Question Time...!!

Hi all,
First of all I would lay off the second person since he is not a good team player.secondly i will reduce the compensation payable to the First employee, since he is an average performer.
Double benifit to the company.....

Answer = None

Reason : Keep both the executives, but slash their salary.

Reason for Executive 1 – He should increase his performance to a level of 70-80 if not 90%, and then he should deserve a hike.
Reason for Executive 2 – He should be much more team oriented, should follow instruction, be punctual and flexible-performance is not the only parameter.

Rational Assumption: In this recession period none of them will take the risk to seek for another job, rather they would try to improve upon there area of weakness.

Outcome- Management gains.

Dear Arun,
The first person to be laid off as performance of second person is visibly better. Second person is not listening you may be your perception and it seems that you wants a yes man to be retained at the cost of performance.
Vinay

Hi there,
I think, and after many undertable discustions they will terminate the employee who doesnt have support from the top managment and if you dont agree with them you will find your self flaying too....
Thanks

Dear All,
Iam Satish Sharda Manager Hr In A Export House Pls Tell Me That How We Will Cutt The Cost. Its Very Urgent
Satish

Obviously the 2nd fellow
He does not have team spirit & may be obnoxious due to his performance being better.
Anyway the 1st person has all the requisites & only needs skill enhancements which can be given.
Look at it like this- more work required on person 2 but cooperation & performance not guaranteed.
Person 1 has only one drawback which when tackled will ensure performance improvements & total satisfaction for both the organisation & the person.
Think about it.
Regards
Gogo

In any of the situation , it is recession or boom , i will layoff the second one.
As such attitude creats negative working environment and reduce productivity of
others as well.

Dear all,
I think I must quit from the job, as being the HR i am wholly responsible for this type of situation. i.e. performance v/s increment, promotion, pay package, retaining them, culture build up, etc. I am not enabling the environment but seeeing same executives in different angles??? Is it right.

I am the part of culture builder in my organisation, when myself can't handle my own team as one better and other worse, one good and other poor. (doing justification ... GOD know what is going on in the dept's ????

Wrong is there with me as till the date i being carrying this type of executive under me and allowing them to work.


Lastly can i see your Performance Appraisal Indicator questionaire (whether it is on MBO, Indl, asses, Asses by Immediate Super (YOU), Evaluation .. what ever method done). Reason being when second does not listen to you, never follow instruction, not punctual, nor a team player then how cum he coming at much more above the 85-90%??

Pls is it a guess or made the story of our OWN whr no LOGIC i can find Plssssssss

With Regards

Vivek

Even I feel Ashfaque is right , we can give chence to do team work, the first person will try to overcome from his underperformance problem, and the second person will have to adjust the situation there might be in his attitude.

Hi Arun,
I would lay off the second person knw its recession period but nature of the person cant be changed but we can increase the eficiency of the person.