This came to mind while reading other posts

Whether it is a large corporation, a mid-sized company, or an SME, when they want to let go of low performers,
they often put them through a loop of
job rotations,
disciplinary committee cycles, pay cuts, and promotion denials.
In many cases, employees eventually leave because they get exhausted...
As long as this process doesn't involve verbal abuse
or job rotation without retraining,
the company can eventually get them to leave on their own
without any legal issues.
However, the fact that they have to run this cycle
for at least 6 months to a year before they can force a resignation
means that, from the company's perspective, they cannot fire people easily.
If they truly want to fire someone, there is always a way.
Using the PCs, laptops, or tablets provided by the company,
via internal software or external partner programs,
work processes generate real-time data logs.
As long as there was an agreement at the time of contract to provide such information to the company,
if the company decides to fire someone,
it is true that the legal risk has become lower than expected.
It is just that they have to spend time and effort on the firing process,
which is why they are asking for labor market flexibility.
Actually, what they really want is to be able to easily move
investment divisions and withdrawal divisions based on management decisions according to industry conditions,
and they want the associated cost burdens to decrease.
In reality, I wonder if there is any situation where a company truly cannot fire someone if they really want to.