Employee's "Probation" Confirmation: New Practices!

25 March 2017, Singapore: I was out on a dinner gathering with my old HR colleagues from the Aerospace Industry. They shared with me how they have adopted a new improved process for their employee's "probation" confirmation (aka automatic confirmation). I felt that it was a good topic for my HR blog.

Over the past 12 months, I have heard the following new practices how some company manage their "probation" or employment confirmation process: -

• One US company (based in Singapore), they don't have "probation period" for new employee who join them. In their employment contract, they is stated clearly that upon accepting their employment offer - the new employee is confirmed in their employment and is entitled to all the employment benefits. This is a great way to engage a new employee!

• One company in the Aerospace Industry, adopted an automatic probation confirmation method. The recruiter will send an email reminder to the hiring manager one month before a new employee probationary period will expire. The email clearly indicated that if their is not feedback or "report" of poor performance by the Hiring Manager - the employee will be automatically be confirmed. After the expiry date, the employee will be notified by email their their employment is confirmed. Assuming that after receiving the email reminder from the recruiter, the Hiring Manager request for the employment be termination or extend the probationary period – HR Dept will contact the Hiring manager to justify the case for termination or reason to extend the probation period.

I will introduce the above practices to my company. It will help reduce all the paperwork and improve how company engage new talent.

--The End--