How To Extend The Probation Period - CiteHR
Tsivasankaran
Consultant
Pragnaa HR Compliance Services
Pragnaa Shree Venture India Pvt. Ltd
Arun Kumar Maitra
Presently Working As Company Secy. In Old
Vang_vinay
Core-hr Activities
Loginmiracle
Consultant & G.m.
Mksharma63
Operations, Hr And Marketing
Jalluriram
Hr & Payroll
HR Truelogics
Hr Manager
+5 Others

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Dear Seniors,
In IT Company i have to extend the probation period for one month. I want to know that to extend the probation period, shall i have to issue any letter or what ?
Kindly advise.
Megha Sharma
HR Manager
IT Company
Jaipur

Dear Megha Sharma
First of all you appraise the performance of the employee and then you may extend the probation period. In this regard, you have to issue a letter for the extension of the probation period.
Regards
ram

hi megha yes company must informed u in writing that your probation period extended for 1 month. anil lakhera
Hi, It depends on the clause you mentioned in the appointment letter, regarding the probation period.
Hello Megha, Yes, we should issue a letter if we are extending the probation period of an employee.
Hello Megha, I go with Pragnaa, Yes we should issue a letter to the employee if we are extending his/her probation
As said by Mr. Ram first of all take the appraisal of the said employee and if the Reporting Manager writes to extend the probation to further 1 month, please go ahead and issue the probation extention letter.
The question was simple....whether Extension letter should be issued for a probationer if the management decides to extend his/herprobation.

The answer is a simpl,e YES.

I do not know why people write about "Letter to be issued for extending Probation for Trainees""????

A trainee is not under probation and he is under Training. If you need to extend Training, letter shall be issued

A probationer is an employee who is taken against a regular vacancy and if his performance is assessed and he is confirmed or his probation is extended for a limited period or his probation is terminated. In all such cases, process require issuance of letter.

In established big Companies, no one will have any doubt on this issues. unfortunately many of the small companies have some aversion to issue letters and they always think it is unwanted. I request all HR profeesionals to convince the managements to issue letters as appropriate to keep your records correct.

There are so many illusions and misconceptions. One such misconception is when an employee is confirmed, he or she must be given an increase. There is no such law. It all depends on at what level you have taken him or her at the time of recruitment.

Pl issue letter. Do not get confused between a Trainee and a Probationer

T Sivasankaran

Dear,
Before issue of a letter U should have your papers adequately documented. I think a HR Manager by him/herself take it on like this without back up records from the HOD of the employee involved. Pl.ensure for what reason you are initiating or directed to initiate this. Once this is pucca then you HAVE TO ISSUE a memo and get the ack.of the concerned.
kumar.s.

Hi Megha!
1) Check signed contract.
2) Appraise the employee's performance against set expectations objectively.
3) He must have failed (or on the brim of failing) in the appraisal to establish valid grounds for extension.
4) He must be convinced that he failed. Show concrete data, e.g. attendance, behavior, errors/mistakes, below quota, customer complaints, etc.
5) Lead the discussion wherein the employee would show interest to request for reconsideration. If this scenario is not reached, ask the employee if he is willing to enhance his performance as the company is willing to give him a chance. If he says yes, make a commitment/agreement and in there, establish areas he must work on to meet set expectations. If he says no, let him go. Extension must be mutually agreed upon by both parties not by one party only. Extension must still be managed. It's not absolute passport that after the extension he 100% be regularized.
Hope this helps.
Onilrem


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