Anuradha,
Just a small suggestion. Termination is a wrong term to use, unless the employee has violated an organization policy, legal or similar bindings.
Performance is relative however poor it is and also dynamic based on business needs. Often we see that best resources (best again is relative here) fail in needy situations.
Also, a consistent poor performer is brought in by the HR team after filtering through a qualifying criteria. So he / she remains the same even if the organization does not see value coming out from the person. So the organization can initiate a Performance enhancement Program and assign a favorable and supportive mentor to guide, advice and monitor the progress this resource is making. My experience, this works wonders as it challenges the individual to take a look at self from inside out and unleashes the capabilities within.
Practically, if this is not happening after 2-3 months of Performance Enhancement Program, it could be the case that there is incompatibility with the boss, team, organization policies, required Technical skills, environment, salary, visible career path, clarity on roles and responsibilities, etc., in which case you could ask the resource to look at other suitable options that would give him/her enough motivation and ownership to perform better. Termination of an employee without a valid reason impacts the organization's reputation more than the individual. And Organization's are not expected to insult / deplete the reputation of an employee on the grounds of poor performance. Organization is meant for employees to make a living, and not necessarily to make profits alone, as we are all often compelled to believe.
In conclusion, please avoid using the word "Termination" and the associated process. Trigger the process of "Resignation" instead, after convincing the performer on the several 'why's he/she would have.
Hope you see value in the suggestion.