My query is any marketing executive who is newly hired unable to complete his target in that condition what can we do as an HR manager and also if we don't want to recruit new candidate for the same post again.
From India, Pune
From India, Pune
Dear Amruta Giri,
The title of your post and the content of the post are a bit confusing to me. Just by reading the title, I thought that the query is about a Marketing Executive donning the role of a HR Manager and fortunately it is not so. HR is a staff function only. It is the functional head i.e the marketing manager to decide whether to retain the failing new hire by giving him opportunity to improve or send him out during probation itself on the ground of non-suitability. Whatever is his decision, you have to ensure its implementation with reference to the terms of the contract of employment or your service regulations.You can inform the marketing head about your constraints in simultaneously keeping the non-performer and appointing a new one for the same post.
From India, Salem
6018The title of your post and the content of the post are a bit confusing to me. Just by reading the title, I thought that the query is about a Marketing Executive donning the role of a HR Manager and fortunately it is not so. HR is a staff function only. It is the functional head i.e the marketing manager to decide whether to retain the failing new hire by giving him opportunity to improve or send him out during probation itself on the ground of non-suitability. Whatever is his decision, you have to ensure its implementation with reference to the terms of the contract of employment or your service regulations.You can inform the marketing head about your constraints in simultaneously keeping the non-performer and appointing a new one for the same post.
From India, Salem
Dear Amruta Giri,
Rome was not built in a day, similiarly do not expect to happen in a day. As per your posting the candidate is new and definitely one would take time to reach the target.
In general everywhere the target is always fixed at higher site.You need to analyse whether the target is not a superficial one and also check what was earlier target reamined. It is required to calculate the shortfall percentage to the target. As you do not want to go for new person then there is one option is left to give some more time. The candidate may be lacking boosting. Call the candidate ask him to know from what are the difficulties stand as hurdles. It all required an assesment to sort out the problem and do not asertive that new one would do the miracle.
From India, Mumbai
Rome was not built in a day, similiarly do not expect to happen in a day. As per your posting the candidate is new and definitely one would take time to reach the target.
In general everywhere the target is always fixed at higher site.You need to analyse whether the target is not a superficial one and also check what was earlier target reamined. It is required to calculate the shortfall percentage to the target. As you do not want to go for new person then there is one option is left to give some more time. The candidate may be lacking boosting. Call the candidate ask him to know from what are the difficulties stand as hurdles. It all required an assesment to sort out the problem and do not asertive that new one would do the miracle.
From India, Mumbai
Dear Madam,
You should have, as an HR professional, suggested your approach to this and asked for views from the learned members.
You better find ways to facilitate and enable him , to bring up his performance to expected level by giving him reasonable opportunity.
Every individual has tremendous unutilized potential to cross barriers in performance and it is HR's responsibility to help him bring out to bear it on the job rather than getting into fault finding mode.
Regards,
Vinayak Nagarkar
HR- Consultant
From India, Mumbai
You should have, as an HR professional, suggested your approach to this and asked for views from the learned members.
You better find ways to facilitate and enable him , to bring up his performance to expected level by giving him reasonable opportunity.
Every individual has tremendous unutilized potential to cross barriers in performance and it is HR's responsibility to help him bring out to bear it on the job rather than getting into fault finding mode.
Regards,
Vinayak Nagarkar
HR- Consultant
From India, Mumbai
Is it not too early to write the obituary of the newly recruited Marketing Executive?. The failure to reach the target needs to be analysed, is it because of lack of attitude, lack of training or is it because of market constraints. If the incumbent has the right attitude, then other reasons do not matter much and sooner or later this fellow could be a bright star. But if the problem is of lack of attitude then probably he does not deserve another chance and you may implement what the Marketing Manager feels about him.
From India, Mumbai
From India, Mumbai
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