The new job is a thrilling phase. Mostly, the very first step of this journey is a probation period. Whether they are compatible with each other. A lot of companies nowadays use tools such as employee management software. That helps track progress, record feedback & make decision-making easier during the trial phase.
In this article, we will be looking into what a probation period is. The purpose it serves, and how long it generally lasts. And certain pointers to help you cruise through this early stage.
What is a Probation Period?
In general, a probation period is a trial phase at the inception of employment. When the interaction is analyzed by the employer and the other person, i.e. employee as well. It is, to all intents and purposes, an employer’s assessment of how the new hire is performing. Developing skills and integrating culturally within the wider organisation. Whether the role constitutes a stepping stone in their career. Or a dissatisfying situation due to his or her expectations.
Purpose of the Probation Period
The several goals contained in the probation period are:
For Employers
The probation affords a defined timeline to assess the new employee’s knowledge. Attitude toward work and adaptation to the company culture.
For Employees
This period gives an opportunity to check the expectations of the staff. And also serves to know whether the role fits in with their professional aspirations.
Typical Length of a Probation Period
The particular role in question. 3 months to 6 months. Nevertheless, some firms may extend this timeline. Especially for positions requiring specialized skills or complex responsibilities.
Important Aspects During The Probation Period
Performance Evaluation
During this stage. The performance & productivity of the employee against set targets are evaluated.
Feedback and Support
Regular feedback helps the employee in evaluating himself/herself. And knowing more about the area in which he/she need to improve.
Training and Development
The training programs are also attended by employees. These training programs are concerned with imparting skills relevant to their jobs.
Notice Period
During probation, the notice period is reduced. As against that given to confirmed or permanent employment.
Elevation of Probationer into a Permanent Employee
The transition is as follows:
Salary Revisions
Revisions on compensation will pertain to any permanent position
Confirmation of Role
The job is recognized officially – Yes/No on the employee side.
Conclusion
To sum up, the probation period is a crucial phase in the employment lifecycle. By knowing its purpose and the major elements. You can make that period work well for you in beginning the way to a successful career thereafter.
FAQs
Q1: Can an employee resign while on probation?
Yes, an employee can resign while on probation. However, the probation may be shorter. For particulars, refer to the employment contract.
Q2: Is probation a legal requirement?
Right away answer No. However, it is a general practice. Followed by many organisations to assess new hires efficiently.
Q3: Can the probation time be extended?
If employers feel that they require an additional term. To properly assess the performance. They can extend the probationary period.
Q4: Do employees get benefits during probation?
Employees generally get the statutory benefits during probation. However, certain other benefits may be granted upon confirmation.