Hi to everyone,
Wish you all a happy and prosperous New year 2009.
I am working in a hospital at coimbatore. I would be thankful if some one could send me details regarding Analysis of exit interviews.
Thanking you,
With regards,
S.Nagaraj Pandyan
From India, Madras
2Wish you all a happy and prosperous New year 2009.
I am working in a hospital at coimbatore. I would be thankful if some one could send me details regarding Analysis of exit interviews.
Thanking you,
With regards,
S.Nagaraj Pandyan
From India, Madras
Dear Nagraj, I m trying to send u details but mail is not diliverd to u.plz check wether u hv mentioned correct id or not.
From India, Indore
From India, Indore
Hello S. Nagaraj:
"I would be thankful if some one could send me details regarding Analysis of exit interviews."
What management problem(s) does the management team want to fix?
Most employees once they give notice seldom give the real reasons for leaving or they do not know why they need to leave other than they are not happy in the job.
If we want the most useful feedback, we need to hire a third party to do a post employment survey about 60 days after an employee’s last day on the job. The third party must convince the former employees that their comments will be kept anonymous.
Have you considered studying why your best employees don’t leave?
From United States, Chelsea
"I would be thankful if some one could send me details regarding Analysis of exit interviews."
What management problem(s) does the management team want to fix?
Most employees once they give notice seldom give the real reasons for leaving or they do not know why they need to leave other than they are not happy in the job.
If we want the most useful feedback, we need to hire a third party to do a post employment survey about 60 days after an employee’s last day on the job. The third party must convince the former employees that their comments will be kept anonymous.
Have you considered studying why your best employees don’t leave?
From United States, Chelsea
Hi,
It is true that once a person resigns, normally would not specify the reason to the correctness/authenticity for his/her seperation from the organization.
And to make it close to the real, the person who conducts the exit has to be a mature person, who has stayed/been with the organization for a longer duaration. The one who understands various ways in which management deals with the situation along side of knowing the various senior memebers of the organisation.
Having said that interviewer should also keep an eye and ear on the wispers around.
Once in a quarter/half yearly you could do the analysis on various parameters such as
longitivity of the service with the organisation
seniority/ranking of the leaving person
on the sal hike (if a substaintial amount) the individual is going, it could then mean that s/he is leaving for remuneration
chk the area of responsibilty s/he would face in the new offer Vs what he was having in the current job- job satisafcation could be another reason
rapport with his/her supervisor- as managers some times take undue advantage
In case of hospital it could be duty in a particular ward
There could be more parameters.
One you see a common trend in a particular quarter you could then analyse what were the reasons for the movement and if you see the repetition you could suggest to the management, who in trun could try to improve on the same to reduce the attrition/or for better management
Good analysis of exits and implementaion of methodology for improvemnts is very crucial for the growth of any organisation
Cordially,
preet
From India, Bangalore
It is true that once a person resigns, normally would not specify the reason to the correctness/authenticity for his/her seperation from the organization.
And to make it close to the real, the person who conducts the exit has to be a mature person, who has stayed/been with the organization for a longer duaration. The one who understands various ways in which management deals with the situation along side of knowing the various senior memebers of the organisation.
Having said that interviewer should also keep an eye and ear on the wispers around.
Once in a quarter/half yearly you could do the analysis on various parameters such as
longitivity of the service with the organisation
seniority/ranking of the leaving person
on the sal hike (if a substaintial amount) the individual is going, it could then mean that s/he is leaving for remuneration
chk the area of responsibilty s/he would face in the new offer Vs what he was having in the current job- job satisafcation could be another reason
rapport with his/her supervisor- as managers some times take undue advantage
In case of hospital it could be duty in a particular ward
There could be more parameters.
One you see a common trend in a particular quarter you could then analyse what were the reasons for the movement and if you see the repetition you could suggest to the management, who in trun could try to improve on the same to reduce the attrition/or for better management
Good analysis of exits and implementaion of methodology for improvemnts is very crucial for the growth of any organisation
Cordially,
preet
From India, Bangalore
hi this is K. thaniyarasu,
In my opinion most of the emploees leave the job cos, they are not given due respect and properly recognised. salary, perks also included in this, if they are offfered higher salary in some other company why don't the parent company recognise their talent and hike their salary, this is also a kind of humiliation they face. personal reasons play a minimum role in resignation.
In my opinion most of the emploees leave the job cos, they are not given due respect and properly recognised. salary, perks also included in this, if they are offfered higher salary in some other company why don't the parent company recognise their talent and hike their salary, this is also a kind of humiliation they face. personal reasons play a minimum role in resignation.
moreover, following issues can also b adressed:
1.reason to quit
2.interpersonal relationship with peers, boss, subordinates
3.performance during last 6 months
4.work profile
5. match between potential and job
6.family concerns
regards
Vandana
1.reason to quit
2.interpersonal relationship with peers, boss, subordinates
3.performance during last 6 months
4.work profile
5. match between potential and job
6.family concerns
regards
Vandana
Hi Nagraj,
We are an HR Outsourcing Company and manage end to end HR Processes and Services. We have managed Exit Interviews and Exit Management for our Clients and successfully and smoothly managed their Exit. Further we build up alumni for ex Employee. Please write to me or call me if you require some more details.
Regards,
Abdul
093200-65359
From India, Mumbai
We are an HR Outsourcing Company and manage end to end HR Processes and Services. We have managed Exit Interviews and Exit Management for our Clients and successfully and smoothly managed their Exit. Further we build up alumni for ex Employee. Please write to me or call me if you require some more details.
Regards,
Abdul
093200-65359
From India, Mumbai
Hi All
Exit Analysis should also include things like:--
1. Analysis of the average duration in which an employee leaves the organization - this is the vulnerable band of time when most people leave. For example, if most people leave within 6-8 months (dependent on industry type), probabaly not enough hand holding or internal selling has happened. Similary it is seen less people leave within 4 to 5 years of their service in an organization - mostly because they wait to collect their gratuity after completion of 5 years. (examples, only)
2. Analysis of which particular department do most people leave - to revisit the processes/funcitoning of this department to see why an employee leaves that role. This could attract role re-definition, process realignment, incentives, target realignment, etc.
3. Analysis of which manager do employees leave the most. As the saying goes... people dont leave the organization, they leave their bosses. The manager probably needs to be trained for leadership skills, team management, job definition, etc.
4. Analysis of Qualification of the person(s) leaving. Again for our understanding sake, an undergraduate would be less likely to change jobs for fear of insecurity, income etc. A qualified well experienced person has the chances of being attracted over by competitors, etc and is more likely to jump around.
5. Case of wrong hire. There are seat warmers / job hoppers, who take up a job only to gain experience and would jump for even few hundred bucks. This reflects on the hiring process of the organization and needs improvement.
Most of the time people give the reason "FOR BETTER PROSPECTS", or "FOR GROWTH", while leaving an organization.
Ask them to define growth while selecting.
Cheers!!!
From India, Delhi
Exit Analysis should also include things like:--
1. Analysis of the average duration in which an employee leaves the organization - this is the vulnerable band of time when most people leave. For example, if most people leave within 6-8 months (dependent on industry type), probabaly not enough hand holding or internal selling has happened. Similary it is seen less people leave within 4 to 5 years of their service in an organization - mostly because they wait to collect their gratuity after completion of 5 years. (examples, only)
2. Analysis of which particular department do most people leave - to revisit the processes/funcitoning of this department to see why an employee leaves that role. This could attract role re-definition, process realignment, incentives, target realignment, etc.
3. Analysis of which manager do employees leave the most. As the saying goes... people dont leave the organization, they leave their bosses. The manager probably needs to be trained for leadership skills, team management, job definition, etc.
4. Analysis of Qualification of the person(s) leaving. Again for our understanding sake, an undergraduate would be less likely to change jobs for fear of insecurity, income etc. A qualified well experienced person has the chances of being attracted over by competitors, etc and is more likely to jump around.
5. Case of wrong hire. There are seat warmers / job hoppers, who take up a job only to gain experience and would jump for even few hundred bucks. This reflects on the hiring process of the organization and needs improvement.
Most of the time people give the reason "FOR BETTER PROSPECTS", or "FOR GROWTH", while leaving an organization.
Ask them to define growth while selecting.
Cheers!!!
From India, Delhi
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EXIT ANALYSIS.ppt
Exit.xls
Exit-interview_ 195.doc