What is a probationary period?
How long can a person be kept on a probation period? If the company has not given a confirmation letter upon completion of the probation period, what is the status of this employee?
From India, New Delhi
Acknowledge(0)
Amend(0)
425How long can a person be kept on a probation period? If the company has not given a confirmation letter upon completion of the probation period, what is the status of this employee?
From India, New Delhi
Acknowledge(0)Amend(0)
Dear Kumar,
In employment parlance, 'probation' is a period of orientation for a new employee under the guidance and evaluation of their immediate functional head. This period introduces them to the practical aspects of their job and the work culture of the organization they are joining. Simply put, it is typically a short period for testing and evaluating their suitability to perform their job independently and become a full member of the organization. At times, an employee is put on probation upon promotion to a distinctly higher cadre within the organization. Thus, a 'probationer' is an employee provisionally employed to fill a permanent vacancy who has not successfully completed the probation period.
The length of the probation period is exclusively determined by the employer based on factors like the nature of the job and whether the newly recruited employee is a fresher or an experienced candidate. The Industrial Employment (Standing Orders) Central Rules, 1946, prescribe 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 paper may not be the right person for the job if they fail to meet the standards within the probation period. In such cases, the option available to the employer is to 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, if the employer needs more time to evaluate and wishes to give the candidate an opportunity to improve to the desired level, the probation can be extended by another term.
The employee remains a probationer until the employer declares in writing that they have successfully completed the probation. There is no automatic confirmation upon 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
Acknowledge(4)
Amend(0)
In employment parlance, 'probation' is a period of orientation for a new employee under the guidance and evaluation of their immediate functional head. This period introduces them to the practical aspects of their job and the work culture of the organization they are joining. Simply put, it is typically a short period for testing and evaluating their suitability to perform their job independently and become a full member of the organization. At times, an employee is put on probation upon promotion to a distinctly higher cadre within the organization. Thus, a 'probationer' is an employee provisionally employed to fill a permanent vacancy who has not successfully completed the probation period.
The length of the probation period is exclusively determined by the employer based on factors like the nature of the job and whether the newly recruited employee is a fresher or an experienced candidate. The Industrial Employment (Standing Orders) Central Rules, 1946, prescribe 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 paper may not be the right person for the job if they fail to meet the standards within the probation period. In such cases, the option available to the employer is to 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, if the employer needs more time to evaluate and wishes to give the candidate an opportunity to improve to the desired level, the probation can be extended by another term.
The employee remains a probationer until the employer declares in writing that they have successfully completed the probation. There is no automatic confirmation upon 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
Acknowledge(4)Amend(0)
Understanding Probationary Periods in the Workplace
In a workplace setting, probation is a status given to new employees of a company. Employers sometimes use "probationary periods" when hiring new employees or promoting employees into a new position. A 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
Acknowledge(0)Amend(0)
In a workplace setting, probation is a status given to new employees of a company. Employers sometimes use "probationary periods" when hiring new employees or promoting employees into a new position. A 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
Acknowledge(0)Amend(0)
Understanding the Probationary Period
The probationary period is intended for newly hired candidates. Once a candidate is hired as a full-time employee based on their qualifications, the HR team may choose to have the employee work for a trial period before becoming a permanent employee. This period is known as the probationary period.
Duration of the Probationary Period
The duration of the probationary period depends on the policies set by the HR team. It can range from one month to six months, which allows both the employee and the team to determine if the candidate is a good fit for the position.
From India, Noida
Acknowledge(0)Amend(0)
The probationary period is intended for newly hired candidates. Once a candidate is hired as a full-time employee based on their qualifications, the HR team may choose to have the employee work for a trial period before becoming a permanent employee. This period is known as the probationary period.
Duration of the Probationary Period
The duration of the probationary period depends on the policies set by the HR team. It can range from one month to six months, which allows both the employee and the team to determine if the candidate is a good fit for the position.
From India, Noida
Acknowledge(0)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.
Employee Evaluation Form.doc