Follow company policy and employee handbook. You can talk face to face or communicate orally. You can do conversation record with HR and sign it for confirmation. If you are no longer competent, you can be demoted, transferred for inspection, and finally dismissed if you are unqualified.
However, modern enterprises should pay attention to human feelings and train employees to meet the requirements of post ability.
If the training fails, change jobs or wait for posts.
Extended data
If the employee is incompetent, the unit can terminate the labor relationship with the employee regardless of whether he is transferred or not, but it needs to provide relevant documents that effectively prove that the employee is incompetent, and after training or job adjustment, the unit needs to give the employee economic compensation according to the employee's working hours and relevant documents.
Labor law of the people's Republic of China
Twenty-fifth workers in any of the following circumstances, the employer may terminate the labor contract:
(a) during the probation period, it is proved that it does not meet the employment conditions;
(two) a serious violation of labor discipline or the rules and regulations of the employer.
(three) serious dereliction of duty, corruption, causing great damage to the interests of the employer;
(4) Being investigated for criminal responsibility according to law.
Article 26 Under any of the following circumstances, the employer may terminate the labor contract, but it shall notify the employee in writing 30 days in advance:
(1) The employee is sick or injured outside work, and after the medical treatment expires, he can't engage in the original work or other work arranged by the employer.
(two) the laborer is not competent for the job, and he is still not competent for the job after training or adjusting his post;
(3) The objective conditions on which the labor contract was concluded have changed greatly, which makes the original labor contract impossible to perform and the parties cannot reach an agreement on changing the labor contract through consultation.
Article 27 If it is really necessary for the employing unit to reduce its staff during the period of legal rectification on the verge of bankruptcy or serious difficulties in production and operation, it shall explain the situation to the trade union or all employees 30 days in advance, listen to the opinions of the trade union or employees, and report to the labor administrative department before it can reduce its staff.
If the employing unit reduces its staff in accordance with the provisions of this article and employs the laid-off staff within six months, it shall give priority to the laid-off staff.
Article 28 If the employing unit terminates the labor contract in accordance with the provisions of Articles 24, 26 and 27 of this Law, it shall give economic compensation in accordance with the relevant provisions of the state.