Dear Imraqur,
I think you should follow your company's policy and procedure. she is employee same as we. if she completes her probation period and not put up her paper and you'r management is satisfied with her then give her confirmation letter otherwise extension. after confirmation you will have 1 or 2 months notice period in which you can find her replacement. if she resigns before completion of probation period then it's okey, take exit interview and find out the reason. but do not start negative thinking from your side.
Best Regards,
Ram Shewale
From India, Pune
I think you should follow your company's policy and procedure. she is employee same as we. if she completes her probation period and not put up her paper and you'r management is satisfied with her then give her confirmation letter otherwise extension. after confirmation you will have 1 or 2 months notice period in which you can find her replacement. if she resigns before completion of probation period then it's okey, take exit interview and find out the reason. but do not start negative thinking from your side.
Best Regards,
Ram Shewale
From India, Pune
1. First we have to see what has been given in the letter of probation?
2. As per the Tamil Nadu Model standing orders act, we have to communicate to employees at least TEN days before the completion of Probationary period about the continuance of the concerned person in any of the organisation.
3. If you want to terminate any person because of the unsatisfactory performance during the period of probation, you have to keep records showing the poor performance of the concerned.
4. 'Definitely a probationary order' should have the clause of termination, Which has been reproduced under "For any reasons whatsoever your services can be terminated during the probation"
5. Therefore we request you to please prepare a letter as below and terminate the concerned service well before TEN days of completion of probation period. " With reference to the letter of probation dated........., we inform you that your services has been terminated effective from the close of office hours of ..................... We request you to return the company property to the concerned person, so as to enable us to settle your full and final settlement".
From India, Madras
42. As per the Tamil Nadu Model standing orders act, we have to communicate to employees at least TEN days before the completion of Probationary period about the continuance of the concerned person in any of the organisation.
3. If you want to terminate any person because of the unsatisfactory performance during the period of probation, you have to keep records showing the poor performance of the concerned.
4. 'Definitely a probationary order' should have the clause of termination, Which has been reproduced under "For any reasons whatsoever your services can be terminated during the probation"
5. Therefore we request you to please prepare a letter as below and terminate the concerned service well before TEN days of completion of probation period. " With reference to the letter of probation dated........., we inform you that your services has been terminated effective from the close of office hours of ..................... We request you to return the company property to the concerned person, so as to enable us to settle your full and final settlement".
From India, Madras
Dear imrqur,
As we are working in H/R our first step should be that we should find out why she is looking for a change...
Please try to put yourself in staff shoes also...all the other are secondary..
Regards
Lovish
From India, Ajmer
As we are working in H/R our first step should be that we should find out why she is looking for a change...
Please try to put yourself in staff shoes also...all the other are secondary..
Regards
Lovish
From India, Ajmer
sir,
You should sit with her discuss all the Pro's and Con's. why she is looking for a change. is there anything which is making feel uncomfortable. you should take some steps to know why her performance was not up to the mark?
Thanks
From India, Chandigarh
You should sit with her discuss all the Pro's and Con's. why she is looking for a change. is there anything which is making feel uncomfortable. you should take some steps to know why her performance was not up to the mark?
Thanks
From India, Chandigarh
You should ignore the probationary employee looking for change. Based on the performance of the the employee, without any other issues, employment should be confirmed.
Look a situation, if she takes decision of change her career, what you will do? Better call for a meeting with her to understand reason for her current status.
From United Arab Emirates, Abu Dhabi
Look a situation, if she takes decision of change her career, what you will do? Better call for a meeting with her to understand reason for her current status.
From United Arab Emirates, Abu Dhabi
can you or your organisation gain anything by deleberately playing with the career of your employee?
Also, would your company's reputation go high enough by willfull spoiling the career of an employee?
Don't you know how your employees and prospective candidates would start scornfully rating you individually and the company, in particular, after such an unethical attempt on your part?
From India, Delhi
Also, would your company's reputation go high enough by willfull spoiling the career of an employee?
Don't you know how your employees and prospective candidates would start scornfully rating you individually and the company, in particular, after such an unethical attempt on your part?
From India, Delhi
Dear Shitu,
Probation is some fixed period of initial service of a new employee on a job where he is put to the process of testing to prove his fitness for the job to be confirmed on the post for continuing with his service. If not completed successfully, the employee can be terminated from service.
From India, Delhi
Probation is some fixed period of initial service of a new employee on a job where he is put to the process of testing to prove his fitness for the job to be confirmed on the post for continuing with his service. If not completed successfully, the employee can be terminated from service.
From India, Delhi
I am in agreement with many of the replies to your post. If this individual is already dissatisfied with your organization within 6 months of joining and his/her performance is good I think the department and/or the organization is probably at fault. Who is his/her line manager? If the line manager is aware of the employee's dissatisfaction what are they doing about it? Does this manager have regular 1-1s with their staff members? For the protection and development of your organization please don't let this wait until an exit interview. Get to the bottom of the problem now and try to fix it - not just for this employee but others who are potentially dissatisfied.
From United Kingdom
From United Kingdom
Discuss with the employee. Try to understand the reason of her searching the new job with in 06 months . Both way communication is the best way to solve some conflicts. Don't take any aggressive steps against any employee in so early stage. It creates a reverse impact to the organization.
Thanks
Sandipan
From India, Salai
Thanks
Sandipan
From India, Salai
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