Tanvini
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Mak007hr
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SASHMITA
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A Chandra Prabha
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Nehakhale
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Rsrikanth
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Srivathsa
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Neha S.Doshi
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I have enclosed one Exit Interview format. Pls have a look. I hope it would offer some kind of help for you guys to formulate Exit Interview policies for your companies. Do let me know if we can add something else to make it more comprehensive.
9th July 2007 From India, Bangalore

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Hi
This format is good and comprehensive which is what most companies have.
However please note that there should be a face to face interview with the person who is leaving in the presence of a HR representative. Some times this interview may be conducted in the presence of an independent manager(unconnected with the leaving employee) to get a better prespective. The form itself should be filled by the HR representative while the interview is happening.
Exit interviews are seldom reliable and most of the people dont air their frank views so that they leave the door open for them to return :-).
But with lot of innovative data collection methods(apart from exit interviews) a pattern can be established and corrective action can be taken.
Thanks
Srivathsa
9th July 2007 From India, Bangalore
Hi, Thanks for your response. We do conduct FTF interview with the employee whom we would be relieving. The concerned HR person takes care of it. Regards, Dixita
9th July 2007 From India, Bangalore
Hi...
I always have a feeling that exit interview with the leaving employee should also be supplemented with some feedback from his/her close colleagues( with whom he/she is likely to share information) regarding the exit circumstances etc. This will perhaps help in getting authentic or close to reality information.
Thanks,
RSrikanth.
9th July 2007
ofcourse, but we are not sure how frank or open they would be in letting us know abt it. For that we need to have rapport with them. Regards, Dixita
9th July 2007 From India, Bangalore
Hello Dixita,
I am working as an A.M. (HR), I used to conduct exit interviews. the format you have composed is really more comprehensive and provides most of the information required at the time of leaving an employee for our further analysis on the subject.
Well done keep it up.
Thanks for sharing information.
With Best Regards,
Mohd. Arif Khan
10th July 2007
Hi Dixita,
The Exit interview form is quite good, but would suggest u to comprise in such a way that you can get inputs for doing attrition analysis.
We are using some format of exit interview and on basis of that we do attrition analysis.
This were my suggestions. Kindly revert for any suggestions on
Regards,
Punit
11th July 2007 From India, Mumbai
Hi! Comprehensive form..
My only query is that do all your employees actually complete this form, especially since it is so long (6 pages)
Do you follow any system wherein the Exit Interview form is sent after six months after the employee has left your services to gauge the actual reasons why they have left. After all an employee while leaving will not necessarily give you the actual reasons for leaving, to avoid any unpleasantness.
Regards,
Swapna Nair
11th July 2007 From India, New Delhi
hi swapna,
The candidate does not fill in the exit form. Its the HR person who does it. I would have an interview with the candidate and in this process i would ask these questions.
We follow this on the last working day of the candidate and not after six month.
Regards,
Dixita
11th July 2007 From India, Bangalore
Hi
It is good work, putting up the form together, it covers more a less all the points that needs to be addressed. However a few suggestions :
1. Make it objective, wherever possible, in case of subjective questions, very few will write. Good points here and there would stated.
2. Objective is easier, so they do answer every question, so indirectly we would still get their views.
3. Looks a little too lenthy, try and make it as concise as possible.
4. Employees who leave the organisation always like to go away with a good note, hence very rarely they pen down their concerns.
5. Concerns if any they would rather speak, then write so meeting these people is a must in order to improve the organisation.
6. The good points as well as the concerns have to be shared with the concerned persons, in order to improve the organsation, only then this entire excercise would be meaningful.
I have a few, can definately share if you like.
Have fun !
Regards,
Francis
12th July 2007 From India, Pune
Hi
Greetings & Good wishes to all members.
My name is Chandrasekaran working as Head- C&B in a leading Pharma company.
Your Exit interview format is very useful for all HR professional.
Keep it up and let's share HR info regularly.
Regards
Chandru :)
12th July 2007
hi dixita
it was a good format and very detailed one
but i personally think that one should not rely completely on these forms.
i work in a hospital as HR executive. there the turnover of doctors is very high. they don't have time to fill such detailed forms.
so what shall i do. can u suggest me some retention strategies for the same.
its open for anyone who reads this.
12th July 2007 From India, Ahmadabad
hi,
i don't think you should ask the person (who is leaving) to fill in this form. Rather, seat with him, try to understand the situation from HR point, analyze it and then fill the form by urself. it may be lengthy but the person should also have a feel good factor while leaving the org.
12th July 2007 From India, Bangalore
Dear Dixita,
I nice format. However an employee while leaving will not necessarily give you the actual reasons for leaving, to avoid any unpleasantness.
So the best way to get a good feedback is to make the format more objective and the identity of the employee should be kept confidential. So the name designation all these things should be optional and not compulsory. Employee may be asked to write the total duration of tenure and not necessarily date of joining/leaving.
These form should be issued at least three days before leaving the organisation and the employee can drop the duly filled exit interview form in a suggestion box. Suggestion box should be opened only once in a month in the presence of two to three person from other department.
This way having no fear of disclosing identity the employees will give real feedback
Thanks and Regards,
Bahubali
13th July 2007 From India, Mumbai
Dear All,
I appreciate the efforts put in by the members to design this comprehensive exit interview form which I feel will help us a lot.
I personally feel that in addition to Exit Interview Form we should ask subjective questions to the reisgned employee based on his job profile, the division in which he working to find out the reasons for his resignation.
No doubt Exit Interview Form is a powerful tool of knowing the reasons of resignation but more inputs can be gathered with one to personal interaction where the resigned employees feel there is some one who wana listen to him.So an exit interview should have more of a human touch and should be followed by an exit interview form.
Regards,
Sumit
13th July 2007 From India, Mumbai
hii dixita,
it is very nice to see such a good format.
will you please help me to solve my queries??
actually I find it bit irrelevant to take exit interview because exit interview can just provide us with such information tht what things are there on which we need to improve.
but do you think tht implementation of all the suggessions is done in the company though the suggession is relevant????????
or they are mostly thought as just a formality???????
one more thing that i was thinking is : do the employee who is leaving the firm will provide you with the genuine feedback?????? if yes what is his/her benifit in doing tht???????????
13th July 2007 From India, Bhopal
Hi,
Being in HR we need to streamline lot of things in the system and exit interview is one of the ways to do it.
I represent a company which has very less attrition.
We can't expect employees do be 100% true to us. But we understand the pain of loosing a good resource and hence find out his/her interest to us again in future. and most of the time the reply is "yes"
13th July 2007 From India, Bangalore
Hi Dear i was searching some good questions for Exit Interview and came through ur form. its really wonderful you have really done good job. keep it up dear :lol:
13th July 2007
Thanks dixita,
thanksfor solving my query. I am very sorry again to put a last query for you.
It is easy for a firm to take exit inerview where there are less attrition but what abt the the firm where the attrition rate is very high??
would exit interview will be the right way for them to correct their processes????
with regards
neha
13th July 2007 From India, Bhopal
Hi, Just an addition!!!!!!!!!!!!!! For managing time, a single page format of exit interview form!!!!!!! This I had designed during my summer internship !!!!!!! Thanks & Regards, Tanvini Gogri
13th July 2007 From India, Mumbai

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Hi Dixita, Exit Interview Form drafted is excellent. It is clesr and precise. This helps in analysis part of attrition rate. Regards, Nimish Joshi
14th July 2007 From India, Mumbai
Hi Dixita,
Exit Interview form is very much relevent and appropriate to our current scenario, as most companies are facing high attrition. This is going to help in analysing the reason for high attrition. And accordingly the policies can be amended and new motivational techniques can be worked out.
Thanks for this wonderful conribution.
Keep posting.
Sashmita :D :D
14th July 2007 From India, Delhi
Dear Member of citehr, The Exit Interview form is really excellent. But is not applicable for unskilled employees. Regards, Chandra
14th July 2007 From India, Bangalore
Dear all,
thank you for your so good form of exit interview. I will keep it for my reference. It is a pity that at the moment in my company, it is not common way to use this kind of form because my company has more than 2,000 employees.
I am now looking for some kind of hand-over form for staff level. Do you have it? if yes, please share with me.
Thank you for your attention,
Nal2lan
14th July 2008 From Vietnam, Hanoi
Hi Dixita
Good job.Can you pl help me with these:
I am doing my summer project on Exit interview in a PSU. Please help me with following information:
1} Is there any latest or new format,policy & procedure of exit interview?
2} How is it different from Private sector?
3} If company has various branches than where exit interview should be conducted it should be centralized or decentralized?
4} Who should conduct it Department head or third person i.e. HR.?
5} How to administer Exit interview in PSU.
6} Advantage / disadvantage of centralized & decentralized Exit interview
Pl reply.you can mail me at
Thanks
Swati
1st June 2009 From India, Mumbai
Hi This is Prassu,I’m working if FMCG AS ADHRE. I Want personal data sheet format, exit interview & leave letter formats.
1st July 2009 From India, Hyderabad
Hello Dixita,
Very nice, i was very much searching for the ingridients to be there in Exit Interview format and thanks to you for having all those in your format. It is really a nice format and definately of a great help to every one.
Good job done, keep it up
Santosh
2nd December 2009 From India, Mumbai
Thanx a lot..every1 :) I really think if we manage to maintain such helpful friends like this Cite HR then our Indian HR can compete US HR functions... :)
9th November 2010 From India, New Delhi
sir, I Dont know the meaning for the allocable surplus for calculations of bonus. please help me in this matter regards suresh kumar.k
26th October 2012 From India, Hyderabad
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