Hello All,
Hope you are all doing well!
I recently joined an IT company for the position of HR executive. One of our employees has completed his six-month probation period. What procedures do I need to follow as an HR?
From India, Ahmedabad
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13Hope you are all doing well!
I recently joined an IT company for the position of HR executive. One of our employees has completed his six-month probation period. What procedures do I need to follow as an HR?
From India, Ahmedabad
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After the completion of a 6-month probation period, the employee needs to be appraised. Based on the recommendation of the Head of Department/Line Manager, the employee can be confirmed in their position, or the probation can be extended for a further period not exceeding 6 months.
From India, Ahmadabad
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From India, Ahmadabad
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Assessment of the performance of a probationer would be done after the completion of a six-month period by the reporting head or another individual as per the hierarchy. The candidate can be confirmed or extended based on the assessment. Proper documentation and formatting in terms of performance achievement rating/score would be completed to ensure the assessment is measurable and justified.
Thanks
From India, Indore
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Thanks
From India, Indore
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If his probation period is been completed and it’s confirmed by his TL/Manger than you also need to issue confirmation letter stating that he is now permanent employee of the company.
From India, Ahmedabad
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From India, Ahmedabad
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Communication to concern employee must be given in written in cases of -separation from service,probation extension or service confirmation if any. Thanks
From India, Indore
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From India, Indore
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Thank you for your valuable feedback. However, i want to know that which type of form should be fill up by employees and TL/project manager. Please drop any format of this form. Thanks,
From India, Ahmedabad
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From India, Ahmedabad
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Attached here with format that can be used for assessment. Modification in format can be done as per the need/fitment. All the Very Best Thanks
From India, Indore
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From India, Indore
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Dear Dhruv,
A probation period is basically an observation or a trial period. This is effectively a separate fixed-term employment contract that precedes your permanent employment relationship. The duration may be 6 months or 12 months. This allows the employer an opportunity to ascertain your ability to perform the role before moving to a permanent employment agreement. So before transitioning to a permanent contract, you need to review:
1. Company's HR manual
2. Company's HR policy where the "Probationary Policy is mentioned"
3. Performance report for the past 6 months
4. Type of employee, whether they are contractual, project-based, or permanent
5. Ensure you have all his documents and letters (which must be kept as departmental reference in his personal file) and submit them to your immediate manager for the next steps.
Please let me know if you need any further clarification or assistance.
Best regards,
[Your Name]
From India, Bhubaneswar
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A probation period is basically an observation or a trial period. This is effectively a separate fixed-term employment contract that precedes your permanent employment relationship. The duration may be 6 months or 12 months. This allows the employer an opportunity to ascertain your ability to perform the role before moving to a permanent employment agreement. So before transitioning to a permanent contract, you need to review:
1. Company's HR manual
2. Company's HR policy where the "Probationary Policy is mentioned"
3. Performance report for the past 6 months
4. Type of employee, whether they are contractual, project-based, or permanent
5. Ensure you have all his documents and letters (which must be kept as departmental reference in his personal file) and submit them to your immediate manager for the next steps.
Please let me know if you need any further clarification or assistance.
Best regards,
[Your Name]
From India, Bhubaneswar
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Employee Performance.pdf