Hi,
What I suggest is,
for exit Interview :
the purpose of Exit interview is to know -why employee leaving the company what are the positives - oppurtunities, Threats ,improvements required in the company.
This can be initiated strategically.
Your friend can initiate this by speaking to VP that usage of Exit interview document instead of direct Exit interview to save time.
initially to have exit interview document with multiple choice questions and blanks to give suggestions if any. Ask the employee to fill and submit.
Slowly this leads to interaction and in-turn leads to formal procedure.
If this not works have a suggestion box policy/ whistle blower policy. Interact with employee upon receiving resignation.
If this not works Have formal interaction with employees at regular intervals. Take feedback. Document it. Finally HR meets the purpose.
HR needs to work with different kind of people. Working with different perspective boss is equally challenging thing. Take time. Observe your boss strategies. understand. Try to implement your strategies accordingly step by step.
For induction:
Send a mail announcing about new employee joining- include photo, job role, yrs of experience.
Take a chance during facility tour/ Group meetings .
Explain the new joinee about organogram,
Inform your employees to introduce themselves to the new joinee ask them to provide support if required.
Speak to department manager about training.
As per mail, currently company having 80 employees. its not a big deal
I HOPE THIS HELPS to your friend.
Best regards
From India, Secunderabad
1What I suggest is,
for exit Interview :
the purpose of Exit interview is to know -why employee leaving the company what are the positives - oppurtunities, Threats ,improvements required in the company.
This can be initiated strategically.
Your friend can initiate this by speaking to VP that usage of Exit interview document instead of direct Exit interview to save time.
initially to have exit interview document with multiple choice questions and blanks to give suggestions if any. Ask the employee to fill and submit.
Slowly this leads to interaction and in-turn leads to formal procedure.
If this not works have a suggestion box policy/ whistle blower policy. Interact with employee upon receiving resignation.
If this not works Have formal interaction with employees at regular intervals. Take feedback. Document it. Finally HR meets the purpose.
HR needs to work with different kind of people. Working with different perspective boss is equally challenging thing. Take time. Observe your boss strategies. understand. Try to implement your strategies accordingly step by step.
For induction:
Send a mail announcing about new employee joining- include photo, job role, yrs of experience.
Take a chance during facility tour/ Group meetings .
Explain the new joinee about organogram,
Inform your employees to introduce themselves to the new joinee ask them to provide support if required.
Speak to department manager about training.
As per mail, currently company having 80 employees. its not a big deal
I HOPE THIS HELPS to your friend.
Best regards
From India, Secunderabad
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