Dear all,
This is true that the employees under a probation period should not be terminated as during this period they are under the training period.
but as they are the lability of the company and the company has to take some action upon their non - performance.
so can anyone tell me the procedures one could follow to just intimate them about their non-performance which could probably not result in their termination during teh probation period.
Thanks
Regards
Aarti khanna
From India, New Delhi
1This is true that the employees under a probation period should not be terminated as during this period they are under the training period.
but as they are the lability of the company and the company has to take some action upon their non - performance.
so can anyone tell me the procedures one could follow to just intimate them about their non-performance which could probably not result in their termination during teh probation period.
Thanks
Regards
Aarti khanna
From India, New Delhi
Every body has put up their views on behalf of an employee. Can anybody suggest from an employer point of view. Company is investing huge on paying quite a high salary for a senior post and when the employee even after completion of almost 9 months in the company, does not perofrm even 1% of target given to him how should the management react. your valuable suggestion is required. Please note that this post relates to National Sales Manager for a medical disposable company.
From India, Bangalore
From India, Bangalore
in y views 3 months is too short for an employee to be 100% productive .. you shou;ld increase the notice period and than if an employee does not justify he/ she maybe removed .. an ideal probation in my views is 6 months to take a call on any employee . for obvious reasons we may take a call before that but for being fully productive atleast 4 months is needed .
From India, Vadodara
From India, Vadodara
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