Hello everyone,
As I know, first, we give an offer letter to the selected employees. Then, after his/her joining, we generate an appointment letter. My question is, can we give an appointment letter after 3 months? If yes, do we need to issue anything apart from the offer letter?
My company is planning to change the current policy. They want that after 1 month of training, we will decide whether we will continue with the candidate or not. So, what should be the proper practice for the same?
They want if someone is not performing, we will release them in a month. If there are chances of improvement, the next month they will be on training. They also want that for the initial 3 months, we will not pay the full CTC but only the basic salary. So, I want suggestions on how we can go about it?
Thank you.
From India, Ahmedabad
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3As I know, first, we give an offer letter to the selected employees. Then, after his/her joining, we generate an appointment letter. My question is, can we give an appointment letter after 3 months? If yes, do we need to issue anything apart from the offer letter?
My company is planning to change the current policy. They want that after 1 month of training, we will decide whether we will continue with the candidate or not. So, what should be the proper practice for the same?
They want if someone is not performing, we will release them in a month. If there are chances of improvement, the next month they will be on training. They also want that for the initial 3 months, we will not pay the full CTC but only the basic salary. So, I want suggestions on how we can go about it?
Thank you.
From India, Ahmedabad
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Why do you want to keep appointment letters pending for 3 months? Even if you issue appointment offers to candidates, and later if they are found to be unfit for the position due to non-performance, you have the liberty to terminate their services. An appointment letter is an employment contract to be issued to candidates before they resume duties or at least on the same day they join the services.
From India, Aizawl
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From India, Aizawl
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Dear Megha,
Paragraph-wise replies to your post are as below:
Hello everyone, as I know first, we give an offer letter to the selected employee, then after his/her joining, we generate an appointment letter. My question is, can we give the appointment letter after 3 months?
Reply: Once the employee joins, the appointment letter has to be issued immediately. Nevertheless, your company must be subject to the provisions of either the Factory Act or Shops and Establishment Act. Please check the provisions of the act in your state, as applicable.
If yes, do we need to issue anything apart from the offer letter?
Reply: Any letter, whether an offer letter, appointment letter, or any other letter, has to be clearly worded. Ambiguity could create problems for you as well as for the newly joined employee.
My company is planning to change the current policy. They want that after 1 month of training, we will decide whether we will continue with the candidate or not. What should be the proper practice for the same?
Reply: If your company wishes to adopt the above practice, then it is free to do so. However, include these provisions in the "Offer Letter". It is up to the job candidates whether to accept these conditions or not.
They want if someone is not performing, we will fire them in a month or if there are chances of improvement, another month of training. They also want for the initial 3 months, we will not pay the full CTC but only basic salary. So, what suggestions can we go for?
Reply: If you wish to adopt these recruitment practices, you are free to do so. However, clearly state all this in the "Offer Letter", which is issued immediately after the selection of the candidate. Subsequently, issue the "Appointment Letter" for the three months. If the newly joined employee meets your requirements, you may issue a permanent appointment letter.
Comments from HR Management Point of view: You have asked certain questions, and they have been replied to. However, reading between the lines, it appears that your company is struggling to attract or select quality candidates. Attracting top-notch candidates depends on the company's brand image. Companies with a good brand image tend to attract top talent effortlessly.
Thank you,
Dinesh Divekar
From India, Bangalore
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Paragraph-wise replies to your post are as below:
Hello everyone, as I know first, we give an offer letter to the selected employee, then after his/her joining, we generate an appointment letter. My question is, can we give the appointment letter after 3 months?
Reply: Once the employee joins, the appointment letter has to be issued immediately. Nevertheless, your company must be subject to the provisions of either the Factory Act or Shops and Establishment Act. Please check the provisions of the act in your state, as applicable.
If yes, do we need to issue anything apart from the offer letter?
Reply: Any letter, whether an offer letter, appointment letter, or any other letter, has to be clearly worded. Ambiguity could create problems for you as well as for the newly joined employee.
My company is planning to change the current policy. They want that after 1 month of training, we will decide whether we will continue with the candidate or not. What should be the proper practice for the same?
Reply: If your company wishes to adopt the above practice, then it is free to do so. However, include these provisions in the "Offer Letter". It is up to the job candidates whether to accept these conditions or not.
They want if someone is not performing, we will fire them in a month or if there are chances of improvement, another month of training. They also want for the initial 3 months, we will not pay the full CTC but only basic salary. So, what suggestions can we go for?
Reply: If you wish to adopt these recruitment practices, you are free to do so. However, clearly state all this in the "Offer Letter", which is issued immediately after the selection of the candidate. Subsequently, issue the "Appointment Letter" for the three months. If the newly joined employee meets your requirements, you may issue a permanent appointment letter.
Comments from HR Management Point of view: You have asked certain questions, and they have been replied to. However, reading between the lines, it appears that your company is struggling to attract or select quality candidates. Attracting top-notch candidates depends on the company's brand image. Companies with a good brand image tend to attract top talent effortlessly.
Thank you,
Dinesh Divekar
From India, Bangalore
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Thank you so much, Radhakrishnan Sir!!
So, what can we do if we want to terminate someone after 1 month or during their probation period due to poor performance? Can we adjust something in the CTC offered for the initial months or not?
From India, Ahmedabad
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So, what can we do if we want to terminate someone after 1 month or during their probation period due to poor performance? Can we adjust something in the CTC offered for the initial months or not?
From India, Ahmedabad
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Dear Megha,
This reply is for your second post.
If you wish to terminate the employment just after a month because of under-performance, then you may do so. Issue the appointment letter immediately after joining but keep the employee under probation. During the probation period, employees can generally be terminated with just a day's notice. Include this provision in the appointment letter.
However, accountability for the selection of the wrong candidate has to be fixed properly. Action should be taken against those who are involved in the recruitment process as well. It appears that the blame for the wrong selection is simply passed to the selected candidate, and the selector is going scot-free. How long would you like to continue this practice?
Be aware that we live in the age of social media. What if the terminated candidate expresses their outrage on platforms like Facebook, Twitter, mouthshut.com, or glassdoor.com? Once your company's brand image is tarnished, repairing it will not be an easy task, and you may struggle to attract even mediocre candidates in the future!
Therefore, let your management tread cautiously!
Thanks,
Dinesh Divekar
From India, Bangalore
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This reply is for your second post.
If you wish to terminate the employment just after a month because of under-performance, then you may do so. Issue the appointment letter immediately after joining but keep the employee under probation. During the probation period, employees can generally be terminated with just a day's notice. Include this provision in the appointment letter.
However, accountability for the selection of the wrong candidate has to be fixed properly. Action should be taken against those who are involved in the recruitment process as well. It appears that the blame for the wrong selection is simply passed to the selected candidate, and the selector is going scot-free. How long would you like to continue this practice?
Be aware that we live in the age of social media. What if the terminated candidate expresses their outrage on platforms like Facebook, Twitter, mouthshut.com, or glassdoor.com? Once your company's brand image is tarnished, repairing it will not be an easy task, and you may struggle to attract even mediocre candidates in the future!
Therefore, let your management tread cautiously!
Thanks,
Dinesh Divekar
From India, Bangalore
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Your valuable suggestions matter a lot. Thank you, sir!
Can you please suggest how we can process it? I am also not fully satisfied with the delay in the appointment letter. Can you share any ongoing policies or sample letters?
From India, Ahmedabad
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Can you please suggest how we can process it? I am also not fully satisfied with the delay in the appointment letter. Can you share any ongoing policies or sample letters?
From India, Ahmedabad
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As very clearly mentioned in the earlier posts, you may include or modify the clause(s) on probation in the appointment letter as per your policies. You can add 'performance condition' in the clause on Confirmation.
It is suggested that the CTC offered to the candidate at the time of the final interview shall have to be maintained by your management. No reduction in CTC is recommended. Else, the brand image of the company shall be dimmed in the eyes of prospective candidates, which shall be capable of hampering their performance in your company.
From India, Aizawl
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It is suggested that the CTC offered to the candidate at the time of the final interview shall have to be maintained by your management. No reduction in CTC is recommended. Else, the brand image of the company shall be dimmed in the eyes of prospective candidates, which shall be capable of hampering their performance in your company.
From India, Aizawl
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Dear Mr. P. Radhakrishnan Nair,
HR Manager,
Thank you for providing clear and easily understandable information, which is exactly what was expected. I appreciate your help.
I have gained clarity regarding the appointment letter, probation, and the potential modifications to the offer letter as per the clause.
Thanks & Regards,
Pandiyan P
From India, Madurai
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HR Manager,
Thank you for providing clear and easily understandable information, which is exactly what was expected. I appreciate your help.
I have gained clarity regarding the appointment letter, probation, and the potential modifications to the offer letter as per the clause.
Thanks & Regards,
Pandiyan P
From India, Madurai
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Dear Megha,
In the case of freshers' recruitment, you can use this practice. In all other cases, the healthy practice is to issue the "Letter of Intent" or "Offer Letter" initially, and the formal appointment letter is issued at the time of joining only.
In most cases, it depends on the employer's branding and work culture. Many employees will view it as an unhealthy practice and may choose not to join your organization, potentially resulting in the loss of a competent employee.
Please do not mix performance issues with the recruitment process. Often, a new employee may struggle to perform not due to lack of ability or capability, but because of a mismatch with the organization's work culture. Acceptance of a new employee can be a complex issue in many organizations due to non-professional practices or a poor work culture.
Thanks and regards,
From India, Delhi
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In the case of freshers' recruitment, you can use this practice. In all other cases, the healthy practice is to issue the "Letter of Intent" or "Offer Letter" initially, and the formal appointment letter is issued at the time of joining only.
In most cases, it depends on the employer's branding and work culture. Many employees will view it as an unhealthy practice and may choose not to join your organization, potentially resulting in the loss of a competent employee.
Please do not mix performance issues with the recruitment process. Often, a new employee may struggle to perform not due to lack of ability or capability, but because of a mismatch with the organization's work culture. Acceptance of a new employee can be a complex issue in many organizations due to non-professional practices or a poor work culture.
Thanks and regards,
From India, Delhi
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Hi,
Ya, sir, you can issue after 3 months of your thorough verification of his or her abilities that are suited to your company's goals.
Better late than never.
But you should mention all your conditions of the regular appointment procedure to the recruited ones in the offer letter itself. Only with the consent of the candidate can you go ahead.
Think for a while... Your nature of thought is only in selfish symptoms totally favoring your company. If you are going on filtering, throwing out on strict performance-based looks like compelling the employee to get into tension insecurity. There is a saying you know well, "No man is perfect," i.e., no human being is perfect. Keep this in your mind in filtering.
Military rules you are going to implement... So think again, please.
But one thing every employer has every right to filter and select gems to work in his company always. But you have to prepare everyone for your contentions.
From India, Nellore
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Ya, sir, you can issue after 3 months of your thorough verification of his or her abilities that are suited to your company's goals.
Better late than never.
But you should mention all your conditions of the regular appointment procedure to the recruited ones in the offer letter itself. Only with the consent of the candidate can you go ahead.
Think for a while... Your nature of thought is only in selfish symptoms totally favoring your company. If you are going on filtering, throwing out on strict performance-based looks like compelling the employee to get into tension insecurity. There is a saying you know well, "No man is perfect," i.e., no human being is perfect. Keep this in your mind in filtering.
Military rules you are going to implement... So think again, please.
But one thing every employer has every right to filter and select gems to work in his company always. But you have to prepare everyone for your contentions.
From India, Nellore
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Appointment Letter to an Employee for fixed period.doc