What you gonna do when a project's team member doesn't comply with the tasks he is bound to do?

Open conversation with the member of the team, if he/she is not enough powerful to finish the task on time and in the order like should be, maybe others team can help and give support and motivation, but if he/she doesn't know how to do the task, then must be remove from this position or give opportunity to learn it fast.

Yes.
I agree with Mohammed Waseem Chandan.
But I would like to add that the PM should update the project documents after analyzing what tasks/costs will be affected by the delay if available.
Furthermore, if applicable I may reassign recourses to avoid expected risks.
Change request may be initiated if required.

Built an open discussion with the wohle team to show him his faliers confidentially. Then discuss with him alone

In this situation you need to do many things, like1.
Increase communication.2.
Conduct an informal session.
this might be done over a cup of tea or cold drink offer.3.
Use judgmental shortcuts to guess his/her current situation

I believe the reason should be identified first, is it that the employee does not have the capacity to work on these tasks (in which should have been known at the start of the tasks/team members recruitment, and supported upfront by an experienced member) or is it related to the lack of motivation from his/her side (it may be that the PM caused it somehow in many ways, or it may be the inhomogeneous environment with team members, or the lack of reward vehicles for performing tasks, or it may relate to other non-work related circumstances).
I agree with what is said before, you shouldn’t wait till the task is due to know its status, there is a need for a pro-active management style, and further engagement in the tasks, progress reports, and many other ways.
However, in case it is delayed, you will still have the crunching and fast tracking to stay on schedule, with a possible compromise in the cost.

i will use the job rotation

An open conversation, understand the problem if any, check his capability of performing the task, or change the task assigned to him.
(Goal is completion of the project).

First of all this wouldn't happen if regular follow ups would have been made with project time taking regular feed back form time to time on status of the Task's assigned, but now since we are about to breach committed Date.Once should be gathering the date about whats the current status & how much Time is Exactly require to completed the Task and update the Sr.Mgmt & Client Accordingly extending the Deadlines.

A team has been made to achieve specified objectives or to solve the specific problems.As the team members are best at that point of time in terms of education, expertise, and skills.
If someone does not show much interest in achieving the set tasks, then other members must identify the problem associated with that one, or motivate him towards work through consoling etc,

1. Get another member to complete the activity so that it does not have an impact on the milestones.

2. As a parallel activity, discuss with the member and if you are a PM with matrix reporting escalate the issue with the reporting manager for that team member. If you are the reporting manager for that team member, discuss and give indicators as forewarning either directly or through other team members. The PM can try assisting through his or her network channels to resolve the team members issues (if it is an issue).

3. If the team member continues on the slack frequently and not able to acknowledge the impact on the larger picture (that of the project) then it would be advisable to keep your supervisors informed and loop in the HR on performance management issues if needed.

Fact finding is the basic key. First you need to know the reasons then you can address them. This is possible by regular counselling sessions. The more you interact with the staff, the more you are able to get maximum out of them. Rotation or changing the staff should be the last option.