{"id":2864,"date":"2019-05-19T20:51:14","date_gmt":"2019-05-19T20:51:14","guid":{"rendered":"http:\/\/hr4free.web-romandie.ch\/?p=2864"},"modified":"2019-07-17T05:38:58","modified_gmt":"2019-07-17T05:38:58","slug":"how-to-integrate-new-employees-into-your-organization-sample-check-lists-probationary-period","status":"publish","type":"post","link":"https:\/\/hr4free.com\/en\/Employee-Integration\/Integration-of-New-Employees-and-Probationary-Period","title":{"rendered":"How to Integrate New Employees Into Your Organization &#8211; Sample Check-Lists \/ Probationary Period"},"content":{"rendered":"<div>\n<p>As a general rule, every professional activity begins with a probationary period during which the employment contract may be terminated with short notice by both parties.\u00a0<strong>In Switzerland, the trial period usually ranges from 1 to 3 months with a notice of 7 days.\u00a0<\/strong>The aim of the probationary period is two-fold:<\/p>\n<ol>\n<li><strong>Allow new employees to bring in their competencies<\/strong>, to\u00a0get rooted into their new jobs\u00a0and to perform their work in accordance with the business processes, in order to achieve the company\u2019s economic goals<\/li>\n<li><strong>Confront the company with its employer duties<\/strong>\u00a0by contributing to the\u00a0integration of the new recruits\u00a0into their new teams and functions<\/li>\n<\/ol>\n<p>Please note that the\u00a0<em>introduction plan<\/em>\u00a0will depend on the level of responsibility:<\/p>\n<ul>\n<li><b>The empowerment of new employees<\/b>\u00a0will be achieved through the use of welcome videos, internships, etc. It will first be focused on the collaborators\u2019\u00a0technical skills, and then on their\u00a0behavioral skills.<\/li>\n<\/ul>\n<ul>\n<li><b>The empowerment of executives<\/b>\u00a0will take place in priority at the level of their\u00a0interpersonal skills.<\/li>\n<\/ul>\n<h5 style=\"text-align: center;\"><strong>TOOLS<\/strong><\/h5>\n<p>The probationary time will begin with the handing out of two check-lists:<\/p>\n<ul>\n<li><b><a href=\"http:\/\/www.hr4free.com\/PDF_Files\/Blog_EN_HR_trial_period_sample_employee_checklist.pdf\" target=\"_blank\" rel=\"noopener\" data-cke-saved-href=\"http:\/\/www.hr4free.com\/PDF_Files\/Blog_EN_HR_trial_period_sample_employee_checklist.pdf\">The check-list for the new employee (sample)<\/a><\/b>, which the latter will have to fill in during the integration process. This document aims to ease the integration by getting new employees actively involved.<\/li>\n<li><b><a href=\"http:\/\/www.hr4free.com\/PDF_Files\/Blog_EN_HR_trial_period_sample_checklist.pdf\" target=\"_blank\" rel=\"noopener\" data-cke-saved-href=\"http:\/\/www.hr4free.com\/PDF_Files\/Blog_EN_HR_trial_period_sample_checklist.pdf\">The check-list for the HR Department (sample)<\/a>\u00a0<\/b>which allows ensuring that nothing has been omitted during the integration process.<\/li>\n<\/ul>\n<p><strong>At the end of the trial period, an interview between the new employee and his\/her immediate superior may take place<\/strong>, the goals of which can be manifold: discussing the progress of the integration process, settling any misunderstanding, setting up goals, etc. Here is an\u00a0<b><a href=\"http:\/\/www.hr4free.com\/PDF_Files\/Blog_EN_HR_trial_period_sample_evaluation_form.pdf\" target=\"_blank\" rel=\"noopener\" data-cke-saved-href=\"http:\/\/www.hr4free.com\/PDF_Files\/Blog_EN_HR_trial_period_sample_evaluation_form.pdf\">interview questionnaire (sample appraisal form)<\/a><\/b>\u00a0that may ease this process.<\/p>\n<h5 style=\"text-align: center;\"><strong>PRACTICE<\/strong><\/h5>\n<p>The progressive integration of the new employee into the organization consists of a multy-step process:<\/p>\n<p><b>1) The introduction day<\/b>, with the handing out of the\u00a0<em>two check-lists<\/em>: one for the employee and the other for the HR Department (see above).<\/p>\n<p><b>2) A sponsor<\/b>\u00a0who will be supervising the operational and daily aspects of the new recruit\u2019s integration process (e.g. by providing information on the organization\u2019s customs, offering support, advice, etc.) is designated. The sponsoring generally lasts\u00a0<em>c.a. 3 months<\/em>, but can be extended to a<em>\u00a06-month period<\/em>\u00a0in some cases.<\/p>\n<p><b>3) The new employee&#8217;s first mandate<\/b>\u00a0represents a fundamental step, as it will allow assessing the quality of the selection process. It is important to point out that this mandate will have to be designed in a very precise manner; a\u00a0<em>goals contract<\/em>\u00a0will have to be set up, so that the new employee may know what is expected of him\/her.<\/p>\n<p><b>4) A further interview<\/b>\u00a0that is conducted by the employee\u2019s immediate superior often takes place\u00a0at the end of the first week. It will allow discussing the progress of the employee&#8217;s integration process and is structured along\u00a0<em>2 main axes<\/em>:<\/p>\n<ol>\n<li><em><b>The discussion of the new employee\u2019s integration<\/b><\/em>\u00a0\u2013 e.g. his\/her adaptation to the social environment<\/li>\n<li><em><b>The discussion of the progress achieved<\/b><\/em>\u00a0with the first mandate\/project<\/li>\n<\/ol>\n<p>Other types of interviews may be considered, for example with an\u00a0<b>HR Officer<\/b>\u00a0or with the\u00a0<b>sponsor<\/b>.<\/p>\n<p><b>5) The conclusion interview<\/b>\u00a0is the final step of the integration process. It aims to assess:<\/p>\n<ul>\n<li><em><b>The new employee\u2019s perception of the company<\/b>.<\/em>\u00a0Such perceptions may refer to:<\/li>\n<\/ul>\n<ol>\n<li>the first mandate<\/li>\n<li>the way he\/she has experienced the integration process<\/li>\n<li>the company itself<\/li>\n<\/ol>\n<ul>\n<li><em><b>The employee\u2019s evolution during the trial period<\/b>.<\/em>\u00a0This consists in checking for:<\/li>\n<\/ul>\n<ol>\n<li>both the\u00a0results obtained for the first mandate\u00a0and the employee\u2019s\u00a0technical and behavioral skills<\/li>\n<li>the new employee&#8217;s\u00a0integration into the company.<\/li>\n<\/ol>\n<h5 style=\"text-align: center;\"><strong>SWISS LAW<\/strong><\/h5>\n<\/div>\n<div>In the absence of a specific written agreement (<strong><a href=\"http:\/\/www.hr4free.com\/en\/Swiss-Labor-Law\/Employment-Contract\/Standard-Employment-Contracts\" target=\"_blank\" rel=\"noopener\" data-cke-saved-href=\"http:\/\/www.hr4free.com\/en\/Swiss-Labor-Law\/Employment-Contract\/Standard-Employment-Contracts\">Standard Employment Contract &#8211; SEC<\/a><\/strong>\u00a0\/\u00a0<strong><a href=\"http:\/\/www.hr4free.com\/en\/Swiss-Labor-Law\/Employment-Contract\/Collective-Labor-Agreements\" target=\"_blank\" rel=\"noopener\" data-cke-saved-href=\"http:\/\/www.hr4free.com\/en\/Swiss-Labor-Law\/Employment-Contract\/Collective-Labor-Agreements\">Collective Labor Agreement &#8211; CLA<\/a><\/strong>), Swiss Law sets the duration of the probationary period to 1 month during which a 7-day notice for the termination of the contract applies. However,\u00a0<strong>most companies adopt a probation time of 3 months, which is the legal maximum<\/strong>\u00a0(Art. 335b, Swiss Code of Obligations<b>\u00a0&#8211;\u00a0<a href=\"http:\/\/www.admin.ch\/ch\/f\/rs\/220\/a335b.html\" target=\"_blank\" rel=\"noopener\" data-cke-saved-href=\"http:\/\/www.admin.ch\/ch\/f\/rs\/220\/a335b.html\">French<\/a>\u00a0\/\u00a0<a href=\"http:\/\/www.admin.ch\/ch\/d\/sr\/220\/a335b.html\" target=\"_blank\" rel=\"noopener\" data-cke-saved-href=\"http:\/\/www.admin.ch\/ch\/d\/sr\/220\/a335b.html\">German<\/a><\/b>).<\/div>\n","protected":false},"excerpt":{"rendered":"<p>As a general rule, every professional activity begins with a probationary period during which the employment contract may be terminated with short notice by both parties.\u00a0In Switzerland, the trial period usually ranges from 1 to 3 months with a notice of 7 days.\u00a0The aim of the probationary period is two-fold: Allow new employees to bring [&hellip;]<\/p>\n","protected":false},"author":3,"featured_media":3872,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[144],"tags":[291,396],"class_list":["post-2864","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-employee-integration-process","tag-hr-management","tag-hr-tools-en"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v28.3 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>How to Integrate New Employees Into Your Organization - Sample Check-Lists \/ Probationary Period - HR4Free<\/title>\n<meta name=\"robots\" content=\"noindex, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"How to Integrate New Employees Into Your Organization - Sample Check-Lists \/ Probationary Period - HR4Free\" \/>\n<meta property=\"og:description\" content=\"As a general rule, every professional activity begins with a probationary period during which the employment contract may be terminated with short notice by both parties.\u00a0In Switzerland, the trial period usually ranges from 1 to 3 months with a notice of 7 days.\u00a0The aim of the probationary period is two-fold: Allow new employees to bring [&hellip;]\" \/>\n<meta property=\"og:url\" content=\"https:\/\/hr4free.com\/en\/Employee-Integration\/Integration-of-New-Employees-and-Probationary-Period\/\" \/>\n<meta property=\"og:site_name\" content=\"HR4Free\" \/>\n<meta property=\"article:published_time\" content=\"2019-05-19T20:51:14+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2019-07-17T05:38:58+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/hr4free.com\/wp-content\/uploads\/2018\/08\/bigstock-handshake-isolated-on-business-13870733.jpg\" \/>\n\t<meta property=\"og:image:width\" content=\"664\" \/>\n\t<meta property=\"og:image:height\" content=\"335\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/jpeg\" \/>\n<meta name=\"author\" content=\"admin\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta name=\"twitter:data1\" content=\"admin\" \/>\n\t<meta name=\"twitter:label2\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data2\" content=\"3 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\\\/\\\/schema.org\",\"@graph\":[{\"@type\":\"Article\",\"@id\":\"https:\\\/\\\/hr4free.com\\\/en\\\/Employee-Integration\\\/Integration-of-New-Employees-and-Probationary-Period\\\/#article\",\"isPartOf\":{\"@id\":\"https:\\\/\\\/hr4free.com\\\/en\\\/Employee-Integration\\\/Integration-of-New-Employees-and-Probationary-Period\\\/\"},\"author\":{\"name\":\"admin\",\"@id\":\"https:\\\/\\\/hr4free.com\\\/fr\\\/#\\\/schema\\\/person\\\/63b4676b4887d228dbc78b611adacc2e\"},\"headline\":\"How to Integrate New Employees Into Your Organization &#8211; Sample Check-Lists \\\/ Probationary Period\",\"datePublished\":\"2019-05-19T20:51:14+00:00\",\"dateModified\":\"2019-07-17T05:38:58+00:00\",\"mainEntityOfPage\":{\"@id\":\"https:\\\/\\\/hr4free.com\\\/en\\\/Employee-Integration\\\/Integration-of-New-Employees-and-Probationary-Period\\\/\"},\"wordCount\":684,\"commentCount\":0,\"image\":{\"@id\":\"https:\\\/\\\/hr4free.com\\\/en\\\/Employee-Integration\\\/Integration-of-New-Employees-and-Probationary-Period\\\/#primaryimage\"},\"thumbnailUrl\":\"https:\\\/\\\/hr4free.com\\\/wp-content\\\/uploads\\\/2018\\\/08\\\/bigstock-handshake-isolated-on-business-13870733.jpg\",\"keywords\":[\"hr management\",\"hr-tools\"],\"articleSection\":[\"2. 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