YOGYAKARTA - Probation is a period of trial time and assessment from the company to new employees before being officially appointed as permanent employees.
New employees will be tested more deeply regarding various aspects of work during these trials, including interpersonal capabilities, such as digital mindset, leadership, and responsibility.
Furthermore, at the end of the probation period, the HR company will evaluate employee performance and consider whether they meet the requirements or not.
Probation is a period of time when a new employee is tested and evaluated by the company, this is done to find out whether they are suitable or capable of carrying out the duties and responsibilities of the jobs given.
Usually, the probationary period lasts for a maximum of 3 months before the company determines the appointment of the employee as a permanent employee.
In addition, the probability is not only given to prospective employees, but also can be applied to permanent employees.
If employee performance decreases, they will be placed on probation. In addition, things to remember, probation provisions are only applied to permanent employee candidates.
This is in accordance with Article 58 paragraph (1) of Law no. 13/2003 concerning Manpower, which states that the probation period cannot be included in a Specific Time Work Agreement (PKWT) for contract employees.
During this period, both employees or companies have their respective rights and obligations, including whether the probability is paid or not.
Meanwhile, the rights and obligations of employees during the probation period are as follows:
Basically, the rights of employees during this tenure are not much different from the rights of permanent employees.
The law guarantees that companies are not allowed to provide a lower salary than the applicable minimum wage, either for permanent employees, contracts, or during the probation period.
Violations of the rights of employees of the provision will result in criminal sanctions and fines.
In addition, companies are also required to provide holiday allowances (THR) to probable employees who have worked for one month or more.
Employees during the probation period have an obligation to meet the company's expectations, as stated in the target or Key Performance Indicator (KPI).
Employee assessment is given based on its ability to complete the work according to the predetermined parameters.
If employee performance exceeds the company's expectations during the probration, there will be opportunities for him to be appointed as a permanent employee.
Contracts and probation are two different concepts in the context of employment.
Probation means an evaluation period at the beginning of work. Meanwhile, the contract is a work agreement that contains an agreement on terms or conditions between employees and companies.
Probation generally occurs at the beginning of employment, where new employees are tested to meet work standards.
If someone manages to get through the probation period, they can become permanent employees and are entitled to all related rights.
However, if they do not meet expectations, the company has the right to terminate employment without having to pay further compensation.
The contract, on the other hand, is a formal agreement made between employees and companies governing rights, obligations, wages, and other conditions.
The contract can cover a certain period of time, and employees have legal force to ask for the fulfillment of the rights listed.
Demikianlah review tentang apa itu probasi dan perbedaannya dengan kontrak. Semoga bermanfaat. Mikunjung VOI.id untuk mendapatkan informasi menarik lainnya.
The English, Chinese, Japanese, Arabic, and French versions are automatically generated by the AI. So there may still be inaccuracies in translating, please always see Indonesian as our main language. (system supported by DigitalSiber.id)
