Dear All,
I m also going through the same scenario.Actually I had to join new company at lower CTC than the previous one. thats my i am also searching for a change.Same problem i communicated with my reporting manager but he did nothing but suggest me talk senior manager thats why i have to leave this company.

From India, Delhi
I feel you need to have a clear policy on probation. When the employee is about to complete her probation, and satisfactorily as you say, you are ethically bound to confirm her. It is alo possible that she herself does not know if she is going to get confirmed in your company and may be exploring other options in case you terminate her service after probation.
What you need to do is to take the employee into confidence and convince her that staying in the company after the probation will be most ideal for her. If you still feel that this employee will most likely leave you later, if not now, ask her to make the choice today, ie either to stay or quit. If she decides to day, tell her that then her option to leave the company will be foreclosed.

From India, Thrissur
Dear Mr. Imrqur,
When her performance is good as per your mgmt, denying of confirmation of her position is a wrong decision for a unknown reason. You can very well discuss with her openly regarding her performance, decision of the mgmt to confirm her position etc and tell her about the news of relocation proposal that you heard thro someone and then take a wise decison on her job confirmation. without knowing the real fact, do not stop her right benefits.
T. Kumar

From India, Madras
Dear imrqur,
I am joining the discussuion late so have benifit of others comments.
Points to be considered are:-
1. Is the employee attempeting any thing wrong/ illegal---NO
2. is the employee legally bound to inform you of intentions to leave/ seek better avenues --NO
3. is the employee ,in any, fashion , not found suitable for retention ? If not then if your organisation follows rules the employee cant be denied confirmation.
4. In fact ,after confirmation (in case employee has spent time beyond probation )it will be difficult for employee to quit with out giving due notice.
5. Organisations should try to find resons for attriton rather than becoming anti employees who want to quit.
6.Exit interview may be an eye opener.

From India, Delhi
Hi, This is Sheetal
Well i am pursuing PGDBA (HR ) ..i am doing project on Training Methods, Techniques and Aids / Trade Unionisim and Industrial Relation project (either of them .
Can any one help me out in doing this projects. i ahve no idea about it ....req you all to pls help me out to prepare the project o 1 topic from above mention topic
Sheetal patil

From India, Mumbai
Dear IMRQUR ..

this is very bad.

she/he has a right to apply /try a job outside..

almost everyone tries the same.

if her performance is not upto the mark / any behavior kind a problems or her team members/peers have any issues with her .. than you can think about this.

i think she has a issue at her workplace .. most of the employees not shift jobs for 6 months.

is she is trying means ..

01. she had issues of her own / workplace related

02. she is getting good offers...

think about this .. dont try to punish or treat otherwise.

she/he trying job outside is not a unlawful/ unethical practice. don't think on that grounds.

this will not bring good image to organisation or for HR policies are concerned

namste / gurubhyonamaha:-)

Much regards,

nagarjuna kandimalla


" You can buy a man’s time, you can buy a man’s physical presence at a given place, you can even buy a measured number of skilled muscular motions per hour or day; but you cannot buy enthusiasm, you cannot buy intiative; you cannot buy loyalty; you cannot buy devotion of hearts, minds and souls. You have to earn these things. "

Go Green | The future will thank you |

From India, Hyderabad
Hi, Its free market man...Rather than making an issue out of it let the employee find a better job & you find a better Employee...
From India, Madras






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From India, Mumbai
Dear Imrqur
I wonder here, anyway before completion of probation period any HR would have a one on one with the employee, as to convey him/her where they stand as per the org. requirement. If you as HR wanted to give the confirmation, soon after completion of probation period by default, I am sure it wouldn't be a right practice. Pls. have a one on one with the employee, find out what you heard is true and if she confirms ask her whether her decision is final. If so give her the choice of leaving immediately as it would take time (notice period required by your organisation) to relieve her after confirmation or get her probation period extended for another 6 months. Option is with you. You have the right choice calling for..
Thanking you for giving me a chance to share my thoughts.

Interesting question... and something that happens practically every day in every other organization. But what is much more intriguing is the kind of response this is generating. Some of them quite amusing, i must say.

My understanding and reaction to this situation is quite simple. Is the employee in question "truly" a poor performer or are you really reacting to her looking for a job. If she is truly a poor performer, why were you and her line manager waiting for her probation period to complete to inform her of the same. I would have thought that you (including the reporting manager) would have had a feedback conversation with her and told her about where and how she needs to improve. By not doing that you are in a situation where even if it was a genuine reason, it will be branded as a revenge move.

If it is a revenge move, then i suggest you and your organization management "grow up" and get on with life rather than get back with unproductive activities.

This is not a case in Isolation. We are kings of "last minute activities and reactions". We talk of great theories and exciting activities to create amazing organizations but fail to even follow simple basic fundamentals rules. Feedback is one such fundamental building blocks of an effective / efficient / productive HR Culture and feedback not given on time is for all practical purposes 'useless'.


From India, Delhi

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