Can we extend the probation period of employees beyond 6 months? Actually as per our company policy pb period is 3 month. If employees still needs improvement then in that case it will be 6 mth. Now one of our employee his pb was 3 months. As his performance was not satisfactory and still needs improvement so his pb extended to 3 more months. Now he completed his pb of 6 months. But again his line manager says he still need improvement. So in this case can we again extend?
From India, Trivandrum
From India, Trivandrum
Can we extend the probation period of employees beyond 6 months? Actually as per our company policy pb period is 3 month. If employees still needs improvement then in that case it will be 6 mth. Now one of our employee his pb was 3 months. As his performance was not satisfactory and still needs improvement so his pb extended to 3 more months. Now he completed his pb of 6 months. But again his line manager says he still need improvement. So in this case can we again extend?
From India, Trivandrum
From India, Trivandrum
Hi,
What you had mentioned in the appointment letter regarding probation clause?. In general in case unsatisfactory performance during probation period the same can be extended but employee should be explained why his probation is extended orally and also with a probation extension letter.
From India, Madras
951What you had mentioned in the appointment letter regarding probation clause?. In general in case unsatisfactory performance during probation period the same can be extended but employee should be explained why his probation is extended orally and also with a probation extension letter.
From India, Madras
Dear Nisha-Shekhar.
In our company, the first three months on the job are a trial period for both employee and the Company. This initial period will give the employee a chance to adjust to his/her position and to see whether the employee enjoys working at the Company. At the same time, it allows the Company to observe employee progress and evaluate his/her skills, talents, and aptitude for the Company business.
During the employee's trial period, his/her supervisor will discuss his/her performance with him/her and will suggest solutions for any difficulty employee may be encountering. Because working in the right job is essential to satisfaction and progress. If the employee is not suited to the employee's present assignment, every effort will be made to determine his/her aptitude for another type of work. If it is decided that the employee's continued employment with the Company is not mutually beneficial – to the employee and the Company - the employee's employment will terminate without severance pay.
Although the employee won't be paid for any absence during his/her first three months of work, upon successful completion of his/her trial period, the employee will become a permanent member.
Best regards,
John Chiang
From China, Shanghai
In our company, the first three months on the job are a trial period for both employee and the Company. This initial period will give the employee a chance to adjust to his/her position and to see whether the employee enjoys working at the Company. At the same time, it allows the Company to observe employee progress and evaluate his/her skills, talents, and aptitude for the Company business.
During the employee's trial period, his/her supervisor will discuss his/her performance with him/her and will suggest solutions for any difficulty employee may be encountering. Because working in the right job is essential to satisfaction and progress. If the employee is not suited to the employee's present assignment, every effort will be made to determine his/her aptitude for another type of work. If it is decided that the employee's continued employment with the Company is not mutually beneficial – to the employee and the Company - the employee's employment will terminate without severance pay.
Although the employee won't be paid for any absence during his/her first three months of work, upon successful completion of his/her trial period, the employee will become a permanent member.
Best regards,
John Chiang
From China, Shanghai
The probation period is not extended time and again and is subject to the policy/rules in this regard. Many organisations specify that probation can be extended only twice and that too for a period of twice the original probation. This period is more than sufficient to prove one's worth to the organisation and if one fails then the result is loss of service.
You may check the position with your organisation, in case there is no such provision, then you may extend the probation, make it clear that this is the last time and failing which the employee will not be retained in service.
From India, Mumbai
You may check the position with your organisation, in case there is no such provision, then you may extend the probation, make it clear that this is the last time and failing which the employee will not be retained in service.
From India, Mumbai
You can extend the probation period for another 3 months with a caveat that in case of
no improvement in job performance, he will be shown the exit door. You can issue a letter
conveying this in a polite but an assertive manner.
From India, Aizawl
no improvement in job performance, he will be shown the exit door. You can issue a letter
conveying this in a polite but an assertive manner.
From India, Aizawl
First, you must check what is in your company policy regarding the probation extension.
Why are you trying to extend it after 6 months?
Take time to review the performance of the candidate using tools like 9-box grid method or the performance management system.
Continue to reject and extend probation as per the metrics decided in the probation confirmation module.
Reform the questions using AI Suggest within seconds before you start the probation period for a newly hired person to avoid these situations later on, even after 6 months.
Check if your players are star players or not using the 9-box grid module later on after 6 months to review their performance and potential holistically. Convey the message to them for taking the right action based on the evidence, which is also a systematic and streamlined trail of their billable hours on the HRMS software like uKnowva. This will streamline your process and you will not worry whether to extend someone's probation or not.
From India, Delhi
Why are you trying to extend it after 6 months?
Take time to review the performance of the candidate using tools like 9-box grid method or the performance management system.
Continue to reject and extend probation as per the metrics decided in the probation confirmation module.
Reform the questions using AI Suggest within seconds before you start the probation period for a newly hired person to avoid these situations later on, even after 6 months.
Check if your players are star players or not using the 9-box grid module later on after 6 months to review their performance and potential holistically. Convey the message to them for taking the right action based on the evidence, which is also a systematic and streamlined trail of their billable hours on the HRMS software like uKnowva. This will streamline your process and you will not worry whether to extend someone's probation or not.
From India, Delhi
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