A probationary period is a defined trial or experimental period to identify if the new employee is a “good fit” for the company. Since it is experimental on the new candidate, it is also known as the trial period. The employees undergoing probation period are exempted from certain contractual items, especially the notice period required for termination. For example,
Below mentioned are the points to be considered for the probationary period;
The human resources decide the length of the probation period in coordination with the head of various departments of the organization. They also ensure various factors like the time period of the probation, creating an annual probationary analysis, performing annual performance reviews, and maintaining all the records regarding the various extensions and the termination of the employees' trial period.
The rules for the trial period may vary from one company to another. Below mentioned are some of the most commonly practiced rules of the probation policy in India;
A probationary period is a period in which the employee is tested on the basis of their understanding skills and get familiar with the employees behavior. It can also be known as the trial period.
The trial period gives employees the time to understand their work basics and adjust to the work environment. The employer can also get an understanding and idea about the work process and whether the employee is the right fit for the job or not.
If the employee is not the right fit for the job, the employee can be terminated. It also depends on various factors, including the employee's punctuality, the work process of the employee, behavior, and the requirement of the skills.
The employee under the trial period is generally under the training phase. The employees are paid during the trial period, and it generally lasts between 3 months to one year. The employers can decide on how long the trial period should last for an employee. They can reduce or extend the trial period depending on the employee's skills and workflow.