Navigating Employee Termination: How to Handle Layoffs with Sensitivity and Clarity?

I am HOD-HR and currently facing a problem where I have been asked by my supervisor to let go of a few employees due to inconsistent performance and issues related to leg-pulling and workplace politics. Some of these employees, including HODs or seniors, lack the spark or do not act responsibly. Additionally, some hold grudges or remain active as leg-pullers with current or even ex-employees of the company. We recently conducted a competency mapping where employees were rated, and poor performers were highlighted. One of these HODs did not even bother to appear on the assigned date of the interview for the same and was eventually rated by HR or the supervisor based on previous observations.

To complete my assigned task, I am supposed to not mention the reasons but to inform them in a polite manner. I may tell them that we are laying off, or I could also communicate their termination as is. However, I am confused about whether it is the right thing to do or not, and how I should go about it. Your valuable and experienced advice would be appreciated.

Regards

As this matter pertains to the discipline of the organization, I suggest taking action in writing with specific reasons. Give them a warning letter in polite language, stating that this is a policy matter. We have reminded you several times to appear for the competency interview and have even assigned dates for the same, but you have not bothered to appear or reply. We are now requesting you to appear for the interview on the date mentioned below. If you fail to do so, management is liable to take action against you.

For layoff, you must check the laws of your state/country, specifically the factory act.

Thank you.

Thank you all for your responses.

Yes, I did suggest that (to warn before taking final/strict action). Actually, the owner of the company wants those persons to leave. If I take the action, he is happy. If I suggest/act otherwise, I'm gonna be sad (if you know what I mean).