Hi,
If the employee is realy good, then you should give one chance and speak personaly and if possible try to solve his/her problem.
After that the situation is not changed, them you should recomend the management to terminate him/her.
I have one question arises afer going through the reply of members that, if that employee is favorite his boss and his boss want to retain him/her and you are also reporting the same person, them being a HR person, how can i handle the situation.
Thanks,
Jayant
From India, Delhi
If the employee is realy good, then you should give one chance and speak personaly and if possible try to solve his/her problem.
After that the situation is not changed, them you should recomend the management to terminate him/her.
I have one question arises afer going through the reply of members that, if that employee is favorite his boss and his boss want to retain him/her and you are also reporting the same person, them being a HR person, how can i handle the situation.
Thanks,
Jayant
From India, Delhi
Hi Radhika,
Terminating that employee would not be a good decision. because hiring a new employee and providing training to him it will be cost effective and after all that it is not sure that he will provide benefit to organization.As an good Hr manager its your responsibility to ask him what is the reason behind taking leaves. A person who is well in his working he also know about it that taking theses leaves will affect on his job.so you should ask with him the reason.
and if their is no reason then cut his salary. Make aware him about this thing that in future if he will repeat this thing again then his 1 week salary will be deducted.
Regards,
Kanika
From India, Kota
1Terminating that employee would not be a good decision. because hiring a new employee and providing training to him it will be cost effective and after all that it is not sure that he will provide benefit to organization.As an good Hr manager its your responsibility to ask him what is the reason behind taking leaves. A person who is well in his working he also know about it that taking theses leaves will affect on his job.so you should ask with him the reason.
and if their is no reason then cut his salary. Make aware him about this thing that in future if he will repeat this thing again then his 1 week salary will be deducted.
Regards,
Kanika
From India, Kota
Hello All,
Kindly Go through this...................................
I really wonder why no body is bothered about this, that where is the thread owner???????????????/
What she thinks about all the advices provided by you all????????????/
And even how you members can provide advices without full information......
I really request you all to read all the replies by members then give yours if at all the advice is genuinely given........
Thanks and full support to Nashbramhall Sir.
From India, Delhi
Kindly Go through this...................................
I really wonder why no body is bothered about this, that where is the thread owner???????????????/
What she thinks about all the advices provided by you all????????????/
And even how you members can provide advices without full information......
I really request you all to read all the replies by members then give yours if at all the advice is genuinely given........
Thanks and full support to Nashbramhall Sir.
From India, Delhi
Dear All,
No doubt discipline is to be maintained. But the wisdom and prorpriety say that if the milching cow kicks you sometime, please bear it patiently.
Take the concerned employee in confidence. Tell him, no explain him how his frequent absence from duty affects the discipline adversely. Make him speak out his difficulties if any. In all fairness, good work and other good things should get priority. Frequent absence may be his weakness. It should be seen at the last. He may have some serious problems which he is not making public. If he shares his difficulties, help him in all possible ways. If he has no such serious problems and the frequent absence is only to show his indispensability, he should be punished with reduction of pay and not, repeat, not termination. This should be the last action when all other options fail.
Shyam Agrawal
From India, Pune
No doubt discipline is to be maintained. But the wisdom and prorpriety say that if the milching cow kicks you sometime, please bear it patiently.
Take the concerned employee in confidence. Tell him, no explain him how his frequent absence from duty affects the discipline adversely. Make him speak out his difficulties if any. In all fairness, good work and other good things should get priority. Frequent absence may be his weakness. It should be seen at the last. He may have some serious problems which he is not making public. If he shares his difficulties, help him in all possible ways. If he has no such serious problems and the frequent absence is only to show his indispensability, he should be punished with reduction of pay and not, repeat, not termination. This should be the last action when all other options fail.
Shyam Agrawal
From India, Pune
As he is a good performer who achieves target even after taking 2-3 days every month, he should definitely be retained. If the official warnings do not fetch the results, please get into the real route cause through his close friends for his frequent absence. If he has some family problem or health disorders, some one could help him. He is after all our colleague who is in trouble. But if he is involved in some freelance jobs in those days, he has to be terminated. Rani HRM
From India, Madras
From India, Madras
Termination is not a big thing. You can take action anytime who is remain abesnt without prior permission. Before that .....
Try to evalute the specific reasion behind absenteesm.
Check his back record whtether he is remain absent on Specific Dates , Specific Days, Specific days in a Week.
If there is any resembelence , then you may findout the reason & may be you can prevent him from absenteesn by the way of conselling / officaial help & chane his behaviour.
In the interest of the Organisation , HR should function First as a Improver & then Terminator.
Thanks
Regards
Prakash Salunkhe
From India, Pune
Try to evalute the specific reasion behind absenteesm.
Check his back record whtether he is remain absent on Specific Dates , Specific Days, Specific days in a Week.
If there is any resembelence , then you may findout the reason & may be you can prevent him from absenteesn by the way of conselling / officaial help & chane his behaviour.
In the interest of the Organisation , HR should function First as a Improver & then Terminator.
Thanks
Regards
Prakash Salunkhe
From India, Pune
Hi, I think being a good performer you should take him in confidance and ask him the reason. It is quit possible that there must be some genuine reason for his absenteeism
From India, Thana
From India, Thana
Friends,
When we talk about termination of employment we must look at the legal provisions and trend of judicial pronouncements. If an employee is terminated finally the matter will go to the court and no court agrees for such termination that too of a good performer. So he will come back with backwages and all benefits, may be even after 3-5 years. HR will lose the face and company will have to pay backwages. Even in case of bad performer or absolutely indiscipline employee when termination is intended a case should be built up by issuing letters, memos, chargesheets, warning etc and then finally departmental enquiry should be conducted and then if proved guilty he should be terminated taking cognizance of past record, which also should have been brought on record during the course of departmental enquiry.
In the present case it appears the employee concerned has some serious problem. he does not need advice or threat of termination but he needs proper counselling by a professional counsellor, which company should have or should organize. Such counselling will help him a lot and he will be improved. That will set a good example also and all the employees will feel proud of working for an organization which is the caring employers.
From India, Mumbai
When we talk about termination of employment we must look at the legal provisions and trend of judicial pronouncements. If an employee is terminated finally the matter will go to the court and no court agrees for such termination that too of a good performer. So he will come back with backwages and all benefits, may be even after 3-5 years. HR will lose the face and company will have to pay backwages. Even in case of bad performer or absolutely indiscipline employee when termination is intended a case should be built up by issuing letters, memos, chargesheets, warning etc and then finally departmental enquiry should be conducted and then if proved guilty he should be terminated taking cognizance of past record, which also should have been brought on record during the course of departmental enquiry.
In the present case it appears the employee concerned has some serious problem. he does not need advice or threat of termination but he needs proper counselling by a professional counsellor, which company should have or should organize. Such counselling will help him a lot and he will be improved. That will set a good example also and all the employees will feel proud of working for an organization which is the caring employers.
From India, Mumbai
When we talk about termination of employment we must look at the legal provisions and trend of judicial pronouncements. If an employee is terminated finally the matter will go to the court and no court agrees for such termination that too of a good performer. So he will come back with backwages and all benefits, may be even after 3-5 years. HR will lose the face and company will have to pay backwages. Even in case of bad performer or absolutely indiscipline employee when termination is intended a case should be built up by issuing letters, memos, chargesheets, warning etc and then finally departmental enquiry should be conducted and then if proved guilty he should be terminated taking cognizance of past record, which also should have been brought on record during the course of departmental enquiry.
In the present case it appears the employee concerned has some serious problem. he does not need advice or threat of termination but he needs proper counselling by a professional counsellor, which company should have or should organize. Such counselling will help him a lot and he will be improved. That will set a good example also and all the employees will feel proud of working for an organization which is the caring employers.[/QUOTE]
From India, Mumbai
In the present case it appears the employee concerned has some serious problem. he does not need advice or threat of termination but he needs proper counselling by a professional counsellor, which company should have or should organize. Such counselling will help him a lot and he will be improved. That will set a good example also and all the employees will feel proud of working for an organization which is the caring employers.[/QUOTE]
From India, Mumbai
Achieving Targets and adhering to policy is two seperate thing.
Good performance doesn't guarantee you to take leverage and misconduct.Good employee should also maintain the dicipline inside company to set example for others.
In my view,this employee is taking undue benefit and deteriorating the image of company.Bcoz unavoidable problem can't arise everymonth and even he is not informing the managemnt before going for unapproved leaves.
I dont think he should be given more chance.He should be terminated in companies interest.
Thanks and Regards
Alok R Srivastava
From India, Pune
Good performance doesn't guarantee you to take leverage and misconduct.Good employee should also maintain the dicipline inside company to set example for others.
In my view,this employee is taking undue benefit and deteriorating the image of company.Bcoz unavoidable problem can't arise everymonth and even he is not informing the managemnt before going for unapproved leaves.
I dont think he should be given more chance.He should be terminated in companies interest.
Thanks and Regards
Alok R Srivastava
From India, Pune
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