Exit interview

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Exit interview

  1. 1. EXIT INTERVIEWNEED FOR A NOVEL APPROACH<br />GUIDED BY – BRIG. GURMEET SINGH<br /> PRESENTED BY-<br /> AMIT KUMAR<br /> ANURAG KUMAR<br /> GOUTAM SAHU <br /> VIJAY SHARMA<br />
  2. 2. QUOTE<br />IN A POLITICAL ENVIRONMENT WHICH HAD MANY KINGS , ANY ONE OF THEM RESTING WITH CONTENT WITH HIS OWN TERRITORY WAS LIKELY TO FALL PREY TO THE EXPANSIONIST AMBITIONS OF ANOTHER.<br /> - ARTHASASTHRA<br />
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  4. 4. EMPLOYEE TURNOVER<br />Macy & Mirvis (1983) defined employee turnover as the movement of employee beyond the boundary of the organization due to reduction of employees' socio-psychological attraction to or interest in the work organization.<br />
  5. 5. CLASSIFICATION OF EMPLOYEE TURNOVER<br />Major Causes<br />Pull Type <br />Push Type<br />Unavoidable Turnover<br />Involuntary Turnover<br />
  6. 6. CONSEQUENCES OF EMPLOYEE TURNOVER<br />Decreased productivity; work backlog, increased work loads.<br />Increased investment in recruitment, training, & maintenance of employees.<br />Decreased commitment & morale among the employees, leading to poor team dynamics.<br />Knowledge transfer to the competitors.<br />
  7. 7. EXIT INTERVIEW <br />An Exit Interview is the process of identifying the reasons for which an employee quits an organization . <br />Scheduled between HR professional & employee planning to quit.<br />The question is about the reliability of the exit interview in collating the right reasons for the employees quitting & to determine if it is a valid approach?<br />
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  9. 9. ANALYSIS OF EXIT INTREVIEW<br />Majority of reasons provided at the time of exit interview were voluntary & unavoidable, but after the follow-up stage it was found that most of the reasons were voluntary & avoidable.<br />It proves that exit interview is a “translucent process” which requires a ray of light.<br />Need of the hour-develop a systematic approach in determining the actual reasons for the employees departure.<br />
  10. 10. RESEARCHERS ON EMPLOYEE TURNOVER<br />If the turnover could be predicted in advance, the organization would have been able to control it.<br />Factors in predicting employee turnover are:<br />Commitment<br />Job satisfaction <br />Behavioral intentions<br />Process of quitting.<br />
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  12. 12. SAMPLE <br />
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  14. 14. FORWARD LOOKING APPROACH<br />Measuring employee attitude while working & should be gauged at the time of employee’s exit.<br />Comparing the attitude scores of employees pre & post quitting.<br />Measuring attitude at regular intervals.<br />The attitude measurement process should lead defining & predicting the “Antecedents-Behavior-Consequences” of an eventual turnover.<br />
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  16. 16. CONCLUSION<br />The exit interview process should be a ‘descendent to the attitude measurement process’.<br />The organization can retain the ‘avoidable leavers’.<br />The simple way is ‘trust’.<br />Win your employees confidence and seal your organization exit.<br />
  17. 17. THANKYOU<br />

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