POST SEPERATION: Kabhi Alvida Na Kahana for HR[/b]
This is time to introspect HR people that what went wrong. When exit becomes the choice of an employee, he may do so as a result of job dissatisfaction, internal politics, non recognition, delayed appraisal, poor hike, lack of learning, no scope for upward mobility and other grievances. This may be failure of HR policy of the organization.
Post separation Questionnaire:[/b]
HR [/b]will schedule a separate meeting with the employee before the relieving. The questionnaire has to be designed for lay off, resignation or voluntary separation. Questionnaire like, How did you rate the company policy and structure? Did you have enough opportunity to learn and train others? When did the last appraisal take place and were you satisfied? Were your contribution recognized? Did you meet with any humiliation or harassment? Why have you decided to leave? Will you think of rejoining us in future?
[/b]Exit Interview [/b]
Majority of the exit interview feedback forms of reassigned employees highlight reasons like unfair performance appraisal, lack of motivation, non-recognition and training & development. Employees expect to compensated as per their performance and market standard If they are not rewarded with incentives, increments and bonuses, they will not stay with the company any more.
Respect Employees during the Notice Period:[/b]
After putting in the papers, an employee has to serve the notice period in spite of persistent factors like internal politics,bised view and demotivation, Till the knowledge transfer is done to an alternative person, the outgoing employees has to be handled gracefully without humiliation. The separated employees may come back to the organization if the management recalls him.
Post Separation HR practices:[/b]
Full and final settlement has to be done by the HR & finance departments like clearance certificate, maintaining and updating his records, issue of tax form, PF settlement, payment of Bonus, relieving letter. HR has to keep the employment records updated that will carry out reference check in future. HR will schedule a separation meeting with the employee before relieving day from service.
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Conclusion:[/b]
The HR has to interview the outgoing employee and analyze the reason so as to improve the remedial actions in future. The oral and written exit interview has to be conducted in strict confidence. Hr should try to avoid the exit & turn into retain mode. If possible try to ask the reason of leaving the job and analyze the reason for consideration of formulation of policy making.
Article Compiled by:[/b]
[/b]
Dr.Pravin V.Bhise
Guru Nanak Institute of Engineering & Technology,
Dept. of Business Management Studies,
Kalmeshwar Road, Dahegaon
Nagpur
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