Hi Vipin, could you please share more about your qualifications? You mentioned that you are working as a Store in Charge and intend to pursue the SAP program. Well, you can consider enrolling in an SAP Material Management course from a reputable institute. Your success will depend on your skills, dedication to learning, and hard work. This will enhance your chances of securing a job in a company.
From India, Gurgaon
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687From India, Gurgaon
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In Aurangabad, videocon has a special company which trains in SAP and also absorbs in employment. Can give you contact person name if you are planning to do so.
From India, Mumbai
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From India, Mumbai
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sir u should give him some more time for improvement.. as kajal said u should provide him training.
From India, Ahmadabad
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From India, Ahmadabad
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Dear Vipin,
Before you enroll in the SAP course, please consider the following aspects and find answers to these questions which will help you make a decision:
1. What is your basic qualification and background? Having a basic qualification and knowledge of computer applications/IT is crucial to cope with SAP. The SAP course is rewarding but costly, so ensure you have the necessary qualifications and resources.
2. If your qualification lies in the Material Management field, then pursuing an SAP course may not be essential for you.
3. Your college might offer a SAP course internally. In that case, you can consider joining there to complete the course at a lower cost and without leaving your current job. Later, you can explore opportunities outside.
Wishing you the best.
Kumar S.
From India, Bangalore
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Before you enroll in the SAP course, please consider the following aspects and find answers to these questions which will help you make a decision:
1. What is your basic qualification and background? Having a basic qualification and knowledge of computer applications/IT is crucial to cope with SAP. The SAP course is rewarding but costly, so ensure you have the necessary qualifications and resources.
2. If your qualification lies in the Material Management field, then pursuing an SAP course may not be essential for you.
3. Your college might offer a SAP course internally. In that case, you can consider joining there to complete the course at a lower cost and without leaving your current job. Later, you can explore opportunities outside.
Wishing you the best.
Kumar S.
From India, Bangalore
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Dear Pulkit,
You can issue him an "End of Probation" letter. Make sure to have your position clearly stated with a copy of his accepted Appointment Letter.
If he chooses to take the matter to the Labour Court, your case is quite strong. Be thorough with his performance details.
Regards,
Shrenik Lodha
Executive HR
From India, Bangalore
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You can issue him an "End of Probation" letter. Make sure to have your position clearly stated with a copy of his accepted Appointment Letter.
If he chooses to take the matter to the Labour Court, your case is quite strong. Be thorough with his performance details.
Regards,
Shrenik Lodha
Executive HR
From India, Bangalore
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Whereas I understand the case, this is purely an attitude problem because the employee is threatening the management of labor court, etc. In such a short span of time, adjudging somebody's mettle cannot be justified as everybody has indicated in their discussions. But at the same time, the attitude shown by the concerned employee is not good for the organization. Therefore, in my opinion, your idea of his separation is correct. But take some time and use the time for completing your homework like PMS, training, etc., before firing him. This will not only help you to avoid any legal complications but also save the face value of the organization.
Hope you understand my points.
Thanks,
ANWAR YAHYA ABDALI
HR EXECUTIVE
SNGL PVT. LTD.
From India, Patna
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Hope you understand my points.
Thanks,
ANWAR YAHYA ABDALI
HR EXECUTIVE
SNGL PVT. LTD.
From India, Patna
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Subject: Re: Job Termination
Dear Mr. Pulkit,
As you mentioned that the person was recruited on the 7th of December, I believe it is a very short period to assess him. First, you should identify the issues with this individual. Additionally, observe his attitude towards his seniors, his work ethic, and other relevant aspects. In my opinion, it is too early to make a decision. Provide him with some more time to showcase his abilities or assign him a small task. If he is unable to meet expectations, then you can consider termination, ensuring it is done through the appropriate legal process.
Thank you.
Regards,
Vindhyachal Tiwari
From India, Khopoli
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Dear Mr. Pulkit,
As you mentioned that the person was recruited on the 7th of December, I believe it is a very short period to assess him. First, you should identify the issues with this individual. Additionally, observe his attitude towards his seniors, his work ethic, and other relevant aspects. In my opinion, it is too early to make a decision. Provide him with some more time to showcase his abilities or assign him a small task. If he is unable to meet expectations, then you can consider termination, ensuring it is done through the appropriate legal process.
Thank you.
Regards,
Vindhyachal Tiwari
From India, Khopoli
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Dear Mr. Pulkit,
To terminate any employee is a very easy job, but if you follow the procedure as an HR Professional, that will be helpful to you. Please focus on the following points:
1. In the probation clause, the company can terminate any employee at any time.
2. First, talk with the HOD, then the particular employee about the performance.
3. We cannot assess anyone in a very short tenure.
4. Give him extra time to prove himself on the platform.
5. If not, give him a written warning letter or intimation letter about the poor performance.
6. If not, you can extend his probation.
7. If not, you can terminate him.
Thank you,
Tejas Chikshe
Asst. Manager HR & Admin
From India, Mumbai
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To terminate any employee is a very easy job, but if you follow the procedure as an HR Professional, that will be helpful to you. Please focus on the following points:
1. In the probation clause, the company can terminate any employee at any time.
2. First, talk with the HOD, then the particular employee about the performance.
3. We cannot assess anyone in a very short tenure.
4. Give him extra time to prove himself on the platform.
5. If not, give him a written warning letter or intimation letter about the poor performance.
6. If not, you can extend his probation.
7. If not, you can terminate him.
Thank you,
Tejas Chikshe
Asst. Manager HR & Admin
From India, Mumbai
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Hey Pulkit,
Reading your error-filled post, I feel that there is a serious communication problem from your side. That poor chap must get a better separation package from the company that is happy to employ you.
From India, Jamnagar
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Reading your error-filled post, I feel that there is a serious communication problem from your side. That poor chap must get a better separation package from the company that is happy to employ you.
From India, Jamnagar
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Pulkit,
I have a suggestion. Why don't you just copy & paste the exact termination/notice period clause of your offer/appointment letter... Let's then look at what can be done and what cannot.
What is interesting is that everyone feels it is the right of the employee to be in this job. I'm sorry, people. The right to keep the employee in the job rests with the organization as much as the employee's right to leave that organization. Being in HR, you need to exercise this right sometime.
From India, Delhi
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I have a suggestion. Why don't you just copy & paste the exact termination/notice period clause of your offer/appointment letter... Let's then look at what can be done and what cannot.
What is interesting is that everyone feels it is the right of the employee to be in this job. I'm sorry, people. The right to keep the employee in the job rests with the organization as much as the employee's right to leave that organization. Being in HR, you need to exercise this right sometime.
From India, Delhi
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