Human Resources FAQ

[HelIoo]

Nowsaday it is quite common to have 6 months probation.

 

[matey1982]

Nowsaday it is quite common to have 6 months probation.

in the past used to be either 3-6 mths for the probation???

 

[HelIoo]

in the past used to be either 3-6 mths for the probation???

What i realised is decade ago usually 3 months probation. Now is 6 months probation even though junior position.

not much difference whether in probation or passed probation. Only difference is both parties can give shorter notice period when want to leave or terminate

 

[matey1982]

What i realised is decade ago usually 3 months probation. Now is 6 months probation even though junior position.

not much difference whether in probation or passed probation. Only difference is both parties can give shorter notice period when want to leave or terminate

oic

just another random thought that like to seek general opinion

after interview, will you send thank u email to the interview panel / HR person partly as courtesy + partly to leave some impression when it comes to deciding whether shortlist candidate A or B for the next round?

will it make myself or any job applicant appear too despo?

 

[Spike]

oic

just another random thought that like to seek general opinion

after interview, will you send thank u email to the interview panel / HR person partly as courtesy + partly to leave some impression when it comes to deciding whether shortlist candidate A or B for the next round?

will it make myself or any job applicant appear too despo?

If u have aced the interview, ur thank u email wouldn't make a difference..

 

[shodan99]

oic

just another random thought that like to seek general opinion

after interview, will you send thank u email to the interview panel / HR person partly as courtesy + partly to leave some impression when it comes to deciding whether shortlist candidate A or B for the next round?

will it make myself or any job applicant appear too despo?

The HR don't give a **** about all these. They just want to know if hiring manager chooses you or not. These thank you notes all go to the bin.

 

[matey1982]

horkay noted

 

[shodan99]

What i realised is decade ago usually 3 months probation. Now is 6 months probation even though junior position.

not much difference whether in probation or passed probation. Only difference is both parties can give shorter notice period when want to leave or terminate

like that, it can be exploited. if the project or the account you are handling fails, they can terminate you easily on the pretext that you not suitable for this.

 

[AntonioPuerta]

Hi HR experts,

In my employment contract, it was not stated that probation is 6 months instead of the usual 3 months. This came to light only when my manager informed me that last week. The reason he gave is because I was hired through headhunter and the so called "warranty" period is 6 months. So my probation is also 6 months. What kind of logic is that? Is there anyway I make a recourse? will reporting to MOM help? that is short of leaving the company.

No wonder recruiters are such a hated bunch here.

It is not stated in the employment contract that probation is 6 months. there is nothing on probation period whats so ever. In this case, I check what is HR policy on this.

What i realised is decade ago usually 3 months probation. Now is 6 months probation even though junior position.

not much difference whether in probation or passed probation. Only difference is both parties can give shorter notice period when want to leave or terminate

like that, it can be exploited. if the project or the account you are handling fails, they can terminate you easily on the pretext that you not suitable for this.

god, why is EDMW's multi-quote function so difficult to use compared to the past...

anyway some stuff i wanna say n share with shodan and Helloo below:

1) actually by right, Ministry of Manpower website (MOM) should list the legit/legal min or max probation period allowed in SG. but they didnt or i couldnt find it which sucks. there's another link at singaporelegaladvice.com but the link doesnt load

2) shodan99, im in a same situation as u. im in a non-manager post but 6 months probation. but mine is stated clearly in my employment letter. suggest u to go clarify with your HR exec/head/manager if u feel unsure

3) YES I FULLY AGREE WITH SHODAN99 that it can be exploited. or in hokkien dialect, it's called chao kuan (using unscrupulous or underhand means to achieve an objective). usually coys that do 6 months probation may play dirty aka they may totally have the intention of NOT passing your probation at all. or another reason i can think of is for example below la.

Example A: u join on 1 Jan with 6 months probation. 1 July they pass u. so your this year's year-end bonus will only be like 5 months (from july to dec) / 12 months calendar year X the bonus amount (aka pro-rated). now compare it with Example B below.

Example B: u join on 1 Jan with 3 months probation. 1 Apr they pass u. so your this year's year-end bonus will be more like 8/12 X the bonus amount (aka pro-rated). obviously example B with 3 months probation passed, the employee WILL GET MORE year-end bonus.

sorry ah if my explanation very difficult to understand, cos im trying to use words to explain it to u. cant think of a better method to illustrate since this is a forum.

 

[ZETMAN]

If u have aced the interview, ur thank u email wouldn't make a difference..

this is partially true.


For some candidates that the hiring manager is sitting on the fence on their decision, this can sometimes swing their opinion. But in most cases, the performance during the interview matters more.

 

[ZETMAN]

god, why is EDMW's multi-quote function so difficult to use compared to the past...

anyway some stuff i wanna say n share with shodan and Helloo below:

1) actually by right, Ministry of Manpower website (MOM) should list the legit/legal min or max probation period allowed in SG. but they didnt or i couldnt find it which sucks. there's another link at singaporelegaladvice.com but the link doesnt load

2) shodan99, im in a same situation as u. im in a non-manager post but 6 months probation. but mine is stated clearly in my employment letter. suggest u to go clarify with your HR exec/head/manager if u feel unsure

3) YES I FULLY AGREE WITH SHODAN99 that it can be exploited. or in hokkien dialect, it's called chao kuan (using unscrupulous or underhand means to achieve an objective). usually coys that do 6 months probation may play dirty aka they may totally have the intention of NOT passing your probation at all. or another reason i can think of is for example below la.

Example A: u join on 1 Jan with 6 months probation. 1 July they pass u. so your this year's year-end bonus will only be like 5 months (from july to dec) / 12 months calendar year X the bonus amount (aka pro-rated). now compare it with Example B below.

Example B: u join on 1 Jan with 3 months probation. 1 Apr they pass u. so your this year's year-end bonus will be more like 8/12 X the bonus amount (aka pro-rated). obviously example B with 3 months probation passed, the employee WILL GET MORE year-end bonus.

sorry ah if my explanation very difficult to understand, cos im trying to use words to explain it to u. cant think of a better method to illustrate since this is a forum.

in replying to your points,

1. Just like VB and AWS, MOM cant really and dont really wants to dictate the terms of probation with the exception that it must be communicated and listed in their employment letter because practicality will determine otherwise. if MOM starts dictating terms for these items (e.g. must have AWS, probation can only be 3 months max etc), it will just forces companies to be "innovative" to introduce policies to circumvent/address these clauses and it will only result in a harsher environment for employees. Certain things are better to left un-regulated for flexibility sake in my opinion.

2. it is not unheard of for probation periods of mgrs or senior mgmt to be 6 months or more. So in reality, it really boils down to the company's policies and what is their objective or goals in determining the probation period.

Sometimes while the company has the right policies, they also have idiots that are strategically placed in managerial positions. I F a manager before because he wants to extend the probation period of an employee and did not provide a reasonable justification except that he want to observe the employee for another 3 months and was not trained enough to perform his job independently. I challenged the manager's decision all the way up to his HOD because I find the decision absurd. If the manager did not pay enough attention to monitor or train the employee, then it is the manager's issue and not the employee's problem. I told the HOD, if the manager finds the employee not competent enough, then we should end the employment and recruit again instead of wasting everyone's time. If the employee has the potential to fit the role, then the manager should pass the probation period of the employee unless there are strong justification not to do so. so facing with the option of letting the employee go or passing the probation, the strategically placed idiot choose to pass the probation of the employee.

On the flip side, which one will be more detrimental to a new employee.

(A) you are notify of a 6 months probation period up front compare to (B) you are inform of a 3 months probation period and towards the end, it is extended for another 3 months?

3. While many things can potentially be exploited, it might be more beneficial to approach the situation with an objective view instead of stuffing conspiracy theories to fill in the imagination gap on reasons why companies do these kind of things.

 

[matey1982]

this is partially true.


For some candidates that the hiring manager is sitting on the fence on their decision, this can sometimes swing their opinion. But in most cases, the performance during the interview matters more.

i have tried sending after going for recent interviews

think it still didn't catch their eyeballs despite trying my utmost best in the interview stage haiz

 

[shodan99]

i have tried sending after going for recent interviews

think it still didn't catch their eyeballs despite trying my utmost best in the interview stage haiz

Sometimes don't even have email contact of hiring manager. Only HR. so any email to HR regarding thanks all go directly to the bin

 

[ZETMAN]

Sometimes don't even have email contact of hiring manager. Only HR. so any email to HR regarding thanks all go directly to the bin

usually HR will just forward to the hiring manager(s). a click away doesnt hurt us to do so.

 

[matey1982]

usually HR will just forward to the hiring manager(s). a click away doesnt hurt us to do so.

send already but won't know if that will mean a slightly better chance to get the attention / edge closer to potential 2nd round.

 

[matey1982]

another day of waiting has passed

 

[Hardware4455]

In a company where they go by rank system
If I am hired with an offer which is near to the ceiling of the rank

does it means that my increment will be bare minimum because I am too junior to promote yet my salary is already at the ceiling

 

[matey1982]

In a company where they go by rank system
If I am hired with an offer which is near to the ceiling of the rank

does it means that my increment will be bare minimum because I am too junior to promote yet my salary is already at the ceiling

sounds like People Association model

 

[matey1982]

coming to end of Wednesday

agonising wait for the +ve or -ve outcome continues.

 

[nujiln]

In a company where they go by rank system
If I am hired with an offer which is near to the ceiling of the rank

does it means that my increment will be bare minimum because I am too junior to promote yet my salary is already at the ceiling

How do you know you are at the ceiling of the salary band though, since salary band is usually not revealed.