Well, beginning a new job is both! Exhilarating and super-uncertain. That’s where the Work Probation Period comes into play. An important process in the employment journey, the probation period provides both the employee and employer with a chance to assess whether or not it works for them.
This guide provides an accessible, comprehensive, and clear understanding. About what probation is, how it works & what to expect in probation. It also shows human resources (HR) professionals what to focus on when the probation period is in place.
What is a Work Probation Period?
The Work Probation Period is a temporary period of time set by employers. To assess new employees’ performance, competencies, and cultural fit. After commencing employment. This time frame could last anywhere between 3 and 6 months. However, based on employer policy and job role, it may be shorter or longer.
Therefore, any entitlements (i.e, bonuses or your ability to take long-term leave, sabbatical) will not apply.
What Is a Work Probation Period For Companies?
Aspects of Work Probation Period practice have significant importance in modern HR practice:
Performance Assessment
Companies are allowed time to see how well the employee completes tasks & meets deadlines.
Training & Onboarding
Employers have the opportunity to conduct intensive training & onboarding with HR experts. With no commitment beyond the probation period.
Legal and Financial Flexibility
Employers are not locked into a contract and are able to terminate.
What occurs in the Probation period?
First, the employee will normally ( if this is not already done) be oriented with training regarding their role and the organisation. This is then followed up through ongoing assessment of performance.
What can be expected?
- Regular feedback consults
- Ongoing KPI monitoring
- Performance reviews on-time
- At mid and full-term probation review
At the conclusion of the Work Probation Period. The employee receives either a confirmation letter, an extension, or termination in consultation with the employer.
Important Human Resource Related Activities During Probation
During probation, HR has an important role regarding expectations and fairness.
- Onboarding, documentation
- Probation goal and KPI development
- Regular feedback
- Maintenance of the probation evaluation report
- Working with team leads/ managers
These activities help the employee but also motivate retention and overall satisfaction.
Rights and Responsibilities During the Probation Process
Rights:
- Clarification of the job duties and responsibilities
- Fair and impartial assessments of performance
- Feedback and support
Responsibilities:
- Meeting agreed performance standards
- Professionalism and discipline
How to Achieve Success in the Work Probation Period
To leave a lasting impression on all stakeholders, the employee should:
- Be on time, be responsible & professional
- Communicate directly with managers
- Be enthusiastic to learn
- Be proactive and learn from constructive feedback
- Be a consistent provider of results
From an HR perspective, clear, structured communication with support will help employees achieve success.
Extension or Termination: What if the probation does not go as planned?
There are times when the Work Probation Period does not lead to immediate confirmation. In these cases:
You could be terminated regardless of support and instruction. You do not meet performance expectations or the standard of conduct.
Either way, HR professionals should document all decisions made. And provide written communications to give clarity to the employee.
Consider the legal aspects of the work probation period
HR oversees the internal part of the probation, but it is also important to comply with labour laws. For example:
Even if a probation period has ended. An employer still needs to be aware of local laws. That stipulates the level of notice required to terminate someone from the role.
Benefits, such as gratuity or insurance, will not take effect. Until after the probation period has ended and the individual has confirmed their role.
Legal guidance provides protection to both parties. And ensures that both parties are acting ethically.
Conclusion
A Work Probation Period is clearly an important part of life. For an employee, it is an opportunity to demonstrate their abilities and possibly secure ongoing work. For an employer, it is essentially a dress rehearsal. A useful way to address hiring mismatches.
Everybody wins if the participants can understand its design, benefits, and expectations. The human resources professionals should take a leading role. In facilitating the Work Probation Process so it may go ahead in a fair, smooth & productive way.
FAQ’s
Q1: How long is the typical Work Probation Period?
The length depends on the policies of the specific company.
Q2: Can you get fired during the Work Probation Period?
Yes, you can get fired during the Work Probation Period for failing to meet expectations. Or violating the rules of the workplace.
Q3: Does a probationary employee get benefits?
Some benefits may be limited when an employee is on a probationary period. This differs from company to company, so be sure to investigate your specific situation.
Q4: Is the probation period paid?
Yes, a probationary employee is required to receive the salary agreed upon.
Q5: Can probation be extended?
Yes! It can be extended. Between the employer and the employee, and handled by hr software.