Dear All,
15 days before we have appoint a emplyee for our org. as a accounts assistant now the accounts head or our boss say to me that this guys peformance not up to the level or company expectation. than change this employee and recurit new employee. being a hr guys What i do. what is responsblities being a hr guys.
Note : Now we have to pay Rs.14000/ for that emplyee.
plz quick reply
Regars
Pulkit30
From India, New Delhi
115 days before we have appoint a emplyee for our org. as a accounts assistant now the accounts head or our boss say to me that this guys peformance not up to the level or company expectation. than change this employee and recurit new employee. being a hr guys What i do. what is responsblities being a hr guys.
Note : Now we have to pay Rs.14000/ for that emplyee.
plz quick reply
Regars
Pulkit30
From India, New Delhi
Dear Mr. Pulkit,
You have to advise Accounts Head that in 15 days we cant judge his performance.
He is in a probation period.
So we should judge his performance till his confirmation wether it is 6 months or 1 yr.
Regards,
Taksh
From India, Delhi
You have to advise Accounts Head that in 15 days we cant judge his performance.
He is in a probation period.
So we should judge his performance till his confirmation wether it is 6 months or 1 yr.
Regards,
Taksh
From India, Delhi
Dear Pulkit,
Taksh is right, as per the offer letter you people have to wait for his confirmation completion period that may be 3 months / 6 months.
If you really want him to move out. you can, by providing salary for 1 month as notice period. But it is not ethical as he joined recently.
Regards
From India, Hyderabad
Taksh is right, as per the offer letter you people have to wait for his confirmation completion period that may be 3 months / 6 months.
If you really want him to move out. you can, by providing salary for 1 month as notice period. But it is not ethical as he joined recently.
Regards
From India, Hyderabad
Hi Pulkit
Welcome to the dirty side of HR...:-)
One of the most difficult things to do in HR is to ask some one to go but lets face it, it is part and parcel of your role.
Is there a hard and fast rule that you cannot fire an employee in the probation period or within one week or even a day? not really. An organization in general and the reporting manager in particular has full authority and right to decide if an individual is fitting in / performing / adding value / or simply is needed in a particular role.
In your case, the reporting manager is very clear. The employee is not meeting his expectations / standards. Now what are your options ? You have 3 options
1. Talk to the employee and counsel him. Give him feedback and motivate him to improve. Give him a month more ad see if he is.
2. Talk to him and again give him time. But hope that the employee takes the hint and leaves.
3. Ask him to leave and give his replacement.
To do this, you first need to talk to his reporting manager and find out his exact gaps ( is it because of his style of working, soft skills or functional incompetencies). Also find out if the reporting manager is ready to wait ( give time to improve). If he is not, then you dont have any choice but to give him another candidate.
All the best!!!
Cheers
Navneet
From India, Delhi
Welcome to the dirty side of HR...:-)
One of the most difficult things to do in HR is to ask some one to go but lets face it, it is part and parcel of your role.
Is there a hard and fast rule that you cannot fire an employee in the probation period or within one week or even a day? not really. An organization in general and the reporting manager in particular has full authority and right to decide if an individual is fitting in / performing / adding value / or simply is needed in a particular role.
In your case, the reporting manager is very clear. The employee is not meeting his expectations / standards. Now what are your options ? You have 3 options
1. Talk to the employee and counsel him. Give him feedback and motivate him to improve. Give him a month more ad see if he is.
2. Talk to him and again give him time. But hope that the employee takes the hint and leaves.
3. Ask him to leave and give his replacement.
To do this, you first need to talk to his reporting manager and find out his exact gaps ( is it because of his style of working, soft skills or functional incompetencies). Also find out if the reporting manager is ready to wait ( give time to improve). If he is not, then you dont have any choice but to give him another candidate.
All the best!!!
Cheers
Navneet
From India, Delhi
I think there is a slight misunderstanding about probation period...:-)
Probation period is about "getting to know each other" time. So anytime during the probation if either of you feels its not working out then u have the right to leave or be asked to leave with too many formalities involved. What is so unethical about this?
Cheers
Navneet
From India, Delhi
Probation period is about "getting to know each other" time. So anytime during the probation if either of you feels its not working out then u have the right to leave or be asked to leave with too many formalities involved. What is so unethical about this?
Cheers
Navneet
From India, Delhi
This will be a good opportunity for you to learn the finer things of HR. So take this opportunity and have fun!!! Cheers
From India, Delhi
From India, Delhi
If I have understood you correctly:
1. You had recruited an employee, about 15 days back, through a Placement Agency. (this is my inference)
2. You find the said employee not quite upto your Company's rquirement/standards and wish to replace him.
3. You state that you have to pay a certain amount of placement fee for this employee and maybe pay yet another similar amount to recruit his replacement.
This is where the terms of your contract with the Placement Agency becomes important.
You should always incorporate a guarantee clause to ensure free repalcement of a candidate with a certain clearly stipulated and defined period, if the candidate recruited through the agency is not found sitable, within the said stipulated time period.
As of now, you could request for free replacement from the placement agency.
In the meanwhile you could take steps to relieve the employee in question and time it so that there is not much gap in his exit and joining of the replacement candidate.
This a process you may follow. But being an HR person, I feel that 15 days time is too early to denounce a new recruit and decide to replace him. Why do you not help find his feet and help him adapt to the requirements of your Company and settle down.
After all, he must have left his previous employment to join your Company and almost immediately, he is stranded. It sounds rather unfair to the employee.
As HR persons, we must adopt a more humanistic, proactive and caring approach to deal with the human factor.
Vasant Nair
From India, Mumbai
1. You had recruited an employee, about 15 days back, through a Placement Agency. (this is my inference)
2. You find the said employee not quite upto your Company's rquirement/standards and wish to replace him.
3. You state that you have to pay a certain amount of placement fee for this employee and maybe pay yet another similar amount to recruit his replacement.
This is where the terms of your contract with the Placement Agency becomes important.
You should always incorporate a guarantee clause to ensure free repalcement of a candidate with a certain clearly stipulated and defined period, if the candidate recruited through the agency is not found sitable, within the said stipulated time period.
As of now, you could request for free replacement from the placement agency.
In the meanwhile you could take steps to relieve the employee in question and time it so that there is not much gap in his exit and joining of the replacement candidate.
This a process you may follow. But being an HR person, I feel that 15 days time is too early to denounce a new recruit and decide to replace him. Why do you not help find his feet and help him adapt to the requirements of your Company and settle down.
After all, he must have left his previous employment to join your Company and almost immediately, he is stranded. It sounds rather unfair to the employee.
As HR persons, we must adopt a more humanistic, proactive and caring approach to deal with the human factor.
Vasant Nair
From India, Mumbai
I am glad to observe that my views on the matter is akin to those made by other colleagues.
In my post I have stated a process that maybe adopted to manage the situation, but have laid greater emphasis on the HR approach to issues involving "people".
Vasant Nair
From India, Mumbai
In my post I have stated a process that maybe adopted to manage the situation, but have laid greater emphasis on the HR approach to issues involving "people".
Vasant Nair
From India, Mumbai
hello sir,
being a hr person u should give him some training and motivation too. by this u can increase his performance,,,and give him a time for improvement,,if then also it does not happen u can not make loss to the company u can take action.
From India, Ahmadabad
being a hr person u should give him some training and motivation too. by this u can increase his performance,,,and give him a time for improvement,,if then also it does not happen u can not make loss to the company u can take action.
From India, Ahmadabad
My dear Pulkit,
I agree with your problem. In the given situation you may take recourse to the following:
1. Advise the Accounts boss to try the person on some other job in his department for atleast 15 more days and then make the recommendation, whatsoever,
2. While recruiting a person in future always expose him to the HOD concerned to avoid such a situation in future, and
3.In agreement with Mr Nair add a sort of guarantee clause with the placement agency
Sure this may cut some ice.
Regards
S.K.Johri
From India, Delhi
I agree with your problem. In the given situation you may take recourse to the following:
1. Advise the Accounts boss to try the person on some other job in his department for atleast 15 more days and then make the recommendation, whatsoever,
2. While recruiting a person in future always expose him to the HOD concerned to avoid such a situation in future, and
3.In agreement with Mr Nair add a sort of guarantee clause with the placement agency
Sure this may cut some ice.
Regards
S.K.Johri
From India, Delhi
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