Probationary Employee Appraisal Form: Fill & Download for Free

Hi there,I work for an outsourced human resource company and here is what we would usual do on a typical day:We would use cloud-based systems to manage all aspects of your people data effectively and efficiently, from anywhere in the world, using any device (desktop, laptop, tablet, smartphone etc.). It includes:Holiday requests, approval, planning, absence management and trackingEmployee self-service for managing personal information and holiday requestsManagement reports – easily customisable to provide the data you want to review and trackTraining matrixAlerts and reminders – birthdays, appraisals, probationary reviews, return to work interviewsBenchmark statistics against similar companies including absence, turnover, salary increaseHR documents, such as application forms, contracts, handbooks, policies and procedures, induction process, appraisals and performance managementSecure holdings of all personalised documentsAn applicant tracking system to manage your recruitment campaigns and build a talent poolA benefits portalPerformance review module to simplify and streamline appraisal processes

I first assume the person is employed by a private employer and not a governmental entity. I am not in the business of setting people up but one of my first employers was questionable in their personnel practices. My comments below are based upon observations that I have made in the workplace over time.I am not a legal person and I am not giving legal advice. . However, when I was in personnel work you never fired an employee when they are sick because they can come back on you through workmen’s compensation. The firm can do several items—but some of these would be considered unethical. Many bureaucracies are unethical in the first place. They also fire a person right before they become eligible for their pension benefits.1, Have another friend who has a business firm offer him a job and then he quits your firm for the other job. He is then fired from the other firm within this/her probationary period. I have seen this happen.2. They can be set up with a sequence of warning notices about poor performance. then they fire the person. However, their may be recourse by a lawsuit on reviewing excellent performance appraisals in the past.3. Any time you make a presentation regarding a grievance procedure you place your evidence in the format and within the decision making parameters of what an Arbitrator would make. Your playing for the third step even when you are filing in the first step of the grievance procedure when you file a complaint for getting fired. If you are the sick employee—keep a daily notebook and write everything down so you may need it a year later. Keep track of your witnesses as well. You may also want to make some obvious statements so your witness will remember the incident.4. At one company the employee quit due to smoke from a metal milling machine going into his face constantly. I checked the work location and the employee was correct. I did not challenge his Unemployment Insurance filing because the hit from a Workmen’s Compensation claim would have been worse.5. A Workman’s Compensation Attorney would be your best bet. You make sure they are in good health before you fire them. Remember, we have three laws in our society. Codified Law, English Common Law; and French Law (crimes of passion)French Law came with the Louisiana purchase. All three may come into play dependent upon the situation. ( Assuming in the United States). In foreign countries you also have tribal law, religious laws, etc.6. You can also change the form of compensation to where this person may be a self employed contractor. You have to be very careful how you write up the contract indicating that you are not in effect supervising him. However, make sure this person carries workman’s compensation. If he does not carry it, then you file for him under your Workman;s Compensation with the State Insurance Commissioner. Eventually, you do not renew the contract and you have gotten rid of your problem.7. The employee can also set you (the employer) up as well. I will not go into that at this time and I am not an expert in this area of firing employees or in how to set up the firm. The best sequence for an employee is to first take the workman.s compensation and then file for unemployment insurance. I am NOT giving legal advice and recommend that you seek competent legal advice from a health insurance, pension insurance, or an attorney that specializes in this type of work. If this is the Porn Industry?? you can get them for not wearing a condom??. You have to have a sense of humor when you get my age—88Adios amigos

This depends upon your thinking and perspective.If you are a software engineer and you are ambitious, career-oriented and ever ready to improve upon your skills.Then join as a Software engineer, even though your starting salary is low, but then over the years, with skills you can mint gold while your bank PO will still remain with peanuts.If you want job security, easy-going life, and laidback life, then Bank PO is really good.However, the question arises which type of software engineer are you referring to.If you are referring to those who are working with companies like TCS, Infosys, etc, then in relation to it, Bank PO is really good.However, if you are working with firms, like DE Shaw, Amazon, Adobe or other product based firms then I suggest you don't even think of it.Now I am clearing a few myths surrounding the both the jobs:-Work-life BalanceIf one thinks that work-life balance is good in banks and bad elsewhere, come and think of it again.Work life balance in Banks would be good only at Regional Offices, Zonal Offices.If you are at Branch, you will be on your toes whether you are a Clerk or you are a Deputy General Manager, plus you will be suffering from things like hypertension and heart disease.Whereas as Software engineer you will have flexible work hours, though the work environment is equally hard.Work EnvironmentThe work environment at Banks are really depressing, there are few categories of people who are considered as Untouchables.These are SC/ST People and Women employees, You can't actually force them to work else you be booked under the SC/ST and POSH Act which will damage your career.Along with work, you have to manage office politics which are real in a form, unlike a Software Engineer.However, as Software engnieer, your main focus would be work and with work you can avoid office politics.Career ProgressionAs Bank PO, promotion till Scale 3 would be based on your performance in a written examination rather than through appraisals.However, the problem starts after Scale 3 where you will be assessed by appraisal report due to which you will under Boss Mercy.In Software companies, you will be assessed everywhere, like even during the day to day interaction.You will be having a 360-degree system where you will be reviewed by your colleagues in your team along with your bosses.SalaryAn employee in a Bank gets a pay revision after every 5 years which is a result of Bipartite Settlement between AIBEA and Banks.A starting salary of a Bank PO would be 35, 000 per month although there may be a variation of 10–15 percent difference across PSBs.Though the facilities are good, still it cants match what is provided by Software Companies.What exactly matters is the in hand salary which you get at the end of the month.With regard to salaries, I have nothing to say, the sky is the limit.So don't go by other words, think and decide, I am of the firm of the opinion that students of IITs, Top Colleges like St. Stephens College, LSR should avoid joining Bank POs.