Hi,

The conflict is seen between HR (kind?) approach and what must be done in the situation. This has to be resolved by a managerial action only. I may agree with you to take a kind approach-looking at the time frame, but the causes why your management would not wait should be known.

Also, what are the basic terms and conditions of the appointment? These also have a bearing on your ability to act in a particular manner.

Leaving aside the (to me) unknown details of the situation, I would make a very generalized statement and say that technically it is in order to terminate employment of a probationer, for non-performance-before his completion of the term.

Regards
Gee