sir,
can a company terminate his employee on the base of poor performace i.e by giving letter for non increment in salary for two last years & then terminating in third year,please clear the concept whether it is legal or illegal?
thanks
R K Madan
From India, Indore
can a company terminate his employee on the base of poor performace i.e by giving letter for non increment in salary for two last years & then terminating in third year,please clear the concept whether it is legal or illegal?
thanks
R K Madan
From India, Indore
Dear Madan,
Please tell me one thing is a person in the company with non performance stays for 2 / 3 years, then you guys decide to terminate him on non performance grounds.... practically such a period is questionable.
From India, Mumbai
4Please tell me one thing is a person in the company with non performance stays for 2 / 3 years, then you guys decide to terminate him on non performance grounds.... practically such a period is questionable.
From India, Mumbai
sir, what should be done to get for restant,compensation & other benifits. regards rk madan
From India, Indore
From India, Indore
Dear All, Please suggest on how to tackle non performance of workmen. What is the exit option that we can give non performing permanent workmen(+1 year experience) in a factory. Thanks
From India, Madras
From India, Madras
Dear All,
There are two different aspects.
1. Commercial Office (HO / Branch Off)
2. Plant (Factory)
So here please specify is it related to Factory or Office. Coz there are different law for these two different aspects.
From India, Mumbai
There are two different aspects.
1. Commercial Office (HO / Branch Off)
2. Plant (Factory)
So here please specify is it related to Factory or Office. Coz there are different law for these two different aspects.
From India, Mumbai
[I]Well have you done with the Employee Evaluation .. if yes then first, poor employees may be informed that there is a problem with the his/her performance at the employee evaluation. Also you need to find out the reason and need to take the sufficient action to correct the employee’s errors but if still you found that this employee’s performance does not improve with it, you need to give him/her a written document, explaining all deficiencies (Farr). It is really important in this regard.
Also I want you to go to the past discussion on the same issue here on this place..hope this will help you more..
https://www.citehr.com/256206-what-p...rformance.html
From India, Gurgaon
Also I want you to go to the past discussion on the same issue here on this place..hope this will help you more..
https://www.citehr.com/256206-what-p...rformance.html
From India, Gurgaon
Yes i agree with the Mr. Anil’s statement. At the initial stage written letter should be given to the person, max two times. After so can move ahead with the decision.
From India, Mumbai
From India, Mumbai
In this era of performance driven working conditions, the only mantra in front of the employees is "perform or perish". If the performance of an employee is continuously far behind the targets, the employer is right in firring him away. Ensure the performance system is not biased.
Pon
From India, Lucknow
Pon
From India, Lucknow
In the current fast-paced professional environment, everyone is under some or the other kind of stress. Not to forget here, stress takes out 100% output from a person, if it is positive. But imposing anything untoward will make anyone crumble or use undesired methods for "Performance Enhancement".
Termination should fall in last place for any HR person. That too, in the cases of gross indiscipline or violation of the organisation policies or for any act of the employee which has caused a loss/major loss to the organisation-economically or otherwise.
Personally, I believe that every person can perform well if mentored/nurtured properly. One has to analyze what method is to be adopted to take out that 100%. One tumb-rule can't be applied for everyone.
Regards,
(J.S. Nadar)
Asst. Manager-H.R.
+91 9313490613
From India, Delhi
Termination should fall in last place for any HR person. That too, in the cases of gross indiscipline or violation of the organisation policies or for any act of the employee which has caused a loss/major loss to the organisation-economically or otherwise.
Personally, I believe that every person can perform well if mentored/nurtured properly. One has to analyze what method is to be adopted to take out that 100%. One tumb-rule can't be applied for everyone.
Regards,
(J.S. Nadar)
Asst. Manager-H.R.
+91 9313490613
From India, Delhi
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