Ambikakamath or anyone esteemed forum member, OK
Please advise, how much importance should be given to an employee w.r.t his late coming.
* Employee with late coming issue and low performance --> must be thrown out - should be warned, verbal and written, then shold be terminated
* Employee with punctuality and low performance --> could be given chance for improvement w.r.t performance - definately should be given chance, chalk out his KRA (key result area), his profile needs to reworked and discussed, see if he needs some sort of training or coaching, see what he is good at (work wise) and hence can be transferred in some other section.
* Employee with high performance and punctual --> should be given accolades - why not? it will set an example for others to be like him, will boost the morale of the employee who is setting an example.
* Employee with high performance and late coming --> ? - should be discussed verbally first, need be, his head of dept should be involved, no improvement then should be given written warning, stiil same then other seniors like HR head. MD etc, CEO should be brought into picture. Find out the reason for his/her late comings, whether it is on purpose, whether special permission has been taken in advance, if with that employee his respective department head also is involved etc.
Irrespective of all above, HR has to do the duty of taking to task any employee who does not adehere to the rules and regulations of the organisation.
Hope this helps you :-)
In the fourth case, what should be the criterion specified so that we can give warnings and then take further steps.
16th January 2008 From India, Mumbai