sir,
can a company terminate his employee on the base of poor performace i.e by giving letter for non increment in salary for two last years & then terminating in third year,please clear the concept whether it is legal or illegal?
thanks
R K Madan
From India, Indore
can a company terminate his employee on the base of poor performace i.e by giving letter for non increment in salary for two last years & then terminating in third year,please clear the concept whether it is legal or illegal?
thanks
R K Madan
From India, Indore
4
[I]Well have you done with the Employee Evaluation .. if yes then first, poor employees may be informed that there is a problem with the his/her performance at the employee evaluation. Also you need to find out the reason and need to take the sufficient action to correct the employee’s errors but if still you found that this employee’s performance does not improve with it, you need to give him/her a written document, explaining all deficiencies (Farr). It is really important in this regard.
Also I want you to go to the past discussion on the same issue here on this place..hope this will help you more..
https://www.citehr.com/256206-what-p...rformance.html
From India, Gurgaon
Also I want you to go to the past discussion on the same issue here on this place..hope this will help you more..
https://www.citehr.com/256206-what-p...rformance.html
From India, Gurgaon
In this era of performance driven working conditions, the only mantra in front of the employees is "perform or perish". If the performance of an employee is continuously far behind the targets, the employer is right in firring him away. Ensure the performance system is not biased.
Pon
From India, Lucknow
Pon
From India, Lucknow
In the current fast-paced professional environment, everyone is under some or the other kind of stress. Not to forget here, stress takes out 100% output from a person, if it is positive. But imposing anything untoward will make anyone crumble or use undesired methods for "Performance Enhancement".
Termination should fall in last place for any HR person. That too, in the cases of gross indiscipline or violation of the organisation policies or for any act of the employee which has caused a loss/major loss to the organisation-economically or otherwise.
Personally, I believe that every person can perform well if mentored/nurtured properly. One has to analyze what method is to be adopted to take out that 100%. One tumb-rule can't be applied for everyone.
Regards,
(J.S. Nadar)
Asst. Manager-H.R.
+91 9313490613
From India, Delhi
Termination should fall in last place for any HR person. That too, in the cases of gross indiscipline or violation of the organisation policies or for any act of the employee which has caused a loss/major loss to the organisation-economically or otherwise.
Personally, I believe that every person can perform well if mentored/nurtured properly. One has to analyze what method is to be adopted to take out that 100%. One tumb-rule can't be applied for everyone.
Regards,
(J.S. Nadar)
Asst. Manager-H.R.
+91 9313490613
From India, Delhi
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