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
From India, Delhi
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
From India, Delhi
hi,
I think, u should evaluating on what basis or on whose request he has been recruited. Then try to get some Performance & personal evaluating, (scorecard will help much), give him a decreasing payment based on payment degree in your company, or offer him to retired.
I think, u should evaluating on what basis or on whose request he has been recruited. Then try to get some Performance & personal evaluating, (scorecard will help much), give him a decreasing payment based on payment degree in your company, or offer him to retired.
Hi
I think that extension of probation period of the employee under question may be bad practise of HRD,if increment is not given. The employee is not at fault. Ofcourse the employee can be altered for further giving no extension in case if the employer has no task of his capability and ability.
Jaigopal Tiwari
I think that extension of probation period of the employee under question may be bad practise of HRD,if increment is not given. The employee is not at fault. Ofcourse the employee can be altered for further giving no extension in case if the employer has no task of his capability and ability.
Jaigopal Tiwari
Dear Meera
Good day!
You should consider the following:
1. Degree of initiative he has taken though he was not given the work
2. Interest he has shown on the existing activities - he passes time and goes away
3. How does he projects himself in the organisation - giving ppts
4. Team work - Has he got associated with any workgroup for a group task like certification
5. Vigour - Does he check with anyone on the status of his project and how does he react
6. Has he attended training if not has he trained anyone
Based on the above rate him in the scale of 1 to 10
Giving increment after probation is not mandatory since it is the performance which matters.. You can state that the project is not commissioned we have evaluated on the parameters and you meet expectations and your next appraisal will be ...... and revision will done then
cheers
venkat
From India, Madras
1Good day!
You should consider the following:
1. Degree of initiative he has taken though he was not given the work
2. Interest he has shown on the existing activities - he passes time and goes away
3. How does he projects himself in the organisation - giving ppts
4. Team work - Has he got associated with any workgroup for a group task like certification
5. Vigour - Does he check with anyone on the status of his project and how does he react
6. Has he attended training if not has he trained anyone
Based on the above rate him in the scale of 1 to 10
Giving increment after probation is not mandatory since it is the performance which matters.. You can state that the project is not commissioned we have evaluated on the parameters and you meet expectations and your next appraisal will be ...... and revision will done then
cheers
venkat
From India, Madras
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Employee Appraisal Form new.doc