AIA37集思广益中参加讨论提高自己惠及他人

Agree.

To maintain those low performance employees is to inhibit their creativity. They do not belong to this community. e.g. Johnson and Johnson, 7 years, either you become a senior associate, or you walk away. If we cannot make you fulfill yourself, we are holding you back. You are better off in other positions.

补充第3点：

但是如果解雇只是appraisal system 中的惩罚措施，而非公司用人计划。那么，通过解雇来进行惩罚不是唯一的，也不是最好的。It is not the only one; nor the best one. 还有其它方式，比如扣薪水，调换部门等。而解雇惩罚对被解雇的雇员来说是永久性的，因为他将不再有机会改进自己的工作，从而产生抱怨甚至敌对情绪，对于公司的声誉影响是极大的。

坚决反对不人道的做法！

We can identify low performance employees but we need to be very careful in firing such employees.

1. performance is not potentiality. we can loss high potential employees by firing low performance employees. there are many reasons why some employees perform well while some don't.The reasons for someone who bahaved well but performed low can be bad boss, complicated people relations, and even timing.

2.we need to think about the longer term impact of our poeole decisions, peticular decisions such as firing low performance employees. It can even destruct corporate culture. That seldom multinationals using this type of performance management system gain sustained business success  is a good evidence.

3. of course, we can't accomodate those don't really want to perform well and we want our employees to strive for excellence. That's why we need to identify low performance employees ---- to help them make their action plan and leverage resources to improve their performance.

个人观点。

原来如此！