Do you have the stomach to fire people? Have you had experience firing many people?

to be loyal with your company if you think someone is really not needed or is harmfull for the organisation than you must hire tham. Although it is a tough act but to the best of the company interest it can be done. i have done it2 to3 times when i was forced by the employees to fire them as there was no way out. 

separation of the employee does not come only after going through the experience of guidance and counseling ....training to improve performance ..sanctions ..administrative punishment ..denial of promotion

You should give everybody a second chance first, train them, give them guidelines and hints to succeed but if they still insist on being failures then it is better to fire them for all parties, for them as they might find a better position that they succeed in and to the company to avoid more loss from this staff member.

having the power and authorization to hire or fire people classifies you as a successfull carrer professional.only a few within a company are entrusted with hiring and firing.

as for your question,our aim is to keep business  running smoothly,if an employee distrubting the process then he or she must go,it is a part of a job.nothing personal.

Firing employees is one of the most painful tasks which a HR manager might have to do.
At times it becomes inevitable to do so but at the same time, you must be seen as a "Fair employer".
It is important that you follow the "principles of natural justice" while firing an employee.
Before the ultimate step of firing an employee is taken, you meed to ensure that all facts have been ascertained, the employee has been given a fair chance to present his / her viewpoint, sufficient verbal and then written warnings have been issued & recorded.
You must also see whether options other than termination will work like outplacement, hints to resign etc.
Termination is a blot on an employee's career and is painful both to the employee & employer and hence all options must be explored before resorting to it as a last option.

It is like medical treatments, you might not enjoy, but you have to otherwise things start to get worse.

Sometime you have to choose the hard way and fire people who are not responding or not qualified or not efficient for their job.

Sometimes termination of employment contract is the only solution.
In such case laying his off is the only solution as his continuous service is not only not delivering the business needs but also he is delivering negative and demotivating message to the other employees.
Yet, as advocating equal opportunities and fairness in the work place, Employment termination shouldn't be approached except after ensuring that this employee has received the required training, coaching and 360 appraisal is conducted to ensure that there is no other solution to improve his performance.

Termination of employment is a process that most HR professionals are involved in sometime during their professional career.
In carrying out disciplinary action it is important to maintain professionalism and confidentiality throughout.
Ascertain facts and make a careful diagnosis of the problem to determine whether termination or any other disciplinary action is appropriate.
Give the employee sufficient opportunity to explain as well.
Termination is usually the last route that employers resort to in the case of employee misconduct, poor performance or violation of the company’s policies, practices or procedures.
Other disciplinary measures include verbal warnings and formal written warnings.

This is a part of the job when you want to run your project successfully. When we hire a person there are some terms and conditions on the hiring contract. If the hired one is not fulfilling his duties according to the agreement then definitely he will be removed to ensure smooth running of the project. If all is going according to the agreement then there is no justification to point a finger to him.

Being in HR we gone through multiple cases and most of the time due to performance issues or attitude issues will end with such unfavorable decision. But, be assure, reachng such conclsion is not one day decision by HR only. We were in  constant  touch with Heads and on their approvala nd after all due care such event take place,though such episodes were a bit difficult to handle but every job has it role to play.