Hii Please let me know if we should take the exit interview for the Terminated Employees. Waiting for the suggestions......
From India, Pune
2From India, Pune
Actually not required, It will not be meaningful in any sense as the purpose of Exit interview will not be fulfilled in such cases.
From India, Pune
From India, Pune
Hi, I do agree with views expressed by Mr. Mayur, it is not necessary to conduct exit interview of terminated employees. Termination process usually initiated on grounds of severe misconduct.
From India, Kolhapur
From India, Kolhapur
Dear Priyanka Sinnarkar,
In my point of view, its not any harm; if we sustain the information from a person, whom gone under termination case. At least it will give some feeling to us, why termination caused to him, which feeling caused him to do so.
And for HR practitioners, it might be useful to re-view the current policy and procedure and act in a proactive basis. Nevertheless, at the end, we are giving this feeling to employee which from the bottom of the heart we are really sorry to lose him, based on whatever is on the ground.
So keeping the extra information is always good. Best of luck.
From Singapore, Singapore
In my point of view, its not any harm; if we sustain the information from a person, whom gone under termination case. At least it will give some feeling to us, why termination caused to him, which feeling caused him to do so.
And for HR practitioners, it might be useful to re-view the current policy and procedure and act in a proactive basis. Nevertheless, at the end, we are giving this feeling to employee which from the bottom of the heart we are really sorry to lose him, based on whatever is on the ground.
So keeping the extra information is always good. Best of luck.
From Singapore, Singapore
I do agree with Nijati, as a HR practitioner first of all we should identify which feeling caused him to do so. After that, It is really useful to review the policy and indicate what is the issues which he had done such mistake? this will also bring an embarrassed feeling to the employee that he will never repeat it again. Once we talk with him and give good advises, than we can say that we are sorry from bottom of our heart that we are losing you.
Kiramuddin
From Afghanistan, Kabul
Kiramuddin
From Afghanistan, Kabul
I would also like to endorse the views expressed by members.
If you conduct an exit interview for employees who were terminated, the very purpose of
exit intrerview would fail.
This is meant for employees who resigns the job from existing company and
joining companies for better prospects. Exit interview also invites ideas/suggestion
and feedback of the leaving employees about the company - its salary structure,
work atmosphere, welfare measures, attitude of superiors , company policies etc.etc
Thanks
R K Nair
From India, Aizawl
If you conduct an exit interview for employees who were terminated, the very purpose of
exit intrerview would fail.
This is meant for employees who resigns the job from existing company and
joining companies for better prospects. Exit interview also invites ideas/suggestion
and feedback of the leaving employees about the company - its salary structure,
work atmosphere, welfare measures, attitude of superiors , company policies etc.etc
Thanks
R K Nair
From India, Aizawl
The 'Exit Interview' in an automated HR environment has been replaced by a 'Structured Feed Back' provided on line by the employee separating from the company. The purpose of this feed back is to carry out analysis with a view to arrest attrition. Whether the separation is on account of termination of services or resignation by an employee, feed back provides an equal opportunity to all outgoing employees to express their viewpoint. A face to face 'Exit Interview' may hardly be able to record any genuine feed back.
Those interested may visit the 'EmpXtrack' website to find out how mature organizations have used technology to get feed back from those separating from the company.
From India, Delhi
Those interested may visit the 'EmpXtrack' website to find out how mature organizations have used technology to get feed back from those separating from the company.
From India, Delhi
Hello,
The reason behind taking exit interview is that the organization should know the reason "why is the employee leaving us".
the company could get to know the opportunity areas,,which could be Employee satisfaction/Salary etc, or weather the employee would be interested in working with the company in future.
In termination cases the same is not important as the employee surely has some issues like integrity etc.
So the same has barely got any importance.
Regards
From India, Delhi
The reason behind taking exit interview is that the organization should know the reason "why is the employee leaving us".
the company could get to know the opportunity areas,,which could be Employee satisfaction/Salary etc, or weather the employee would be interested in working with the company in future.
In termination cases the same is not important as the employee surely has some issues like integrity etc.
So the same has barely got any importance.
Regards
From India, Delhi
Its depend on the person for which reason that got termination. If the person is terminated behaviour reason than he deserve to be terminated if performance reason than it should need to be currected the reason of performance weather he is not capable or need to be more improment form the Onrganisations end, in the case exist interview need to be conducted of terminated employees he mey able to give the specific reason.
But the most cases terminated employees hard anwers or interested to give any answer, over all reason of terminations of a persons matter to company for reducing attrition level need to be go in debth to reason of the termination.
Only i can say that to conducting Exist Interview of terminated employees it's good for the further improvment of the companies policy and readucing the attrition level in future.
Thanks & Regards,
Sunil
From India, Pune
But the most cases terminated employees hard anwers or interested to give any answer, over all reason of terminations of a persons matter to company for reducing attrition level need to be go in debth to reason of the termination.
Only i can say that to conducting Exist Interview of terminated employees it's good for the further improvment of the companies policy and readucing the attrition level in future.
Thanks & Regards,
Sunil
From India, Pune
Dear Members,
As i read and i respect Sunil Mange's idea. It has been mentioned that this Exit interview information will help the company/organization for future job analysis to improve policy and procedure of that company. On the other hand, HR practitioner has to find the reason why turnover in this company is high? To find the reason this interview information will help more. Hereafter, being as HR professional that will be more important to have the Exit interview and report to the senior management level for taking further action.
Kiramuddin
From Afghanistan, Kabul
As i read and i respect Sunil Mange's idea. It has been mentioned that this Exit interview information will help the company/organization for future job analysis to improve policy and procedure of that company. On the other hand, HR practitioner has to find the reason why turnover in this company is high? To find the reason this interview information will help more. Hereafter, being as HR professional that will be more important to have the Exit interview and report to the senior management level for taking further action.
Kiramuddin
From Afghanistan, Kabul
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Exit interview-form. docx
Exit Interview.zip