Hi, I am working as an HR in a software company and I need to prepare the probation review form.
Can anyone help me with the format and the parameters on which the software engineers, QA tester and technical support employees will be evaluated and also how it needs to be conducted? Can you please explain?
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Hi, I am working as an HR in a software company and I need to prepare the probation review form. Can anyone help me with the format and the parameters on which the software engineers, QA testers, and technical support employees will be evaluated, and also how it needs to be conducted? Can you please explain?
From India
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Can anyone help me with the format and the parameters on which the software engineers, QA tester and technical support employees will be evaluated and also how it needs to be conducted? Can you please explain?
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Hi, I am working as an HR in a software company and I need to prepare the probation review form. Can anyone help me with the format and the parameters on which the software engineers, QA testers, and technical support employees will be evaluated, and also how it needs to be conducted? Can you please explain?
From India
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Dear Diksha Mahna,
A post-probation review is a company-specific activity. There is no generalization as such. The review is conducted to check whether the newly joined employee is suitable to be made a permanent employee. The review differs from one designation to another even in the same company. Additionally, though it is a review of the employee, in a few companies, this review is also used to check the efficacy of the recruitment. The review highlights whether the hired employee was bad and what percentage of recruited employees were bad.
Nevertheless, to answer your query, I can suggest you refer to the parameters of the recruitment. The same parameters can be used for the post-probation review.
The parameters common to all could be to check the soft skills of the probationer. The parameters could be:
a) Attendance
b) Punctuality
c) Time management
d) Initiative (volunteering to take on assignments)
e) Speed of learning (please note, it is different from learning attitude. What if the employee has a learning attitude but is slow in learning?)
f) Personal credibility (to check the employee's quality of being believable or trustworthy. Has the employee let down his/her colleagues or the manager?)
g) Ability to form a collaborative relationship with colleagues (to check the esprit de corps)
h) Innovativeness (to check whether or not the employee comes up with suggestions for product or process improvement)
i) Job errors (you have checked the job knowledge in the recruitment. The number of errors proves the ability to apply the knowledge)
j) Eye for detail or thoroughness (this is to check the trait of being painstaking and careful)
Thanks,
Dinesh Divekar
From India, Bangalore
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8219A post-probation review is a company-specific activity. There is no generalization as such. The review is conducted to check whether the newly joined employee is suitable to be made a permanent employee. The review differs from one designation to another even in the same company. Additionally, though it is a review of the employee, in a few companies, this review is also used to check the efficacy of the recruitment. The review highlights whether the hired employee was bad and what percentage of recruited employees were bad.
Nevertheless, to answer your query, I can suggest you refer to the parameters of the recruitment. The same parameters can be used for the post-probation review.
The parameters common to all could be to check the soft skills of the probationer. The parameters could be:
a) Attendance
b) Punctuality
c) Time management
d) Initiative (volunteering to take on assignments)
e) Speed of learning (please note, it is different from learning attitude. What if the employee has a learning attitude but is slow in learning?)
f) Personal credibility (to check the employee's quality of being believable or trustworthy. Has the employee let down his/her colleagues or the manager?)
g) Ability to form a collaborative relationship with colleagues (to check the esprit de corps)
h) Innovativeness (to check whether or not the employee comes up with suggestions for product or process improvement)
i) Job errors (you have checked the job knowledge in the recruitment. The number of errors proves the ability to apply the knowledge)
j) Eye for detail or thoroughness (this is to check the trait of being painstaking and careful)
Thanks,
Dinesh Divekar
From India, Bangalore
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The parameters should be:
1. Go through the job description.
2. Discuss what a probationer learned during the probation period.
3. State whether the job has met the establishment expectations.
4. Ensure appropriate feedback is received.
5. Inform the management of any areas where the probationer is struggling.
6. Clarify how to progress the probationer within the company.
At the end of the probationary period, the manager should conduct a "formal probation review meeting" of the employee's performance and suitability for the job. If the employee's performance is satisfactory, the manager - or HR department - should issue a letter of confirmation of appointment to the employee.
Hope this will be beneficial.
Thanks & Regards,
Sumit
From India, Ghaziabad
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1. Go through the job description.
2. Discuss what a probationer learned during the probation period.
3. State whether the job has met the establishment expectations.
4. Ensure appropriate feedback is received.
5. Inform the management of any areas where the probationer is struggling.
6. Clarify how to progress the probationer within the company.
At the end of the probationary period, the manager should conduct a "formal probation review meeting" of the employee's performance and suitability for the job. If the employee's performance is satisfactory, the manager - or HR department - should issue a letter of confirmation of appointment to the employee.
Hope this will be beneficial.
Thanks & Regards,
Sumit
From India, Ghaziabad
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