:icon1:Hi
Hi,
There can't be any mathematical solution to such issues. One needs to know the actual issue. Non-performance & failure to produce result can't be a subjective analysis- Unless the person is hopeless & unlikely to improve,e then HR & domain experts have to review their recruitment process. If he is unable to match the expectation of a given position, see if you can gainfully utilize his services else where even in a lower designation, if vacancy exist. If the individual is unwilling give him the options & no shock treatment please.
From India, Hyderabad
Hi,
There can't be any mathematical solution to such issues. One needs to know the actual issue. Non-performance & failure to produce result can't be a subjective analysis- Unless the person is hopeless & unlikely to improve,e then HR & domain experts have to review their recruitment process. If he is unable to match the expectation of a given position, see if you can gainfully utilize his services else where even in a lower designation, if vacancy exist. If the individual is unwilling give him the options & no shock treatment please.
From India, Hyderabad
Hi
Simple termination either with one month notice or in lieu of notice, one month salary can be done. When such termination is challenged before any legal fora, need to be in a position to substantiate it. It is thus required to built up a proper record to show that sufficient opportunities, (may be one or two letters in writing fixing the targets which weigh his performance etc., to be issued) were given but the employee did not reach the expected levels.
Before acting on this, better to verify the terms of appointment and act.
regards
prakash k
From India, Madras
13Simple termination either with one month notice or in lieu of notice, one month salary can be done. When such termination is challenged before any legal fora, need to be in a position to substantiate it. It is thus required to built up a proper record to show that sufficient opportunities, (may be one or two letters in writing fixing the targets which weigh his performance etc., to be issued) were given but the employee did not reach the expected levels.
Before acting on this, better to verify the terms of appointment and act.
regards
prakash k
From India, Madras
Dear Friend:
Considering that the incumbent is still on probation, termination should not be a huge challenge. However, from an HR point of view, it is essential that you set the right tone in your work place and actions such as these do not damage over all employee morale.
Consider the following scenarios:
Case I: Expectations were set when the employee joined
Suggested Action: In case I, his immediate supervisor in the presence of HR must give him a verbal warning about his non-performance & also clearly state deadline with with consequences in case of any future non-performance.
Case II: Expectations were not set when the employee joined
Suggested Action: In case II, it is important to communicate the expectations and consequences to the individuals within time frames.
Action plan must have a follow up system. Also support must be provided such that this employee turns around. After all, this will only benefit the Company.
Hope this helps!
Regards
Aparna
From India, Mumbai
Considering that the incumbent is still on probation, termination should not be a huge challenge. However, from an HR point of view, it is essential that you set the right tone in your work place and actions such as these do not damage over all employee morale.
Consider the following scenarios:
Case I: Expectations were set when the employee joined
Suggested Action: In case I, his immediate supervisor in the presence of HR must give him a verbal warning about his non-performance & also clearly state deadline with with consequences in case of any future non-performance.
Case II: Expectations were not set when the employee joined
Suggested Action: In case II, it is important to communicate the expectations and consequences to the individuals within time frames.
Action plan must have a follow up system. Also support must be provided such that this employee turns around. After all, this will only benefit the Company.
Hope this helps!
Regards
Aparna
From India, Mumbai
Dear all,
In this case, my boss has a very clear mindset and i talked to him regarding giving this guy some period to improve by giving him certain targets and deadline. Lets see, i have very less option in this regard. I will update you all if any progress happens.
Subuzz
From Nepal, Kathmandu
In this case, my boss has a very clear mindset and i talked to him regarding giving this guy some period to improve by giving him certain targets and deadline. Lets see, i have very less option in this regard. I will update you all if any progress happens.
Subuzz
From Nepal, Kathmandu
Look being a HRD
You should know better... who is best,good,bad performance in your organization. if he is really having some real problem due to not performing in stipulated time.... then convince to your boss... get a approval to remain for 1 to 2 months.... Tell to candidates perform within time...
But still you boss does not convince, then tell your friends that Look for other jobs.... give him termination letter or you can take resignation from him due to personal reason- (For that you prior to take permission from your boss- for relieving letter so that he will get better job in other areas.
Keep Posting
You should know better... who is best,good,bad performance in your organization. if he is really having some real problem due to not performing in stipulated time.... then convince to your boss... get a approval to remain for 1 to 2 months.... Tell to candidates perform within time...
But still you boss does not convince, then tell your friends that Look for other jobs.... give him termination letter or you can take resignation from him due to personal reason- (For that you prior to take permission from your boss- for relieving letter so that he will get better job in other areas.
Keep Posting
Hi, you can not judge employees performace in 2 mnths. atleast give him 2-3 mths time to prove himself or u can discuss with him about company’s expectation from him.
From India, Mumbai
From India, Mumbai
Dear
As a HR you should check the ground in which level your friend is not satishfying to your management
1- Task
2- Chain of Marketing
3- Complishing the order
4- behaviour with the customer/client
5- behaviour with management
6- Comunication
lot os of thing is there if he not satishfying check the list of weekness
then send me the list so ican help you and your friend
and give me your
1-Evaluation chart
2-Training chart
3- Timing sheet
and all related thing
in my id
Riyaz
9010987173
Hyderbad India
From India, Delhi
As a HR you should check the ground in which level your friend is not satishfying to your management
1- Task
2- Chain of Marketing
3- Complishing the order
4- behaviour with the customer/client
5- behaviour with management
6- Comunication
lot os of thing is there if he not satishfying check the list of weekness
then send me the list so ican help you and your friend
and give me your
1-Evaluation chart
2-Training chart
3- Timing sheet
and all related thing
in my id
Riyaz
9010987173
Hyderbad India
From India, Delhi
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20200320_Adviso ry MinistryOfLabou r-Not To Terminate-Emplo yeesOrReduceWag es.pdf