Employee On Probation

You need to find out the reasons for non-performance. If you and the respective manager feels that the reasons are justified, you may give another chance and let the person complete the probation along with some training support.
Sometimes, you can also extend the period of probation.
If however, the reasons are not satisfactory, you can terminate the services of the person.
Good luck!

Groom him like a child and you cannot expect him to raise from chinup position to standup position.As per the appointment order "notice period" clause you may take action.But whether we have given sufficient opportunity to learn, resources, supporting system and performance review machanism.

Dear Vani,
A person, whose performance has not been found satisfactorily during probation period, can be removed from the service before completion of probation period. But before doing that natural justice should be done i.e. he should be given one or two opportunities to improve upon by issuing written advice letters.

Genraly in appointment letter it has mentioned regarding notice period. we must follow the rules of the company when we terminating an employees. But before terminating to any employee may give atleast one chance to improve by saying " Your performance is nto Upto the Mark and try to improve or other wise you may terminate from your duty w.e.f .........date"

Three months probation is very short to evalute the persons performance or his capability. Most of the organisations don't give proper job within three months for the new recruits. We have to take into account the settling time, understanding the requirements and familiarise with the systems of the organisation, etc. In my view, probation period should be min. 6 months.

Hai my suggestion is not on experience, its completely on my knowledge. you have got all the rights to terminate the employee but give him a chance to improve, warn him/her for atleast twice then make a decision.

Dear Yani,
Yes! You can terminate his service, But before termination you can warn and if he ask some time for proving him self you can extend his confirmation due date.
Regards
Narender

You may terminate and that is legal because Probation is a trial period during which your character and abilities are tested to see whether you are suitable for work or for membership. If the employee is not performing well you may terminate.
Regards
Pankaj Chandan

Probationary period is mentioned in the Offer Of Appointment Letter by the employer. It may be from one month to four years period. This trend could be seen in Government, Public Sector and Private Sector employment rules which may differ from company to company. Supreme Court of India has held that the words, figures and sentences used in probationary period is to be meticuliously followed. Incase, the period is to be considered for extention it should be done before completion of the last date of the probationary period. Except this the language used for probationary period will be the guiding factor for termination. Generally speaking, services shall be liable for termination without any notice at any time during the probation. Read your offer of appointment clause carefully for conclusions in the matter according to law.
Chandrabhan Gupta

Employer can give him one more chance to work and perform to their expections, provided that the company is in dearth of Employees and thinks much about the expendiature comany has caused on His training and other KT programs.
In other Case He will be fired..!