Exit interview


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Exit interview

  1. 1. Exit Interview Ganesh Turerao MB2053
  2. 2. Introduction • An Exit Interview is a powerful tool that allows organizations to gain an understanding as to why people leave . • Exit Interviews capture ideas for improvement while promoting positive interaction with departing employees. Analysis of results and related statistical reports created from exit interviews provide opportunities for the organization to develop actions that can encourage reduction in turnover rates, improve employee morale, and encourage a possible future return.
  3. 3. Goals • Discover the employees reason for leaving • Give positive attention to the departing employees in order to alleviate possible frustrations and/or negative attitude toward the organization • Allow departing employees to have a voice about what their work experience was like • Receive valuable feedback from departing employees about compensation, working conditions, management, and the culture of the organization
  4. 4. • Explore areas of the departing employee’s most serious concerns, and record details of what they enjoyed most • Departing employees have an opportunity to transfer knowledge and experience to a successor or replacement; may also brief a team on current projects, issues and contacts • Chance for departing employees to give constructive feedback, and to leave on a positive note, with good relations and mutual respect
  5. 5. Confidentiality • It should be made clear to the departing employee that the information provided through the exit interview will be confidential. Such information will be used in summary format and shared with supervisors and other need-to-know individuals in order to address retention issues, employee morale, and alleged allegations of illegal practices.
  6. 6. types • Face-to-face, over the • Telephone • Using a written questionnaire • Via the Internet • In a knowledge-focused exit interview, a face- to-face interview is needed.
  7. 7. Exit Interview Participants • Employees with a temporary contract, terminated employees, and employees who are retiring will also be afforded this opportunity. • The exit interview is voluntary. • Preference is for the interview to be conducted by the HR Manager or designee. The departing employee should feel that the information they are sharing will be received in an unbiased fashion, and be fairly represented.
  8. 8. Procedure • HR receives notice of an employment termination through the personnel ticket system, submitted by the supervisor. Supervisor should ask employee to choose a method in which they would like to complete the Exit Interview (online (preferred), paper copy, phone, face to face or decline exit interview). Within the first week of receiving this notice, and before the employee’s last day, HR will contact the employee to arrange for the survey to be completed.
  9. 9. Exit Interview Questionnaire • Name: • Gender: • Nationality: • Position: • Level: • Type of contract: • Start and Finish Date:
  10. 10. What Next? • What are you going to do? • If employment, who will be your new employer? • If employment, what sort of job and at what level? • If employment, what attracted you to your new job? • If employment, how will your new job differ from your current one?
  11. 11. About the Unit • Do you feel the description of your job in the engagement process was accurate? • Were the purpose and expected results of your position clear throughout your work in the unit? • Could your qualifications, experience, and skills have been used to better advantage? • Do you feel you received appropriate support to enable you to do your job? • Was the training you received in the unit adequate to enable you to accomplish your job?
  12. 12. • Are there further training opportunities you think the unit should be offering? • What did you see as your promotion and career prospects in the unit? • How might those prospects have been improved? • How was your working environment generally? • Can you list the three most important things that should be done to make the unit more effective in terms of influencing decisions in the organization? • Signed: Date:
  13. 13. Conclusion • It helps the org. to identify threats into org. regarding Human Resource. • It gives statistical data. • It helps to minimize the wrong perception.
  14. 14. Thank you!