As a new employee of the company, he/she will have a probationary period stated specifically in the offer letter. It is a good chance for the employee to test whether the employee suits the job or not. Also, it gives the company a chance to find out whether the employee's performance during the probationary period meets the performance standards of the company required for the position.
To be a permanent employee of the company, one must serve a probation period starting from the date of employment, typically set at 40 days for Direct Workers and 3 months for Indirect Workers and Staff before being accepted as a regular, permanent employee enjoying full HRM Policy Manual's protection and benefits.
In special cases, the normal period of probation may be reduced, waived, or extended to allow more time for evaluation. The "Request for Personnel Action" proposed by the Department Manager should reflect any such change in the probationary period. The reason for the change of the probationary period should be specified in the request.
A newly assigned employee is expected to make satisfactory progress in mastering at least the fundamentals of his new assignment. A learning curve, or a period of time allowed for progressive levels of learning the requirements of the new job, will be established. Establishing a fair yet challenging learning curve is the responsibility of each department head. The employee should sign an agreement for probation defined by the company at the date of reporting for duty. When the probationary period is completed, an evaluation form will be issued by the HR Department through the employee's immediate supervisor and Department Manager and returned to the HR Department for further action.
During the probationary period, the company can terminate the employment contract without giving any reason. No payment of benefits for the employee who resigns voluntarily will be provided.
My regards to CiteHR Members,
John Chiang
From China, Shanghai
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32To be a permanent employee of the company, one must serve a probation period starting from the date of employment, typically set at 40 days for Direct Workers and 3 months for Indirect Workers and Staff before being accepted as a regular, permanent employee enjoying full HRM Policy Manual's protection and benefits.
In special cases, the normal period of probation may be reduced, waived, or extended to allow more time for evaluation. The "Request for Personnel Action" proposed by the Department Manager should reflect any such change in the probationary period. The reason for the change of the probationary period should be specified in the request.
A newly assigned employee is expected to make satisfactory progress in mastering at least the fundamentals of his new assignment. A learning curve, or a period of time allowed for progressive levels of learning the requirements of the new job, will be established. Establishing a fair yet challenging learning curve is the responsibility of each department head. The employee should sign an agreement for probation defined by the company at the date of reporting for duty. When the probationary period is completed, an evaluation form will be issued by the HR Department through the employee's immediate supervisor and Department Manager and returned to the HR Department for further action.
During the probationary period, the company can terminate the employment contract without giving any reason. No payment of benefits for the employee who resigns voluntarily will be provided.
My regards to CiteHR Members,
John Chiang
From China, Shanghai
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