Abstract
The aim of the study was to investigate problems surrounding probation periods in the South African Public Service. A qualitative study was conducted to determine the views of both probationers and supervisors managing the probation process. Data was gathered by means of focus groups and individual interviews. Nine key areas were identified as being problematic, viz. clarity regarding the purpose of probation, lack of proper guidelines, the duration of probation, rotation during probation, lack of training, poor management of probation, performance management, anxiety and stress, power and authority. Recommendations are made concerning possible interventions.
Highlights
In some organisations, those in the public sector, the final appointment of new candidates is subject to the successful completion of a probation period
Supervisors regularly appraise the probationers’ performance in order to check on their progress, and to alleviate problem areas as they occur. This provides a means for determining characteristics of a new employee that are not assessed by tests or other evaluation techniques, and can, to an extent, combat subjectivity involved in selection
The probation period can be regarded as beneficial to new employees as it fulfils an important socialisation function, through which employees are inducted into the organisation and are familiarised with the work situation
Summary
Those in the public sector, the final appointment of new candidates is subject to the successful completion of a probation period. Supervisors regularly appraise the probationers’ performance in order to check on their progress, and to alleviate problem areas as they occur This provides a means for determining characteristics of a new employee that are not assessed by tests or other evaluation techniques, and can, to an extent, combat subjectivity involved in selection. The probation period can be regarded as beneficial to new employees as it fulfils an important socialisation function, through which employees are inducted into the organisation and are familiarised with the work situation. In addition a probation period allows people who have no experience, the opportunity for gaining practical exposure before permanent appointment (Masango & Hilliard, 1999). This, has not had an impact on the practice of twelve-month probation periods
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