The probationary period is an essential stage for newly hired employees, which is often perceived as an exam that tests their abilities and compliance with the company’s expectations. However, despite its status, many experts believe that the probationary period can also be considered an internship, giving both parties — the employee and the employer — an opportunity to get to know each other better. In this article, we will look at how a probationary period can be not only a test of qualifications and professional skills but also a valuable time for learning, adapting and forming productive relationships. Understanding these aspects will help employers and employees understand the actual goals of the trial period and make the most of it.
What is a trial period?
A probationary period is a period after the conclusion of an employment contract during which the company checks the professionalism of a new employee. In Belarus, this period should be at most three months; the minimum period can be one day. The condition of the probationary period and its duration are prescribed in the employment contract. This condition is called “preliminary testing.” The probation period specified in the employment contract can be shortened.
An employee can easily quit during the probationary period, and the company can quickly fire them.
After being hired, an employee cannot be assigned a probationary period, unless it is specified in the employment contract when hiring this employee.
Do I need an exam based on the test results?
The state does not require employees to pass an exam based on the probationary period results, but the company can establish such a need in internal rules. Whether this makes sense is up to the company itself. For example, a report from a direct supervisor about an employee’s failure to pass mandatory testing based on the results of a probationary period may justify dismissing an employee as having failed the test.
What does the company’s probationary period provide?
The probationary period provides an opportunity for the employer and the employee’s direct supervisor to find out and evaluate:
- Professional skills and qualities of the employee.
- Employee’s compliance with the requirements for their position.
- The ability of an employee to communicate effectively with clients and colleagues in the team.
- Also, the probationary period allows for the decision to dismiss him without several formalities in case of non-compliance with the employee’s expectations.
How to draw up test results
Positive test results are not issued; the employee continues his work. However, sometimes the end of the test is associated with an increase in wages, getting the right to bonuses, bonuses that the company provides. In this case, the new employee’s immediate supervisor usually informs the company’s head, the accounting department, or the HR department with a memo that the employee has successfully passed the probationary period.
Negative test results are usually dismissed. When an employee is dismissed, an entry is made in the employee’s employment record based on an order on his dismissal. The dismissal order explains why the employee didn’t pass the probationary period. In this case, a negative test result, memos from the company’s direct manager, and other evidence may be helpful.
What is an internship?
An internship in a company is a temporary workplace for students, recent graduates, or other employees who have changed their field. An internship provides an opportunity to gain practical experience in a specific field. Interns work under the guidance of more experienced employees and are taught the basic skills and techniques necessary for a successful career. This allows them to apply theoretical knowledge in practice, study the corporate culture and expand professional connections.
Internships can be paid or unpaid and often serve as the first step to employment in a company. During the internship, employers evaluate the trainees ‘ skills and their predisposition to work in a team.
The internship is not a mandatory part of the employment contract.
For paid internships, a fixed-term employment contract is usually concluded, and a free internship can be issued as training if the company has the appropriate permits or as a probationary period.
The state requirements do not set the minimum and maximum internship duration. The company determines the duration of the internship in its internal documents.
Probationary period time as an internship
The internship may be part of a probationary period. The hiring company decides this in each specific case. Usually, in this case, a reduced salary is set for the test period, and they provide for passing tests based on the results to check the assimilation of skills acquired during the internship by employees.
In this case, an internship plan is drawn up, a list of skills and knowledge that the intern must learn at each stage, and a mentor is appointed to communicate with the intern. However, this approach requires the company to actually train a new employee who is accepted under an employment contract.
How to draw up the results of an internship
Companies that take interns (whether for a fee or free of charge) develop internal documents on the internship procedure. This is important for a straightforward process and registration of internship results. Based on the internship results, it is possible to conduct testing, an exam that checks whether the intern has mastered professional skills and knowledge about work functions.
Probationary and internship goals
During the probationary period, the employer checks how the employee copes with his work and his labor functions. The purpose of the probationary period is to check the employee’s compliance with the assigned job or position to which he was accepted under the employment contract.
During the internship, the employee is taught new skills and knowledge for successful work performance in the future. In other words, unlike a probationary period, the purpose of an internship is not to check the employee’s compliance with his position but to teach the skills and knowledge needed to perform a specific job (admission to a position) in the future.
As you can see, a probationary period and an internship have different goals.
A probationary period should only be considered an internship if the employee’s mentor or supervisor directly informed the employee about it. By default, during the probationary period, the employee shows their skills and abilities and does not learn new ones for their functions, as during an internship.
Let’s compare the meanings of an exam and an internship in the context of a probationary period.
Comparison of the exam and internship as the meaning of the probationary period when applying for a job.
1. Goal:
Exam: The main objective is to evaluate an employee’s knowledge and skills and determine whether they meet the position requirements.
Internship: It is used for training and adaptation, allowing a new employee to master the necessary professional qualifications.
2. Rating:
Exam: The assessment is based on specific criteria and performance, making it more formalized.
Internship: Assessment occurs during learning, focusing on potential and skill development, not just results.
3. Interaction:
Exam: The employee must demonstrate their abilities and knowledge independently, which creates an atmosphere of pressure.
Internship: Involves more interaction with colleagues and mentors, contributing to better team learning and integration.
4. Duration:
Exam: Usually limited in time and has a clearly defined time frame — for example, it takes place at the end of the trial period.
Internship: This can last longer and include different stages, allowing the employee to develop skills throughout the entire period.
5. Result:
Exam: Upon completion, it may result in hiring or firing based on performance evaluation.
Internship: Ultimately, it can lead to a job offer if the employee successfully proves himself in the training process.
In general, although the probationary period includes elements of both processes, its primary purpose is more like an exam that checks the candidate’s compliance with the requirements of a particular position rather than an internship focused on training and development.
How do you feel about the probationary period?
As a result, the probationary period is most often not an internship but a kind of exam for an employee to check their compliance with the requirements of a new position.
Unlike an internship, which emphasizes learning and adaptation, a probationary period focuses on concrete results and achieving a pre-set level of professional requirements. During this period, the employer evaluates not only the new employee’s professional skills but also their ability to integrate into the corporate culture, work in a team, and cope with the tasks set.
Thus, the probationary period is a critical stage for career growth, which can determine an employee’s future fate in the company. Understanding this fact and taking a conscious approach to the probationary period will help employees and employers make the most of this time to achieve their mutual goals, and a well-structured probationary period can lead to a more engaged workforce and stronger team.
How to contact us
For more information or advice on issues related to probationary period in Belarus, do not hesitate to contact us. We are here to help and support you.
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