HI,
I work for a investment company(sales oriented company). There have been changes coming in our company policy and regulations. The message which is conveyed is that non-performers are not to be entertained in the company. The targets have been increased for all and each person is under pressure to perform well. If the person is not able to perform well within a month his/her salary will be kept on hold till he/she shows better performance in the next month and if in both the months the employee is not able to achieve the given target he will be asked to resign. I have a opinion that this is a wrong practice initiated by the company but i can not do anything as i am working at a junior level and sales takes over all HR decisions.
Every person needs time to settle down in a system and start performing, thats the reason we have probation period in all companies where we look at the performance of the person and make him/her permanant or extend the probation period. Only if the performance is drastic we ask the employee to put-in his/her papers.
So is this the right practice to follow in any organisation??
Pls suggest...
From India, Pune
I work for a investment company(sales oriented company). There have been changes coming in our company policy and regulations. The message which is conveyed is that non-performers are not to be entertained in the company. The targets have been increased for all and each person is under pressure to perform well. If the person is not able to perform well within a month his/her salary will be kept on hold till he/she shows better performance in the next month and if in both the months the employee is not able to achieve the given target he will be asked to resign. I have a opinion that this is a wrong practice initiated by the company but i can not do anything as i am working at a junior level and sales takes over all HR decisions.
Every person needs time to settle down in a system and start performing, thats the reason we have probation period in all companies where we look at the performance of the person and make him/her permanant or extend the probation period. Only if the performance is drastic we ask the employee to put-in his/her papers.
So is this the right practice to follow in any organisation??
Pls suggest...
From India, Pune
Hi! Deep
U r rite this not a really gud thing to hold the salary of an employee, he could be premanent or on probation.
For a person on probation the company always has enough time to judge his/her performance. But if a company has made that person permanent that means his satisfies the performance level of the company. Now after that the company cannot impose these kind of rules.
In marketing and sales everything depends on competitors products, theirs and urs marketing skills, global economy etc. All you could do is not give any kind of bonus to those not achieving the targets and for the poorest performer you could give a particular time period and then as them to resign but never hold their salary.
Even though you are on a junior level i think you need to talk to your management and also let them know that the employees are not happy with this dicussion and wht the employee turnover rate would be. Apart from this if anyone comes to know abt this in the the market then the companies reputation would get spoiled and no new person would join into the company.
From India, Mumbai
24U r rite this not a really gud thing to hold the salary of an employee, he could be premanent or on probation.
For a person on probation the company always has enough time to judge his/her performance. But if a company has made that person permanent that means his satisfies the performance level of the company. Now after that the company cannot impose these kind of rules.
In marketing and sales everything depends on competitors products, theirs and urs marketing skills, global economy etc. All you could do is not give any kind of bonus to those not achieving the targets and for the poorest performer you could give a particular time period and then as them to resign but never hold their salary.
Even though you are on a junior level i think you need to talk to your management and also let them know that the employees are not happy with this dicussion and wht the employee turnover rate would be. Apart from this if anyone comes to know abt this in the the market then the companies reputation would get spoiled and no new person would join into the company.
From India, Mumbai
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