Dear All,
I want to have suggestions from you on the issue of non performance.
What are the remedies available with HR department when an engineer has been showing negative attitude and also not giving the expected performance for the last 30-31 years.
The concerned HOD's had tried lot for his improvement and some HOD's had tried to hide his lacuna.
The engineer is very clever in defending his side.
Please give your advice in details..
Thanking you..
Regards,
Sagar
From India, Jalgaon
1I want to have suggestions from you on the issue of non performance.
What are the remedies available with HR department when an engineer has been showing negative attitude and also not giving the expected performance for the last 30-31 years.
The concerned HOD's had tried lot for his improvement and some HOD's had tried to hide his lacuna.
The engineer is very clever in defending his side.
Please give your advice in details..
Thanking you..
Regards,
Sagar
From India, Jalgaon
How can someone be an underperformer for 30 years and still have a job ?
If he is not performing, you need to show cause, follow the rules and remove him
(but you have to pay his dues including termination benefits)
After 30 years it's tough for you to prove he is incompetent and specially when HODs are on his side
From India, Mumbai
If he is not performing, you need to show cause, follow the rules and remove him
(but you have to pay his dues including termination benefits)
After 30 years it's tough for you to prove he is incompetent and specially when HODs are on his side
From India, Mumbai
Here I would like to say 2things.. 1st : How do you know he is not performing for 30years (ie : Either you must have worked with him for 30yrs or should be aware of his past exp with the company) .... 2nd If you feel he is not up to the mark what you expect, Its much better to talk to him directly and understand what's wrong with him/her from 30years & help him to come out of it.
Its a sign of a Good Leader who helps his team members to come out of their problems rather than letting them go out of the company.
Regards,
S M
From India, Bangalore
Its a sign of a Good Leader who helps his team members to come out of their problems rather than letting them go out of the company.
Regards,
S M
From India, Bangalore
There are two issues
1. How can one say an engineer has not performed for the past thirty years? If I am permitted to use the word " ridiculous", I will use the same
2. What is negative attitude? Can you really prove negative attitude? Please remeber action can be taken for behaviour and not for attitude. For example a person with 30 years of experience may have an attitude against new changes. If he keeps his displeasure on the changes with himself but delivers as per organisations requirement once a decision is taken, he can not be punished. His attitude against change must transform into a behaviour which is not acceptable to the management. His views against change per se can not be taken as behaviour not congenial
From India, Chennai
1. How can one say an engineer has not performed for the past thirty years? If I am permitted to use the word " ridiculous", I will use the same
2. What is negative attitude? Can you really prove negative attitude? Please remeber action can be taken for behaviour and not for attitude. For example a person with 30 years of experience may have an attitude against new changes. If he keeps his displeasure on the changes with himself but delivers as per organisations requirement once a decision is taken, he can not be punished. His attitude against change must transform into a behaviour which is not acceptable to the management. His views against change per se can not be taken as behaviour not congenial
From India, Chennai
Hello Sagar,
Like Saswatabanerjee & T.Sivasankaran mentioned, it does sound 'absurd' & tells a lot on the general culture within the organization.
Pl give more details of the case--IF you want well-thought out responses from the members.
For one, pl elaborate reg 'showing negative attitude' AND 'The engineer is very clever in defending his side'.
Next, pl give brief details on what basis has it been concluded that this employee is 'not giving the expected performance for the last 30-31years'.
Also, there seems to be something missing or mixed-up when you mention 'concerned HOD's had tried lot for his improvement and some HOD's had tried to hide his lacuna'--how many HODs does this employee have, at any given point of time?
usually there's ONLY ONE Reporting Boss/HOD for any employee--there could be interaction with other HODs, but functionally/reporting-wise, there has to be only one. Pl clarify.
Rgds,
TS
From India, Hyderabad
Like Saswatabanerjee & T.Sivasankaran mentioned, it does sound 'absurd' & tells a lot on the general culture within the organization.
Pl give more details of the case--IF you want well-thought out responses from the members.
For one, pl elaborate reg 'showing negative attitude' AND 'The engineer is very clever in defending his side'.
Next, pl give brief details on what basis has it been concluded that this employee is 'not giving the expected performance for the last 30-31years'.
Also, there seems to be something missing or mixed-up when you mention 'concerned HOD's had tried lot for his improvement and some HOD's had tried to hide his lacuna'--how many HODs does this employee have, at any given point of time?
usually there's ONLY ONE Reporting Boss/HOD for any employee--there could be interaction with other HODs, but functionally/reporting-wise, there has to be only one. Pl clarify.
Rgds,
TS
From India, Hyderabad
Dear Sir
1.In my point of view , last 30 years really HR Dept was not performed well in your company. This case is the right example.
2.We should say one's performance with measurable indicators . You measure your employee performance in terms of percentage. You compare with the target given to him.
N.Saravanan
From India, Madras
1.In my point of view , last 30 years really HR Dept was not performed well in your company. This case is the right example.
2.We should say one's performance with measurable indicators . You measure your employee performance in terms of percentage. You compare with the target given to him.
N.Saravanan
From India, Madras
Dear Sagar,
This is a case of Psychological matter. May consult psychologist for giving a counselling to him. Also study his/her roles and responsibilities entrusted to him during the last 30-31 years by the dept or organisation. After a clear understanding of the issue, if possible give necessary training to improve the skills. Even after such proactive measures either ask the employee to go or give VRS with due benefits as per law or the rules and regulations of the company.
V.Murali
Chennai
From India, Dabhol
This is a case of Psychological matter. May consult psychologist for giving a counselling to him. Also study his/her roles and responsibilities entrusted to him during the last 30-31 years by the dept or organisation. After a clear understanding of the issue, if possible give necessary training to improve the skills. Even after such proactive measures either ask the employee to go or give VRS with due benefits as per law or the rules and regulations of the company.
V.Murali
Chennai
From India, Dabhol
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