Month: May 2025
Probationary period in the Republic of Belarus
When hiring employees in the Republic of Belarus, a probationary period is often established. It allows the employer to assess the professional qualities of a new employee, and the employee — to get acquainted with working conditions and corporate culture of the organization. The condition of the preliminary probation period must be stipulated in the employment contract. The absence of such a condition means that the employee was hired without a probationary period.
The maximum duration of the probationary period is three months. This does not take into account periods of temporary disability and other cases of the employee’s absence from work. The minimum duration of the probationary period is not established by legal norms, it can be determined by agreement of the parties. It is important to understand that the extension of the established probationary period is not allowed.
Let us take a closer look at the peculiarities of the probationary period in labor relations, its conditions, duration, the procedure for dismissal during the probationary period and give recommendations to employees and employers.
Concept and purpose of the probationary period
The probationary period in labor relations is a period established by the employment contract, during which the employer and the employee have the opportunity to assess how much their expectations and the actual conditions of cooperation coincide. It is a kind of “test” for compatibility: on the one hand, the employer checks the professional skills, efficiency, ability to adapt to the corporate culture and perform the assigned tasks, on the other hand, the employee gets acquainted with the internal regulations, working conditions, team and organizational standards of the company. The legal norms of the Republic of Belarus clearly regulate the procedure for the application of the probationary period and require that it must be specified in the employment contract. This formalized approach helps to reduce possible risks for both parties before the transition to a long-term employment relationship.
Aims and objectives of the probationary period for the employer and the employee
For the employer, the main purpose of the probationary period is to reduce the risk of a long-term employment relationship with an unsuitable candidate who may not meet the requirements of the position.
What is important for the employer
During the probationary period, the employer has the opportunity to comprehensively assess the employee’s professional competencies, compliance of their behavior with corporate standards and the ability to work effectively in a real production or office environment. Special attention is paid to the candidate’s ability to learn quickly, comply with internal regulations and adapt to the specifics of the company’s business processes. The probationary period also allows the employer to quickly adjust the personnel policy without immediately entering into a long-term commitment.
What is important for the employee
For an employee, the probationary period serves as a testing ground where they can evaluate working conditions, peculiarities of the corporate culture and the real operational load at their new place of work. During the probationary period, the employee gets an opportunity to familiarize themself with the company’s internal regulations, determine whether their professional expectations coincide with reality, and make an informed decision about further cooperation. In addition, the probationary period allows the employee to assess how much support from management and colleagues is contributed to their professional growth and development. This mutual evaluation mechanism facilitates the development of optimal staffing solutions for both parties, improving the overall effectiveness of the employment relationship.
This two-way test helps create a healthy atmosphere of trust and transparency in the employment relationship from the very beginning of the cooperation, which ultimately has a positive impact on the long-term performance and stability of the team.
Who is not subject to a probationary period
There are a number of categories of employees for whom a probation period is not established:
- Persons under the age of 18.
- Young workers and specialists who have received vocational, specialized secondary or higher education.
- Persons with disabilities.
- Temporary and seasonal workers.
- Employees who have transferred to work in another locality or to another employer.
- Persons hired by competition or election.
Duration and conditions of the probationary period
In the Republic of Belarus, the length of the probationary period is regulated by the Labor Code. The maximum permissible duration of the probationary period is three months. It is important to take into account that this period does not include days of temporary disability of the employee (sick leave), leave without pay and other periods of absence from the workplace for valid reasons – in fact, this means that the term is “extended” automatically by the number of days of absence.
As for the minimum duration – the Labor Code does not set it unambiguously. This means that the employer and the employee may, by mutual agreement, fix in the employment contract a probationary period of any shorter duration than three months – for example, one month or even a few weeks or days. However, it is important that during the probationary period the employer is able to assess the employee’s professional qualities and adequate adaptation to the team.
Conditions for extending or shortening the probationary period
The probationary period may not be extended beyond its maximum duration. If the employer has set the probationary period for a maximum of three months, they cannot extend the probationary period, even if in their opinion it is not sufficient for the final evaluation of the employee. Attempts to formally extend the period (e.g. by concluding an additional agreement) may be recognized as unlawful in an inspection or in court proceedings.
On the other hand, it is permissible to shorten the fixed period. The employer may decide to terminate the probation early, when the employer has reached a positive conclusion about the suitability of the employee. In this case, the employer must notify the employee in writing that the trial has been successfully completed and the employee continues to work under the conditions specified in the employment contract. Early termination of the trial is also possible if the employee decides to terminate the employment relationship without waiting until the end of the trial period.
Thus, the norms of labor law emphasize the fixation of the conditions of the probationary period with flexibility to shorten it, but not to extend it. This ensures a balance of interests of both parties and encourages the employer to make reasonable personnel decisions within the established timeframe.
Rights and obligations of the parties during the probationary period
Despite the fact that the probationary period is perceived by many as a “temporary” or “conditional” form of employment, the employee during this period has the full scope of labor rights provided for by legal norms. This is fundamentally important: the conclusion of an employment contract with a probationary period does not cancel or limit the effect of the Labor Code.
An employee during the probation period has the right to:
- Safe and healthy working conditions.
- Observance of working hours and rest periods.
- Remuneration not lower than that established by the labor contract.
- Participation in the collective life of the enterprise (corporate events, meetings, etc.).
- Receiving instruction and training at the workplace.
- Protection of your rights, including recourse to state authorities and the courts.
For the employer, the probationary period is an opportunity to assess the competencies of the new employee. At the same time, the employer must fully comply with the requirements of the state in the field of labor relations. Violations of such requirements (for example, ignoring safety requirements, illegal withholding of wages or refusal to grant vacations) cannot be justified by the fact that the employee is “still on probation”.
Peculiarities of labor remuneration and social guarantees
One of the widespread myths is the opinion that it is possible to pay an employee a lower salary during the probationary period. However, such an opinion contradicts the requirements of labor law norms. A probationary employee must be paid the same wages as other employees in a similar position, without reduced coefficients or reduced rates.
An employee on probation shall have all social guarantees, including:
- The right to be absent on temporary disability and to receive the corresponding allowance.
- The right to annual labor leave (subject to deadlines and schedule). Meaning that the probationary period is included in the employee’s so-called “working year” – the time for which labor leave is granted.
- The possibility of receiving bonuses and allowances (if such payments are provided for in the remuneration system).
- Protection against unjustified dismissal.
The employer may not impose conditions that infringe on the rights of an employee solely on the grounds that they are on probation. Any such attempts — denial of bonuses, delay in payment of advance payment or deprivation of social benefits are a violation of labor law.
Thus, the probationary period is not a “preferential regime” for the employer, but a full-fledged period of labor relations, within which both parties must comply with all statutory norms and obligations. It is important for the employee to know their rights and not to allow their violation, and for the employer to ensure equal and correct treatment of all employees, regardless of the stage of their labor adaptation.
Procedure for terminating an employment contract during the probationary period
During the probationary period, each party to the employment contract — both the employer and the employee — may decide to terminate the employment relationship in a simplified procedure.
Situation 1. Dismissal on the employee’s initiative
If an employee realizes for any reason that the position, working conditions or corporate environment is not suitable for them, they have the right to terminate the employment contract at their own will during the trial period. They shall notify the employer of thier wish in writing at least three days before the proposed date of dismissal. The reasons for leaving in this case may be omitted.
Situation 2. Dismissal on the employer’s initiative
On the other hand, the employer has the right to terminate the employment relationship if they consider that the employee does not correspond to the position held or the work performed. However, in this case, reasoning is required: the employer must justify in writing why the employee is recognized as having failed the test.
Reasons may include:
- Unsatisfactory performance of job duties.
- Violations of labor discipline.
- Insufficient level of professional knowledge or skills.
- Poor adaptation to the requirements of the work process.
The decision to terminate the contract is formalized with a written notice to the employee three days before the proposed date of dismissal. It is important to follow the established dismissal procedure, including:
- Issuing an order to terminate the contract.
- Familiarizing the employee with the order against signature.
- Making an entry in the employment record book.
- Calculation and payment of all amounts due (salary, compensation, etc.).
- Violation of the procedure, including failure to comply with the notice period, lack of justification or incorrect paperwork, may result in the dismissal being recognized as illegal.
Although it is possible to terminate the employment relationship in a simplified manner during the probationary period, certain procedures must be followed. The employee is not left defenseless and has a full set of rights to protect his or her interests, including judicial protection. It is important for the employer to approach the issues of dismissal during this period with responsibility, carefully recording the grounds for dismissal and complying with all procedural rules.
Dismissal on the day of the end of the probationary period is even more simplified: the employee and the employer may notify each other in advance of the termination of the employment relationship on the day of the end of the probationary period or on the day of the end of the probationary period. Usually, the employer will talk to the employee on that day and issue a dismissal order.
Practical recommendations for employees and employers
Here are some recommendations to ensure that the probationary period does not become a stressful time for each party to the employment contract.
Recommendations for the employee
The probationary period is not only a test by the employer, but also a chance for the employee to prove themself a valuable and promising specialist. Successful completion of this stage often becomes a springboard to further career growth. To increase your chances of a positive outcome, we recommend that the employee:
1. Carefully read the employment contract and internal regulations
Before starting work, it is important to understand exactly what responsibilities have been assigned to you, how performance is evaluated, and what rules apply within the company.
2. Be proactive, but not overconfident
Employers appreciate a proactive attitude, willingness to take responsibility and offer solutions. It is important not to impose your opinion, but to act within the established chain of command.
3. Complete tasks accurately and on time
Even simple tasks are an indicator of your diligence. Delays, lack of attention or carelessness are frequent reasons for refusing to continue cooperation.
4. Do not avoid feedback
Regularly check with your manager how satisfied he is with your work, whether there are any comments or wishes. This practice shows your interest in the result and readiness for development.
5. Quickly adapt to the corporate culture
Behavior that complies with the company’s communication norms, dress code and business etiquette makes a positive impression.
6. Put important agreements and assignments in writing
This will help avoid misunderstandings and serve as proof of your good faith in case of disputes.
Recommendations for employers on how to objectively evaluate the results of the probationary period
For employers, the probationary period is a selection and screening tool. However, its effectiveness depends on how well and clearly the evaluation process is organized. In order not to miss out on a valuable employee and avoid legal risks, the employer should:
1. Clearly state the criteria for successful completion of the test
It is desirable to define specific indicators (quality of task fulfillment, speed of adaptation, teamwork) on which the decision will be made. This will increase objectivity and protect against subjective decisions.
2. Assign a mentor or supervisor
Support from a more experienced colleague helps a new employee settle in more quickly and unlock their potential.
3. Provide regular interim feedback
This allows you to correct the newcomer’s behavior or work style in time, if there are deviations from the expected level. In addition, this practice reduces the employee’s stress.
4. Document the results of the probationary period
It is preferable to write a summary report with specific facts and observations. In case of termination, it will serve as a justification for the decision and reduce the risk of labor disputes.
5. Avoid discriminatory or subjective evaluation criteria
Personal preference, age, gender, marital status and other such factors cannot be the basis for recognizing an employee as having failed the probationary period.
6. Provide timely notification of the results of the trial
Regardless of the decision, it is important to comply with deadlines and ethics: the terminated employee should understand the reasons, and the successful employee should feel recognized for their efforts.
Thus, a competently organized and fair probation period becomes an effective mechanism for recruitment and building trusting employment relationships. Success in this process depends on the responsibility and mindfulness of both parties.
Conclusion
Probationary period is an important stage, which decides not only the fate of a particular labor contract, but also the effectiveness of the entire personnel policy of the company. For the employee it is a chance to demonstrate professional qualities, adapt to a new environment and assess the prospects for development. For the employer, it is an opportunity to ensure the right choice, identify the strengths and weaknesses of the new employee, and build long-term and mutually beneficial relationships.
Compliance with labor laws, clear documentation of the trial conditions, objective evaluation of the results and transparent communication are key elements that make this process fair and effective. It is these practices that build trust and foster a strong corporate culture.
The Recruitment.by team helps companies and job seekers to go through this process competently and with maximum benefit. We optimize personnel management, set up adaptation processes, support the selection and recruitment of candidates taking into account the specifics of the business, as well as help create the best cooperation conditions for both parties. Our experience is your result.
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Structure of an HR Department: Key Roles and Responsibilities
The structure of an HR department is crucial for the smooth operation and success of an organization. A well-defined HR department structure ensures that all functions are carried out efficiently and employees’ needs are met. The HR organizational structure typically includes key roles that form the backbone of the team, from HR managers to specialized roles in recruitment, training, compensation, and benefits. Understanding the HR hierarchy is essential, as it clarifies the HR reporting structure and chain of command, ensuring clear communication and responsibility distribution. An ideal HR department structure promotes a balance between functional efficiency and flexibility, which can adapt to an organization’s evolving needs. In this blog post, we’ll explore the typical HR department structure, highlight the divisions within the human resources department, and examine various HR organizational structure examples that can help shape an effective HR team structure. Let’s dive into the key roles and responsibilities within the human resources structure.
What is the HR Department Structure?
The HR department structure refers to the organization and arrangement of roles, responsibilities, and reporting lines within the human resources function of a company. Its purpose is to ensure that all HR-related tasks, such as recruitment, training, employee relations, payroll, and benefits, are executed efficiently. A well-defined HR organizational structure helps streamline processes, improve communication, and increase overall productivity by clearly defining who does what and how they collaborate.
Typically, the HR hierarchy consists of multiple levels, starting with HR specialists handling specific tasks and advancing to HR managers and directors overseeing broader strategic initiatives. The HR team structure can vary depending on the size and needs of the company, with larger organizations having more specialized divisions such as compensation and benefits, talent acquisition, and employee development. Smaller companies may have a more centralized HR department structure, where roles are less specialized.
The ideal HR department structure is one that is flexible and adaptable, aligning with the company’s culture and goals. It fosters collaboration across various HR divisions, creating a unified approach to managing human resources. Clear communication and an effective HR reporting structure are key components in ensuring that the department operates smoothly and meets the needs of the organization and its employees.
Core Components of an HR Department
The core components of an HR department are fundamental to ensuring that human resources functions run smoothly and contribute to the overall success of an organization. Key areas of responsibility include:
- Recruitment and Talent Acquisition: This function focuses on attracting, sourcing, and hiring the right candidates for various roles. HR works closely with hiring managers to craft job descriptions, screen resumes, conduct interviews, and manage the onboarding process, ensuring a smooth entry into the company culture.
- Training and Development: Continuous learning is essential for both new hires and existing employees. This HR function ensures employees receive necessary training to improve their skills, adapt to new tools, and develop for future roles. Training programs also focus on leadership and soft skills, like communication and time management.
- Compensation and Benefits: This function manages employee compensation, setting pay scales, and negotiating benefits packages. It ensures that compensation is competitive with market standards and aligns with organizational goals, helping retain talent.
- Employee Relations: HR fosters positive relationships between employees and management. This includes handling conflict resolution, performance management, and ensuring employee satisfaction and engagement.
- Compliance and Legal: HR ensures the organization complies with labor laws, health and safety regulations, and industry-specific requirements. This function mitigates legal risks and maintains necessary documentation for regulatory compliance.
- HR Information Systems (HRIS): HRIS supports the efficient management of HR data, including employee records, payroll, and performance tracking. It automates administrative tasks, improving accuracy and efficiency across HR functions.
These core HR functions collectively contribute to a supportive, compliant, and growth-oriented work environment.
HR Organizational Structure and Hierarchy
The HR organizational structure defines how the human resources function is organized within a company, outlining the hierarchy and reporting lines. This structure ensures that each HR role is clearly defined, enabling efficient management of employee-related tasks.
In a small business, the HR department hierarchy is typically less complex, with one or two HR professionals handling multiple responsibilities, reporting directly to the CEO or a senior manager. As organizations grow, the structure becomes more specialized, with distinct HR roles for recruitment, compensation, training, and compliance, often with a HR manager overseeing each division. In larger organizations, the HR hierarchy may include HR directors or vice presidents who report to the Chief Human Resources Officer (CHRO), who sits at the executive level.
The HR team structure depends on the organization’s size and industry. For example, businesses in regulated industries may have dedicated compliance teams, while tech companies might prioritize talent acquisition and employee development. HR divisions are typically organized into functional areas, such as compensation and benefits, training and development, and employee relations, with each department having its own set of responsibilities. This HR hierarchy helps streamline decision-making, ensures clear communication, and supports effective management of the workforce.
Types of HR Department Structures
There are several types of HR department structures that organizations can adopt depending on their size, industry, and business needs. Here’s a breakdown of the main structures:
- Functional Structure: This is the most common type, especially in smaller organizations. In a functional HR structure, each HR function—such as recruitment, training, compensation, and benefits—is handled by a specialized team. This structure promotes efficiency by allowing employees to focus on specific areas of HR expertise. The downside is that it may lead to silos within the HR team, making cross-functional collaboration more difficult.
- Matrix Structure: A matrix HR structure combines the functional structure with a project-based or departmental approach. In this model, HR professionals report both to a functional manager (e.g., recruitment or training) and to a project or department head (e.g., marketing or finance). This structure facilitates greater flexibility and cross-functional collaboration but can lead to confusion over reporting lines and authority.
- Divisional Structure: The divisional HR structure is used in large organizations with multiple product lines or geographic locations. In this structure, each division (e.g., North America, Asia) or product line has its own HR team that handles the specific needs of that division. This approach allows for more tailored HR solutions but may lead to inconsistencies between divisions.
- Centralized vs. Decentralized: In a centralized HR structure, all HR decisions and processes are managed by a central HR team, usually located at the corporate headquarters. This structure ensures consistency and control across the organization. On the other hand, a decentralized HR structure allows each department or location to manage its own HR activities, offering more flexibility and responsiveness to local needs but potentially lacking uniformity in processes and policies.
Each of these HR department structures offers distinct advantages and challenges, and the choice depends on the organization’s goals and size.
Ideal HR Department Structure
The ideal HR department structure is one that is flexible, efficient, and aligned with the organization’s goals. It should strike a balance between specialization and collaboration, ensuring each function within the HR team can focus on its core responsibilities while working together to support overall business objectives.
At the top of the hierarchy is typically the Chief Human Resources Officer (CHRO), who oversees the entire HR strategy. Beneath the CHRO, various departments like recruitment, training and development, compensation and benefits, and employee relations can be led by specialized managers. This ensures deep expertise within each function.
In the ideal structure, there should be a strong focus on communication and cross-functional collaboration to prevent silos. Additionally, a mix of centralized and decentralized decision-making can allow the HR team to respond swiftly to both company-wide and department-specific needs, ensuring scalability and responsiveness.
The Importance of an Effective HR Structure
An effective HR structure is critical for the success of any organization. It ensures that the human resources function is aligned with business goals, facilitating efficient operations and fostering a positive workplace culture. A well-organized HR department enables clear communication, defined roles, and smooth decision-making processes, which are essential for driving employee engagement and performance.
With a structured HR team, organizations can implement consistent recruitment, training, and compensation strategies, ensuring that talent management aligns with organizational objectives. An effective HR structure also helps with compliance by maintaining proper documentation and adhering to legal regulations, reducing the risk of penalties.
Ultimately, a strong HR structure enhances productivity, employee satisfaction, and retention, contributing to long-term organizational growth. It allows HR professionals to focus on strategic initiatives like employee development and performance management, fostering a supportive and high-performing work environment.
Emerging Trends in HR: Expanding Roles
The field of human resources is evolving rapidly, with emerging trends reshaping the roles and responsibilities within HR departments. One key trend is the increasing integration of technology and artificial intelligence (AI). Tools like AI-powered recruitment software, HR analytics, and automated onboarding processes are streamlining administrative tasks, enabling HR professionals to focus on more strategic functions like employee engagement and development.
Another significant trend is the rise of employee experience management. HR is no longer just about managing payroll and benefits; it now involves actively shaping the workplace environment, fostering a culture of well-being, and focusing on holistic employee experiences. This includes flexible work arrangements, mental health support, and personalized career development opportunities.
Diversity, equity, and inclusion (DEI) initiatives are also taking center stage. HR is tasked with ensuring that the workplace is not only diverse but also inclusive, promoting equal opportunities for all employees. This requires HR professionals to develop policies, implement training, and measure progress toward a more inclusive culture.
Additionally, remote work and hybrid models are reshaping HR’s role in managing virtual teams, requiring new tools for collaboration, performance tracking, and team cohesion. These trends signify the expanding role of HR as a driver of organizational success, focusing on both people and technology.
How to Assess Your HR Department Structure
Assessing your HR department structure involves evaluating how effectively your HR team is organized to meet organizational goals. Start by reviewing the HR hierarchy and determining whether roles and responsibilities are clearly defined, ensuring there are no overlaps or gaps in critical functions like recruitment, training, and employee relations.
Next, examine the efficiency of communication and collaboration within the HR team. A well-structured department should promote seamless interaction between HR specialists and other departments, facilitating faster decision-making and problem-solving. Check if HR processes are streamlined with minimal bottlenecks, using the right tools and technology to automate routine tasks.
Consider employee feedback and satisfaction with HR services. An effective HR department should be responsive to employee needs and proactive in addressing issues like career development, compensation, and workplace culture.
Lastly, assess whether your HR structure supports business growth and agility. A flexible HR team can quickly adapt to changes in the workforce, such as remote work or diversity initiatives, to drive long-term success.
Outsourcing HR Functions
Outsourcing HR functions has become a strategic option for many organizations looking to streamline operations, reduce costs, and focus on core business areas. By outsourcing, companies can delegate tasks such as payroll management, recruitment, benefits administration, and compliance to external experts. This allows HR departments to focus on more strategic initiatives like employee development and organizational growth.
One of the key benefits of outsourcing is cost savings. Outsourcing reduces the need for in-house HR staff, office space, and resources. Additionally, external providers often have specialized expertise and technology that can improve efficiency and reduce errors in processes like payroll and benefits administration.
Outsourcing also provides access to expert knowledge, ensuring compliance with complex labor laws and regulations. For small and mid-sized businesses, this is particularly beneficial, as they may not have the resources to stay updated on changing legal requirements.
Another advantage is scalability. As organizations grow, outsourced HR providers can easily adjust to changing workforce needs, ensuring that HR functions continue to run smoothly without the need for constant internal restructuring.
While outsourcing HR functions offers numerous benefits, it’s essential to carefully select the right provider and maintain strong communication to ensure that the HR services align with the company’s values and goals.
Conclusion
Having an effective HR department structure is essential for any organization’s success. Whether you’re looking to optimize your current HR setup, outsource key functions, or expand your HR team’s capabilities, it’s crucial to ensure that roles are clearly defined, processes are streamlined, and the department is aligned with your organization’s overall goals. As experts in HR, we specialize in helping businesses with HR structuring, recruitment, employee management, and compliance. Our team is equipped with the knowledge and experience to design an HR framework that enhances efficiency, supports business growth, and fosters a positive workplace culture. Let us assist you in creating an HR department that works for you, ensuring your organization’s long-term success.
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If you contact us by the email we guarantee that you will receive a feedback from us within 2 (two) hours on any business day and within 6 (six) hours on any other day (holidays etc.).