EMPLOYEE ON PROBATIONARY STATUS – WAS FOUND OUT LATER TO HAVE COMMITTED A GRIEVIOUS OFFENSE IN HIS PAST EMPLOYMENT

Karen is a part of a new company as an HR Supervisor . The recruitment process which she has seen in this new company is not that stern or strict. Currently, she is in the process of evaluating all processes and competencies of employees across all departments. She checked out  the personnel file of each and came  across one of the current employees'  file and there she found out that he had occupied a very high position from his previous company. This was actually based from the result of his background investigation. What surprised her most is what she had found out:  Said employee had a case of embezzlement of funds from his previous employer. Karen has no idea if it is a resolved or unresolved case. What she is more concern about is the effect of this case to his present company and another thing, can this person be trusted?

Question :  Can this case from his previous company enough grounds to terminate his employment from his present employer being that he is still under a probationary status?

Answer :         As what we have discussed in the previous posts about discipline and termination, there should always be a due process in every case therein.

                                As for this one, the HR Supervisor has to conduct a thorough investigation first before taking an action. Look at the employee’s filled-up application (when he was still applying for the job ) and if she answered the portion “Do you have any pending case or have you committed  a serious / grave offense in your past employments? “ .  If the concerned employee did not declare that he has pending administrative case from his past employments or his former company, then that could be an issue of dishonesty. Then, it is time now to check it on your Employee handbook if such offense is a ground for terminating him.

                                Although the employee is still on his probationary status, you have to secure some proof before giving him a verdict of termination . If you don't prove the accusation as dishonesty, another way to prove if he is worthy to become a regular employee is by appraising his performance objectively.

                                Karen as the HR Supervisor is right in her action to evaluate all the HR Processes. In this case, the Recruitment process. Since the result of the background investigation already posed some issues, then , they should have not considered the said employee . Remember, that all processes involved matters.

HR and Line Managers Must Work Together

HR and Line Managers Must Work Together

Line Managers are the Heads of the Departments or the one who manages the staff in a department. It is important that they work hand in hand with the HR Department for the achievement of the vision / mission of the organization. Both must work together to ensure the success of the company they are working with. It will be easier for the HR Department to implement the strategic plans if all managers understands this new trend in leading an organization.

HR must show full support to the Line Managers in order to expect the latters awareness of their responsibility to implement HR policies and procedures among their staff.

Recruitment

In the recruitment process for example, HR must inform the Line Managers about the prevailing processes and the accompanying forms to be used in fulfilling their manpower needs. In this procedure, the recruitment system will surely become smooth flowing and fast moving. From the filling-in of the Personnel Requisition Form up to the Selection Process, Line Managers and HR are often seen in the limelight. Hence, both parties are involved in the most critical process of choosing the right candidate for the vacant position.

Performance Management

Fair and the same approach must be applied by both HR and Line Managers when doing the Performance Evaluation most especially in giving feedbacks to the employee concerned. You can imagine the chaos it may produce if HR gives a different opinion about the result of the Performance rating given by the superior or most especially the Line Managers themselves. HR must provide a training program that would intend to educate the Line Managers on how to effectively and consistently implement the Performance Management System.

Conflict Resolution

You cannot get away with this. In every Organization there is a conflict or a dispute that needed to be resolved immediately. Hence, the importance of having a positive relationship between HR and Line Managers. If both parties are in good harmony then immediate resolution of the prevailing conflicts within the organization could be achieved.

JOB ANALYSIS AND PERFORMANCE APPRAISAL

1. You have been hired as an I/O Consultant by a young, growing software development company, Gotham Software, Inc.  The company started five years ago and has now grown to 50 employees.  The CEO (chief executive officer) has shared with you that the company has outdated job descriptions that are inaccurate and would like to develop realistic job descriptions.  You advise the CEO that your recommendation is to begin with a job analysis for  each position.  The CEO responds, “I’ve never heard of a job analysis.  What is it and what is the job analysis used for?”  Write your reply.

Job Analysis is a way of understanding the task of each employee in order to

identify the KSAOs ( Knowledge, Skills, Abilities and Other Characteristics )

or the major job requirements in order to perform the job. It is always

necessary for an organization to identify the required KSAO for a certain job

in order to have an effective employee. An effective employee is one who

can perform the job well because he has the right skills and knowledge to go

through it. Another use of Job Analysis is to determine the KSAO of

employees that needs to be developed in order become more effective in

their jobs.

Through job analysis, a job description is formed to be the basis in the

selection of the right candidate. One can be able to determine whether the

KSAO that a new employee can bring to the company is already enough to

effectively handle the new job. This is where the training part intervenes.

Selection and Training fit together. While it is clear that a new employee

already possessed the KSAO, training could help in further enhancing it. 

2. Congratulations!  Your job analysis was so successful for Gotham
Software that you have been retained for another project.  Currently,the company has no formal performance appraisal/evaluation systembut would like to implement one.  The CEO wonders if a performanceappraisal system is worth the effort.  As an I/O Psychologist, you replythat there are numerous advantages and uses for an effectiveperformance appraisal system.  The CEO states, “I’d like you to putthat in writing for me.”  You share with the CEO that you will provide a
written executive summary detailing the uses and benefits of a
performance appraisal system.  Write your response.

Performance Appraisal is also one of the most important activities in an

organization. Its uses are summarized below:

1.   For Personnel Decisions – it is used as the basis in every personnel

decision like promotion, demotion, transfer, increase in salary or

whatever employee decisions that an employer wants to make. In

effect, all personnel decisions are being done on the basis of the data

produced through an appraisal system in the organization.

2.   For Developmental Purposes – In every performance rating period or

Appraisal period, both strengths and weaknesses of an employee being 

appraised are discussed with them, individually, in order to let them

To know on which areas they are doing well and in which areas they

need to improve more. In effect, when employees do better in their

jobs the organization will benefit more. Hence, performance appraisal

makes the employees perform better.

3.   For Documentation – Performance Appraisal Data when used as the

basis in every Personnel Movement or Decisions makes it safer for the

company not to be sued.