Hi,
This is Anusha, a final year BBA student. I am currently working on my final year project, and the topic assigned to me is "HR APPRAISAL WITH REFERENCE TO EXIT INTERVIEW PROCESS." Is this a feasible topic for study? Can anyone please suggest any changes to be made to the topic?
If not, please explain to me why exit interviews are conducted in companies and to what extent the results are considered in improving various aspects of the organization. Are exit interviews commonly practiced in many companies? If so, why, and could you suggest some companies that follow exit formalities?
Thank you.
Regards,
Anu
From India, Chennai
Acknowledge(0)
Amend(0)
3This is Anusha, a final year BBA student. I am currently working on my final year project, and the topic assigned to me is "HR APPRAISAL WITH REFERENCE TO EXIT INTERVIEW PROCESS." Is this a feasible topic for study? Can anyone please suggest any changes to be made to the topic?
If not, please explain to me why exit interviews are conducted in companies and to what extent the results are considered in improving various aspects of the organization. Are exit interviews commonly practiced in many companies? If so, why, and could you suggest some companies that follow exit formalities?
Thank you.
Regards,
Anu
From India, Chennai
Acknowledge(0)Amend(0)
Dear Anusha,
Exit interviews are interviews conducted with departing employees just before they leave. From the employer's perspective, the primary aim of the exit interview is to learn the reasons for the person's departure, on the basis that criticism is a helpful driver for organizational improvement.
Need more clarifications? Call me.
Laxmi
9866917232
From India, Hyderabad
Acknowledge(0)Amend(0)
Exit interviews are interviews conducted with departing employees just before they leave. From the employer's perspective, the primary aim of the exit interview is to learn the reasons for the person's departure, on the basis that criticism is a helpful driver for organizational improvement.
Need more clarifications? Call me.
Laxmi
9866917232
From India, Hyderabad
Acknowledge(0)Amend(0)
I agree with the comments of our friends above. Please remember that HR appraisal may be one of the reasons (the negative feedback) for a person to leave and will result in an Exit Interview. So how come you are combining both the topics under one heading? One is the cause, and the other is the effect! Maybe you can consider modifying the heading, such as: "Effect of HR Appraisal on Employee Exit!" Best wishes.
From India, Bengaluru
Acknowledge(0)Amend(0)
From India, Bengaluru
Acknowledge(0)Amend(0)
Dear Anusha,
It is definitely a new topic for you, a unique one too. However, it's up to you how well you are going to approach this and make it a big one to your examiners. You have to collect various things. To start with, read all the links provided on the right to you on the screen so that you will have an idea of how and where to start the project work. Try to discuss with some HR Managers for their firsthand experience, especially their follow-up action, if any, on the exit interviews taken by them. What is more important here is "how the companies are using the sum and substance of these interviews." It is interesting to note the fact that most of the outgoing employees are expected to speak their minds out, highlighting their bad moments. Many might even choose to complain about their bosses and colleagues, narrate how their best efforts were undercut/blocked (they naturally have to give some excuses for quitting). You might as well analyze in detail the various causes for such exits. Moreover, you might also analyze the concept of attrition, its ratios, etc., as it has a direct link to the exit. These topics have already been discussed in this forum; use them to your best advantage. As you progress, you might require some more guidance, so don't hesitate to raise them here.
All the best.
kumar.s.
From India, Bangalore
Acknowledge(0)Amend(0)
It is definitely a new topic for you, a unique one too. However, it's up to you how well you are going to approach this and make it a big one to your examiners. You have to collect various things. To start with, read all the links provided on the right to you on the screen so that you will have an idea of how and where to start the project work. Try to discuss with some HR Managers for their firsthand experience, especially their follow-up action, if any, on the exit interviews taken by them. What is more important here is "how the companies are using the sum and substance of these interviews." It is interesting to note the fact that most of the outgoing employees are expected to speak their minds out, highlighting their bad moments. Many might even choose to complain about their bosses and colleagues, narrate how their best efforts were undercut/blocked (they naturally have to give some excuses for quitting). You might as well analyze in detail the various causes for such exits. Moreover, you might also analyze the concept of attrition, its ratios, etc., as it has a direct link to the exit. These topics have already been discussed in this forum; use them to your best advantage. As you progress, you might require some more guidance, so don't hesitate to raise them here.
All the best.
kumar.s.
From India, Bangalore
Acknowledge(0)Amend(0)
The topic is good.
It's better to conduct an exit interview and gather the positive and negative comments from an exiting employee. Based on those comments, we can appraise the present employees, provide a better working environment, and reduce attrition or turnover.
Best wishes for your project.
From India, Coimbatore
Acknowledge(0)Amend(0)
It's better to conduct an exit interview and gather the positive and negative comments from an exiting employee. Based on those comments, we can appraise the present employees, provide a better working environment, and reduce attrition or turnover.
Best wishes for your project.
From India, Coimbatore
Acknowledge(0)Amend(0)
Hi Anusha,
Personally, I think this is a wonderful topic to analyze and study. Unfortunately, the whole process of an 'exit interview' in most companies is conducted just for namesake; there is no follow-up action. An exit interview, if conducted properly, will shed light on many things that one might not have considered. While we often assume employees work solely for money or position, an exit interview can highlight several other aspects that may have disturbed an employee, such as dealing with an annoying boss or encountering misguided organizational policies, to name a few examples. It would be ideal to visit some companies and gather actual facts collected during the exit interview process for analysis.
This topic aims to provide an honest formal assessment of the strengths and weaknesses of the 'exit interview' process. I also appreciate the thoughts shared by our other readers, including Lakshmi, who has succinctly described the entire process.
Real-time examples would help illustrate the necessity of this procedure. If you can effectively convey the importance and value that this process adds to management, it would be greatly appreciated. Please make an effort to delve deep into all aspects and subsequently share your findings with the group.
All the best.
Ravi Narayan, Company Secretary
From India, Mumbai
Acknowledge(0)Amend(0)
Personally, I think this is a wonderful topic to analyze and study. Unfortunately, the whole process of an 'exit interview' in most companies is conducted just for namesake; there is no follow-up action. An exit interview, if conducted properly, will shed light on many things that one might not have considered. While we often assume employees work solely for money or position, an exit interview can highlight several other aspects that may have disturbed an employee, such as dealing with an annoying boss or encountering misguided organizational policies, to name a few examples. It would be ideal to visit some companies and gather actual facts collected during the exit interview process for analysis.
This topic aims to provide an honest formal assessment of the strengths and weaknesses of the 'exit interview' process. I also appreciate the thoughts shared by our other readers, including Lakshmi, who has succinctly described the entire process.
Real-time examples would help illustrate the necessity of this procedure. If you can effectively convey the importance and value that this process adds to management, it would be greatly appreciated. Please make an effort to delve deep into all aspects and subsequently share your findings with the group.
All the best.
Ravi Narayan, Company Secretary
From India, Mumbai
Acknowledge(0)Amend(0)
Dear Anusha ji,
This is a very good subject and it is required to be collected from the employees who are resigning at the time of their departure from the company.
It is the main tool through which HR, the CEO of the company, and the rest of the top officials come to know why the employees are resigning and leaving. Previously, we did not have this system, and once the software companies groomed, this Exit Interview system was introduced by HR Managers. Some employees come out with 100% true statements at the time of resigning, while others may simply state "better prospects."
I will enclose a format of the Exit Interview for your review.
My personal email ID is: "venky1342@gmail.com." If you write to me directly with your doubts on this, I will be able to answer you immediately as I do not visit this site frequently due to my busy schedule. If you post to my personal ID, you will receive a prompt reply.
WISH YOU ALL THE BEST FOR YOUR PROJECT WORK... may god bless you...
- Thanks - Venkat - Bangalore -
From India, Bangalore
Acknowledge(0)Amend(0)
This is a very good subject and it is required to be collected from the employees who are resigning at the time of their departure from the company.
It is the main tool through which HR, the CEO of the company, and the rest of the top officials come to know why the employees are resigning and leaving. Previously, we did not have this system, and once the software companies groomed, this Exit Interview system was introduced by HR Managers. Some employees come out with 100% true statements at the time of resigning, while others may simply state "better prospects."
I will enclose a format of the Exit Interview for your review.
My personal email ID is: "venky1342@gmail.com." If you write to me directly with your doubts on this, I will be able to answer you immediately as I do not visit this site frequently due to my busy schedule. If you post to my personal ID, you will receive a prompt reply.
WISH YOU ALL THE BEST FOR YOUR PROJECT WORK... may god bless you...
- Thanks - Venkat - Bangalore -
From India, Bangalore
Acknowledge(0)Amend(0)
I wish to share with you some of my thoughts on Exit Interviews.
Having worked in HR for over two decades and heading the HR function, more often than not, we found it very difficult to conduct Exit Interviews on the last day or last week of an employee's stay. The reason is that we are headquartered in Bangalore, and our employees are spread far and wide all over the country, making it next to impossible to conduct a sincere and committed Exit Interview.
Another reason against conducting the Exit Interview in the last few days of an employee's stay in the company is that the employee may not be in a proper frame of mind to communicate what 'actually' made him quit the company. The reasons could be simple or complex, involving one person or many.
Yet another reason could be that the employee may be nervous, uncertain, or anxious until he moves out and joins a new organization. Until then, he would like to keep himself aloof, with his thoughts focused on starting the new job as soon as possible. So, mentally, he may not be well-equipped to speak his heart out. I have seen many colleagues who would not even reveal where they are heading. They used to tell me, "Sir, I have two or three offer letters but have yet to decide." This is one way of not leaving behind any trail about their movements!
Consequently, it is not advisable and prudent to conduct an exit interview in the last few days of an employee's time in an organization.
However, a few years ago, one of our senior HR professionals suggested that we keep in touch with the ex-employee and talk to them after about one or two months, once they have settled into their new job. By then, they would have adjusted to their new role and may be more focused on what led them to leave their previous job. At least the reasons could be 75 to 90% accurate, and if we are serious about understanding the reasons for quitting, we may arrive at the reality.
Please keep these factors in mind while conducting the project work.
Best wishes
From India, Bengaluru
Acknowledge(0)Amend(0)
Having worked in HR for over two decades and heading the HR function, more often than not, we found it very difficult to conduct Exit Interviews on the last day or last week of an employee's stay. The reason is that we are headquartered in Bangalore, and our employees are spread far and wide all over the country, making it next to impossible to conduct a sincere and committed Exit Interview.
Another reason against conducting the Exit Interview in the last few days of an employee's stay in the company is that the employee may not be in a proper frame of mind to communicate what 'actually' made him quit the company. The reasons could be simple or complex, involving one person or many.
Yet another reason could be that the employee may be nervous, uncertain, or anxious until he moves out and joins a new organization. Until then, he would like to keep himself aloof, with his thoughts focused on starting the new job as soon as possible. So, mentally, he may not be well-equipped to speak his heart out. I have seen many colleagues who would not even reveal where they are heading. They used to tell me, "Sir, I have two or three offer letters but have yet to decide." This is one way of not leaving behind any trail about their movements!
Consequently, it is not advisable and prudent to conduct an exit interview in the last few days of an employee's time in an organization.
However, a few years ago, one of our senior HR professionals suggested that we keep in touch with the ex-employee and talk to them after about one or two months, once they have settled into their new job. By then, they would have adjusted to their new role and may be more focused on what led them to leave their previous job. At least the reasons could be 75 to 90% accurate, and if we are serious about understanding the reasons for quitting, we may arrive at the reality.
Please keep these factors in mind while conducting the project work.
Best wishes
From India, Bengaluru
Acknowledge(0)Amend(0)
Dear Anu,
I also suggest that you open a blog, Facebook, Twitter account, or webpage of your own and invite comments and narratives of the exit interviews they had given. Also, share any feedback they received from the company they left after the interview. This will help you minimize your search time and save time. I hope many will look at your request and respond. These feedback will certainly help you in completing your unique project work with commendation.
Regards,
Kumar S.
From India, Bangalore
Acknowledge(0)Amend(0)
I also suggest that you open a blog, Facebook, Twitter account, or webpage of your own and invite comments and narratives of the exit interviews they had given. Also, share any feedback they received from the company they left after the interview. This will help you minimize your search time and save time. I hope many will look at your request and respond. These feedback will certainly help you in completing your unique project work with commendation.
Regards,
Kumar S.
From India, Bangalore
Acknowledge(0)Amend(0)
With my experience, I don't think that employees leaving the companies give genuine reasons for their decisions. You can be a good friend, but you may never find the real reason (especially if negative) in writing. This is simply because their potential future employers might reach out to them for reference checks, and they have a gut feeling that we might pursue this (sometimes encountered with small to medium-sized businesses). Even if you ask them to provide it in writing (knowing the real reason), they probably won't. Therefore, relying on such interviews or viewing it as a form of appraisal may not yield significant results. While we can discuss various topics, focusing on a practical one would be more beneficial and could contribute to the learning curve.
From India, Madras
Acknowledge(0)Amend(0)
From India, Madras
Acknowledge(0)Amend(0)Looking for something specific? - Join & Be Part Of Our Community and get connected with the right people who can help. Our AI-powered platform provides real-time fact-checking, peer-reviewed insights, and a vast historical knowledge base to support your search.