Hi Neeharika & khyati Pandiya,
Thanks for your suggestions. I think i have answered to the question in this post. For your kind reference i have answered to Surabhi and i hope that it answers for your question also. Please review it and get back to me if you have any questions or suggestions on it.
From India, Tiruchchirappalli
57Thanks for your suggestions. I think i have answered to the question in this post. For your kind reference i have answered to Surabhi and i hope that it answers for your question also. Please review it and get back to me if you have any questions or suggestions on it.
From India, Tiruchchirappalli
Dear Mr Mohan,
Good Evening,
Thanks alot for the information which you share to us, it is very necessary to conduct the interview when the employee is leaving to the present company. It will be very useful to the company also for to keep up their name in the future because if any one resign from the company due to the harassment of any other employee or superior, before his exit the company management can conduct the investgation and find the soluble solution on the issu and can take the right decision against to the offender. It will be a liable decision from the company to protect their employees in future and avoid to gain the bad name to the company.
HR department shall to be more vigilant against these problems.
Thanks and Regadrs to All
Jai PB Nair
From India, Kollam
Good Evening,
Thanks alot for the information which you share to us, it is very necessary to conduct the interview when the employee is leaving to the present company. It will be very useful to the company also for to keep up their name in the future because if any one resign from the company due to the harassment of any other employee or superior, before his exit the company management can conduct the investgation and find the soluble solution on the issu and can take the right decision against to the offender. It will be a liable decision from the company to protect their employees in future and avoid to gain the bad name to the company.
HR department shall to be more vigilant against these problems.
Thanks and Regadrs to All
Jai PB Nair
From India, Kollam
There has been a lot of research done about the accuracy or should I say inaccracy about what people say at an exit interview and what the "real" reasons are for thier departure. The variance of inaccuracy is huge. You might be bringing in organisational changes based on the data from the exit interviews might not be true.
The top 3 reasons why people leave in the UK
1. Relationship with the line manager and employee had broken beyond repair
2. Lack of career and personal development
3. Lack of flexible working
Regards
Kaval Vaseer
HR - Learning and Development
United Kingdom
From United Kingdom, Nottingham
The top 3 reasons why people leave in the UK
1. Relationship with the line manager and employee had broken beyond repair
2. Lack of career and personal development
3. Lack of flexible working
Regards
Kaval Vaseer
HR - Learning and Development
United Kingdom
From United Kingdom, Nottingham
Mr.Gopal,
I accept your view but according to my view that its hard to segregate like this when we are conducting the process. Similarly its true that most of the person doesn't reveal the exact reason due to various reasons. But as a H.R we should be in a position to explain the process and its needs so that they may tell the exact reason. This is my opinion. If you have any other suggestions please go ahead..
__________________
R.Mohanasundaram
H.R Executive
Dear Mohan,
Periodic one-on-one is one of the best tools to have feedback from individual. Analyse the feedback and do take corrective measures, if found necessary and if not, have a counselling session with the individual. Make a follow up with him with a gap of two months so as to analyse whether there is any change in the attitude/behaviour and contribution. Repeat the exercise with suitable gap depending upon the number of employees. Maintain the data in an excel file and update. Analyse an year's data and you will get a fair idea about an individual.
Thanks,
Gopal
From India, Jaipur
I accept your view but according to my view that its hard to segregate like this when we are conducting the process. Similarly its true that most of the person doesn't reveal the exact reason due to various reasons. But as a H.R we should be in a position to explain the process and its needs so that they may tell the exact reason. This is my opinion. If you have any other suggestions please go ahead..
__________________
R.Mohanasundaram
H.R Executive
Dear Mohan,
Periodic one-on-one is one of the best tools to have feedback from individual. Analyse the feedback and do take corrective measures, if found necessary and if not, have a counselling session with the individual. Make a follow up with him with a gap of two months so as to analyse whether there is any change in the attitude/behaviour and contribution. Repeat the exercise with suitable gap depending upon the number of employees. Maintain the data in an excel file and update. Analyse an year's data and you will get a fair idea about an individual.
Thanks,
Gopal
From India, Jaipur
Hi, Nice info...... Also you can check for the company the employee is joining, his designation and offer package, helps to you to analyze more. Regards Rajakala
From India, Bangalore
From India, Bangalore
thanx for providing the information..m new in this field & it was really helpful for me..thanx once again
From India, Jaipur
From India, Jaipur
Dear Cite HR Members, Thanks a lot for your response and for your valuable feedback. I will keep finding these kind of information and will share it ... Thank you once again.
From India, Tiruchchirappalli
From India, Tiruchchirappalli
Dear Mohanasundaram,
Good effort, keep it up!
However, my experience reveals that the people consider it as just a formality as the outgoing person (in case of resignation) will not like to spoil the relationship with his/her last employer and as such, will give only positive remarks. Exceptions will be very few.
(As a beginner in HR Profession, pl do not get discouraged but continue contributing).
All the very best!
K.S. Gopalakrishnan
From India, Jaipur
Good effort, keep it up!
However, my experience reveals that the people consider it as just a formality as the outgoing person (in case of resignation) will not like to spoil the relationship with his/her last employer and as such, will give only positive remarks. Exceptions will be very few.
(As a beginner in HR Profession, pl do not get discouraged but continue contributing).
All the very best!
K.S. Gopalakrishnan
From India, Jaipur
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
Exit interview-form. docx
Exit Interview.zip