While I am not trying to be controversial, I am sure this group has a lot of people having great org. behavioural experience. Have you people heard of experiments that have proved that performance issues components are more of process and hygiene issues than the individual.
Rotation would be a great choice.
From India, Mumbai
2Rotation would be a great choice.
From India, Mumbai
I agree with brig. I have a similar situation but the employee was not given any notes by the dr regarding working during her pregnancy.
She has been a poor performer but was never given any formal disciplinary notices. After receiving her first verbal warning she told the manager she is pregnant. She has not returned a drs. note stating she should not be doing her regular duty or that her performance and absences are due to her pregnancy.
She has been a poor performer but was never given any formal disciplinary notices. After receiving her first verbal warning she told the manager she is pregnant. She has not returned a drs. note stating she should not be doing her regular duty or that her performance and absences are due to her pregnancy.
excellent posts by my fellow collegues esp John & Brig
well if a person is not performing, her line manager is more at fault.
ideally the employee should be given an opportunity by getting placed in another work area where her skillsets may be better utilised.
a similiar question arises at the time of annual appraisal, wherein i find plent of managers cribbing in the open that some people are not good performers..
question is what has the manager been upto for the last 1 year ?
another simliar predicament in favor of internal job posting/ job rotation comes when say one of the business units faces closure, HR tries to absorb as many people as possible
surya
From India, Delhi
well if a person is not performing, her line manager is more at fault.
ideally the employee should be given an opportunity by getting placed in another work area where her skillsets may be better utilised.
a similiar question arises at the time of annual appraisal, wherein i find plent of managers cribbing in the open that some people are not good performers..
question is what has the manager been upto for the last 1 year ?
another simliar predicament in favor of internal job posting/ job rotation comes when say one of the business units faces closure, HR tries to absorb as many people as possible
surya
From India, Delhi
I agree with Brigadier. Termination should in this senerio not be an option. I suggest investigation of the reason why the poor performance and based on the findings a suitable solution.
From United Arab Emirates, Dubai
From United Arab Emirates, Dubai
I totally satisfied with the above comments. And make sure that it is illegal action to terminate the pregnant lady.During this period she has lot of tensions, stress and responsibilities on her head, this pregnancy period is very critical period for any lady. Being a HR Head we should give her comfortable environment and there is lot of time to measure her performance. This is not justified that we should access her performance specially during this period.
Vijayender Chandel
From India, Shahkot
Vijayender Chandel
From India, Shahkot
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Employee Appraisal Form new.doc