Hi Members
Cud anynone share the information on the preparation of a report that concludes the data collected after the exit interview has been conducted.
This Report would be give to the senior management in case the employee does not want his answers to be seen by the top management.
I am desperately looking for this report 8) 8) 8)
Do reply
From India, Calcutta
6Cud anynone share the information on the preparation of a report that concludes the data collected after the exit interview has been conducted.
This Report would be give to the senior management in case the employee does not want his answers to be seen by the top management.
I am desperately looking for this report 8) 8) 8)
Do reply
From India, Calcutta
Hi,
I dont have the exact format with me but i can give you an idea over the same, the details are -
1. Employee's complete Information
2. His experience with the company
3. Experience with Senior
4. Experience with Junior
5. Reason for leaving the organisation
6. Wiling to inform the next assignment
7. In future if given chance like to join again.
I hope it will help you for the same.
Regards,
Amit Seth.
From India, Ahmadabad
I dont have the exact format with me but i can give you an idea over the same, the details are -
1. Employee's complete Information
2. His experience with the company
3. Experience with Senior
4. Experience with Junior
5. Reason for leaving the organisation
6. Wiling to inform the next assignment
7. In future if given chance like to join again.
I hope it will help you for the same.
Regards,
Amit Seth.
From India, Ahmadabad
Thanx Amit for the info
But this is not wat i am looking for.These are the questions that employee would ans.I am looking for a report that I would prepare.U can call this a summary.Below is wat I have Prepared but I dnt think its appropriate.
From India, Calcutta
But this is not wat i am looking for.These are the questions that employee would ans.I am looking for a report that I would prepare.U can call this a summary.Below is wat I have Prepared but I dnt think its appropriate.
From India, Calcutta
Dear Vibgyor,
The thing you have mentioned is almost similar that i suggested, only one more thing you have added is that
> Can He be retained and
> what are the suggestions to retail him.
Thats a good point you have added, and from my point of view the format you have prepared is almost correct. Only there is some mistakes
Would the Candidate Join the Company in Future?
and you have missed the complete information of the employee, so put E-Code, DOJ and DOR also in the same, because so many persons can be there with same name, so for Identification it must required.
I have corrected the mistake in red color.
Regards,
Amit Seth.
[/i]
From India, Ahmadabad
The thing you have mentioned is almost similar that i suggested, only one more thing you have added is that
> Can He be retained and
> what are the suggestions to retail him.
Thats a good point you have added, and from my point of view the format you have prepared is almost correct. Only there is some mistakes
Would the Candidate Join the Company in Future?
and you have missed the complete information of the employee, so put E-Code, DOJ and DOR also in the same, because so many persons can be there with same name, so for Identification it must required.
I have corrected the mistake in red color.
Regards,
Amit Seth.
[/i]
From India, Ahmadabad
Dear Vibgyor,
For your Exit Interview Report align the data you have collected from the associates under different categories...
Do analysis with the categories..... make possible correlations....
So now with the available values you can make the Executive summary Report of Attritions.
For Example...
Correlations.........Designation Vs Reasons for Leaving the Organizations etc....
From Qatar, Doha
For your Exit Interview Report align the data you have collected from the associates under different categories...
Do analysis with the categories..... make possible correlations....
So now with the available values you can make the Executive summary Report of Attritions.
For Example...
Correlations.........Designation Vs Reasons for Leaving the Organizations etc....
From Qatar, Doha
dear,
i am doing my PH.D in retention. and i have to conduct exit interviews my questionnaire is ready. but i would like to know how did u conduct it ? pls let me know how did you collect the data base. i want the data in ITES companies please tell me if u know somebody in that help. kindly help.
my email id is
thanking u,
regards,
mrs.s.sudhanarasimhan : :) :)
i am doing my PH.D in retention. and i have to conduct exit interviews my questionnaire is ready. but i would like to know how did u conduct it ? pls let me know how did you collect the data base. i want the data in ITES companies please tell me if u know somebody in that help. kindly help.
my email id is
thanking u,
regards,
mrs.s.sudhanarasimhan : :) :)
hi,
i think all the suggestions given were extremely good. I would just like to add that you need to be absolutely clear about the objective in presenting this data to the senior management - are they looking primarily at the stats of the attrition in the organization or are they already aware of the same and focussing more on the retention strategies.
This would enable you to make the presentation answering directly to what they are looking for. For instance, if it is the former case, then you should perhaps focus more on number crunching - generate slides as per the attrition percentage level wise, performers wise (how many high performers have left the orc vis-a-vis the non-performers, group wise, etc.) but if it is the latter, then this information can be used only as an introduction to the presentation (maybe a slide to show what they are there for) but the focus should be on what are the necessary steps that you would be taking on retaining the employees.
Usually, the retention strategies that are thought about are actually a resultant of the exit interviews taken - i am sure that in your exit interview, you do ask the employee about his reason for leaving - you could introduce the topic of retention strategies on the basis of the number of people who have mentioned say, a higher compensation as a reason for leaving, or issues with seniors (if that is a major concern).
You could perhaps, delve into the analysis as to what can be done about the pay scales or hierarchy in the organization (depending upon what the exit employees have answered).
However, from my personal experience, i think only suggestions should be given in the presentation. You should leave the actual decision making to the management and EXPRESS that too in the presentation. If you keep repeating your point, then it might help in them registering what you think but it also might be taken as infringment on their actual authority.
Hope my tips help you ! good luck !
Regards
From India, Gurgaon
i think all the suggestions given were extremely good. I would just like to add that you need to be absolutely clear about the objective in presenting this data to the senior management - are they looking primarily at the stats of the attrition in the organization or are they already aware of the same and focussing more on the retention strategies.
This would enable you to make the presentation answering directly to what they are looking for. For instance, if it is the former case, then you should perhaps focus more on number crunching - generate slides as per the attrition percentage level wise, performers wise (how many high performers have left the orc vis-a-vis the non-performers, group wise, etc.) but if it is the latter, then this information can be used only as an introduction to the presentation (maybe a slide to show what they are there for) but the focus should be on what are the necessary steps that you would be taking on retaining the employees.
Usually, the retention strategies that are thought about are actually a resultant of the exit interviews taken - i am sure that in your exit interview, you do ask the employee about his reason for leaving - you could introduce the topic of retention strategies on the basis of the number of people who have mentioned say, a higher compensation as a reason for leaving, or issues with seniors (if that is a major concern).
You could perhaps, delve into the analysis as to what can be done about the pay scales or hierarchy in the organization (depending upon what the exit employees have answered).
However, from my personal experience, i think only suggestions should be given in the presentation. You should leave the actual decision making to the management and EXPRESS that too in the presentation. If you keep repeating your point, then it might help in them registering what you think but it also might be taken as infringment on their actual authority.
Hope my tips help you ! good luck !
Regards
From India, Gurgaon
dear Member
What I do for my company is
collect he data (say 25 exit interview form)
analyse it question wise .
for example respondent of question1( say question was "what was the primary reason of your resignation
a)Got better Opportunity elsewhere
b)relationship problem (peer-peer, supervisor relationship)
c)No growth prospect in this organisation
d) because of Salary and Insentives
e)If any other reason please specify
Then analyse the answer. Say 25% of the respondent said they got better opportunity elsewhere.60% said they resigned because of salary and insentives.
do visual presentation . Prepare charts and graphs etc
Arrange answers groupwise(arrange response related to job dissatisfaction in one group, salary incentives in another, relationship in another and so on) and Prepare final result
Prepare the presentation and give the presentation
Shweta
From India, Gurgaon
What I do for my company is
collect he data (say 25 exit interview form)
analyse it question wise .
for example respondent of question1( say question was "what was the primary reason of your resignation
a)Got better Opportunity elsewhere
b)relationship problem (peer-peer, supervisor relationship)
c)No growth prospect in this organisation
d) because of Salary and Insentives
e)If any other reason please specify
Then analyse the answer. Say 25% of the respondent said they got better opportunity elsewhere.60% said they resigned because of salary and insentives.
do visual presentation . Prepare charts and graphs etc
Arrange answers groupwise(arrange response related to job dissatisfaction in one group, salary incentives in another, relationship in another and so on) and Prepare final result
Prepare the presentation and give the presentation
Shweta
From India, Gurgaon
yes
I do in excel sheet.
Do the data entry of each forms. Write questions in column. Have space for answers and then enter the response of each respondent row wise
Calculate there response using sum function of excel. then have there percentage using average function.
make charts using chart wisard
explanation of result u will have to do yourself
I am attaching one excel sheet with this mail. See it you may get some idea from this
Shweta
From India, Gurgaon
I do in excel sheet.
Do the data entry of each forms. Write questions in column. Have space for answers and then enter the response of each respondent row wise
Calculate there response using sum function of excel. then have there percentage using average function.
make charts using chart wisard
explanation of result u will have to do yourself
I am attaching one excel sheet with this mail. See it you may get some idea from this
Shweta
From India, Gurgaon
Waht I do for my organisation and also to present the data to the Sr. management is that I go by quarter end, so at the end of each qtr I collect the data and analyse it on few parameters
1. Reason for leaving
2. Been with the organisation for how long
3. Level of the indivual who has resined- to see which level employees are resigning the most
4. Monthwise attrition
5.Type of separation ( resignation, termination, absconding)
If we have this data the management will be able to work on good retentivity measures, as slaray is not always the criteria for leaving the job.
Cordially,
preet
preet
From India, Bangalore
1. Reason for leaving
2. Been with the organisation for how long
3. Level of the indivual who has resined- to see which level employees are resigning the most
4. Monthwise attrition
5.Type of separation ( resignation, termination, absconding)
If we have this data the management will be able to work on good retentivity measures, as slaray is not always the criteria for leaving the job.
Cordially,
preet
preet
From India, Bangalore
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Exit interview-form. docx
Exit Interview.zip