How do we evaluate if the new employee is in the correct position? If we found out that he is not, what is the best thing to do?

Paper qualifications and on job performance may in some cases not tally.My view is that the interview should have both depth and breath.By this l am saying it should be testing the aspiring candidate on those areas that separate ideal candidates from impostors or weak ones.lt is my thinking that not all interviews should be verbal,practical areas like engineering and teaching need a demonstration,you get an average to an excellent performer that way.

I appriciate the answer of Mr. Farrukh Salim Khan. 

It means you have not evaluate the resource properly and there are errors in your system.  Please update/upgrade your evaluation system.

I advice all Employer to make Monthly meeting in its differents sections by the manager of it with the team in order to know is the work moving on the right way and if the team co-ordinate with each other , which will lead to know who is working and who is not and if you are using the right person in the correct position , Second if we found the above we have2 choise , first by re-alocate him / her to another position within the same section OR in other section And for the second to give him / her tranning in order to support and show the right way of how doing the job needed and follow him / her on weekly to know if he / she updated and trying to do the best to keep the job , Otherwise i have to inform him / her we try to trainn you but you didnt co-operate with us by sequence we are really sorry to inform you that we will give you1 month before you leaving us in order you can search for another job as a support from us.

The selection procedure has to be very strong and accurate.
Evaluation is done during the probation period and it is tough to find a place suitable for his/her when they are incompatible with the current designation.
In my opinion, During the interview period everything should be looked and judged throughly to make sure that they choose the right person for the position.

First of all I would supervise how he manages himself in that position, his results, etc. and if he is not right and I have the chance to place him in other department, I would talk privately with him and talk about what hapens, what does he like and dislike. Maybe he can be good in other position. If not, unfortunately he would be fired.

A poor performance is usually something you see in EVERY-WHERE – not in the workplace! Many employers – if not most – confuse poor performance with negligence, incapacity and even misconduct. This is because of a lack of understanding of the clear distinctions that separate the various conditions – in other words, the employer does not know what the charge should be. He only knows that what is happening is unacceptable to him, and the employee must be dismissed as quickly as possible.

New employee should be evalutaed in the first months of his joining ( it could be3 months). The process of evaltuion should be clear to you and new employee. Descion should be make after this evelation (1) keep the employee2) moving him to new available position in the company3) fire the employee4) train th employee to complete the missing skills for th required job )

a choise is selected based on the evalluation

 

I deeply thank and appreciate your precious answer Mr.
Farrukh.
But I would ask you to lighten us more about your five evaluating points and how it can be measured.
I did not get understanding how the "communication skills" will guide us to evaluate an employee.
Some factors can be more easy than others but some can be really unrecognized.
Specially if the employee know good how to hide his negatives and how to act.
A frightened employee can be a good example, he will behave, do, say and decide exactly as the top management want him do regardless his view or certainly experience knowledge.
I believe that some times the employee have some simple problems which need only some understand, convincing and effective manager to speak to him and solve it.
And this could be far better than bringing a new employee in his place.
  Feeling injustice, afraid, overload, unsupport, personal troubles or under unfit manager are commonly happening.

يفترض معرفة  الموقع المناسب للموظف عند اجراء المقابلة معه واذا ما تبين عند مباشرته للعمل تحت التجربة لفترة معيينة حسب اللوائح والاجراءات في المؤسسه انه لا يصلح في هذا الموقع او الوظيفة يخير الموظف في العمل بوظيفة اخرى تناسب مؤهلاته لفترة تجربة ثانية وبطلب رسمي على ان لا تعاد مرة ثالثة اذا اخفق فيها الموظف ويُستغنى عن خدماته