I want to terminate an employee who asked me,

Termination of that person is not the end solution I think.

Your should have to be make own decision and also discussed again with President give him example that to put your self in place of that person. I know its very difficult to do but in every person heart there is surly something beyond the business also. He might also think on these matter and will get surly time to that employee.

And also you need to tell that employee also that you are in trouble situation, and i am taking stand for you and need to give you some time to improve but if you are not showed some improvement that you might be terminated. And in that case i am also not able to do any thing for you. So please improve your self and try to make balance between you and your family. I also recommended you to please give him some attention so that he will feel good and which help him to come on track.

Regargs

Rohit Arora

termination of employees according to the present scenario is not good actually, but company usually think in terms of output or productivity. so inform that candidate to seach for the better job, he will have hands of experience so it will surly enhace him.

ricky

http://www.nichesuite.com/solutions.html

You have to terminate this employee. Because I feel he is unproductive and this kind of employees can also create a bad atmosphere in the organization. But give him a breather considering the frame of mind he is in at present a sudden stock like the job loss may force him to do something drastic. So make him understand and give a good send off.

I would like to write my experience in almost a similar situation.

My boss asked me to terminate the services of an young boy working in my department by giving 30 days notice. I called the boy and asked him 'to meet the boss in the evening and request him 3 months time to improve'. He did that and boss agreed. This boy worked hard to  learn the job quickly and improved himself.

This happened in 1998. I left the organisation 3 years later and this boy is still working there..

Termination!!!! It is a critical issue to tackle.

You have to balance two ends, the career of young boy and the expectations of the management.  

But, as far as this guy is concerned, it seems his confidential levels are  low, we dont know what are the reasons for this.  If he cant convince himself, how he can convince others.  This question might have sparked in the mind of your President'sthat forced him to take the decision.    Nobody is perfect in this world and not knowing something is not a big sin also.Those who have the confidence to win the situations will go on learn and never get down.  

On the otherhand, this decision also affect the organisation as well.  

Its better for you being the HR incharge to take some time from the management and handle the boy to the expectations of your management during this time lag.  This is a challenge for you, how you tackle this will elevate your position further.   

hi, for more than 1 year i am working in this xxx IT company.While joining as a fresher , i signed 2 year bond.My salary is also below average. Probationary period is 6 month.Here there is sick leave and also vacation leave available.But he never gave leave without reducing salary of those days.Suddenly he terminated me from job,coming month he must give increment for me.I gave good performance,he also praised me for my performance many times.For us weekly sunday only holiday meanwhile I am working for more than 11 hours daily in this company. He also asking us to work on government holidays, salary for these day is not double pay.Now he is saying that my performance was not good.So terminating from job like that.I know my performance and my stuff.What i must do at this situation.Please give your valuable suggestion.

Termination is not a good stratargy .Give some time and chance to change the employee . Give him motivation and training if he is unable to change him self take proper decision in favor of company.

Dear Pradeep,,

As an HR you Communicate to Your President and ask weak points about that Employee at the same time ask some time period to overcome that weakness on behalf of that employee. As Per the Feedback from President Prepare Motivating, Mentoring, Training and Skill Enhancing Strategy. Communicate the weakness to that Employee in a positive attitude with soft,sober, motivating and mentoring language. Further, tell him how to Remove this weakness and increase efficiency and effectiveness in an Organizational Term. Start Keeping Positive Watch on him from the day itself you communicate. Now, wherever and whenever you find him elapsing/skipping Make Notice and Communicate him at the same time. So that the Mistake can come in front of him and he can overcome that mistake  before President Gets a Chance to Kick him Off.

By this way I hope that, that Employee will get a chance to overcome his dues/weakness without Frustration/Depression. At the same time President will at least not Kick Him Off from Organization.

May God Help You to Deal with his Creatures Open Heartly, Justice and Equality. 

Just went through this Q&A and I am curious to know what decision did MR.PRadeep took ?

Pradeep can you let us know how did you handle this situtaion ??? Hope the young boy is doing well...