Hi Dear,
I have a concern here, as a HR do you think only 15 is enough to understand your organisation,
have you given the proper induction to him ? is on the job or off the job training is given to that employee ?
is he a expierenced or fress candidate ?. Do you or his account manager has defined his KRA & KPI,
please think about all these areas befor firing, any people other than HR can take harsh decision before analysing the above areas,
It take time even for a Good sports man to achive his target, we cant expect immediate fruits from any tree!!!.
Give him another chance......... he wanna grow up once again....... na na na....... na na .. na na na.........
Regards,
Chetan. M
From India, Bangalore
I have a concern here, as a HR do you think only 15 is enough to understand your organisation,
have you given the proper induction to him ? is on the job or off the job training is given to that employee ?
is he a expierenced or fress candidate ?. Do you or his account manager has defined his KRA & KPI,
please think about all these areas befor firing, any people other than HR can take harsh decision before analysing the above areas,
It take time even for a Good sports man to achive his target, we cant expect immediate fruits from any tree!!!.
Give him another chance......... he wanna grow up once again....... na na na....... na na .. na na na.........
Regards,
Chetan. M
From India, Bangalore
Dear Pulkit30
You as an HR man recruit the candidate as per the requirement of the concerned department. also when you interview the candidate the concerned person is in the panel and shoot up questions to satisfy himself about the fitment of the candidate. in such case it is possible for the concerned to say that this selected person must be replaced. How can the management decide about the performance of the selected person within 15 days. as an HR you must be very clear on your roll as you have selected him based on their requirement and interaction with them. You ask for the comments and reason from the accounts on what basis they are deciding that he is not fit for the post and decide about this. However you will have to pay the salary for the days he has worked and pacify him. by the by did you get the signature from the concerned after the interview stating that this person is fit and may be appointed. any further clarification please contact me 9840950574
From India, Madras
44You as an HR man recruit the candidate as per the requirement of the concerned department. also when you interview the candidate the concerned person is in the panel and shoot up questions to satisfy himself about the fitment of the candidate. in such case it is possible for the concerned to say that this selected person must be replaced. How can the management decide about the performance of the selected person within 15 days. as an HR you must be very clear on your roll as you have selected him based on their requirement and interaction with them. You ask for the comments and reason from the accounts on what basis they are deciding that he is not fit for the post and decide about this. However you will have to pay the salary for the days he has worked and pacify him. by the by did you get the signature from the concerned after the interview stating that this person is fit and may be appointed. any further clarification please contact me 9840950574
From India, Madras
Hi Pulkit,
I am afraid but this is not the right way to use this site. I have been following the site discussions on your problem when you posted it in another way. Now you have started another post. What do you mean by this. You have yourself thanked the posters for their valuable suggestions in the previous post. Then why this post. Mr. Anil Arora rightly objects to it as he and Mr. Amol have spent lots of energy between themselves due to your post.
If you do not have any other problem or issue to be discussed, then please follow the issues and discussions provided by other matured members. Believe me even that will increase your knowledge about HR. Stop this practice and don't waist the much important opportunity provided by this site. Hope you don't mind, but please mean it.
Thanks & Regards,
Amarjeet Singh
DGM HR & LEGAL.
From India, Mumbai
I am afraid but this is not the right way to use this site. I have been following the site discussions on your problem when you posted it in another way. Now you have started another post. What do you mean by this. You have yourself thanked the posters for their valuable suggestions in the previous post. Then why this post. Mr. Anil Arora rightly objects to it as he and Mr. Amol have spent lots of energy between themselves due to your post.
If you do not have any other problem or issue to be discussed, then please follow the issues and discussions provided by other matured members. Believe me even that will increase your knowledge about HR. Stop this practice and don't waist the much important opportunity provided by this site. Hope you don't mind, but please mean it.
Thanks & Regards,
Amarjeet Singh
DGM HR & LEGAL.
From India, Mumbai
An hr guy must think from the employee point of view also than take any decision why don't you provide him training & retain. Try to identify the gaps between expectations and execution. he's new to the organisation so u have to give him some time at least 15days to identify what exactly he is & his /her caliber? What was your interview procedure and where were your rating scale? We are not here to play with anyone When an employee is going to join a new organisation he is also having some expectation from organisation even his family is also ...........and you are just calculating Rs. 14000/-. Yes we must think from employer side also but first is employee. The problem was your selection procedure of the employee. Solution is the positive counselling with the employee tell him about the expectation and if he's lacking in skills than train him. Please dont play with anybody like this........................................Thanks
From India, Udaipur
From India, Udaipur
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