Performance Management & Ethical Termination Role Play | HRM Simulation (TCS Reference) скачать в хорошем качестве

Performance Management & Ethical Termination Role Play | HRM Simulation (TCS Reference)

This MBA HRM role-play video demonstrates a realistic performance-based termination process, showcasing how organizations can handle sensitive employee exits with professionalism, empathy, and legal compliance. The scene is inspired by real-life corporate practices and the 2015 TCS performance termination controversy, where issues of due process and employee rights highlighted the importance of transparent and ethical HR conduct. 👥 Cast & Roles: Employee: Tanisha HR Manager: Rahul Project Manager: Sahil Delivery Head: Biswajeet Observer: Saurabh 🎬 Scenes Overview: 1️⃣ Performance Review: Managers discuss consistent underperformance and prior improvement plans. 2️⃣ Termination Announcement: HR conveys the decision based on documented performance data. 3️⃣ Clarification & Response: The employee seeks clarification; HR maintains empathy and transparency. 4️⃣ Closure Meeting: Leaders ensure professional respect and offer career transition support. 5️⃣ Learning Summary: The observer highlights best practices—clarity, empathy, documentation, and legal compliance. 💼 Best Practices Demonstrated: Clarity & Documentation: Referencing performance metrics and PIP reports. Empathy & Dignity: Respectful communication and tone. Support Mechanisms: Severance pay and outplacement support. Professional Closure: Positive reinforcement for future growth. 📍Contextual Reference: The team drew parallels with the TCS 2015 “performance-based restructuring” case, analyzing the legal and ethical implications of termination under the Industrial Disputes Act (1947). The role play integrates lessons learned from this case, emphasizing how proper HR communication and compliance can prevent reputational and legal risks. 🎯 Learning Objectives: Demonstrate ethical and lawful handling of employee exits. Highlight the importance of timing, setting (private meeting room), and body language in termination discussions. Showcase transparency, empathy, and documentation as cornerstones of responsible HR practice. 🏢 Setting: A private conference room setting was chosen to ensure confidentiality and respect—conducted mid-week, following best practices for termination meetings. The case- In 2015, Tata Consultancy Services (TCS) faced widespread media attention and legal scrutiny when several employees alleged that their terminations were disguised as performance-based exits to avoid paying retrenchment compensation under the Industrial Disputes Act, 1947. One of the most notable cases was that of Thirumalai Selvan Shanmugam, a TCS employee from Chennai, who was dismissed on alleged performance grounds. He challenged the termination in the Labour Court, claiming it was illegal retrenchment. In 2022, after seven years and over 150 court visits, the Labour Court ruled in his favor, ordering TCS to reinstate him with full back wages, establishing that IT employees can be considered “workmen” under the Act — thus protected by Indian labor law. The case has since become a landmark example in HRM and labor law discussions about ethical termination practices and legal compliance in India’s IT sector References The News Minute. (2022, May 16). TCS employee wins seven-year-long battle against his termination. Retrieved from https://www.thenewsminute.com/tamil-n... Live Mint. (2022, May 18). Fired TCS employee Thirumalai Selvan gets back his job after 7-year battle: Read his story here. Retrieved from https://www.livemint.com/news/india/f... Zee News India. (2022, May 18). Ex-TCS employee wins case after 150 court visits in 7 years; gets back job, full salary. Retrieved from https://zeenews.india.com/technology/... Industrial Disputes Act, 1947 (India). (1947). The Industrial Disputes Act, 1947 (No. 14 of 1947). Government of India. Retrieved from https://labour.gov.in 📚 Keywords: #HRM #PerformanceManagement #TerminationInterview #MBAProjects #TCSCaseStudy #EthicalHR #IndustrialDisputesAct #RolePlay #HRBestPractices #EmployeeEngagement #EmployerBranding