Dear all,
After receiving input from HR people yesterday, I've prepared a flowchart. Let me know your suggestions. Hope it is worth sharing...
Thanks again for all your efforts and suggestions.
Regards
From India, Delhi
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37After receiving input from HR people yesterday, I've prepared a flowchart. Let me know your suggestions. Hope it is worth sharing...
Thanks again for all your efforts and suggestions.
Regards
From India, Delhi
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Hi,
The flowchart sent by you is good to start with, but you might have missed a few important aspects. I suggest you review the same. One such point missed by you is the handover document that the outgoing employee has to submit.
Secondly, in case the outgoing employee has handed over the responsibilities to another employee in the organization (as per the directions from the reporting manager), the handover checklist needs to be submitted.
Think, and you may be able to find more missing points.
Regards, Arun
From India, Bangalore
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The flowchart sent by you is good to start with, but you might have missed a few important aspects. I suggest you review the same. One such point missed by you is the handover document that the outgoing employee has to submit.
Secondly, in case the outgoing employee has handed over the responsibilities to another employee in the organization (as per the directions from the reporting manager), the handover checklist needs to be submitted.
Think, and you may be able to find more missing points.
Regards, Arun
From India, Bangalore
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Hi Arun,
I agree on the first point that could be added, but in the case of the second point, I've mentioned the NOC form, which should receive approval from all departments, including the reporting manager. If the manager has any issues regarding the handover of responsibilities, he will never sign the NOC form, and the process will come to a halt immediately. Additionally, modifications can be made based on the internal policies of the organization.
Let me know if you have any other points to discuss.
From India, Delhi
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I agree on the first point that could be added, but in the case of the second point, I've mentioned the NOC form, which should receive approval from all departments, including the reporting manager. If the manager has any issues regarding the handover of responsibilities, he will never sign the NOC form, and the process will come to a halt immediately. Additionally, modifications can be made based on the internal policies of the organization.
Let me know if you have any other points to discuss.
From India, Delhi
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Hi Diti,
Good effort! You have just mentioned the resignation process in the Exit Process. You need to mention another case as well, in which you need to give the details of the Absconding Process. What if an employee absconds? Doesn't serve notice? That's supposed to be communicated.
Regards,
CB
From India, Delhi
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Good effort! You have just mentioned the resignation process in the Exit Process. You need to mention another case as well, in which you need to give the details of the Absconding Process. What if an employee absconds? Doesn't serve notice? That's supposed to be communicated.
Regards,
CB
From India, Delhi
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Hi Ditti, This is too good. I think you have taken inot consideration the all aspect looking to the flow. Amit
From India, Mumbai
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From India, Mumbai
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Very good flow chart Ditti. Nice effort. I have some suggestions. Just minor changes on descriptions only. Shall post it. See whether it suits your organisation. Gopan
From India, Kochi
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From India, Kochi
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Dear all,
Thanks for all your suggestions and views. Actually, I've prepared this chart keeping in mind my company's internal policies. You can use this and modify it as per your requirements.
Chanda, the process you are referring to is the termination process, where the scenario will be completely different. For that, a new chart could be prepared (I will try to prepare one). I have illustrated a clear exit of an employee.
Suggestions are always welcome.
Regards
From India, Delhi
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Thanks for all your suggestions and views. Actually, I've prepared this chart keeping in mind my company's internal policies. You can use this and modify it as per your requirements.
Chanda, the process you are referring to is the termination process, where the scenario will be completely different. For that, a new chart could be prepared (I will try to prepare one). I have illustrated a clear exit of an employee.
Suggestions are always welcome.
Regards
From India, Delhi
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Hi Ditt,
Good efforts. Just a few doubts (maybe due to a lack of corporate experience for me). If the employee's decision to resign is due to dissatisfaction with their immediate supervisor, what is the mechanism to identify such reasons? Will there be any intervention by the next level of HR, and where does that fit in this flowchart?
Regards,
Srinivas Noojilla
From India, Hyderabad
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Good efforts. Just a few doubts (maybe due to a lack of corporate experience for me). If the employee's decision to resign is due to dissatisfaction with their immediate supervisor, what is the mechanism to identify such reasons? Will there be any intervention by the next level of HR, and where does that fit in this flowchart?
Regards,
Srinivas Noojilla
From India, Hyderabad
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Dear Ditti,
Great work :icon1:, just one suggestion :icon10:. I feel it's a bit complex :huh: (which is not a bad thing). If you are able to develop it in a modular format, it will look very rich, easy to understand, and will be foolproof as well :blink:. I am not commenting on the content, just the format.
Keep up the good work.
Thanks and regards,
sdusewal
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Great work :icon1:, just one suggestion :icon10:. I feel it's a bit complex :huh: (which is not a bad thing). If you are able to develop it in a modular format, it will look very rich, easy to understand, and will be foolproof as well :blink:. I am not commenting on the content, just the format.
Keep up the good work.
Thanks and regards,
sdusewal
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Nice job done. Keep it up. I have beautified it. Hope you like it. Regards
From India, Udaipur
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From India, Udaipur
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Dear Ditti,
Good effort, a lot of thought behind it. Just one question - is it a draft or the final one? It looks a bit complicated at a glance. Just a thought... What are the policies regarding the resignation in the organization? 'X' time in advance or immediate etc could be mentioned if needed. And on a lighter note, at the end, you forgot to mention the farewell party ;)
Take care.
Thanks and regards,
sdusewal
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Good effort, a lot of thought behind it. Just one question - is it a draft or the final one? It looks a bit complicated at a glance. Just a thought... What are the policies regarding the resignation in the organization? 'X' time in advance or immediate etc could be mentioned if needed. And on a lighter note, at the end, you forgot to mention the farewell party ;)
Take care.
Thanks and regards,
sdusewal
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4. Exit or Separation Process Flow Chart.xls