hi, what is HR exit policy and Practice? what are good exit policy in a organization? Anyone regards shaktiraj:)
From India, Mumbai
From India, Mumbai
Hi Shakti
I understand your restlessness because 15 members have visited and yet no reply. All those who read may not reply or unwilling or would have though silly to reply. Any query posted here is for the reason that someone will help out.
Companies have Exit inteview for name sake and it is not going to be of any use. But always have the policy or forms in place. Being a HR, you cannot report to your Management anything bad about the company or the Division head or its culture or whatever the outgoing man has written in his exit interview sheet. They might accept or deny.
For that matter, please don't ignore the exit process. It is our duty to do it. Blow the conch, let those have ears hear it.
To be frank, we do it just as a matter of routine work that the filled in feedback sheet, Separation Clearance form, copies of Relieving letter/ Service Certificate and Final settlement form go to his personal file. This is just for your records and audit purpose. There ends his story.
Regards,
Chandru
Manager-HR
From India, Madras
39I understand your restlessness because 15 members have visited and yet no reply. All those who read may not reply or unwilling or would have though silly to reply. Any query posted here is for the reason that someone will help out.
Companies have Exit inteview for name sake and it is not going to be of any use. But always have the policy or forms in place. Being a HR, you cannot report to your Management anything bad about the company or the Division head or its culture or whatever the outgoing man has written in his exit interview sheet. They might accept or deny.
For that matter, please don't ignore the exit process. It is our duty to do it. Blow the conch, let those have ears hear it.
To be frank, we do it just as a matter of routine work that the filled in feedback sheet, Separation Clearance form, copies of Relieving letter/ Service Certificate and Final settlement form go to his personal file. This is just for your records and audit purpose. There ends his story.
Regards,
Chandru
Manager-HR
From India, Madras
Dear Shakti,
Like what Chandru said, it is generally not much use to have this, but you definitely need one in place. Over time, such feedback gained from exit interviews (we are asssuming that the leaving employees do give honest opinions), can be used to improve the processes, policies and operational matters in the company and help the company to move forward by rectifying any deficiencies (if any). However, this has to be assessed realistically due to the nature of the feedback given by the exiting employee. For what it is worth, having such a formal policy and exit interviews at least enables it to gather some feedback (that's all).
I don't think there is a GOOD exit policy or practice as most follow the standard practice of talking to the employee usually on their last day at work and by this time, the employee is most often tuned out on his upcoming holiday or to his new job (which he will be taking up shortly), so this can add to the feedback being not being constructive for future action. I have come across some companies dispensing with this and some employees "got nothing to say" as a standard response.
Not sure if the above is helpful to you, but this is what I have come across. What I have seen in industry so far is that most of the professional services firms like KPMG, Ernst & Young and similar firms definitely practice this, though as I mentioned above, the value of this feedback remains to be seen.
Venkat
From Malaysia, Petaling Jaya
Like what Chandru said, it is generally not much use to have this, but you definitely need one in place. Over time, such feedback gained from exit interviews (we are asssuming that the leaving employees do give honest opinions), can be used to improve the processes, policies and operational matters in the company and help the company to move forward by rectifying any deficiencies (if any). However, this has to be assessed realistically due to the nature of the feedback given by the exiting employee. For what it is worth, having such a formal policy and exit interviews at least enables it to gather some feedback (that's all).
I don't think there is a GOOD exit policy or practice as most follow the standard practice of talking to the employee usually on their last day at work and by this time, the employee is most often tuned out on his upcoming holiday or to his new job (which he will be taking up shortly), so this can add to the feedback being not being constructive for future action. I have come across some companies dispensing with this and some employees "got nothing to say" as a standard response.
Not sure if the above is helpful to you, but this is what I have come across. What I have seen in industry so far is that most of the professional services firms like KPMG, Ernst & Young and similar firms definitely practice this, though as I mentioned above, the value of this feedback remains to be seen.
Venkat
From Malaysia, Petaling Jaya
hi,
i am just new in the professional field...but my experience was tht there is an exit interview where employees are asked the reason for leaving the company and a feedback for the company or anything which can help the company to grow or a certain policy which should be changed according to the employee
From India, Delhi
i am just new in the professional field...but my experience was tht there is an exit interview where employees are asked the reason for leaving the company and a feedback for the company or anything which can help the company to grow or a certain policy which should be changed according to the employee
From India, Delhi
I dont think there will be any company which has a specific and specialized HR department and not have an Exit Policy.
Exit policy is as much a need as much as any other policy of the Organisation.
a few things are below:
An Exit policy consists of a statement which will state how the organisation treats an Outgoing employee and how to handle attrition.
The Formalities include
a) Approval of the resignation if its voluntary termination of employment by the employee.
b) a Letter of termination ( email or hardcopy letter) if the employee is being terminated.
c) Interaction with HR once the notice comes to see if the employee needs to be retained.
d) Information to the relevant departments like Finance, Security, Systems (Networking and Systems administration), Administration Department and the Manager to whom the employee reports to.
e) Exit Checklist to be completed by the employee ( No Dues/No Objection).
f) Releiving Letter and /or experience letter.
g) Take over and handover document from the respective department.
*****If an employee is being terminated some of the practices are not required. That will again be based on the discretion of the organisation and the polices the want to adopt.
These are some of the basic things. If I have missed out on any please feel free to update me.
Thanks
Vijay
From India, Hyderabad
Exit policy is as much a need as much as any other policy of the Organisation.
a few things are below:
An Exit policy consists of a statement which will state how the organisation treats an Outgoing employee and how to handle attrition.
The Formalities include
a) Approval of the resignation if its voluntary termination of employment by the employee.
b) a Letter of termination ( email or hardcopy letter) if the employee is being terminated.
c) Interaction with HR once the notice comes to see if the employee needs to be retained.
d) Information to the relevant departments like Finance, Security, Systems (Networking and Systems administration), Administration Department and the Manager to whom the employee reports to.
e) Exit Checklist to be completed by the employee ( No Dues/No Objection).
f) Releiving Letter and /or experience letter.
g) Take over and handover document from the respective department.
*****If an employee is being terminated some of the practices are not required. That will again be based on the discretion of the organisation and the polices the want to adopt.
These are some of the basic things. If I have missed out on any please feel free to update me.
Thanks
Vijay
From India, Hyderabad
I think Vijay's post covers just about everything that a typical exit process is comprised of. Also part of the checklist maybe things like staff inventory handover (staff to return company properties like keys to table/desk, laptops, car keys (if any) and other specific company property issued to the staff such as name tags etc.
Thanks and best rgds
Venkat
From Malaysia, Petaling Jaya
Thanks and best rgds
Venkat
From Malaysia, Petaling Jaya
Hi Saktiraj,
I am not agreed with the points which was given by some of the Seniors. In today's world lot of company's are working on retaintion of employee and all of this can by done by the analyzing the attrition / termination reasons.
So that, it exit policy is very much required in the company. It is also, required for provide the proper hand over from the resigned employee.
The exit policy covered the below mentioned detail.
1) Hard copy resignation (as per the compliance is required)
2) Approval for resignation acceptation from employees manager.
3) No due clearance certificate / note, for department like IT/Accounts/Quality others.
4) Exit interview for and detail comment for HR SPOC.
5) Reliving letter / acceptance of resignation letter from company.
6) Full & final statement in hard copy.
7) Experience certificate copy, issued to the employee.
This all document should be filed in the employees personal file, as well as the comment of exit interview should be captured in system and the monthly report should be given to the management.
Please find the attached formats for exit interview forms.
Thanks & Regards
Kumar Gourav
From India
I am not agreed with the points which was given by some of the Seniors. In today's world lot of company's are working on retaintion of employee and all of this can by done by the analyzing the attrition / termination reasons.
So that, it exit policy is very much required in the company. It is also, required for provide the proper hand over from the resigned employee.
The exit policy covered the below mentioned detail.
1) Hard copy resignation (as per the compliance is required)
2) Approval for resignation acceptation from employees manager.
3) No due clearance certificate / note, for department like IT/Accounts/Quality others.
4) Exit interview for and detail comment for HR SPOC.
5) Reliving letter / acceptance of resignation letter from company.
6) Full & final statement in hard copy.
7) Experience certificate copy, issued to the employee.
This all document should be filed in the employees personal file, as well as the comment of exit interview should be captured in system and the monthly report should be given to the management.
Please find the attached formats for exit interview forms.
Thanks & Regards
Kumar Gourav
From India
hi
i have not practiced it yet in my company but ya i have an idea that exit policy is there when an employee leaves that organization as his whole formalities should be done including a questionaire that why he is leaving the organisation, his feedback for the organization and his views that what new things should be done for improvement and his furture prospects.
hope this will give you an idea.
Thanks
nitu
From India, Gurgaon
i have not practiced it yet in my company but ya i have an idea that exit policy is there when an employee leaves that organization as his whole formalities should be done including a questionaire that why he is leaving the organisation, his feedback for the organization and his views that what new things should be done for improvement and his furture prospects.
hope this will give you an idea.
Thanks
nitu
From India, Gurgaon
Hi
the forms which are been posted Kumar covers all the aspect of the Exit interview
but has a HR person we should capture all the data of the employees who quit the company .
a personal one to one meeting with the employee is always better than just giving him/her to fill up the form .
the exit interview should not be conducted on LWD of the emp , if conducted well in advance we will able to capture the exact reasons for the resingation
the forms which are been posted Kumar covers all the aspect of the Exit interview
but has a HR person we should capture all the data of the employees who quit the company .
a personal one to one meeting with the employee is always better than just giving him/her to fill up the form .
the exit interview should not be conducted on LWD of the emp , if conducted well in advance we will able to capture the exact reasons for the resingation
Hii Guys,
Im new to this conversation and to this site as well i read all the views we all have spoken about exit policies n how it helps controlling attrition. Well I need little help here how can we control attrition?? The company im working with has the highest attrition level.How can we work on it.
From India, Delhi
Im new to this conversation and to this site as well i read all the views we all have spoken about exit policies n how it helps controlling attrition. Well I need little help here how can we control attrition?? The company im working with has the highest attrition level.How can we work on it.
From India, Delhi
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Exit Policy.xls
EXIT INTERVIEW POLICY.doc