Human Resource Management: Confirmation of Appointment Process

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Questions and Answers

What happens to an employee at the conclusion of the extended probationary period?

The employee is confirmed. (correct)

The employee is placed on a new probationary period.

The employee is scheduled for a counseling meeting.

The employee is terminated.

What is the next step if an employee is not confirmed?

Prepare a Confirmation Letter.

Schedule a counseling meeting with the employee.

Extend the probationary period.

Issue a Termination of Appointment Letter/Notice. (correct)

What is the purpose of the Recruitment Report?

To identify gaps in the recruitment process.

To evaluate the quality of new recruits.

To develop an action plan for improvement.

All of the above. (correct)

What is the frequency of evaluating the recruitment process?

Quarterly Signup and view all the answers

Who reviews the Recruitment Report?

N-2 Signup and view all the answers

What tool is used to prepare the Recruitment Report?

All of the above Signup and view all the answers

What is the outcome if an employee is still ineligible for confirmation of appointment after the extended probationary period?

The employee is required to present a Resignation Letter or is issued a Termination of Appointment Letter/Notice Signup and view all the answers

What is the purpose of the confirmation of appointment process?

To determine employee's eligibility for confirmation Signup and view all the answers

Who is responsible for updating the action field in the system to 'Extension of Probation'?

N-3 Signup and view all the answers

What is the role of the Unit Head in the employee's development?

To monitor the implementation of development goals/plans and develop the employee Signup and view all the answers

Who completes the relevant sections of the Confirmation Form at the conclusion of the extended probationary period?

Unit Head Signup and view all the answers

What happens when an employee is eligible for confirmation of appointment?

The employee's appointment is confirmed Signup and view all the answers

What is a potential consequence of an unsatisfactory response from referees?

Extension of probation period Signup and view all the answers

Who is responsible for signing off on reference request letters?

N-4 Signup and view all the answers

What happens if the reference or credential is deemed unsatisfactory?

Action steps are determined to resolve the issues Signup and view all the answers

What is the purpose of documenting action steps?

To discuss with N-3 and agree on action steps Signup and view all the answers

Who is responsible for obtaining approved action steps and implementing them?

N-5 Signup and view all the answers

What is the first step in the Verify and Confirm Employee Credential and References process?

Obtain details of referees listed and institutions attended from employee records Signup and view all the answers

At the end of the extended probationary period, the employee is automatically confirmed for appointment.

False Signup and view all the answers

The Unit Head is responsible for scheduling a counselling meeting with the employee if they are still ineligible for confirmation of appointment.

False Signup and view all the answers

If an employee is eligible for confirmation of appointment, a Termination of Appointment Letter/Notice is issued to the employee.

False Signup and view all the answers

The Direct Supervisor is responsible for monitoring the implementation of development goals and plans for the employee.

False Signup and view all the answers

N-3 is responsible for updating the action field in the system to 'Extension of Probation'.

True Signup and view all the answers

The employee is required to present a Resignation Letter if they are still ineligible for confirmation of appointment.

True Signup and view all the answers

If an employee is still ineligible for confirmation after the extended probationary period, they will be issued a Termination of Appointment Letter.

True Signup and view all the answers

The Recruitment Report is prepared on a monthly basis.

False Signup and view all the answers

The purpose of the Recruitment Report is to identify variances and develop recommended action steps to correct them.

True Signup and view all the answers

N-2 is responsible for preparing the Recruitment Report.

False Signup and view all the answers

The Confirmation Form is completed by N-4.

False Signup and view all the answers

The purpose of the Confirmation Form is to evaluate the employee's performance during the probationary period.

False Signup and view all the answers

An unsatisfactory response from referees may result in immediate termination of the employee.

False Signup and view all the answers

The action steps required to resolve issues are determined by N-3.

False Signup and view all the answers

The employee's credentials are validated before the reference request letters are sent out.

False Signup and view all the answers

N-2 is responsible for reviewing and signing off on reference request letters.

False Signup and view all the answers

An employee's probation period may be extended if their reference or credential is deemed unsatisfactory.

True Signup and view all the answers

The Verify and Confirm Employee Credential and References process is initiated by N-4.

False Signup and view all the answers

Match the following consequences with the corresponding actions:

Unfavourable response from referees = Requesting clarification from the referee/ institution Inconsistent responses = Termination Satisfactory response = Confirmation of appointment Ineligible for confirmation of appointment = Extension of probation period Signup and view all the answers

Match the following roles with the corresponding responsibilities:

N-5 = Obtain approved action steps and implement accordingly N-4 = Review and sign off on reference request letters N-3 = Document action steps and discuss with N-4 N-2 = Provide input on action steps and consult with N-5 Signup and view all the answers

Match the following stages with the corresponding actions in the Verify and Confirm Employee Credential and References process:

Obtain details of referees listed and institutions attended = Prepare letters and forward to N-3 Receive and review endorsed references and validated credentials = Follow up with referees and institutions Determine the action steps required to resolve issues = Document action steps and discuss with N-3 Is Reference/ Credential satisfactory ? = Go to Manage Employee Confirmation Review Signup and view all the answers

Match the following documents with the corresponding purposes:

Reference Request Letters = To obtain endorsements from referees Recruitment Report = To evaluate the recruitment process Confirmation Form = To evaluate the employee's performance during the probationary period Termination of Appointment Letter = To confirm an employee's appointment Signup and view all the answers

Match the following outcomes with the corresponding consequences:

Employee is eligible for confirmation of appointment = End of probation period Unsatisfactory response from referees = Determining action steps to resolve issues Employee is still ineligible for confirmation of appointment = Extension of probation period or termination Satisfactory response from referees = Proceed with confirmation of appointment Signup and view all the answers

Study Notes

Recruitment Procedures

Recruitment Report is prepared quarterly to evaluate the recruitment process based on agreed parameters, including total expenditure, cycle time, quality of recruits, and adherence to the recruitment plan.
The report identifies variances/deviations from the recruitment plan and KPIs, and develops recommended action steps to correct variances and improve the recruitment process.

Manage Employee Confirmation Process

At the conclusion of the extended probationary period, the confirmation of appointment process is repeated to determine employee’s eligibility for confirmation.
If the employee is eligible for confirmation, the Confirmation Form is completed and forwarded to N-3.
If the employee is still ineligible, a counseling meeting is scheduled, and the employee is advised to present a Resignation Letter or issue a Termination of Appointment Letter/Notice.

Verify and Confirm Employee Credentials and References

Details of referees listed and institutions attended are obtained from employee records.
Reference Request Letters are prepared and forwarded to N-3, and dispatched to referees and institutions.
Endorsed references and validated credentials are reviewed, and action steps are determined to resolve any issues.

Action Steps

Action steps may include requesting clarification from referees/institutions, extending the probation period, or termination.
Action steps are discussed with N-3, and approved action steps are implemented accordingly.

Probationary Period

At the end of the extended probationary period, the confirmation of appointment process is repeated to determine employee’s eligibility for confirmation.
If the employee is eligible, the system is updated to reflect that the employee has been confirmed.

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Description

This quiz covers the process of confirming an employee's appointment after a probationary period, including reviews, goal-setting, and performance evaluations.

Human Resource Management: Confirmation of Appointment Process

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Podcast

Questions and Answers

What happens to an employee at the conclusion of the extended probationary period?

What is the next step if an employee is not confirmed?

What is the purpose of the Recruitment Report?

What is the frequency of evaluating the recruitment process?

Who reviews the Recruitment Report?

What tool is used to prepare the Recruitment Report?

What is the outcome if an employee is still ineligible for confirmation of appointment after the extended probationary period?

What is the purpose of the confirmation of appointment process?

Who is responsible for updating the action field in the system to 'Extension of Probation'?

What is the role of the Unit Head in the employee's development?

Who completes the relevant sections of the Confirmation Form at the conclusion of the extended probationary period?

What happens when an employee is eligible for confirmation of appointment?

What is a potential consequence of an unsatisfactory response from referees?

Who is responsible for signing off on reference request letters?

What happens if the reference or credential is deemed unsatisfactory?

What is the purpose of documenting action steps?

Who is responsible for obtaining approved action steps and implementing them?

What is the first step in the Verify and Confirm Employee Credential and References process?

At the end of the extended probationary period, the employee is automatically confirmed for appointment.

The Unit Head is responsible for scheduling a counselling meeting with the employee if they are still ineligible for confirmation of appointment.

If an employee is eligible for confirmation of appointment, a Termination of Appointment Letter/Notice is issued to the employee.

The Direct Supervisor is responsible for monitoring the implementation of development goals and plans for the employee.

N-3 is responsible for updating the action field in the system to 'Extension of Probation'.

The employee is required to present a Resignation Letter if they are still ineligible for confirmation of appointment.

If an employee is still ineligible for confirmation after the extended probationary period, they will be issued a Termination of Appointment Letter.

The Recruitment Report is prepared on a monthly basis.

The purpose of the Recruitment Report is to identify variances and develop recommended action steps to correct them.

N-2 is responsible for preparing the Recruitment Report.

The Confirmation Form is completed by N-4.

The purpose of the Confirmation Form is to evaluate the employee's performance during the probationary period.

An unsatisfactory response from referees may result in immediate termination of the employee.

The action steps required to resolve issues are determined by N-3.

The employee's credentials are validated before the reference request letters are sent out.

N-2 is responsible for reviewing and signing off on reference request letters.

An employee's probation period may be extended if their reference or credential is deemed unsatisfactory.

The Verify and Confirm Employee Credential and References process is initiated by N-4.

Match the following consequences with the corresponding actions:

Match the following roles with the corresponding responsibilities:

Match the following stages with the corresponding actions in the Verify and Confirm Employee Credential and References process:

Match the following documents with the corresponding purposes:

Match the following outcomes with the corresponding consequences:

Study Notes

Recruitment Procedures

Manage Employee Confirmation Process

Verify and Confirm Employee Credentials and References

Action Steps

Probationary Period

Studying That Suits You

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