1) It is essential to mention only 03 months probation period for every new chap in the organization. 2) The probationary period will start from the date of joining of the duty of the employee at his work location.
3) An employee can be kept on probation period for about three month whereas swift performer may be promoted soon to the completion phase before its scheduled three months time span.
4) During the course of employment if an employee is still under probation period he not be entitled for the following:
a. Promotion/Transfer
b. Insurance Coverage
c. Advances
d. Casual Leaves
5) All employees who are under probationary period are expected to perform their duties with full zeal and zest to convey the message of their excellent performance and dedication in future as well to complete the probation periods. After completion of the probation period, it will be decided by the head of department and human resource manager to evaluate his performance during mention timeframe of three months and then after detailed assessment and evolution, his confirmation or extension of probation period is required to issue and give the same to the employee and a same copy may be sent in HR and accounts department for their own record keeping in this regard.
6) During orientation of the newly hired chap, a detailed expectation of the required position should be communicated of the employee for better output and production efficiently.
7) Probation performance report should be properly documented and filed in its concerned location for future references and employment history of the hired new chap.
8) If an employee is not agree with the rating of his probation period and wish to lodge a grievance, he can forward a written request in the honor of human resource manager to review his case and reevaluate him from some other source instead of the pre allotted ones. For further assistance refer to Human Resource Process (HR. Processes and Procedures of employment applicable in HRMPK)
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