The probation period is like the trial time for an employee and employer. The employees and employers decide to work with each other for several months on a non-permanent basis.
The probation period is like the trial time for an employee and employer. The employees and employers decide to work with each other for several months on a non-permanent basis. The idea of doing so sprang from the thought that interviews don’t come with the guarantee of the fact that everything that is being said is true. This is exactly where the probation period kicks in. It is there for a reason. Basically, it gives time to both the parties to check whatever the employee and employer have said or claimed is true or not. This also helps in being sure of the suitability of the employee for the role and culture in the company. While the employee also tries to ascertain if they want to or would like to continue to work at that workplace or not. For those of you who think that probation periods are for the new joiners only, they are absolutely living in a bubble. The probation period is there on an employee when he gets a promotion or shifts his job profile in the same or other department.
Importance of the probation period
Clearly, it is hard for anyone to judge the person on the basis of few hours of interview or assignment. It can be misleading and making the employee directly permanent can lead to a lot of time and money loss. Probation gives not just employer but employee too, a good enough amount of time to analyse each other in terms of work, expectations, peers and culture. This period usually ends with a performance review of the employee. If his performance is found to be satisfactory enough or excellent, he is given an appointment letter to declare him as the permanent employee in the organisation. On the other hand, if employees cannot meet the performance standards, the probation period is extended or the employee is dismissed. Payroll software can be used by the employer to extend the probation extension.
Can probation period be extended?
It may become overwhelming for a new joiner especially if he is a fresher to take up so much of work and because of the same the performance may not be at par by the end of the probation period. You can assess the new recruits for three or more than three months. However, if the performance is not found to be satisfactory, you can address the gaps and work on them before getting that new employee on board as a permanent employee. So, it is up to the employer to decide if the probation period can be extended or it is time to dismiss the employee. Remember, it can be a great period for learning and improvement.
How can you determine the length of the probation period?
There is not any specific time limit to the probation period. The employer can decide and tell you the probation period and mention it in the attendance management software. This is also going to help the payroll manager while he is managing the same in payroll software. Generally, the length of the probation period is somewhere between 3 to 6 months. This tenure is considered good enough to evaluate the work of employees and decide if the probation needs an extension, the employee should be dismissed or given the full-time employment contract.
How to help employees perform well during probation?
It is crucial to correct the errors and make much-required changes in the way your organisation works.
To make sure the employee on-boarding happens effectively during probation, you should-
- Set Achievable goals and communicate them t the new joiner on the very first day of joining clearly.
- Managers should give support and training to the employees on probation so that they can achieve the desired results.
- Moreover, as an HR you should keep going to the desk of the employee and ask them if there is anything they want to talk about.
