Dear HR paternities,
Recently we recruited one technical professional at AGM carder, at the time of interview he shown interest in joining at DGM cadre, whereas my CEO convinced & committed him during probation (i.e., 1st Year) he will be in AGM cadre and at the time of Confirmation he will be elevated to DGM cadre. Now the candidate wants to include this clause in his appointment order, My CEO also accepted the same.
Now from HR Perspective my questions are:–
1) If I declare the above clause in appointment order, what is the need for declaring probation period? As if I am confirming his promotion on the day one.
2) What happen if his performance may not up to the expected level, still I need to promote him since the only reason we included the above clause in the appointment order.
3) Is there any company practicing such issues. What are the pros and cons?
Kindly revert your valuable suggestions.
Regards,
B.Parbu
Recently we recruited one technical professional at AGM carder, at the time of interview he shown interest in joining at DGM cadre, whereas my CEO convinced & committed him during probation (i.e., 1st Year) he will be in AGM cadre and at the time of Confirmation he will be elevated to DGM cadre. Now the candidate wants to include this clause in his appointment order, My CEO also accepted the same.
Now from HR Perspective my questions are:–
1) If I declare the above clause in appointment order, what is the need for declaring probation period? As if I am confirming his promotion on the day one.
2) What happen if his performance may not up to the expected level, still I need to promote him since the only reason we included the above clause in the appointment order.
3) Is there any company practicing such issues. What are the pros and cons?
Kindly revert your valuable suggestions.
Regards,
B.Parbu