If employees is a good performer, you should ask the reason of taking leave bcos a employee who is performing well it may not be possible that person can be so irregular and indiscipline
you should give him one chance for managing the leave if he is not following the ruls of descipline i think yuo should terminate him .Discipline is the most important and it is the duty of HR Dept to maintain that whem one employee breaks the rules and regulations, other employees may be do the same.
Organization and employee both are important but maintain discipline is must and if you give him a chance for improving and after that warning letter this is bcos of good performance of employee and impotance of him.
my suggestion is
TERMINATE HIM
From India, Hyderabad
3you should give him one chance for managing the leave if he is not following the ruls of descipline i think yuo should terminate him .Discipline is the most important and it is the duty of HR Dept to maintain that whem one employee breaks the rules and regulations, other employees may be do the same.
Organization and employee both are important but maintain discipline is must and if you give him a chance for improving and after that warning letter this is bcos of good performance of employee and impotance of him.
my suggestion is
TERMINATE HIM
From India, Hyderabad
Dear Radhika,
as per this case study, employee is a good performer but he is not maintaining organization discipline so as a HR u have moral duty of,
1. Counselling with him personally whether he has any problem regarding to
personal, family or any other (if any) or otherwise
2. Warn him against his action he doing.
3. If at all he continues, then issue the charge sheet containing why we
should not take action against you? within specific time and terminate him.
4. otherwise, under the reason of job rotation for knowing business transfer
him into other department and definitely his performance will be decrease
then giving him valid reason under poor performance you may terminate him
5. You can also ask him about do one by one discussion with him that,
whether you resign otherwise we terminate you, choice is yours....
hope one of this terminology will definitely help you !!!
Warm Regards,
Darshan Dusane
From India, Aurangabad
as per this case study, employee is a good performer but he is not maintaining organization discipline so as a HR u have moral duty of,
1. Counselling with him personally whether he has any problem regarding to
personal, family or any other (if any) or otherwise
2. Warn him against his action he doing.
3. If at all he continues, then issue the charge sheet containing why we
should not take action against you? within specific time and terminate him.
4. otherwise, under the reason of job rotation for knowing business transfer
him into other department and definitely his performance will be decrease
then giving him valid reason under poor performance you may terminate him
5. You can also ask him about do one by one discussion with him that,
whether you resign otherwise we terminate you, choice is yours....
hope one of this terminology will definitely help you !!!
Warm Regards,
Darshan Dusane
From India, Aurangabad
He may be wilfully absenting himself for the fear of rejection of his leave application. He may have some genuine reasons for the absence. If the organisation has a history of rejecting leave applications, such cases will develop. I propose,
(1) he should be counselled, taken into confidence and ascertain why he needs the leave
(2) The leave should be granted, if he is eligible and the reasons are genuine.
These should be irrespective of the fact whether he is a good performer or otherwise. The rules, norms and guidelines should be uniform, irrespective of staff's performance.
(1) he should be counselled, taken into confidence and ascertain why he needs the leave
(2) The leave should be granted, if he is eligible and the reasons are genuine.
These should be irrespective of the fact whether he is a good performer or otherwise. The rules, norms and guidelines should be uniform, irrespective of staff's performance.
Firstly you should talk to that employee because may be management not agree to remove that employee so easily, so try to solve his problem.
If you find that he create more problem then give a notice and terminate that employee.
With regards
Sandeep
From India, Delhi
If you find that he create more problem then give a notice and terminate that employee.
With regards
Sandeep
From India, Delhi
Hi all,
I agree with everybody that such kind of behaviour can not and should not be tolerated but my question is that what do you want from employee his presence or perfection in his work?
Attitude and Dicipline made for man, but man not made for these things. I think he don't want to share his problem with others so please give him chance to become a free from his problem but warn him to inform before going to leave.
Thanks
Ganesh
One Indiscipline Employee
From India
I agree with everybody that such kind of behaviour can not and should not be tolerated but my question is that what do you want from employee his presence or perfection in his work?
Attitude and Dicipline made for man, but man not made for these things. I think he don't want to share his problem with others so please give him chance to become a free from his problem but warn him to inform before going to leave.
Thanks
Ganesh
One Indiscipline Employee
From India
It seems from the case study that the person can be from sales force as he is meeting his targets month on month.
If he is from sales, there must be a sales incentive portion attached to his salary.Some media should be devised through which his sales incentive would dip if he takes any holiday without prior notice or permission.
As the employee is really good it would not make much sense to terminate him.Something like the above can be done first to give him harsh warnings.
From India, Mumbai
If he is from sales, there must be a sales incentive portion attached to his salary.Some media should be devised through which his sales incentive would dip if he takes any holiday without prior notice or permission.
As the employee is really good it would not make much sense to terminate him.Something like the above can be done first to give him harsh warnings.
From India, Mumbai
Hi Radhika,
I do agree with jyothi jain, we should keep in mind that he is the top performer, At the same time, if we leave him without just by warning him some other person might take a advantage of this. We should given him a final warning and we can block his incentives until he turns up. I believe we can change his behavior.
Thanks & Regards,
Chiru
From India, Hyderabad
I do agree with jyothi jain, we should keep in mind that he is the top performer, At the same time, if we leave him without just by warning him some other person might take a advantage of this. We should given him a final warning and we can block his incentives until he turns up. I believe we can change his behavior.
Thanks & Regards,
Chiru
From India, Hyderabad
Res.Radhika HR,
see ,in my opinion,such type of behavior,is not tolerable.in my organisation i might have tolerated for once only.though he is talented,good person,such working style is not tolerable.apart from this,he should not feel that ,he is above all organisation.if one such, irresponsible,indisciplined person is kicked out ,nothing will happen with organisation.no one is important than law,rational code of conduct.all one should perform with passion,
From India, Pune
see ,in my opinion,such type of behavior,is not tolerable.in my organisation i might have tolerated for once only.though he is talented,good person,such working style is not tolerable.apart from this,he should not feel that ,he is above all organisation.if one such, irresponsible,indisciplined person is kicked out ,nothing will happen with organisation.no one is important than law,rational code of conduct.all one should perform with passion,
From India, Pune
Hi all!
Question is this Why employee adopt such type of attitude? Is there any reason behind it?
Any good organization never want to loose its productive employee but there should be a management who can think positively. This only the problem solving matter and issuance of warning is not proper way to find out the reasons.
This very simple to resolve the matter if you have confidence. Just interview the concerned employee and try to find out the reasons behind his absence. In my opinion there is some thing wrong with him and you can address it very easily by interviewing him. Find out the reasons and solve his problem step by step and improve his confidence and faith.
love to all & Regards
Amjad Ali Anjum
From Pakistan, Islamabad
Question is this Why employee adopt such type of attitude? Is there any reason behind it?
Any good organization never want to loose its productive employee but there should be a management who can think positively. This only the problem solving matter and issuance of warning is not proper way to find out the reasons.
This very simple to resolve the matter if you have confidence. Just interview the concerned employee and try to find out the reasons behind his absence. In my opinion there is some thing wrong with him and you can address it very easily by interviewing him. Find out the reasons and solve his problem step by step and improve his confidence and faith.
love to all & Regards
Amjad Ali Anjum
From Pakistan, Islamabad
Dear Radhika,
Handling the situation with the employee requires emphasizing the importance of submitting a leave application before taking time off. It's like giving a heads-up to the team, helping everyone plan better and ensuring a smoother workflow. Encouraging this practice isn't just about rules; it's about fostering a cooperative and organized work environment where everyone's on the same page.
Best Regards
Joneselly
From India, Mumbai
Handling the situation with the employee requires emphasizing the importance of submitting a leave application before taking time off. It's like giving a heads-up to the team, helping everyone plan better and ensuring a smoother workflow. Encouraging this practice isn't just about rules; it's about fostering a cooperative and organized work environment where everyone's on the same page.
Best Regards
Joneselly
From India, Mumbai
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Case study - HR and technology for better Employee relations.pdf