Hi,
- If you have issued verbal and written warnings, you can terminate him anytime by giving a notice of 15 days or 1 month. Be sure that you have all the important documents showing the employee's non - performance (Productivity Charts, error rate etc.). termination should be on actual statistics not the verbal ones.
- Salary cant be stopped even for a single day.
- If he is a non performer on a certain task, try putting him on some other task. May be he works well there.
What ever decision you take, It should be best for the employee as well as the organisation.
From India, Chandigarh
8- If you have issued verbal and written warnings, you can terminate him anytime by giving a notice of 15 days or 1 month. Be sure that you have all the important documents showing the employee's non - performance (Productivity Charts, error rate etc.). termination should be on actual statistics not the verbal ones.
- Salary cant be stopped even for a single day.
- If he is a non performer on a certain task, try putting him on some other task. May be he works well there.
What ever decision you take, It should be best for the employee as well as the organisation.
From India, Chandigarh
Long time back an Personnel Management fresh grad & a friend told me that his job normally means "Welfare to Farewell" travel...
I have since then thought that farewell usually has to happen from Employee's side not the other way around...
From India, Pune
I have since then thought that farewell usually has to happen from Employee's side not the other way around...
From India, Pune
[QUOTE=ukmitra;997885]Dear Soja,
hi ukmitra
i am impress ur decision which was posted on blog's (topic termination of employee on poor performance ).
so here i put my question - when senior manager hold the salary of employee by any reason and said this is rules and regulation of company ?
what should do the employee in this situation either he move to labour court or other convenient resource? please provide me full details .
balraj
From India, Delhi
hi ukmitra
i am impress ur decision which was posted on blog's (topic termination of employee on poor performance ).
so here i put my question - when senior manager hold the salary of employee by any reason and said this is rules and regulation of company ?
what should do the employee in this situation either he move to labour court or other convenient resource? please provide me full details .
balraj
From India, Delhi
Hi Balraj, I have responded to you privately, as these cannot be shared on blog for reasons. All the best. Ukmitra
From Saudi Arabia, Riyadh
From Saudi Arabia, Riyadh
Hi Soja,
For such employees, You need to keep them on Action Plans on agreed Time Scales. You need to do this thrice if the under-performance sill continues.
After 3 action plans, You need to do the performance appraisal, where you will provide proofs for his non-performance and appraise him with the lowest rating.
ALL THESE THINGS NEED TO BE DOCUMENTED.
YOU NEED TO PROVIDE BOTH OPTIONS MENTIONED BY YOU IN WRITING. IF HE AGREES FOR FIRST ITS FINE. OTHER WISE, YOU CAN TERMINATE HIM WITH ONE MONTH NOTICE PERIOD.
But before termination, you need to make him realize the fact that he is an under performer.
I have handled many of these cases. If required I can come over to you company and deal this case. Let me know if you require my help.
From India, Hyderabad
For such employees, You need to keep them on Action Plans on agreed Time Scales. You need to do this thrice if the under-performance sill continues.
After 3 action plans, You need to do the performance appraisal, where you will provide proofs for his non-performance and appraise him with the lowest rating.
ALL THESE THINGS NEED TO BE DOCUMENTED.
YOU NEED TO PROVIDE BOTH OPTIONS MENTIONED BY YOU IN WRITING. IF HE AGREES FOR FIRST ITS FINE. OTHER WISE, YOU CAN TERMINATE HIM WITH ONE MONTH NOTICE PERIOD.
But before termination, you need to make him realize the fact that he is an under performer.
I have handled many of these cases. If required I can come over to you company and deal this case. Let me know if you require my help.
From India, Hyderabad
Being in HR & Admin you should not give options/notice pays.
you have make them resign, it's upto you how will u do that.....,
It may not be fine but companies prefer managers to of that kind, if you want to grow you have to be harsh in certain conditions.
From India, Hyderabad
you have make them resign, it's upto you how will u do that.....,
It may not be fine but companies prefer managers to of that kind, if you want to grow you have to be harsh in certain conditions.
From India, Hyderabad
Hello,
To deal with non performer employee first set target/KRA`s as per job profile with time period to meet then do the performance evaluation by appraisal method,..give detail feedback why the rating is low i.e because of no-performance...do this thrice and with third appraisal evaluation feedback give him/her notice of one month for service termination.....get his/her resignation and releive him/her with all proper and standard exit formalities with experiance and releiving letter without specifying the termination (non performance)to helphis/her future.
While evalaution/appraisal if u find improove performance retain him.her with proper written notice to get same performance in future.
this is the standard and expected process of HRM to deal with such consiquences.
ALL THE PROCESS SHOULD BE DOCUMENTED.
Regards
Brijesh Deshmukh|Sr.Executive HR|
From India, Pune
To deal with non performer employee first set target/KRA`s as per job profile with time period to meet then do the performance evaluation by appraisal method,..give detail feedback why the rating is low i.e because of no-performance...do this thrice and with third appraisal evaluation feedback give him/her notice of one month for service termination.....get his/her resignation and releive him/her with all proper and standard exit formalities with experiance and releiving letter without specifying the termination (non performance)to helphis/her future.
While evalaution/appraisal if u find improove performance retain him.her with proper written notice to get same performance in future.
this is the standard and expected process of HRM to deal with such consiquences.
ALL THE PROCESS SHOULD BE DOCUMENTED.
Regards
Brijesh Deshmukh|Sr.Executive HR|
From India, Pune
Dear Soja,
You may refer to the Company policy first. Check what is the policy on Transfers. You may transfer the person to a remote town or to some other department. Ultimately the person will himself resign.
Kind regards,
Aslam Ashrafi
From Pakistan, Karachi
You may refer to the Company policy first. Check what is the policy on Transfers. You may transfer the person to a remote town or to some other department. Ultimately the person will himself resign.
Kind regards,
Aslam Ashrafi
From Pakistan, Karachi
1) Company has no right to withold the salary of any employee.
2) You cannot hold domestic enquiry and dismiss an employee for his Poor Performance.
3) If your company standing orders/Rules/Contract of service has any such clause relating to termination for poor performance then it could be execrised.
4) Else if any VRScheme is available try to induct himt
5) If really not worty settle the issue by out of settlement.
From India, Tiruchchirappalli
2) You cannot hold domestic enquiry and dismiss an employee for his Poor Performance.
3) If your company standing orders/Rules/Contract of service has any such clause relating to termination for poor performance then it could be execrised.
4) Else if any VRScheme is available try to induct himt
5) If really not worty settle the issue by out of settlement.
From India, Tiruchchirappalli
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Employee Appraisal Form new.doc