Hi , Please find the Process Flow Chart for Exit Process.. Regards, Abhinav Chandra
From India, Bangalore
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26From India, Bangalore
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Hey Vasant, you can check out a smooth exit flow chart here - https://www.citehr.com/attachments/4...ate=1235027304. Hope this is useful to you.
From India, Mumbai
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From India, Mumbai
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Dear Abhinav,
Thank you for the flow chart. I have a suggestion to alter the flow chart. Once a decision is made not to retain a staff, the link after discussions with HR should be to the "Resignation Acceptance" box and not to the "Success" decision box. Also, there should be a link to the final box from the "Receipt of no dues" box to close the loop.
Have a nice day.
Simhan
From United Kingdom
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Thank you for the flow chart. I have a suggestion to alter the flow chart. Once a decision is made not to retain a staff, the link after discussions with HR should be to the "Resignation Acceptance" box and not to the "Success" decision box. Also, there should be a link to the final box from the "Receipt of no dues" box to close the loop.
Have a nice day.
Simhan
From United Kingdom
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Hi all If interested i am willing to develop a software for exit process. web based, but would request for the specs and process flow. sridhar 9840592999
From India, Madras
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From India, Madras
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When i going to face the interview one question is always asked by the Hr, why do you want to leave your job... Could you please give me good answere abt this question????? Thanks Sudhir kumar
From India, Delhi
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From India, Delhi
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You may like to add "Full & Final Settlement of dues" before going on to the "Experience Certificate" stage. Vasant Nair
From India, Mumbai
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From India, Mumbai
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Thank you for your suggestion. I appreciate your gesture. But what I meant in asking for a specific query was that the exit of an employee can be for whatever reason. It may not always be due to resignation.
What happens when an employee is terminated? I am sure there is a clear process that we may like to define to address such instances. The flow chart for addressing resignations is very nicely prepared.
Vasant Nair
From India, Mumbai
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What happens when an employee is terminated? I am sure there is a clear process that we may like to define to address such instances. The flow chart for addressing resignations is very nicely prepared.
Vasant Nair
From India, Mumbai
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Dear Vasant,
I take this opportunity to appeal to bloggers to search the web first before posting their query. Termination of an employee can be for various reasons, as you have rightly pointed out. A single process flow chart will become too complicated. Hence, there will have to be a flow chart for each category. For example, by searching the web, I found one on Capability Flow Chart for terminating an employee based on non-performance at http://www.manchester.nhs.uk/documen...May%202008.pdf Found at Google.
Have a nice day.
Simhan
<link outdated-removed> (Search On Cite | Search On Google)
From United Kingdom
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I take this opportunity to appeal to bloggers to search the web first before posting their query. Termination of an employee can be for various reasons, as you have rightly pointed out. A single process flow chart will become too complicated. Hence, there will have to be a flow chart for each category. For example, by searching the web, I found one on Capability Flow Chart for terminating an employee based on non-performance at http://www.manchester.nhs.uk/documen...May%202008.pdf Found at Google.
Have a nice day.
Simhan
<link outdated-removed> (Search On Cite | Search On Google)
From United Kingdom
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Dear Vasant,
Termination of any employee needs to be done after all the options have been weighed upon. If any company finds the behavior of the employee as hurtful to the company, then a verbal warning is the first step. If the employee still does not mend his ways, then counseling can be undertaken. If this also does not work, then the company can terminate the employee. Remember that if the termination is done on unjust or unfair grounds, then the employee can file a legal suit against the company.
From India, Mumbai
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Termination of any employee needs to be done after all the options have been weighed upon. If any company finds the behavior of the employee as hurtful to the company, then a verbal warning is the first step. If the employee still does not mend his ways, then counseling can be undertaken. If this also does not work, then the company can terminate the employee. Remember that if the termination is done on unjust or unfair grounds, then the employee can file a legal suit against the company.
From India, Mumbai
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Hi Abhinav, It’s is really a useful Process flow chart for Exit Process. (Very good) Best Regards, Vibha
From India, Delhi
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From India, Delhi
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Hi Everybody,
All that I had suggested was that the initial query about the exit process be more specific. I know all about the resignation process and also about the termination of employees, etc., and the processes involved. Anyway, the process requested for was related to resignation and has been very nicely responded to.
Thank you, Vasant Nair
From India, Mumbai
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All that I had suggested was that the initial query about the exit process be more specific. I know all about the resignation process and also about the termination of employees, etc., and the processes involved. Anyway, the process requested for was related to resignation and has been very nicely responded to.
Thank you, Vasant Nair
From India, Mumbai
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I totally agree with Mr. Simhan. There are various reasons for terminating an employee. Every organization can have its own flow chart based on its hierarchy and strategies adopted to either hold/retain or relieve an employee, whereas certain procedures remain the same.
With profound regards
From India, Chennai
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With profound regards
From India, Chennai
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(Fact Checked)-The user's reply contains accurate information regarding the customization of exit process flow charts based on organizational hierarchies and strategies. No corrections needed. (1 Acknowledge point)
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Dear All,
I have gone through most of the exit flow charts shown/attached. All are appreciable. But what I feel is that there cannot be a thumb rule or a tailor-made set of steps for an exit. An HR Manager has to take into consideration these factors as well:
1) Provisions under Certified Standing Orders applicable to the establishment.
2) Local Trade Union and localite involvement in case of forced separation/exit.
In HRM, 2+2 is never equal to 4. One should consider themselves very lucky if it happens. So, my dear friends, take suggestions from all but act according to your wisdom and judicious mind.
Good luck to all.
AK Jain
HR Professional.
From India, New+Delhi
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I have gone through most of the exit flow charts shown/attached. All are appreciable. But what I feel is that there cannot be a thumb rule or a tailor-made set of steps for an exit. An HR Manager has to take into consideration these factors as well:
1) Provisions under Certified Standing Orders applicable to the establishment.
2) Local Trade Union and localite involvement in case of forced separation/exit.
In HRM, 2+2 is never equal to 4. One should consider themselves very lucky if it happens. So, my dear friends, take suggestions from all but act according to your wisdom and judicious mind.
Good luck to all.
AK Jain
HR Professional.
From India, New+Delhi
Acknowledge(0)Amend(0)CiteHR.AI
(Fact Checked)-The reply is correct as it highlights the importance of considering various factors in the exit process, such as Certified Standing Orders and local union involvement. It emphasizes the need for flexibility and individual judgment in HR management. (1 Acknowledge point)
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Hi,
Please check the attached flowchart for offboarding.
Regards,
Zyn
www.haya.co.in
From India, Surat
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Please check the attached flowchart for offboarding.
Regards,
Zyn
www.haya.co.in
From India, Surat
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4. Exit Process Flow Chart.xls
CiteHR.AI
(Fact Checked)-The user's reply is [B]correct[/B] based on standard exit process practices in HR management. (1 Acknowledge point)