Dear Tushar,
Refer to your 3rd point, I would like to state that it is not at all difficult to prove underperformance of an employee, at-least not in IT/ITES/Engineering/Manufacturing/FMCG Sector.
There are pre defined goals given to an employee at time of joining in terms of his KRAs, and very clearly it is stated what is expected of him/her.
If any employee is under performing or not performing then HR first tries to find ways to train and bring him/her up-to speed, if all else fails then HR gives him verbal as well as written warning(s) based on the feedback reports from his reporting supervisor/manager as well as by analyzing the achievements/completion of the KRAs after trainings and efforts to upgrade him/her, all these warning(s) issued are recorded in the employee file, then if nothing works, HR recommend to the management to let an employee go.
Unfortunately, we live in a world that is fast becoming insensitive to the less fortunate, people wants to climb higher on the success ladder as fast as they can and by any means.
Organizations themselves do not want to hire much freshers but experienced people who require minimum amount of training and can do the job quickly and efficiently.
Though as human, HR always give more than 1 chance to people to improve, no one wants to see anybody terminated, but everyone is responsible for his/her job.
No one else is going to come and do the job for others or keep giving credit for their work to others.
Due to high competition in market, abundance of skilled manpower and usual market slowdown trend due to global effects, it has become mandatory for organizations to identify/analyze and either train to upgrade the under or non performers or to let them go and recruit the resources required to fulfill the object of the vacant position.
That is, if employee is unable to perform/contribute toward the bottom line/growth/profit for the organization then why do the organization wants to keep employed such people and pay for them too?
After all, its purely business for any organization, they are in market not to give employment opportunities but to make profit and because they have capital and process/services/product to make profit, employment opportunities are created, not the other way round.
Regards,
Sourabh
From India, Delhi
6Refer to your 3rd point, I would like to state that it is not at all difficult to prove underperformance of an employee, at-least not in IT/ITES/Engineering/Manufacturing/FMCG Sector.
There are pre defined goals given to an employee at time of joining in terms of his KRAs, and very clearly it is stated what is expected of him/her.
If any employee is under performing or not performing then HR first tries to find ways to train and bring him/her up-to speed, if all else fails then HR gives him verbal as well as written warning(s) based on the feedback reports from his reporting supervisor/manager as well as by analyzing the achievements/completion of the KRAs after trainings and efforts to upgrade him/her, all these warning(s) issued are recorded in the employee file, then if nothing works, HR recommend to the management to let an employee go.
Unfortunately, we live in a world that is fast becoming insensitive to the less fortunate, people wants to climb higher on the success ladder as fast as they can and by any means.
Organizations themselves do not want to hire much freshers but experienced people who require minimum amount of training and can do the job quickly and efficiently.
Though as human, HR always give more than 1 chance to people to improve, no one wants to see anybody terminated, but everyone is responsible for his/her job.
No one else is going to come and do the job for others or keep giving credit for their work to others.
Due to high competition in market, abundance of skilled manpower and usual market slowdown trend due to global effects, it has become mandatory for organizations to identify/analyze and either train to upgrade the under or non performers or to let them go and recruit the resources required to fulfill the object of the vacant position.
That is, if employee is unable to perform/contribute toward the bottom line/growth/profit for the organization then why do the organization wants to keep employed such people and pay for them too?
After all, its purely business for any organization, they are in market not to give employment opportunities but to make profit and because they have capital and process/services/product to make profit, employment opportunities are created, not the other way round.
Regards,
Sourabh
From India, Delhi
Dear Sourabh,
Your points are valid & i am agree with you..
but, just tell me that, evaluation of performance for any new joinee on the basis of 6 months is really justifying..? any of the new joinee atleast take 3 months to understand the culture, people, & process of orgnisation, & rest of 3 month how he can perform & achive the goal...?
as per law, if you wish to terminate some one irrespective of probation or confirmation, you need to issued him the show cause to notice with suffient time for let him submitt the his explaination on the basis of nature of justice.
2nd termination on probation can possible if the same clause mentioned on appointment letter or he will entitle for extension of probation on the next assessment.
From India, Mumbai
Your points are valid & i am agree with you..
but, just tell me that, evaluation of performance for any new joinee on the basis of 6 months is really justifying..? any of the new joinee atleast take 3 months to understand the culture, people, & process of orgnisation, & rest of 3 month how he can perform & achive the goal...?
as per law, if you wish to terminate some one irrespective of probation or confirmation, you need to issued him the show cause to notice with suffient time for let him submitt the his explaination on the basis of nature of justice.
2nd termination on probation can possible if the same clause mentioned on appointment letter or he will entitle for extension of probation on the next assessment.
From India, Mumbai
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