I have some queries regarding probationary period....please help me with info regarding this.
our company has a probationary period (PP) of 1 year, i think this is too long and would like to propose to change it to 6 months / 3 months.
Before that, please clarify my doubts.....
Generally, how long is the PP ?
on what factors is the duration of PP decided?
Is there any minimum PP?
can the PP be extended later?
Can it be 1 yr also?
can we inc the salary during PP?
What are the legalities in sacking employees during PPs?
Any other info regarding this is also most welcome.
I know i have asked too many questions....but seniors, please be patient....! :-)
From India, Visakhapatnam
our company has a probationary period (PP) of 1 year, i think this is too long and would like to propose to change it to 6 months / 3 months.
Before that, please clarify my doubts.....
Generally, how long is the PP ?
on what factors is the duration of PP decided?
Is there any minimum PP?
can the PP be extended later?
Can it be 1 yr also?
can we inc the salary during PP?
What are the legalities in sacking employees during PPs?
Any other info regarding this is also most welcome.
I know i have asked too many questions....but seniors, please be patient....! :-)
From India, Visakhapatnam
hI
Probation period is generally 6 months in most companies.How ever you can have this period for one year/two year too.The period is for you determine his suitability to be confirmed to a permanent post.So you are in effect examining his suitability for this post.The time taken to arrive at the 'right desicion' is your option to determine this, which means your feedbacks are to be constant and value based to make the choice.
Remember a person on probation cannot be dismissed during this period and only at the end.
you can extend the period and give increases in payments.
hrg-rajaram
From United States
5Probation period is generally 6 months in most companies.How ever you can have this period for one year/two year too.The period is for you determine his suitability to be confirmed to a permanent post.So you are in effect examining his suitability for this post.The time taken to arrive at the 'right desicion' is your option to determine this, which means your feedbacks are to be constant and value based to make the choice.
Remember a person on probation cannot be dismissed during this period and only at the end.
you can extend the period and give increases in payments.
hrg-rajaram
From United States
Hi hrx_pbs,
Agree with the views of Rajaram and differ on some issue :-
Probation is a period for both the parties viz the employer & employee to check the suitability with each other; try to align the goals with the organizational ones..in other words a testing period for both parties esp to acclimatise each other..
Both the parties hold the rights of resignation by way of giving each other notice period of say 15 days to a month..if circumstances demands the organization can ask the probationer to leave the organization esp wrt to matters pertaining to financials or behaviour/attitude..
Regards,
Rajat
From India, Pune
Agree with the views of Rajaram and differ on some issue :-
Probation is a period for both the parties viz the employer & employee to check the suitability with each other; try to align the goals with the organizational ones..in other words a testing period for both parties esp to acclimatise each other..
Both the parties hold the rights of resignation by way of giving each other notice period of say 15 days to a month..if circumstances demands the organization can ask the probationer to leave the organization esp wrt to matters pertaining to financials or behaviour/attitude..
Regards,
Rajat
From India, Pune
Dear hrx_pbs,
If you are talking about the legality of probationary period it can be incorporated in the Certified Standing Orders under the Industrial Employment Standing Orders Act.
The period, terms and conditions can be fixed and incorporated in the Standing Orders, to give it a legal angle in a broader sense unlocking it from the individual and Organisation problem.
I agree with Rajat and but I differ wih hrg to the extent that you can terminate or a probationer can resign during probationary period which is usually mentioned in the contract and is present in almost all companies.
The total length of probation including normal and extension should be determined. It is totally upto the Management to determine the same.
I would only like to state that if you want to reduce the period first you must try to find out why it is kept at one year, and only after that you can justify the reduction otherwise feelings and opinions should not be a part of the policy making process unless supported by solid reasons and facts, any deviation will create a precedent which will be counterproductive in the long run.
Regards,
SC
From India, Thane
If you are talking about the legality of probationary period it can be incorporated in the Certified Standing Orders under the Industrial Employment Standing Orders Act.
The period, terms and conditions can be fixed and incorporated in the Standing Orders, to give it a legal angle in a broader sense unlocking it from the individual and Organisation problem.
I agree with Rajat and but I differ wih hrg to the extent that you can terminate or a probationer can resign during probationary period which is usually mentioned in the contract and is present in almost all companies.
The total length of probation including normal and extension should be determined. It is totally upto the Management to determine the same.
I would only like to state that if you want to reduce the period first you must try to find out why it is kept at one year, and only after that you can justify the reduction otherwise feelings and opinions should not be a part of the policy making process unless supported by solid reasons and facts, any deviation will create a precedent which will be counterproductive in the long run.
Regards,
SC
From India, Thane
Hi,
1. As a generic statement I can say that the Organisations have full freedom to fix the period of probation in any industry.
2. Generally the Probation period is 6 months in Manufacturing Industry.
3. If the candidate joined as Trainee, then it can be for 1 year.
4. After Confirmation assessment during 5th month, based on employee's performance, he can be confirmed, terminated or the PP can be extended for further 3 months (generally)
5. Salary will definitely need to be paid during PP, but the employee will not be eligible to claim any Medical and LTA. Leave rules also will be different from regular employees.
You can call me for any further details @ 98661 26685, HYderabad
Regards,
Prabhakar Ch
Regards,
From India, Hyderabad
1. As a generic statement I can say that the Organisations have full freedom to fix the period of probation in any industry.
2. Generally the Probation period is 6 months in Manufacturing Industry.
3. If the candidate joined as Trainee, then it can be for 1 year.
4. After Confirmation assessment during 5th month, based on employee's performance, he can be confirmed, terminated or the PP can be extended for further 3 months (generally)
5. Salary will definitely need to be paid during PP, but the employee will not be eligible to claim any Medical and LTA. Leave rules also will be different from regular employees.
You can call me for any further details @ 98661 26685, HYderabad
Regards,
Prabhakar Ch
Regards,
From India, Hyderabad
Essentially, Probation is a period where in You are tested if You can survive at the level that you are placed now. The duration of which should be no less than atleast 3 months, but depending on the type of job and the requirements it demands, it can extend upto 2 years maximum, more than which no company should take to assess any individual for his performance.
From India
From India
It is general practice that most of the companies follow probation of 6 months. Extended period may be another three months. About the termination during the period of probation, you can find clause in the appointment letter(with notice or without notice).
From India, Gurgaon
From India, Gurgaon
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