In the corporate world, the probation period is also known as “Honeymoon Period”. Usually, the probation period is of SIX months, however, it can be extended to 12-18 months, in the case of Fresh Graduates. It can also be reduced to THREE months, in the case of middle or senior level roles. During this period, both the employer and employee are assessed on the parameters set during the pre-hiring discussion. If an employee lives up to the set expectations and is found be a right fit to the organizational culture then the employer decides to continue with him and the relationship gets translated into a long-term relationship. However, if he doesn’t meet the set expectations and the probability of him accepting and adapting to the organizational culture are very weak then the organization decides to end the relationship with that employee.
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On the other side, if an employee feels that the role and the organizational culture is not what he thought it would be or what he was promised then he too can leave the organization during or before the end of probation period without many complications. Remember, in India, the notice period during the probation period is up to TWO weeks. After the probation period, the notice period varies from 30-180 days.
Successful completion of probation period leads to the beginning of a long-term relationship. Unsuccessful probation period curtails the relationship.
With multiple successes achieved through driving commercially embedded HR strategy and programs across Africa, Europe, the Middle East, USA, and Hong Kong, Sanjeev Himachali, Talent Strategist & Management Consultant exhibits over a decade and a half years of progressive, leadership experience and core competencies in talent acquisition, management, and development, HR program management, compensation & benefits management, and staff engagements. In January 2015 he launched Ecliptic HR Solutions to provide strategic human resource and talent management consulting across BFSI, Manufacturing, Automobile, IT & ITES, Telecom, Retail, and FMCG sectors.
As a Talent Strategist, Sanjeev partners with organization’s hiring managers to find, select, and hire top talent which exemplifies firm’s values and provides a foundation for organization’s future growth. Sanjeev is adept at expediting change management through leadership, differentiated talent models, attracting and developing the best talent, and building a culture of engagement, agility, and innovation. He has proved to be a trusted advisor to organizational leadership in initiating human capital management strategies and aligning HR best practices and processes with organizational objectives.
As a Management Consultant, Sanjeev is credited with pioneering best practice HR systems and processes for clients that brought a new era of employer brand visibility and saw the company’s HR systems heralded among the industry best. Sanjeev has championed psychometric assessment DISC and Thomas Profiling, and developed Managerial Competency Framework for clients, while simultaneously deploying succession planning strategies for high profile roles in organizations. He is highly experienced in the organizational diagnosis and the design and facilitation of events and staff development activities including executive coaching. Sanjeev has earned his MBA in HR and is certified in MBTI, PPA & Extended DISC Practice, and Green Belt Lean Six Sigma.
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