SASHMITA
Hr Professional
Tanvini
Hr Associate
Bahubali
Hr Professional
Mak007hr
Hr Professional
Nal2lan
Hr Manager
RegalEagle
Professional
A Chandra Prabha
Payroll Executive - India,sigapore &
Punit_ashar
Sr. Hr Executive
Nehakhale
Management Trainee
Namrata.hr
Hr Executive
Rsrikanth
Human Resources
Srivathsa
It Professional
Nimish1981
Human Resources-officer
CareerHR
Senior Executive
SCSCSC
Hr Manager
Neha S.Doshi
Management Trainee
Santoshsb
Hr / Ir
+3 Others

Cite.Co is a repository of information and resources created by industry seniors and experts sharing their real world insights. Join Network
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.
From India, Bangalore

Attached Files
File Type: doc exit_interview_982.doc (77.5 KB, 8218 views)
File Type: doc exit_interview_982.doc (77.5 KB, 4850 views)

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

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
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.


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
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


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

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

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

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

From India, Pune

This discussion thread is closed. If you want to continue this discussion or have a follow up question, please post it on the network.
Add the url of this thread if you want to cite this discussion.






About Us Advertise Contact Us
Privacy Policy Disclaimer Terms Of Service



All rights reserved @ 2020 Cite.Co™