Case Study to Analyze:
Employee joins the company and is put under training. Only after he clears the training imparted, he can be put on projects which the company works on. However, despite repeated reminders and communication, the employee fails in the training program.
He is called to a performance assessment meeting. However, he does not turn up for the meeting. Instead, he leaves the office and sends an SMS to the HR folks in the training department that he will commit suicide if he is asked to leave the company.
Now, as HR professionals, every day we face these issues. How will you handle such employees who fail their performance reviews and have attitude issues? Please look into the following aspects for a complete answer:
- Look at the process adopted for the performance review.
- Measures to address such issues.
- Legal approach to such issues.
- Counseling methodologies adopted.
Let me know your thoughts! Also, if you want to clarify some points, please post the same for clarity.
I had a beautiful learning out of this.
Regards :icon1:
From India
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1Employee joins the company and is put under training. Only after he clears the training imparted, he can be put on projects which the company works on. However, despite repeated reminders and communication, the employee fails in the training program.
He is called to a performance assessment meeting. However, he does not turn up for the meeting. Instead, he leaves the office and sends an SMS to the HR folks in the training department that he will commit suicide if he is asked to leave the company.
Now, as HR professionals, every day we face these issues. How will you handle such employees who fail their performance reviews and have attitude issues? Please look into the following aspects for a complete answer:
- Look at the process adopted for the performance review.
- Measures to address such issues.
- Legal approach to such issues.
- Counseling methodologies adopted.
Let me know your thoughts! Also, if you want to clarify some points, please post the same for clarity.
I had a beautiful learning out of this.
Regards :icon1:
From India
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its simple its not his mistake it shows inefficient recruitment methods followed in the company .
From India, Madras
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From India, Madras
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If recruitment is done properly, then the trainer may not be able to create a friendly environment, or perhaps the trainer is not well-trained, leading to poor performance by the employee. If an employee threatens to commit suicide, they should be given a chance to improve their performance; otherwise, their compensation should be reduced to make them realize that they are being paid less due to their underperformance.
From India, Hyderabad
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From India, Hyderabad
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Personally, sit with the employee, ask about the actual problem, and then suggest what abilities you saw in this person when you recruited them. If they still do not change, give a written warning letter, a probation period, and mark their exit. If they threaten suicide, report it to the police department as suicide is a crime.
Understand that if you are owed money by someone and they threaten suicide when asked for repayment, should you forgive the debt? The answer is no. The same applies here. You work for your company, so act honestly. Focus on managing results, not individuals. If you can manage the results, the individuals will be managed automatically.
Hope this addresses your query.
From India, Jodhpur
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Understand that if you are owed money by someone and they threaten suicide when asked for repayment, should you forgive the debt? The answer is no. The same applies here. You work for your company, so act honestly. Focus on managing results, not individuals. If you can manage the results, the individuals will be managed automatically.
Hope this addresses your query.
From India, Jodhpur
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