Dinesh Divekar
Business Mentor, Consultant And Trainer
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Hr Manager
Gannahope
Deputy Commissioner Of Labour..a.p.
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Founder & Director, V K Dynamic Leadership

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Hello everyone , as I know first we give an offer letter to the selected employees, then after his/her joining we generate an appointment letter. My question is that can we give an appointment letter after 3 months? If Yes do we need to issue anything apart from the offer letter?
My company is planning to change current policy they want that after 1 month of training we will decide whether we will continue with the candidate or not so what should be the proper practice for the same ?
They want if someone is not performing we will hire them in a month or if there will be chances of improvement another next month he will be on training & also they want initial 3 Months we will not pay full CTC will pay basic salary , So want suggestions who can we go for it ?

From India, Ahmedabad
Why do you want to keep appointment letters pending for 3 months?

Even if you issue Appointment offers to candidates, and later if he is found to be
unfit for the position because of non-performance, you have the liberty to terminate his services
Appointment letter is an Employment contract, to be issued to candidates prior to his resuming duties or at least on the same day of his joining services.

From India, Aizawl
Dear Megha,

Paragraph-wise replies to your post are as below:

Hello everyone , as I know first we give offer letter to selected employee, then after his/her joining we generate appointment letter. My question is that can we give appointment letter after 3 months?

Reply: - One the employee joins, appointment letter has to be issued immediately. Nevertheless, your company must be coming under the provisions of either the Factory Act or Shops and Establishment Act. Please check the provisions of the act of your state, as applicable.

If Yes do we need to issue anything a part from offer letter ?

Reply: - Any letter, whether offer letter or appointment letter or any other letter has to be clearly-worded. Ambiguity could create the problems for you as well as for the newly joined employee.

My company is planning to change current policy they want that after 1 month of training we will decide whether we will continue with the candidate or not so what should be the proper practice for the same ?

Reply: - If your company wishes to adopt the above practice, then it is free to do so. However, include these provisions of the appointment clearly in the "Offer Letter". It is up to the job candidates whether to accept these conditions or not.

They want if someone is not performing we will hire them in a month or if there will be chances of improvement another next month he will be on training & also they want initial 3 Months we will not pay full CTC will pay basic salary , So want suggestions who can we go for it ?

Reply: - If you wish to adopt this kind of recruitment practices then you are free to do so. However, write clearly all this in the "Offer Letter", a letter that is immediately issued after the selection of the candidate. Going further, once the candidate joins, you may issue the "Appointment Letter" only for the three months. If the newly joined employee fulfils your requirement then you may issue a permanent appointment letter.

Comments from HR Management Point of view: - You have asked certain questions and those have been replied to also. However, if one were to read between the lines, one can very well understand your company is unable to attract or select the quality candidate. The quality candidate could be leaving in the short while also. Therefore, the malaise could be lying somewhere but your company wishes to address it superficially by changing the rules of appointment for the first few months of appointment.

How to attract top-notch candidates depends on the company's brand image. Not all companies will have a good brand image but then much depends on the quality of the recruitment and selection and ability to pay as per market standards also.

Honey attracts the honeybees is the rule of nature. The job candidates make a beeline in front of the good companies. Those companies do not impose any kind of conditions. Why do American companies have a 5-day culture? Why do they expect employees to just work for 8 hours per day and yet their productivity is much higher? These are the questions on which leadership of your company has to ponder on!

Thanks,

Dinesh Divekar

From India, Bangalore
Thank you so much Radhakrishnan Sir!!

So what can we do if we want to terminate someone after 1 month or in their probation period because of poor performance can we do something in CTC offered for initial months or not ?

From India, Ahmedabad
Dear Megha,

This reply is for your second post.

If you wish to terminate the employment just after a month because of under-performance then you may do so. Issue the appointment letter immediately after joining but keep the employee under probation. During the probation generally employees can be terminated with just a day's notice. Include this provision in the appointment letter.

However, accountability for the selection of the wrong candidate has to be fixed properly. Action should be taken against those who are involved in the recruitment also. It appears that the buck of the wrong selection is simply passed to the candidate selected and the selector is going scot free. How long would you like to do this?

Be it noted that we live in the age of social media. What if the terminated candidate expresses his outrage on Facebook, Twitter, mouthshut.com, glassdoor.com? Once your company's brand image gets sullied, repairing it will not be an easy task and thereafter you may not get even unworthy candidates!

Therefore, let your management tread cautiously!

Thanks,

Dinesh Divekar

From India, Bangalore
Your valuable suggestions matters a lot , thank you sir !!

Can you please suggest how we can processed like i am also not fully satisfied with delaying in appointment letter.

Can you share any ongoing policy or letters?

From India, Ahmedabad
As very clearly mentioned in the earlier posts, you may include or modify the clause(s) on probation in the appointment letter, as per your policies. You can add 'performance condition' in the clause on Confirmation.

It is suggested that CTC once you offered to candidate at the time of final interview, shall have to be maintained by your management. No reduction in CTC is recommended. Else the brand image of the company, shall be dimmed in the eyes of prospective candidates which shall be capable of
hampering their performance in your company.

From India, Aizawl
Dear,
P RADHAKRISHNAN NAIR
[PG Dip-PM&IR,MBA-HR,PG Dip-HR Oprns]
HR Manager

you give the clear and easily understandable information, which is he actually expect answer. thanks brother.

I got some clarity about the appointment letter, probation, and can modify the offer letter as per clause.

Thanks & Regards
Pandiyan p

From India, Madurai
Dear Megha,

In case of freshers recruitment, you can use this practice. In all other cases healthy practice is to isslue the "Letter of Intent of Offer Letter" initially and formal appointment letter is issued at the time of joining only.

Most of the cases it depend on the "Employer's Branding" and work- culture. Many employee will treat it as a unhealthy practice and will not join your organisation and you may loose a competent employee.

Please do not mix your performance issue with recruitment process. Many a times a new employee is not able to perform because of his/ her ability or capability but not performing with the work-culture of the organisation. The acceptance of a new employee is a complicated issue in many Orgnisations because of nonprofessional practices or poor work-culture.

Thanks and regards,

From India, Delhi
Ya sir you can issue after 3months of your thorough verification of his or her abilities that suited to your company's goals.
Better late than never.
But you should mention all your conditions of regular appointment procedure to the recruited ones in the offer letter itself. Only with the consent of the candidate only you can go ahead.
Think for a while... Your nature of thought is only in selfish symptoms total favouring your company. If you are going on filtering.. Throwing out on strict performance based looks like compelling the employee to get into tension insecurity. There is a saying you know well.. "No Man is perfect I. e
No human being is perfect.. Keep this in your mind in filtering..
A military rules you are going to implement... So think again pls
But one thing every employer has every right to filter and select Gems to work in his company always. But you have to mention prepare everyone for your contentions.

From India, Nellore

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