Hello friends,
I am working as an Sr. Executive - HR with a engineering Firm in Kolkata. We have develope a Exit policy ( attached herewith) for our company. Kindly go through it and please let me have the feedback.
With Regards,
Amit :-P

From India, New Delhi

Attached Files
File Type: doc Write Up - Exit.doc (35.0 KB, 3874 views)
File Type: doc FeedBack Form.doc (31.5 KB, 2524 views)

Dear Friend

Its good to see that you have taken the resposibility to start the useful thread.
Its good but it appears to be mere formalities, is it so ?

If a key person leaving for good salary, which your company cannot afford then what is your strategy to retain them?

In my point of view, companies has started interview at the time of exit to know the reason of leaving and prepare a policy for retention.

If apart from exit interviews we to start informal interviews of employees with their HOD and HR. And help the employee to understand their growth opportunities with the industry and show a career growth along with money matters than the exit interviews will be minimum.

See every new joinee wants to work for a long time of atleast one year, if an employee is leaving after rendering less than one year service the reasons may be as follows

Location
Bad Boss
Work Environment
profile not same which was offerd
no recognition
salary not in time
family problems like shifting, transfer of parents,
work time ( flexy timing)
No work life balance
Higher Education

Regards
Anirban

From India, Mumbai
Dear Anirban,
Thanks for the revert...:)
I truelty appriciate you view points..In my opinion, employees won't leave the company for the salary hike only..there are other factors which ..u know.. compel them to leave..like Management behaviour ( Management Culture), On time salary.etc..
With Regards,
Amit Kumar

From India, New Delhi
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