Hello Kajal,
I agree with your opinion, but how many days can you bear his unsatisfactory performance? Can management accept your mistake that happened during the interview (wrong assessment)? Please tell me why management should bear the expenses of his salary if he is not performing well. If you are not informing him regarding his poor performance, how will he come to know the areas of improvement in his performance? Please let him know the reason for his termination so he can overcome all the shortcomings in his performance.
@ Pulkit
As you updated the information of an employee who joined your organization on 7 Dec. 2011, the time frame for the performance evaluation is very short. Please speak with him regarding his non-performance, ask him the reasons for the same. Check if he has problems with his seniors, work culture, or management pressure, and give him more time to improve his performance. Request management to give him a chance to prove himself if they decide to terminate him. If he has problems as mentioned above, take corrective actions so he can feel your support, which might help improve his performance.
Regards,
Amol Deokar
From India, Mumbai
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1I agree with your opinion, but how many days can you bear his unsatisfactory performance? Can management accept your mistake that happened during the interview (wrong assessment)? Please tell me why management should bear the expenses of his salary if he is not performing well. If you are not informing him regarding his poor performance, how will he come to know the areas of improvement in his performance? Please let him know the reason for his termination so he can overcome all the shortcomings in his performance.
@ Pulkit
As you updated the information of an employee who joined your organization on 7 Dec. 2011, the time frame for the performance evaluation is very short. Please speak with him regarding his non-performance, ask him the reasons for the same. Check if he has problems with his seniors, work culture, or management pressure, and give him more time to improve his performance. Request management to give him a chance to prove himself if they decide to terminate him. If he has problems as mentioned above, take corrective actions so he can feel your support, which might help improve his performance.
Regards,
Amol Deokar
From India, Mumbai
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This is a very short duration to evaluate any employee. Being in HR, when you appoint somebody, you definitely have access to the candidate. Within such a short period, if you terminate someone without any valid documented evidence, that may reflect very poor HR practices. Whenever you are making such a decision, please ensure that this will not be documented as bad HR practices.
Partha Modak
Administrator
Kolkata
From India, Calcutta
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Partha Modak
Administrator
Kolkata
From India, Calcutta
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Hi,
A recruit during probation is not to be treated as a trainee unless specified. To terminate even during probation, one has to follow the principles of natural justice and exhaust the channels to avoid legal tangles. In the instant case, a written communication is to be made to the employee to improve the performance before taking final action.
Kumar
From India, Mumbai
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A recruit during probation is not to be treated as a trainee unless specified. To terminate even during probation, one has to follow the principles of natural justice and exhaust the channels to avoid legal tangles. In the instant case, a written communication is to be made to the employee to improve the performance before taking final action.
Kumar
From India, Mumbai
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Hi Pulkit,
It has not even been a month since you employed this person. Typically, an employee's learning curve ranges between 3 to 6 months. Firstly, check your company's policy on the probation period. If it is 3 months, I advise you not to terminate the employee now.
Secondly, as the HR head, you cannot terminate an employee solely based on poor performance. You need to talk to him/her. Clearly communicate where he/she is lacking and ask them to focus on those areas. Additionally, discuss with their manager and assign tasks in which they excel. This approach helps boost the employee's morale.
The current situation presents an excellent opportunity to establish a rapport with the new employee, fostering trust in you and the company.
Your role as an HR head is not to make hasty decisions but to allow time for assessment. Provide them with the opportunity to improve, and if after 2-3 months, the manager still observes the same issues, then you can issue a one-month notice or terminate as per the company's policy.
Regards,
From India, Hyderabad
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It has not even been a month since you employed this person. Typically, an employee's learning curve ranges between 3 to 6 months. Firstly, check your company's policy on the probation period. If it is 3 months, I advise you not to terminate the employee now.
Secondly, as the HR head, you cannot terminate an employee solely based on poor performance. You need to talk to him/her. Clearly communicate where he/she is lacking and ask them to focus on those areas. Additionally, discuss with their manager and assign tasks in which they excel. This approach helps boost the employee's morale.
The current situation presents an excellent opportunity to establish a rapport with the new employee, fostering trust in you and the company.
Your role as an HR head is not to make hasty decisions but to allow time for assessment. Provide them with the opportunity to improve, and if after 2-3 months, the manager still observes the same issues, then you can issue a one-month notice or terminate as per the company's policy.
Regards,
From India, Hyderabad
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What is the procedure of WC compensation for if any accident happened when it will be informed and whom
From India, Nagpur
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From India, Nagpur
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Hello Everyone,
I am Myat, a newcomer to CiteHR. I am really delighted to find this website useful and see that many are sharing practical information with everyone. Please let me participate from time to time. Thank you all.
Best regards, Myat
Asst. General Manager
Human Resource Department
Lynx Co., Ltd.
Myanmar.
From Singapore
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I am Myat, a newcomer to CiteHR. I am really delighted to find this website useful and see that many are sharing practical information with everyone. Please let me participate from time to time. Thank you all.
Best regards, Myat
Asst. General Manager
Human Resource Department
Lynx Co., Ltd.
Myanmar.
From Singapore
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you can terminate a probationer any time during probation period, without assigning any reason. ans
From India, Jamshedpur
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From India, Jamshedpur
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Dear Pulkit30,
I am fully agreed with Mr. Dayalsaran and Kamesh333 that you have to strengthen the recruitment & assessment process. Mr. Dyal says very much true “Do not forget that its easy to remove and hard to change and make others change.” Always remember every employee may be the assets of the company. Role of HR is not recruitment and termination job only. Keep patient; try to improve his caliber, give moral support to him (these all are the parts of welfare) and evaluate his performance. If he can fail you are free to take appropriate action against him.
Regards,
MKSharma64
From India, Coimbatore
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I am fully agreed with Mr. Dayalsaran and Kamesh333 that you have to strengthen the recruitment & assessment process. Mr. Dyal says very much true “Do not forget that its easy to remove and hard to change and make others change.” Always remember every employee may be the assets of the company. Role of HR is not recruitment and termination job only. Keep patient; try to improve his caliber, give moral support to him (these all are the parts of welfare) and evaluate his performance. If he can fail you are free to take appropriate action against him.
Regards,
MKSharma64
From India, Coimbatore
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Sub- regarding job i am the employee of a private college worked as store in charge, i want to join sap program and work in capanies please provide me suggestion. vipin singh Sore in charge Indore
From India, Indore
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From India, Indore
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Hi,
Good heat in the winter season brings warmth. HR people are human beings. Freedom of expression can be used effectively for the most efficient and effective purpose. Keep confronting; it's a healthy activity, just don't let it result in conflict.
Wishing you all a very happy, prosperous, and cool new year.
From India, Mumbai
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Good heat in the winter season brings warmth. HR people are human beings. Freedom of expression can be used effectively for the most efficient and effective purpose. Keep confronting; it's a healthy activity, just don't let it result in conflict.
Wishing you all a very happy, prosperous, and cool new year.
From India, Mumbai
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