Greetings for the day,
when you guys have planned to terminate any employee either for poor performance / cost cutting / no call no show..
First duscuss with the employee about the situation and make to understand then ask him to put down resignation letter, instead of we issue the termination letter to the employee..
because of the employer benefits we have no right to play with the employee career..
so, i appreciate not to terminate any employee from any organization, see tht employee will put donw the resignation letter.
I strongly support Satya.
Being in HR, we should understand the circumstances on either side, employee as well as employer.
Termination is given only when the situation is worst.
When it comes to poor performance / cost cutting situation, HR plays a roll as liaise between the Mgt and employee.
Should ensure that employee understand the situation and resigns the job.
There plays the real flair of HR.
Thanks & Regards,
Being a HR you should discuss with the particular employee regading the situation, find out where he is lagging , wheather he needs any training to improve himself and give him/her one more chance to prove him/her self . Again fail to prove them self then u can go ahead with Termination procedure bcz u have given him enough chance. Here 1 Termination letter format.
S I do agree with satya .p as a HR Manager. Our role should be to liasoning between the Managemnt and he employee if such situation arises. I humbly request all HR personnel not to entertain this termination if the question of cost cutting arises as there are many more ways where an employer can do this cost cutting.
DONT ENTERTAIN EMPLOYEE TERMINATION
EXCEPT IN CASE OF CRIMINAL OFFENCE IF SO.
I hope you guys would knowing about the process of Jetairways, they have given around 800 pink cards and very third day they have taken back the employees....if this is been hapen for the sake of tax excemption or for any other matters........if thisis hapen then fine to terminate or givng the pink card.....
if not i really appreciate / requesting to each and every individual Human Resources (right from Coordinator to VP HR) not to force the employee for termination untill unless there should be strong reason towards the employee. Even in such case take the resignation letter from the employee
Deputy General Manager - Human Resources
Now i came to from his states that he is working as a BDM in some other company as well.
I have to terminate him before he do any more damage. please mail me the termination letter on