Probationary period. Introductory period. Trial period. No matter what you call it, the meaning is essentially the same. You have a new employee under scrutiny! (Personally I dislike the term "probationary." I recommend using "introductory." Some HR professionals, myself included, believe that there is a rationale that a probation period could imply that, once the "probation" period has been completed, some type of employee - employer relationship exists. )
There are no particular laws requiring employers to have an employee category identified as "probationary." Realistically, if the employer has an at-will employment relationship with its employees, the employer can terminate with or without cause (unless such decision is based on prohibited grounds). And yet, many employers have a time frame identified as a probationary period for new employees. Whether or not there is a benefit to having one, let's discuss the employer's purpose for the probationary period.
A probationary period allows a company to establish guidelines and performance expectations for a new employee and to determine if the employee will be granted continued employment. It allows the employer to answer the question: Is the individual suitable for the job? (Yes, there are those managers that use the probationary period to determine if THEY have made the right hiring decision.)
There are no particular laws requiring employers to have an employee category identified as "probationary." Realistically, if the employer has an at-will employment relationship with its employees, the employer can terminate with or without cause (unless such decision is based on prohibited grounds). And yet, many employers have a time frame identified as a probationary period for new employees. Whether or not there is a benefit to having one, let's discuss the employer's purpose for the probationary period.
A probationary period allows a company to establish guidelines and performance expectations for a new employee and to determine if the employee will be granted continued employment. It allows the employer to answer the question: Is the individual suitable for the job? (Yes, there are those managers that use the probationary period to determine if THEY have made the right hiring decision.)
During the probationary period managers should continually evaluate the skills, progress and how well these individuals adjust to their cultural environment. The manager should foster a mutual understanding of expectations, standards of performance and ultimately the evaluation process. Remember to evaluate the employee's performance in accordance with applicable policies, procedures and contracts.
As an employer you should take the following steps for the new employee:
1. Provide continuing, ongoing feedback regarding performance.
2. Document the performance.
3. Provide the right training for their position.
In closing, another reason to use the term "introductory" is that probation can have another meaning. And, oftentimes, it’s not a pleasant one. The use of the term probationary period may relate to performance issues.
I'm going to step "off topic" here for just a minute. Wikipedia, please note. I take exception to your statement relating to employee probation that “Challenges or appeals to the human resource department by the worker are usually ineffective as human resource departments usually side with and support management.” No, we don't. HR professionals take the role of the mediator or negotiator. We consider what is in the best interest of the organization. Not the business, the manager, the owner or the employee. We are oftentimes between a rock and a hard place. Remember, we have to balance the needs of the organization, the employee and workplace legislation.
As an employer you should take the following steps for the new employee:
1. Provide continuing, ongoing feedback regarding performance.
2. Document the performance.
3. Provide the right training for their position.
In closing, another reason to use the term "introductory" is that probation can have another meaning. And, oftentimes, it’s not a pleasant one. The use of the term probationary period may relate to performance issues.
I'm going to step "off topic" here for just a minute. Wikipedia, please note. I take exception to your statement relating to employee probation that “Challenges or appeals to the human resource department by the worker are usually ineffective as human resource departments usually side with and support management.” No, we don't. HR professionals take the role of the mediator or negotiator. We consider what is in the best interest of the organization. Not the business, the manager, the owner or the employee. We are oftentimes between a rock and a hard place. Remember, we have to balance the needs of the organization, the employee and workplace legislation.
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