We have a senior corporate who will be joining our office. Normally all who join are under 6 months probation before getting the permanent status, but with this senior executive - he has about 11 years of experience in the IT field - am not sure whether he should put under probation too...?
Please advise!
Thank you :)
From India, Madras
Please advise!
Thank you :)
From India, Madras
Dear Friend,
Any employee (let it be at Junior / Middle / Top level) has to undergo a probation period.
Except the President, CEO, CFO, COO & MD all the employees (including VPs) undergo the Probation period....
Allocation of probation period is not based on any experience but is based purely based on Company's policy.......
So i would suggest you that if an employee has joined as Sr. Executive, he / she ahs to undergo a probation period....
Regards
ANkit
09869851356
From India, Mumbai
393Any employee (let it be at Junior / Middle / Top level) has to undergo a probation period.
Except the President, CEO, CFO, COO & MD all the employees (including VPs) undergo the Probation period....
Allocation of probation period is not based on any experience but is based purely based on Company's policy.......
So i would suggest you that if an employee has joined as Sr. Executive, he / she ahs to undergo a probation period....
Regards
ANkit
09869851356
From India, Mumbai
dear ankit
as u have a policy of 6 month probation ,it should be uniform to all .
how much should be probation period,notice period etc ,all are defined in standing orders of company.it should be uniform to all.
tks
j s malik
From India, Delhi
as u have a policy of 6 month probation ,it should be uniform to all .
how much should be probation period,notice period etc ,all are defined in standing orders of company.it should be uniform to all.
tks
j s malik
From India, Delhi
Hi!
Indeed, recruitment policies must conform to the overall company policy and must be implemented consistently. But this framework presupposes that the company policies are correct and are consistent with the labor laws and best practices worldwide.
Executive Recruitment is a special type of recruitment. Normally, this is done thru an "executive search" organization and the company pays a high fee to be able to get the right person/ talent that it needs. Executive search organizations are very clever and tough in the selection and endorsement of their candidates to clients. It is their reputation and business that is always at stake for any bad candidate.
The recruitment of high calibre talents need careful procedures. Its handling and management also requires top management attention. Otherwise the company can suffer from costly high talent turnovers.
We must understand that it is very rare for senior management people to resign from their current employment and transfer to a company with a contract that states that he will undergo the normal "probationary" period of six (6) months applied to rank-and-file employees.
This is essentially an insult to the executive being recruited. Indeed, why should he be offered employment by a company if the company does not believe that he can handle the job and deliver the outputs required from the position? Maybe, those who are only at the supervisory and junior management level would gladly undergo such period, because they have nothing to show anyway. Hence, they would willingly try to prove themselves for six (6) months. But for senior people, I doubt!
The best way to handle newly recruited senior management people is place them "on contract" hiring for a period of ONE (1) or two (2) years. This will provide enough time for both the company and the concerned manager to prove themselves to each other.
When the manager fails to meet the terms and references provided in the contract, then the company can easily terminate his/ her services by not renewing the contract. When he/ she meets the company's performance standards, he can be immediately converted to regular status. When doubts still linger, then a new one (1) or two (2) year contract can be executed. On the other hand, when the manager does not feel OK in his new job, he/ she can always opt to resign or decline the renewal of his contract.
Best wishes.
Ed Llarena, Jr.
Managing Partner
Emilla Consulting
(landline)
0063-9160762-7218 (mobile)
(helps improve corporate governance worldwide, esp in Asia, the Middle East, AFrica, and the Pacific Region)
From Philippines, Parañaque
Indeed, recruitment policies must conform to the overall company policy and must be implemented consistently. But this framework presupposes that the company policies are correct and are consistent with the labor laws and best practices worldwide.
Executive Recruitment is a special type of recruitment. Normally, this is done thru an "executive search" organization and the company pays a high fee to be able to get the right person/ talent that it needs. Executive search organizations are very clever and tough in the selection and endorsement of their candidates to clients. It is their reputation and business that is always at stake for any bad candidate.
The recruitment of high calibre talents need careful procedures. Its handling and management also requires top management attention. Otherwise the company can suffer from costly high talent turnovers.
We must understand that it is very rare for senior management people to resign from their current employment and transfer to a company with a contract that states that he will undergo the normal "probationary" period of six (6) months applied to rank-and-file employees.
This is essentially an insult to the executive being recruited. Indeed, why should he be offered employment by a company if the company does not believe that he can handle the job and deliver the outputs required from the position? Maybe, those who are only at the supervisory and junior management level would gladly undergo such period, because they have nothing to show anyway. Hence, they would willingly try to prove themselves for six (6) months. But for senior people, I doubt!
The best way to handle newly recruited senior management people is place them "on contract" hiring for a period of ONE (1) or two (2) years. This will provide enough time for both the company and the concerned manager to prove themselves to each other.
When the manager fails to meet the terms and references provided in the contract, then the company can easily terminate his/ her services by not renewing the contract. When he/ she meets the company's performance standards, he can be immediately converted to regular status. When doubts still linger, then a new one (1) or two (2) year contract can be executed. On the other hand, when the manager does not feel OK in his new job, he/ she can always opt to resign or decline the renewal of his contract.
Best wishes.
Ed Llarena, Jr.
Managing Partner
Emilla Consulting
(landline)
0063-9160762-7218 (mobile)
(helps improve corporate governance worldwide, esp in Asia, the Middle East, AFrica, and the Pacific Region)
From Philippines, Parañaque
Hi
Based on my recruiting experience, I would suggest that you institute your probationary period...for more reasons than one.
1. Culturally, you will be sending a strong message that the rules are for everyone, not just the junior employees. If something as critical as probation is waived, then you may be running the risk of placing doubts in the minds of other employees as to what else may be waived for employees high up the ladder.
2.
From Trinidad and Tobago, Chaguanas
Based on my recruiting experience, I would suggest that you institute your probationary period...for more reasons than one.
1. Culturally, you will be sending a strong message that the rules are for everyone, not just the junior employees. If something as critical as probation is waived, then you may be running the risk of placing doubts in the minds of other employees as to what else may be waived for employees high up the ladder.
2.
From Trinidad and Tobago, Chaguanas
Hi
Continuing my contribution...
2. From an auditing standpoint, you are strengthening the company's position with regard to consistency of application. Why would you want to be non-compliant with your own company policy...and at such a high level. Culture building begins at the top and if this executive has an issue with that, then the company may be better served with someone who may be a little less technically inclined, but is big on the culture and behaviour items. At any rate, at the executive level, technical ability is secondary to behavioural competence and emotional intelligence.
3. This is a very good way to test the behaviour orientation of this executive...to see how he reacts/responds to a situation like this. It will be a very strong indicator as to how he sees himself, but more importantly, how he views the rest of the organization - whether it is a "me" and "them" mentality or a true team approach where nobody is "above the law" so to speak.
Just my two cents....
Angela.
From Trinidad and Tobago, Chaguanas
Continuing my contribution...
2. From an auditing standpoint, you are strengthening the company's position with regard to consistency of application. Why would you want to be non-compliant with your own company policy...and at such a high level. Culture building begins at the top and if this executive has an issue with that, then the company may be better served with someone who may be a little less technically inclined, but is big on the culture and behaviour items. At any rate, at the executive level, technical ability is secondary to behavioural competence and emotional intelligence.
3. This is a very good way to test the behaviour orientation of this executive...to see how he reacts/responds to a situation like this. It will be a very strong indicator as to how he sees himself, but more importantly, how he views the rest of the organization - whether it is a "me" and "them" mentality or a true team approach where nobody is "above the law" so to speak.
Just my two cents....
Angela.
From Trinidad and Tobago, Chaguanas
Dear Friends,The period of probation is common for every cadre, but its depending upon the management administrative rules as approved by the competent person. In India there is act for the framing of the certain Standing Rules. The act is called 'INDUSTRIAL EMPLOYMENT (STANDING ORDERS)ACT,1946 & RULES' .In that according to the SCHEDULE - I "PROBATIONER" is a workman who is provisionally employed to fill a permanent vacancy in a post and has not completed three months service therein. If a permanent employee is employed as a probationer in a new post he may, at any time during the probationary period of three months be reverted to his old permanent post.So the meaning is any new joinee should be on 'Probation' for such and such period . That means if any CEO or top persons are also be on line. Its not a shame the new person may understand the conditions of the employment and evnironment of the orgnaisation etc. within three months. The Three months 'PROBATION' period is common but it may varry from industry to industry while certifying the above said staning orders.The detailed note on this 'PROBATIONER' is attached with this please gothrough.Regards,PBS KUMAR
From India, Kakinada
From India, Kakinada
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