Hi Anuradha,
Please find a Corrective Action Protocol Document attached.
This will give you a complete process for DAP, CAP, and EDP
As indirectly mentioned by a few experts here the initial step should be to define PERFORMANCE then benchmark it and then only you can rate someone as poor, average, good, excellent.
Regards
Prashant Bhandarkar
From India, Mumbai
Please find a Corrective Action Protocol Document attached.
This will give you a complete process for DAP, CAP, and EDP
As indirectly mentioned by a few experts here the initial step should be to define PERFORMANCE then benchmark it and then only you can rate someone as poor, average, good, excellent.
Regards
Prashant Bhandarkar
From India, Mumbai
Since the employee is on probation, on the day he completes his probation issue him a letter saying his services are no longer required due to his performance, which is not upto the mark. You need not take any resignation from the employee. However, by this discharge simplicitor, the person may not get job elsewhere. In case he wants to resign, immediately get his letter and issue him resignation acceptance letter on the next day.
This is fully legal.
Ravindra Chaubal
From India, Nasik
This is fully legal.
Ravindra Chaubal
From India, Nasik
Dear Madam,
Termination is not directly related to the poor performance, i hope so.. It comes to your mind because of various reasons. As many have suggested ,you can let him for various training programmes with respect to the noted performance.
Yet if he is not able to perform well,you could ask him about the proplem that why he is not performing well.An HR manager should reduce the attrition and termination is also considered as an attrition one.If u terminate him, then it is treated as a mistake in your selection process... So i suggest u in his termination and his future as well...
With regards,
Peter Kulandai.S
HR Executive
From India, Madras
Termination is not directly related to the poor performance, i hope so.. It comes to your mind because of various reasons. As many have suggested ,you can let him for various training programmes with respect to the noted performance.
Yet if he is not able to perform well,you could ask him about the proplem that why he is not performing well.An HR manager should reduce the attrition and termination is also considered as an attrition one.If u terminate him, then it is treated as a mistake in your selection process... So i suggest u in his termination and his future as well...
With regards,
Peter Kulandai.S
HR Executive
From India, Madras
I have been following this discussion. May the experienced HR people respond to this. This is essential as any wrongful termination will lead to litigation which can be avoided if proper guidelines are drawn. This is a very critical issue every organisation faces. Hence I request the experienced seniors to respond positively.
D.Thirugnanam
From India, Madras
D.Thirugnanam
From India, Madras
Dear Anuradha,
There are so many points which has been covered on this topic Am sure you may have got fair idea, What you need to do, You did not Mention if this Employee has been give a fair chance of improving his performance, And is this consistence perfomance from the day he joined the company, was there a regular Mentoring done by your QA's and your TL's for this Employee before he could fall into poor performance, did you put him into Performance improvement Plan, what was the Action plan taken, against him before you could even think of terminating this Employee, Am 100% sure that no company can ask an employee to leave just because he was not performing please be more specific when you post such quires because we give you suggestion based on what you post, So you need to be More specific when it come to such situation,
Regards
Amaan
From India, Bangalore
There are so many points which has been covered on this topic Am sure you may have got fair idea, What you need to do, You did not Mention if this Employee has been give a fair chance of improving his performance, And is this consistence perfomance from the day he joined the company, was there a regular Mentoring done by your QA's and your TL's for this Employee before he could fall into poor performance, did you put him into Performance improvement Plan, what was the Action plan taken, against him before you could even think of terminating this Employee, Am 100% sure that no company can ask an employee to leave just because he was not performing please be more specific when you post such quires because we give you suggestion based on what you post, So you need to be More specific when it come to such situation,
Regards
Amaan
From India, Bangalore
Dear Anuradha,
The best answer to your problem lies in the agreement entered in to with the employee or his appointment letter. I am sure, in any of those documents the provision of termination of his services without assigning any reason must be there.
But, still as a safer side, better serve him/her with a show cause notice about his/her poor performance giving clear instances of poor performance on his/her part, directing him/her to improve that within a specific period keeping his/her work constantly under scanner. If the employee still is unable to reform himself/herself give him a show cause notice to explain why his/her services should not be terminated on account of his/her poor performance. On receipt consider his/her explanation thoughtfully. If reasons are not valid, you may go ahead with termination of his/her services. That would be quite legal, as you have already given him/her adequate opportunity to mend himself/herself.
From India, Delhi
387The best answer to your problem lies in the agreement entered in to with the employee or his appointment letter. I am sure, in any of those documents the provision of termination of his services without assigning any reason must be there.
But, still as a safer side, better serve him/her with a show cause notice about his/her poor performance giving clear instances of poor performance on his/her part, directing him/her to improve that within a specific period keeping his/her work constantly under scanner. If the employee still is unable to reform himself/herself give him a show cause notice to explain why his/her services should not be terminated on account of his/her poor performance. On receipt consider his/her explanation thoughtfully. If reasons are not valid, you may go ahead with termination of his/her services. That would be quite legal, as you have already given him/her adequate opportunity to mend himself/herself.
From India, Delhi
Dear Anuradha,
"Poor performance" of an employee needs to be explained and established beyond doubt before termination to keep the trust of other employees in the organisation about its Management otherwise this can send wrong signal. In my opinion you must adopt the following steps:
1. Kindly take a report from his immediate reporting officer forwarded by the HOD explaining about his performance deficiencies along with the set stds.
2. Based on this report issue him a warning letter stating clearly what he needs to improve and fix up a time frame to show the improvement. After completion of 50% of the time given, HR should call for a review of his performance from his immediate reporting officer and appraise the employee about the development in presence of the reporting officer and record the same in his personal file with his & his reporting officers signature as a token of acceptance of the facts.
3. After the expiry of the time call for review as listed above inform the out come of the review to employee in writing after counseling as a last attempt to reform his attitudes towards his work.
4. Follow all steps listed in sl.2 and after the end of this session, the employee himself will submit his resignation before your termination. I have 3-4 occasion to remember. But all the above listed should be done with a proper conviction to reform a person and he should realise all possible was done for his improvement and he is not fit for the position.
5. All following all the above, if an employee still prefer to take to any legal forum, all the above documents created will be sufficient to justify "natural justice".
Any more clarification please contact me at 09337837778 or
From India, Bhubaneswar
"Poor performance" of an employee needs to be explained and established beyond doubt before termination to keep the trust of other employees in the organisation about its Management otherwise this can send wrong signal. In my opinion you must adopt the following steps:
1. Kindly take a report from his immediate reporting officer forwarded by the HOD explaining about his performance deficiencies along with the set stds.
2. Based on this report issue him a warning letter stating clearly what he needs to improve and fix up a time frame to show the improvement. After completion of 50% of the time given, HR should call for a review of his performance from his immediate reporting officer and appraise the employee about the development in presence of the reporting officer and record the same in his personal file with his & his reporting officers signature as a token of acceptance of the facts.
3. After the expiry of the time call for review as listed above inform the out come of the review to employee in writing after counseling as a last attempt to reform his attitudes towards his work.
4. Follow all steps listed in sl.2 and after the end of this session, the employee himself will submit his resignation before your termination. I have 3-4 occasion to remember. But all the above listed should be done with a proper conviction to reform a person and he should realise all possible was done for his improvement and he is not fit for the position.
5. All following all the above, if an employee still prefer to take to any legal forum, all the above documents created will be sufficient to justify "natural justice".
Any more clarification please contact me at 09337837778 or
From India, Bhubaneswar
Dear Anuradha ,
Its very easy tough to terminate employee than hire ! As you & your company hired him / her on basis of his/her skill / competenacy. So has all that creteria for meeting KRA / KPI. Also you have to have strong PMS review mechanism as this condition should not come if you have enough strong PMS review. ( Feeback /Training / Evaulation / OJT / Orientation ) As all these practices if you are ensuring in company & even if person not performing at all . Then you can thing of issueing warning letter & not termination.
So check any negative feedback from Superior w/o any backup also many time ego clashes so be careful ! Always treat your self as third party for taking such decision & dont take decision on basis of SR /HOD feeback or comments. Have DDDM concept ( Six sigma ) DATA DRIVEN DECISION MAKING which is very very important !!!
Regards,
Suhas H
From India, Pune
Its very easy tough to terminate employee than hire ! As you & your company hired him / her on basis of his/her skill / competenacy. So has all that creteria for meeting KRA / KPI. Also you have to have strong PMS review mechanism as this condition should not come if you have enough strong PMS review. ( Feeback /Training / Evaulation / OJT / Orientation ) As all these practices if you are ensuring in company & even if person not performing at all . Then you can thing of issueing warning letter & not termination.
So check any negative feedback from Superior w/o any backup also many time ego clashes so be careful ! Always treat your self as third party for taking such decision & dont take decision on basis of SR /HOD feeback or comments. Have DDDM concept ( Six sigma ) DATA DRIVEN DECISION MAKING which is very very important !!!
Regards,
Suhas H
From India, Pune
Ms.Anuradha
Thanks for posting this question on the site.
This has given me utmost information for what i'v been waiting for after one strange incident that happened in my present company.
But yes, As per the information Stated above by Mr.Kamesh, This will very much send wrong signals to the other employees.This is what is happening in my company now after which the employees are terminated here every now and then without notifications and well structured reasons.
The end-result now is that all most all the employess in the organization are looking for a career change rather waiting to get out of this job here,also helping each other in finding jobs
So Please ensure that the employee is very well understood as to y he's taken out of the job and let the part of information b transparent to other employees a well which would inturn help them to perform better n take neccessary steps.
This will also help people like us who are looking and aiming at stability in the company ,a live and let work kind of environment.
From India, Bangalore
Thanks for posting this question on the site.
This has given me utmost information for what i'v been waiting for after one strange incident that happened in my present company.
But yes, As per the information Stated above by Mr.Kamesh, This will very much send wrong signals to the other employees.This is what is happening in my company now after which the employees are terminated here every now and then without notifications and well structured reasons.
The end-result now is that all most all the employess in the organization are looking for a career change rather waiting to get out of this job here,also helping each other in finding jobs
So Please ensure that the employee is very well understood as to y he's taken out of the job and let the part of information b transparent to other employees a well which would inturn help them to perform better n take neccessary steps.
This will also help people like us who are looking and aiming at stability in the company ,a live and let work kind of environment.
From India, Bangalore
Suggesation given by Praveen kumar is very good professional and practical which must be followed in every organisation.
I thing these process or similiar other processes must be folllowed to change the performance of the poor performer and it should be proved to the poor performer that he/she is not suitable for the position so that wrong message should not go to other employees.
Thanks
Bhupesh
From India, Mumbai
I thing these process or similiar other processes must be folllowed to change the performance of the poor performer and it should be proved to the poor performer that he/she is not suitable for the position so that wrong message should not go to other employees.
Thanks
Bhupesh
From India, Mumbai
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