Hi, I don’t if you tried putting him in other roles. may be he is a misfit for his current role.Nobody would purposely give poor performance.
From India, Mumbai
80From India, Mumbai
Hello,
To deal with non performer employee first set target/KRA`s as per job profile with time period to meet then do the performance evaluation by appraisal method,..give detail feedback why the rating is low i.e because of no-performance...do this thrice and with third appraisal evaluation feedback give him/her notice of one month for service termination.....get his/her resignation and releive him/her with all proper and standard exit formalities with experiance and releiving letter without specifying the termination (non performance)to helphis/her future.
While evalaution/appraisal if u find improove performance retain him.her with proper written notice to get same performance in future.
this is the standard and expected process of HRM to deal with such consiquences.
ALL THE PROCESS SHOULD BE DOCUMENTED.
Regards
Brijesh Deshmukh|Sr.Executive HR|
From India, Pune
To deal with non performer employee first set target/KRA`s as per job profile with time period to meet then do the performance evaluation by appraisal method,..give detail feedback why the rating is low i.e because of no-performance...do this thrice and with third appraisal evaluation feedback give him/her notice of one month for service termination.....get his/her resignation and releive him/her with all proper and standard exit formalities with experiance and releiving letter without specifying the termination (non performance)to helphis/her future.
While evalaution/appraisal if u find improove performance retain him.her with proper written notice to get same performance in future.
this is the standard and expected process of HRM to deal with such consiquences.
ALL THE PROCESS SHOULD BE DOCUMENTED.
Regards
Brijesh Deshmukh|Sr.Executive HR|
From India, Pune
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Employee Appraisal Form new.doc