hi all, actually most replies have '15days' as a time period (which is bear minimum). Can anybody just throw light as to why is it '15days' only? i mean is there any law stating it or any other substantiation?
From India, Secunderabad
From India, Secunderabad
Dear Vineet,
Ethically you should let the person know that his performance is not up to the mark and he/she has to improve on which areas. If failing to improve then you might take the required action. This is because there are a lot of other effects to just firing for example the brand image of the company...
Thanks n regards,
Richard
1Ethically you should let the person know that his performance is not up to the mark and he/she has to improve on which areas. If failing to improve then you might take the required action. This is because there are a lot of other effects to just firing for example the brand image of the company...
Thanks n regards,
Richard
Hi, Dear in our organization it is not necessary for an employee on probation to give advance notice for resign/termination. ABKhan
From Pakistan, Islamabad
From Pakistan, Islamabad
Yes you can fire with one day notice but before firing have a look on the company policy. If nothing is mentioned in the policy,then no issues
From India, Hyderabad
From India, Hyderabad
Re: Hire and fire
First the company has to go with the standardised HR policy manuals and procedures, if not in place, to install it.
Any employee who is not up to the standard/requirements, can be given a chance to improve his skills, he may be put on training or worskshops matching with his skill set / area of work.
At any time, termination could be lost resort. Because, an employee is an asset to the organization. Even performing to the lower standard, when improves, he could be the part of the profit generated in an organization.
Basically HR should aim at employee welfare and how to improve their skills if they perform below standards rather than firing him immediately once it is found non-performing.
Finally, to give a chance to improve his standard and if not, to the reasons of high priority in nature to call him up and update him about his poor standard and then take corrective action.
Termination could be the last resort.
kb
From India, Madras
First the company has to go with the standardised HR policy manuals and procedures, if not in place, to install it.
Any employee who is not up to the standard/requirements, can be given a chance to improve his skills, he may be put on training or worskshops matching with his skill set / area of work.
At any time, termination could be lost resort. Because, an employee is an asset to the organization. Even performing to the lower standard, when improves, he could be the part of the profit generated in an organization.
Basically HR should aim at employee welfare and how to improve their skills if they perform below standards rather than firing him immediately once it is found non-performing.
Finally, to give a chance to improve his standard and if not, to the reasons of high priority in nature to call him up and update him about his poor standard and then take corrective action.
Termination could be the last resort.
kb
From India, Madras
Every clouse related to Probation and confirmation is clearly stated in the Appointment letter, get it checked.
From India, Vijayawada
From India, Vijayawada
Hi It is totally dependent on the company policies.It has to be mentioned in the appointment letter as 1 mth notice for the confirmed employees and 24hrs for the employees on probation
From India, Mumbai
From India, Mumbai
Dear Vineet,
As per my knowledge, You would have to refer to your company's appointment letter content given to the person during the time of appointment.
Also has he been warned on occasions?
Regards,
Lily.
From India, Mumbai
As per my knowledge, You would have to refer to your company's appointment letter content given to the person during the time of appointment.
Also has he been warned on occasions?
Regards,
Lily.
From India, Mumbai
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