Before venturing into the topic of terminating an employee we must understand why there is a need or reason for termination of employees. (Recruitment Consultancy in Mumbai) Termination of an employee from the job post is basically when the employee is no longer a part of the organisation. Termination of an employee can either be on a voluntary basis or an involuntary basis depending on what the circumstances demand.
Terminating the employee (Training Recruitment Agencies in Mumbai)  from the organisations side carries a huge value in many cultures, and may hinder the job seeker's chances of finding new employment, particularly if they have been terminated from a previous job. Job seekers sometimes do not mention jobs from which they were fired on their resumes for the very reason it being a hindrance in the very act of getting a job. This also accounts for their discomfort in mentioning reasons of being unemployed for months and also an unexplained reason for not being in contact with the previous employers. accordingly, all these conditions are regarded as conditions where the employee is considered a total no from the potentially hiring companies or for the better semantics of it an "organisational distress".
                Sometimes when the organisation decides to make a move on the position of the employee's job it's mostly because of what actions the employee has chosen to take within his/her daily routine. What this means is that the employee has either not met the exceptions set by the organisation or has caused some collateral damage for the company, thus making the employee quite literally a "cost to company'(it was a great pun okay).
               (Best Consultancy in Navi Mumbai) Some actions are occasionally a result of what the employee had expected out of the job which is quite disappointing since those exceptions are not appreciable on a professional level. Termination can be a wavered concept based on who makes the first move on it and also depending on the circumstances. Termination when initiated by the employer is usually involuntary although, under some circumstances, the employee and the employer may mutually agree to end their employment relationship.       
                On the other hand when the decision of termination of employment is (Top HR Consultancy in Mumbai) voluntarily done by an employee it is considered as a problem to the organisation and it cannot be done on the larger scale at an instantaneous basis. An employee who makes the voluntary decision to terminate his/her employment status with a company usually does so when he/she finds a better job with another company. The employee who voluntarily decides to leave his/her employer may be required to give advance notice to his employer, either verbally or in written form. An advance notice period based on the company's pre-set policies is generally to be adhered to in most industries.
               In some case, notice is given to the employer at the time of termination or no notice is given at all as seen when an employee abandons the job or fails to return to work. Involuntary termination sometimes also happens without  any reason to consider there being a fault in the employee's work routine. An employee is usually fired from a job as a result of unsatisfactory work performance, poor behaviour or attitude that does not fit with the corporation’s environment, or unethical practices that hinders the company’s policies.
                In fact, the company does not have to give a reason( but generally companies do give a reason if asked upon) for the reason which the employee’s job is being terminated. In most cases where an employee who has worked with a given company for at least a few months has his employment involuntarily terminated, the employer may provide him with a notice of termination and/or a termination pay (i.e. severance pay) although this may not be essentially true depending on the reason or relation between the employee and the employer. A company that does offer severance provides it based on an agreement made privately considering the situation of the employee.
               When and if the employer decides that the employee has to be told that he/she is going to be a former employee of the institution, the employer has to make sure that it is done in a such a way that does not aggravate the conditions even further. There has to be some form of empathy while the conversation takes place, I mean it is literally a person being laid off his/her dependence on life. The employer has to be straightforward in a sense that it does not come of as dragging around the conversation for absolutely nothing fruitful.
               If the conditions or situations are grave then it is required for an HR (Best Recruitment Consultancy in Thane) personnel to be present during the conversation between the bearer of the bad news and the conveyor of it. This is done to make sure that any questions that are asked by the eventually former employee are answered then and there. Empathizing with the individual in his/her emotional duress is the foremost way of ensuring that there is no misconduct between both parties.
               Most companies after the deliverance of the news decide that it is somehow okay to conduct exit interviews for the betterment of the company(at least that's what they think it is, but its not). Think about it why would the former employee be interested in answering opinionated questions about the company's working conditions and functionality when they were just told that their services are not required.
               Anyways the major point of handling such situations is dealing with it on an empathetic and calm basis while also making sure that they are not left clueless on whatever questions they have. The company also needs to understand that it is in its totality a very necessary and essential procedure that is carried out in almost all companies and that the authenticity of the process is completely dependent on the execution and deliverance of the laid out prospect.