Hi, I want to esquire if a probationer is eligible for getting an experience letter from the company when he’s been terminated due to poor performance ?
From India, Mohali
Acknowledge(0)
Amend(0)
From India, Mohali
Acknowledge(0)Amend(0)
Logically, no is the answer because they have hired an employee assuming that he/she will perform well. However, since the probationer was terminated due to poor performance, the company will not be providing an experience certificate. Still, one should try to convince if the employee has good luck.
From India, Ahmadabad
Acknowledge(1)Amend(0)
747From India, Ahmadabad
Acknowledge(1)Amend(0)
I agree with Saji that they will not give you an experience certificate if you have been terminated from the company due to poor performance during your probation period. In my view, what is the use of such a certificate that carries adverse remarks about your performance? It is better not to have it.
You have another option to approach the HR official of your previous company and request them to provide an experience certificate without any adverse remarks. It is possible that they may agree to it.
Regards, BS Kalsi
From India, Mumbai
Acknowledge(1)Amend(0)
You have another option to approach the HR official of your previous company and request them to provide an experience certificate without any adverse remarks. It is possible that they may agree to it.
Regards, BS Kalsi
From India, Mumbai
Acknowledge(1)Amend(0)
Hi Vanijindal,
In response to your question, yes, you are eligible for an experience certificate from the company. However, as Mr. Kalsi mentioned, there is no benefit in obtaining that certificate. This is because you have been associated with the company for less than 6 months, and furthermore, the certificate would indicate that your mode of separation was involuntary termination. This detail would not enhance the length of your career in any way.
From India, Bangalore
Acknowledge(1)Amend(0)
In response to your question, yes, you are eligible for an experience certificate from the company. However, as Mr. Kalsi mentioned, there is no benefit in obtaining that certificate. This is because you have been associated with the company for less than 6 months, and furthermore, the certificate would indicate that your mode of separation was involuntary termination. This detail would not enhance the length of your career in any way.
From India, Bangalore
Acknowledge(1)Amend(0)
Probation and Performance Management
A probationer appointed to take on assignments at the expected level within a given time is someone who learns and performs on an ascending time scale. It may happen that the probationer is unable to focus and perform, or that their seniors and associates do not provide the necessary support. Due to these situations, the probationer may have to leave upon the expiry of the probation period. There is a significant opportunity in these situations where, if supported, probationers could receive confirmations through structured induction and daily/weekly assignments under a mentor. A mentor should guide and facilitate the probationer to overcome challenges during their learning period. A mentor's success in leading a probationer is directly linked to whether the new joiner performs satisfactorily. It is a dual accountability within a department.
Experience Certificate for Terminated Employees
Regarding the issue of experience certificates for employees terminated due to poor performance, HR's role is to bridge the gap between the employee and management. Ending the probation period is, in my opinion, a form of "termination." Every individual has areas to learn and improve, and in many other dimensions, they have the potential and capability to perform. I strongly recommend and request HR heads to extend minimal support to new employees leaving with dignity. We can provide experience letters to all without discrimination.
You can mention that a person was employed from [start date] to [end date] as [Post] in our [Department]. Their probation period has ended today, and they have been relieved from services as of [date]. We wish Mr. [name of the probationer] every success in his future endeavors.
For XYZ Ltd,
(Head-HR)
Advice for Probationers
Probationers should understand that there is limited time for their training. They should maintain a training diary, have it vetted by their superior, and strive to keep their performance high. They should not show any signs of neglect regarding their assignments.
Regards,
RDS Yadav
Director,
Future Institute of Engineering and Management Technology
and
Labour Law Adviser
[Email Removed For Privacy Reasons]
From India, Delhi
Acknowledge(2)
Amend(0)
A probationer appointed to take on assignments at the expected level within a given time is someone who learns and performs on an ascending time scale. It may happen that the probationer is unable to focus and perform, or that their seniors and associates do not provide the necessary support. Due to these situations, the probationer may have to leave upon the expiry of the probation period. There is a significant opportunity in these situations where, if supported, probationers could receive confirmations through structured induction and daily/weekly assignments under a mentor. A mentor should guide and facilitate the probationer to overcome challenges during their learning period. A mentor's success in leading a probationer is directly linked to whether the new joiner performs satisfactorily. It is a dual accountability within a department.
Experience Certificate for Terminated Employees
Regarding the issue of experience certificates for employees terminated due to poor performance, HR's role is to bridge the gap between the employee and management. Ending the probation period is, in my opinion, a form of "termination." Every individual has areas to learn and improve, and in many other dimensions, they have the potential and capability to perform. I strongly recommend and request HR heads to extend minimal support to new employees leaving with dignity. We can provide experience letters to all without discrimination.
You can mention that a person was employed from [start date] to [end date] as [Post] in our [Department]. Their probation period has ended today, and they have been relieved from services as of [date]. We wish Mr. [name of the probationer] every success in his future endeavors.
For XYZ Ltd,
(Head-HR)
Advice for Probationers
Probationers should understand that there is limited time for their training. They should maintain a training diary, have it vetted by their superior, and strive to keep their performance high. They should not show any signs of neglect regarding their assignments.
Regards,
RDS Yadav
Director,
Future Institute of Engineering and Management Technology
and
Labour Law Adviser
[Email Removed For Privacy Reasons]
From India, Delhi
Acknowledge(2)Amend(0)CiteHR is an AI-augmented HR knowledge and collaboration platform, enabling HR professionals to solve real-world challenges, validate decisions, and stay ahead through collective intelligence and machine-enhanced guidance. Join Our Platform.
Termination letter.doc