YES or NO

I think I'll go ahead and make this Policy established.

Thanks all for your wonderful suggestions.

Vineet

is there any resoan for notice ? can manegment review PIP (Perforamance improvment Plan ) mins any commitment?
If you fail to achive they can.

Regards

Nirav Bhatt
Trainer

Nirav,

The employee is not able to achieve targets.

Vineet

It will depend upon the agreement that you have signed up with the employee during his joining and if there is no such agreement formed or if there is no clause mentioned in the appointment letter then you can ask the person to leave.

It is always advisable that you should excute an agreement before hand for every professional relationship.

There is no need to mention the lack in performance and all those stuff because nowadays the employees are too smart to understand these intiatives and with this kind of market scenario its even easier for you because you can clearly state the reason as redundancy is getting poised.

However its been very harsh and rude on our part to even address but this is our job and this is a part of our work for which we are paid for.

These issues always depends on company policy..

It depends on company's policy. Normally during probation no notice period is required, however, as a good will gesture , you may decide to give a week's notice or pay in lieu thereof, if your company agrees for such consideration.

B.Dakshina Murty
Manager - HR & Admn

NO. There is no notice period required for a probationer.

Regards,
Sujith

no. not necessary.. you can fire during probation without giving notice period

No need to give any notice for the employee in the probation period

Dear Vineet

First of all being HR / training practitioners, if we talk every time on Hire and Fire and use a deadly terms like termination. That reflects, we are quite stressed and having huge work pressure to which we are not able to cope.

Vineet, the way you asked for help, it pretended something else but when you got few replies something else came out of the blue (you wanted to terminate someone).

If you find that the newly hired person hired is non productive that mean (my personal views) it were

1, the selection process, which needs rectification.
2, Look into your (training/HR) department's efforts in improving skill and capacity of the newly hired person.
3, It seems you are in hurry so that you expected the newly hired to perform from the day 1 or 1 / 2 month or so (Give him some space, orientation, exposure)
4, If you hire and fire this way then my dear friend no new hire will do magics for you. Hence earth is the limit and I do not think any alien would also work for you.
5, You have no right to paly someone's career. Just imagine what if some one comes to you with 2 to 6 months of experience or with frequent job hopping experience. What would be your first reaction - Isn't it like; the person is not loyal to the company or he must be having personality disorders, feeling of insecurity in hiring him/her. Don't you think HR practictionrs should also be blamed for job hopping situations and employee leaving situations.

I would suggest, kindly do some self introspection, learn some good hiring techniques and hire a good trainer (soft skill) from some different background.