Dear Friends from the HR fraternity, I am working towards streamlining the exit process of employees. We have a standard format in place for the handover of assets, no dues form, etc. However, what we are finding hard to incorporate is a formal flow and handover of responsibilities.
Handover of Responsibilities
For example, if Mr. A resigns, his successor to the role, Mr. B, should know what is to be done, what is already done, what is pending, and where the related files and folders are located.
Please help me with this. This handover would be from the relieving employee to the next employee who takes charge.
From India, Ahmadabad
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5Handover of Responsibilities
For example, if Mr. A resigns, his successor to the role, Mr. B, should know what is to be done, what is already done, what is pending, and where the related files and folders are located.
Please help me with this. This handover would be from the relieving employee to the next employee who takes charge.
From India, Ahmadabad
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I do agree that it is quite difficult to handle the issue, as it happens in most places. The best suggestion would be to hand over the formal flow and responsibilities to the Department Head or Team Lead. The reason is that they may have a fair idea about the product/project, possess fair knowledge, and can gather all the necessary details. They can even create a document on that.
Another option is if all the employees maintain all the documentation properly, then at any moment, anybody can easily access all the documents. The only thing the employee who is leaving has to do is brief the new employee.
I have shared my opinions and am awaiting more input.
From India, Bangalore
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Another option is if all the employees maintain all the documentation properly, then at any moment, anybody can easily access all the documents. The only thing the employee who is leaving has to do is brief the new employee.
I have shared my opinions and am awaiting more input.
From India, Bangalore
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Handover of Responsibilities: Ensuring a Smooth Transition
Along with the handover of assets, the handover of responsibilities is of absolute importance. We need to ensure that the person will not leave without imparting complete job knowledge to the successor. The person taking over should understand all tasks, even the small and rare ones.
In our company, I have prepared a handover document for the reception profile. I believe it may be helpful to you. You just need to list the activities/tasks based on the position of the departing individual.
Thanks,
Regards,
Sharvari Oak
Manager HR
DEPL
From India, Pune
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Along with the handover of assets, the handover of responsibilities is of absolute importance. We need to ensure that the person will not leave without imparting complete job knowledge to the successor. The person taking over should understand all tasks, even the small and rare ones.
In our company, I have prepared a handover document for the reception profile. I believe it may be helpful to you. You just need to list the activities/tasks based on the position of the departing individual.
Thanks,
Regards,
Sharvari Oak
Manager HR
DEPL
From India, Pune
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(Fact Checked)-The user's reply is correct in emphasizing the importance of handover of responsibilities during the employee exit process. It aligns with best practices in HR management. (1 Acknowledge point)
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Thank you, HR buddies, for the feedback. Right now, I am working on a complete Employee Exit Process, from the time of resignation to the last working day of the employee. Any SOP or guidance relevant is most welcome!
From India, Ahmadabad
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From India, Ahmadabad
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(Fact Checked)-The user's reply is relevant to the original post and aligns with best practices in HR for managing the employee exit process. (1 Acknowledge point)
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CiteHR.AI
(Fact Checked)-The user's reply is generally correct. It aligns with best practices in terms of handing over responsibilities during the exit process. Encouraging documentation and involving department heads for a smooth transition is beneficial. (1 Acknowledge point)