In employment parlance, ' probation' is a period of orientation of a new employee under the guidance and evaluation of his immediate functional head to the practical aspects of his job and the work culture of the organization in which he is going to be a part thereof in future. Simply put, it is normally a shorter period of testing and evaluation of his suitability to perform his job independently and becoming a full member of the organization. At times, an employee is put on probation on his promotion to a distinctly higher cadre within the organization too. Thus a 'probationer' is an employee provisionally employed to fill a permanent vacancy and has not successfully completed the period of probation.
The length of the period of probation is an exclusive choice of the employer based on factors like the nature of the job, whether the newly recruited employee is a fresher or an experienced candidate etc. The Industrial Employment (Standing Orders) Central Rules, 1946 prescribes a period of 3 months for employees in 'the cadre of workman'. It may also vary from three months to one year depending on the nature of the job as already fixed in the service regulations.
A candidate who looks good on papers may not be the right person for the job as he may fail to meet the standards within the probation period. In such cases, the option available to the employer is to simply terminate the services of the employee before the completion of the probation period with or without notice as determined in the contract of employment. However, the employer may need more time to evaluate and wish to give an opportunity to such a candidate to show improvement to the desired level. In such a situation, the probation can be extended by another term.
The employee remains a probationer till such time that he is declared by the employer in writing as to have completed the probation successfully. As it is, there is no automatic confirmation by the expiry of the probation period unless there is such a deeming provision in the contract of employment or service regulations.
The period of probation does not curtail the statutory rights and benefits of employment in any manner.
From India, Salem
sumitk.saxenaMr. Umakanthan.M sir is absolutely right follow him. sumit
From India, Ghaziabad
PracUpIn a workplace setting, probation is a status given to new employees of a company or Employers sometimes use "probationary periods" when hiring new employees or promoting employees into a new position. Similar status may be given to members of organizations such as churches, associations, clubs or orders, for example in the Methodist Church a new minister is appointed as a "probationer" for a period before ordination.
From India, undefined
HROneEthical rules should be the same for each employee. But there are certain situations where it is difficult to determine if the boss is wrong or is being biased. The situation highlights the fault of both the parties. The boss could have handled the situation in a moderate manner and b could have opted for a moderate approach. It is the responsibility of the boss to make unbiased decisions. As punctuality and performance are relatively different parts of an employee’s life cycle.
This in a way showcases that the boss considers punctuality as a part of performance wherein it holds a thin line of difference.
From India, Noida
kumaracmeHRone, your reply not related to this post.
From India, New Delhi
HROneProbationary period is meant for a newly hired candidate. Once a candidate is hired as a full time employee based on their qualifications. However, the HR team opts to let the employee work for a trial period before being a permanent employee. This period is known as probationary period.
The duration of the probationary period depends on the policies amended by the HR team. It can be one month or even six months which helps the employee and the team to gain clarity if the hired candidate can fit in with the position.
From India, Noida