The debate continues...
Isn't it surprising how the debate between Idealists and Realists always results in heated arguments? Because that is exactly what this is: a debate between Idealists (assess, train, improve, perform) and Realists (assess, decide, replace, perform).
In this debate, what people tend to forget is the cost attached to creating an idealist model and also the time needed to create one. Most of these organizations are business enterprises with the purpose of making money. Even in more HR-matured industry sectors like telecom/IT, management prefers hiring ready-to-utilize resources rather than training half-ready resources.
It has nothing to do with what kind of person you are or how much knowledge you have. These are very real, practical, and everyday decisions taken by a business enterprise. And one day, when all of us, including those with idealistic views, reach positions of power, please don't be surprised if you yourself decide against an idealistic model.
I know because I was one until I had to decide.
Wishing all of you a very happy 2012!
Cheers,
Navneet
Navneet Chandra Kulshrestha - India | LinkedIn
From India, Delhi
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89Isn't it surprising how the debate between Idealists and Realists always results in heated arguments? Because that is exactly what this is: a debate between Idealists (assess, train, improve, perform) and Realists (assess, decide, replace, perform).
In this debate, what people tend to forget is the cost attached to creating an idealist model and also the time needed to create one. Most of these organizations are business enterprises with the purpose of making money. Even in more HR-matured industry sectors like telecom/IT, management prefers hiring ready-to-utilize resources rather than training half-ready resources.
It has nothing to do with what kind of person you are or how much knowledge you have. These are very real, practical, and everyday decisions taken by a business enterprise. And one day, when all of us, including those with idealistic views, reach positions of power, please don't be surprised if you yourself decide against an idealistic model.
I know because I was one until I had to decide.
Wishing all of you a very happy 2012!
Cheers,
Navneet
Navneet Chandra Kulshrestha - India | LinkedIn
From India, Delhi
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No i am not taking it personally please don’t misunderstand me this is only discussion and not more than that. take care Regards, Amol Deokar
From India, Mumbai
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From India, Mumbai
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Dear sir How many days work has he completed? How many months was he on probation and was his probation extended? Also what are the terms and conditions of termination in appointment letter?
From India, Pune
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From India, Pune
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Termination can be done after the issuance of warning letters and obtaining acceptance as per labor law if the employee has been issued the warning letters and has not completed the 240 days. If the appointment letter contains a termination clause, then a decision can be made in all such cases.
Rishi Malhotra
From India, Gurgaon
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Rishi Malhotra
From India, Gurgaon
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Hello Amol,
If you recruit an employee and within 15 days you feel that he is not performing up to the mark, then there is a mistake in the recruitment process, not a mistake of the employee. The interview assessment is wrong. I think, in this case, the employee should not suffer due to the interviewer's mistake.
Regards,
Kajal
From India, Ahmadabad
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If you recruit an employee and within 15 days you feel that he is not performing up to the mark, then there is a mistake in the recruitment process, not a mistake of the employee. The interview assessment is wrong. I think, in this case, the employee should not suffer due to the interviewer's mistake.
Regards,
Kajal
From India, Ahmadabad
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This is a question regarding HR and recruitment processes. I believe that even HR recruiters and those who have passed their appointments need to be assigned tasks and held accountable. Wrong assessments should not be seen as an inability of the employee to perform, especially within the first 15 days.
From India, New Delhi
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From India, New Delhi
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Mr. Amol, well, I need your help with something. Could you please define "I think 1 year 6 months is not sufficient for gaining knowledge of the assigned job according to you, so there is a need for more training" as you stated above? Because I believe neither I nor anyone else has used this term. We were talking about a probationary period of a few days. Please help me understand this. Maybe I'm not as experienced as you, but I seriously want to know why this term has been used here.
From India, Gurgaon
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From India, Gurgaon
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There must be something wrong in the recruitment process. How can someone who has not completed even a month be required to be terminated? Was he recruited without being properly tested?
Someone has rightly stated that he can be trained if he is falling short of expectations. If you really want to terminate (for reasons best known to you), you have to adhere to the notice period mentioned in the letter of probation issued to him and accepted by him. However, there must be a mention of reasons for termination. Removing during probation is easier than removing once he is confirmed.
It is also good if, instead of termination, you ask him to resign, convincing him that termination is not a good reason for any employee in his career and his future will be in problem.
Sunil
From India, Mumbai
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Someone has rightly stated that he can be trained if he is falling short of expectations. If you really want to terminate (for reasons best known to you), you have to adhere to the notice period mentioned in the letter of probation issued to him and accepted by him. However, there must be a mention of reasons for termination. Removing during probation is easier than removing once he is confirmed.
It is also good if, instead of termination, you ask him to resign, convincing him that termination is not a good reason for any employee in his career and his future will be in problem.
Sunil
From India, Mumbai
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Hi Pulkit,
If all of you (superiors, management, and yourself) are convinced that he is not competent enough (may not be displaying the basic knowledge and skills required for the job), you can terminate the said employee's services by giving him a proper notice (as conveyed to him in the appointment letter that you would have issued). You will face no problems either from the employee or either of the legal machinery. GOD BLESS.
Regards,
Suresh
From India, Mumbai
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If all of you (superiors, management, and yourself) are convinced that he is not competent enough (may not be displaying the basic knowledge and skills required for the job), you can terminate the said employee's services by giving him a proper notice (as conveyed to him in the appointment letter that you would have issued). You will face no problems either from the employee or either of the legal machinery. GOD BLESS.
Regards,
Suresh
From India, Mumbai
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