What ever then reason, you are required to follow certain process. Please note, that you have allowed the probation period to be completed, without advising the employee of his/ her shortcomings in writing. The intense need to use this intense expression of 'terminating, a person, may in all probability be subjective and not in keeping with, the charter of the HR Managers/ professionals. We need to be moderating the situation in mature manner, and having considered all the factors bearing on the case, advise the management acordingly. Either way, if you are intending to correct the situation, then an advisory note, specifying his/ her limitationres with instructions to get on to the correct the behaviour and performance, within given timeframe shall be one solution. Nevertheless, if the management/ HR head has decided for all the relevant reasons, that the Company see the back of this individual, give a show cause notice. This could end in seeking an explanation for limitations/ dishonesty/ misbehaviour observed, failing which necessary administrative action in accordance with company's policies, rules and usages shall be intiated. Also go through the appointment letter for clause, that either party can separate with a notice period of certain period, most of the times one month. Well then, thats it. This process shall enable you to rid yourself/ company of the undesirable person. Do be objective, transparent and dispassionate. It enables, good HR environment, Pradeep