terminate him without even giving notice or 1 week's salary in lieu.
I would check for REAL reasons why someone is asked to go during the probationary period. Most times, it is due to a mismatch. The Line Manager wants someone fast, who asks for low pay, has tons of relevant working experience, but has to be prepared to work for little. So, HR hires someone who may not be as experienced as needed and this is the result. In rare instances the Line Manager may fear that the new person is more competent than him and may take over his role in the future This happens if Line Managers are insecure and they give poor excuses why competent employees should be asked to go.
From Singapore, Singapore
You should have already in your letter of appointment, a clause which says that during the probationary period of X week, either the employee or the company may give notice or pay salary in lieu. If you feel that the new employee is really a hopeless case and he has committed a serious infraction such as stealing, or hitting someone or sexual harassment, you need to be sure you have proof to terminate him without even giving notice or 1 week's salary in lieu.
I would check for REAL reasons why someone is asked to go during the probationary period. Most times, it is due to a mismatch. The Line Manager wants someone fast, who asks for low pay, has tons of relevant working experience, but has to be prepared to work for little. So, HR hires someone who may not be as experienced as needed and this is the result. In rare instances the Line Manager may fear that the new person is more competent than him and may take over his role in the future This happens if Line Managers are insecure and they give poor excuses why competent employees should be asked to go.
From Singapore, Singapore
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Extension of Probation.doc