We have a senior corporate who will be joining our office. Normally, all who join are under a 6-month probation before getting permanent status, but with this senior executive - who has about 11 years of experience in the IT field - I am not sure whether he should be put under probation too. Please advise! Thank you :)
From India, Madras
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From India, Madras
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Dear Friend,
Any employee (whether at the Junior, Middle, or Top level) has to undergo a probation period. Except for the President, CEO, CFO, COO, and MD, all the employees (including VPs) undergo the probation period.
The allocation of the probation period is not based on any experience but is purely based on the Company's policy. Therefore, I would suggest that if an employee has joined as a Senior Executive, he/she has to undergo a probation period.
Regards,
Ankit
09869851356
From India, Mumbai
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399Any employee (whether at the Junior, Middle, or Top level) has to undergo a probation period. Except for the President, CEO, CFO, COO, and MD, all the employees (including VPs) undergo the probation period.
The allocation of the probation period is not based on any experience but is purely based on the Company's policy. Therefore, I would suggest that if an employee has joined as a Senior Executive, he/she has to undergo a probation period.
Regards,
Ankit
09869851356
From India, Mumbai
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Dear Ankit,
As you have a policy of a 6-month probation period, it should be uniform for all employees. The duration of the probation period, notice period, etc., are all defined in the company's standing orders. It is important that these policies are applied consistently to all employees.
Thank you.
J.S. Malik
From India, Delhi
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As you have a policy of a 6-month probation period, it should be uniform for all employees. The duration of the probation period, notice period, etc., are all defined in the company's standing orders. It is important that these policies are applied consistently to all employees.
Thank you.
J.S. Malik
From India, Delhi
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Hi!
Indeed, recruitment policies must conform to the overall company policy and must be implemented consistently. However, this framework presupposes that the company policies are correct and consistent with labor laws and best practices worldwide.
Executive Recruitment is a special type of recruitment. Normally, this is done through an "executive search" organization, and the company pays a high fee to be able to get the right person/talent it needs. Executive search organizations are very clever and tough in the selection and endorsement of their candidates to clients. It is their reputation and business that is always at stake for any bad candidate.
The recruitment of high-caliber talents needs careful procedures. Its handling and management also require top management attention. Otherwise, the company can suffer from costly high talent turnovers.
We must understand that it is very rare for senior management people to resign from their current employment and transfer to a company with a contract that states that he will undergo the normal "probationary" period of six (6) months applied to rank-and-file employees.
This is essentially an insult to the executive being recruited. Indeed, why should he be offered employment by a company if the company does not believe that he can handle the job and deliver the outputs required from the position? Maybe, those who are only at the supervisory and junior management level would gladly undergo such a period because they have nothing to show anyway. Hence, they would willingly try to prove themselves for six (6) months. But for senior people, I doubt!
The best way to handle newly recruited senior management people is to place them "on contract" hiring for a period of ONE (1) or two (2) years. This will provide enough time for both the company and the concerned manager to prove themselves to each other.
When the manager fails to meet the terms and references provided in the contract, then the company can easily terminate his/her services by not renewing the contract. When he/she meets the company's performance standards, he can be immediately converted to regular status. When doubts still linger, then a new one (1) or two (2) year contract can be executed. On the other hand, when the manager does not feel okay in his new job, he/she can always opt to resign or decline the renewal of his contract.
Best wishes.
Ed Llarena, Jr. Managing Partner Emilla Consulting
(landline) 0063-9160762-7218 (mobile) (helps improve corporate governance worldwide, especially in Asia, the Middle East, Africa, and the Pacific Region)
From Philippines, Parañaque
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Indeed, recruitment policies must conform to the overall company policy and must be implemented consistently. However, this framework presupposes that the company policies are correct and consistent with labor laws and best practices worldwide.
Executive Recruitment is a special type of recruitment. Normally, this is done through an "executive search" organization, and the company pays a high fee to be able to get the right person/talent it needs. Executive search organizations are very clever and tough in the selection and endorsement of their candidates to clients. It is their reputation and business that is always at stake for any bad candidate.
The recruitment of high-caliber talents needs careful procedures. Its handling and management also require top management attention. Otherwise, the company can suffer from costly high talent turnovers.
We must understand that it is very rare for senior management people to resign from their current employment and transfer to a company with a contract that states that he will undergo the normal "probationary" period of six (6) months applied to rank-and-file employees.
This is essentially an insult to the executive being recruited. Indeed, why should he be offered employment by a company if the company does not believe that he can handle the job and deliver the outputs required from the position? Maybe, those who are only at the supervisory and junior management level would gladly undergo such a period because they have nothing to show anyway. Hence, they would willingly try to prove themselves for six (6) months. But for senior people, I doubt!
The best way to handle newly recruited senior management people is to place them "on contract" hiring for a period of ONE (1) or two (2) years. This will provide enough time for both the company and the concerned manager to prove themselves to each other.
When the manager fails to meet the terms and references provided in the contract, then the company can easily terminate his/her services by not renewing the contract. When he/she meets the company's performance standards, he can be immediately converted to regular status. When doubts still linger, then a new one (1) or two (2) year contract can be executed. On the other hand, when the manager does not feel okay in his new job, he/she can always opt to resign or decline the renewal of his contract.
Best wishes.
Ed Llarena, Jr. Managing Partner Emilla Consulting
(landline) 0063-9160762-7218 (mobile) (helps improve corporate governance worldwide, especially in Asia, the Middle East, Africa, and the Pacific Region)
From Philippines, Parañaque
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Hi,
Based on my recruiting experience, I would suggest that you institute your probationary period for more reasons than one.
1. Culturally, you will be sending a strong message that the rules are for everyone, not just the junior employees. If something as critical as probation is waived, then you may be running the risk of placing doubts in the minds of other employees as to what else may be waived for employees high up the ladder.
2.
From Trinidad and Tobago, Chaguanas
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Based on my recruiting experience, I would suggest that you institute your probationary period for more reasons than one.
1. Culturally, you will be sending a strong message that the rules are for everyone, not just the junior employees. If something as critical as probation is waived, then you may be running the risk of placing doubts in the minds of other employees as to what else may be waived for employees high up the ladder.
2.
From Trinidad and Tobago, Chaguanas
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Hi,
Continuing my contribution...
2. From an auditing standpoint, you are strengthening the company's position with regard to consistency of application. Why would you want to be non-compliant with your own company policy... and at such a high level. Culture building begins at the top, and if this executive has an issue with that, then the company may be better served with someone who may be a little less technically inclined but is big on the culture and behavior items. At any rate, at the executive level, technical ability is secondary to behavioral competence and emotional intelligence.
3. This is a very good way to test the behavior orientation of this executive... to see how he reacts/responds to a situation like this. It will be a very strong indicator of how he sees himself, but more importantly, how he views the rest of the organization - whether it is a "me" and "them" mentality or a true team approach where nobody is "above the law" so to speak.
Just my two cents....
Angela.
From Trinidad and Tobago, Chaguanas
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Continuing my contribution...
2. From an auditing standpoint, you are strengthening the company's position with regard to consistency of application. Why would you want to be non-compliant with your own company policy... and at such a high level. Culture building begins at the top, and if this executive has an issue with that, then the company may be better served with someone who may be a little less technically inclined but is big on the culture and behavior items. At any rate, at the executive level, technical ability is secondary to behavioral competence and emotional intelligence.
3. This is a very good way to test the behavior orientation of this executive... to see how he reacts/responds to a situation like this. It will be a very strong indicator of how he sees himself, but more importantly, how he views the rest of the organization - whether it is a "me" and "them" mentality or a true team approach where nobody is "above the law" so to speak.
Just my two cents....
Angela.
From Trinidad and Tobago, Chaguanas
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Dear Friends,
The period of probation is common for every cadre, but it depends upon the management administrative rules as approved by the competent person. In India, there is an act for the framing of certain Standing Rules. The act is called 'INDUSTRIAL EMPLOYMENT (STANDING ORDERS) ACT, 1946 & RULES'. According to SCHEDULE - I, a "PROBATIONER" is a workman who is provisionally employed to fill a permanent vacancy in a post and has not completed three months of service therein. If a permanent employee is employed as a probationer in a new post, he may, at any time during the probationary period of three months, be reverted to his old permanent post.
So, the meaning is, any new joiner should be on 'Probation' for such a period. This means that even CEOs or top persons are also subject to this practice. It's not a shame; the new person may understand the conditions of employment and the environment of the organization, etc., within three months. The three-month 'PROBATION' period is common, but it may vary from industry to industry while certifying the above-mentioned standing orders. The detailed note on this 'PROBATIONER' is attached; please go through it.
Regards,
PBS KUMAR
From India, Kakinada
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The period of probation is common for every cadre, but it depends upon the management administrative rules as approved by the competent person. In India, there is an act for the framing of certain Standing Rules. The act is called 'INDUSTRIAL EMPLOYMENT (STANDING ORDERS) ACT, 1946 & RULES'. According to SCHEDULE - I, a "PROBATIONER" is a workman who is provisionally employed to fill a permanent vacancy in a post and has not completed three months of service therein. If a permanent employee is employed as a probationer in a new post, he may, at any time during the probationary period of three months, be reverted to his old permanent post.
So, the meaning is, any new joiner should be on 'Probation' for such a period. This means that even CEOs or top persons are also subject to this practice. It's not a shame; the new person may understand the conditions of employment and the environment of the organization, etc., within three months. The three-month 'PROBATION' period is common, but it may vary from industry to industry while certifying the above-mentioned standing orders. The detailed note on this 'PROBATIONER' is attached; please go through it.
Regards,
PBS KUMAR
From India, Kakinada
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