This is anusha a final year BBA student, i am now currently working on my final year project where in the topic given to me is \"HR APPRAISAL WITH REFERENCE TO EXIT INTERVIEW PROCESS\", is this a feasible topic, i.e is this topic in a level for the study?,
Can anyone please suggest me if there is any changes to be made to the topic.
If not, pls explain me knowing why Exit interview is done in a company, how far is the results considered in improving what aspect of the organisation.
Is it followed in many companies? if so why and suggest some of the companies which follows exit formalities.

From India, Chennai
International Corporate Trainer / Hr (od)
Master Consultant
Amjad Ali Anjum
A Function Of Hrm
Consultant & G.m.
Sr Manager Hr & Administration
+3 Others

Dear anusha
Exit interviews are interviews conducted with departing employees, just before they leave. From the employer's perspective, the primary aim of the exit interview is to learn reasons for the person's departure, on the basis that criticism is a helpful driver for organizational improvement.
Need more clarifications
call me

From India, Hyderabad
I agree with the comments of our friends above.
Please remember that HR Appraisal may be one of the reasons (the negative feedback) for a person to leave and will result in an Exit Interview... So how come you are combining both the topics under one heading. One is the cause and the other is the effect ! May be you can consider modifying the heading such as : Effect of HR Appraisal on Employee Exit !
Best wishes

From India
Dear Anusha,

It is definitely a new topic for you, a unique one too. However it's upto to you how well you are going to approach this and make it a big one to your examiners. You have to collect various things. To start with read all the links provided on the right to you on the screen so that you will have an idea how and where to start the project work. T Try to discuss with some HR Managers for their first hand experience, especially their follow up action, if any, on the Exit interviews taken by them. What is more important here is "how the companies are using the sum and substance of these interviews". It is interesting to note the fact that most of the out-going employees are expected to speak their mind out, highlighting their bad moments, many even might choose to complain about their bosses and colleagues, narrate how their best efforts were undercut/blocked (they are naturally have to give some excuses for quitting) You might as well analyse in detail various causes for such exits. Morefully you might as well analyse the concept of Attrition, its ratios etc as it has got direct link to the Exit. These topics have already been discussed in this forum, use them for best of your advantage. As you progress you might require some more guidance and don't hesitate to raise them here.

All the best.


From India, Bangalore
The topic is good.
Its better to conduct Exit interview and gather the positive and negative comments from an exiting employee. And in reference with those comments we can Appraise the present employees, provide better working environment, reduce attrition or exit so on..
Best wishes for your project..

From India, Coimbatore
Hi Anusha,

Personally I think this is a wonderful topic to analyse and study. Unfortunately the whole process of 'exit interview' in most companies is conducted just for name sake, there is no follow up action. An exit interview if conducted properly, will throw so many things to light, that one could even think of. We think employees work for money or position, an exit interview can highlight several other aspects with which an employee is disturbed, it could be an annoying boss or some wrong policies an organisation follows, just to give a few examples. It is ideal to visit some companies and take the actual facts collected during the process of an 'exit interview' and analyse it.

This topic therefore it to make an honest formal assessment of the strengths and weakness of the 'exit interview' process. I also appreciate the thoughts shared by our other readers including Lakshmi who has crisply described the whole process in a nutshell.

A few real-time examples would help you understand the need of this procedure. If you can drive home the point that this is important and can add value to the management, it would be appreciated. Please put efforts to get deep into all aspects and therafter you may also share your findings with the group.

All the best.

Ravi Narayan, Company Secretary

From India, Mumbai
Dear Anusha ji,

This is very good subject and it is required to be collected from the employee/s who are resigning, at the time of their leaving the company.

It is main tool thru' which HR, CEO of the company and rest of the top officials come to know why the employee/s are resigning and leaving. Previous we do not have this system.... and once the software companies groomed, this EXIST INTERVIEW system is got introduced by HR Managers. Some of the employee comes out with 100% true statement at the time of resigning. Some of the employees may say just as " better prospects ".

I will enclose one format of the Exit Interview and you may go thru' this.

My personal ID is : " " If you write to me directly your doubts on this I will be able to answer you immediately because I am not seeing this site very often because my busy time schedule. Ofcourse if you post it to my personal ID for which you may get my reply without further your mail will be noticed immediately on arrival.


- thanks - venkat - bangalore -

From India, Bangalore
I wish to share with you some of my thoughts on Exit Interview.

Having worked in HR for over two decades and heading HR function, more often than not we found it very difficult to conduct Exit interview on the last day or last week of employee's stay. The reason is that we are headquartered in Bangalore and our employees are spread so far and wide all over the country, it was next to impossible to conduct a sincere and committed Exit Interview.

Another reason against conducting the Exit Interview on the last few days of an employee's stay in the company is that, the employee may not be in a proper frame of mind to communicate what 'actually' made him to quite the company. The reason could be simple or complex or the people involved which ultimately culminated in his decision to quit could be one person or many.

Yet another reason could be that the employee may be a bit nervous or uncertain or anxious to some extent, till he moves out and joins the new organisation. Till then he would like to keep himself aloof and his thoughts would be more focussed on getting into the new job at the earliest or soonest possible. So mentally, he may not be well-equipped to speak his heart out. I have seen many colleagues would not even reveal where he is heading to. They used to tell me that "Sir, I have two or three offer letters but yet to decide ". This is one way of not leaving behind any trail about his movement !

Consequently, it is not advisable and prudent to get an exit interview done on the last few days of an employee in an organisation.

However, a few years ago, one of our senior HR professionals suggested to us that we can keep in touch with the ex-employee and get to talk to him say after about one or two months, soon after he settles down in his new job. By then he would have settled down in his new job and also more focussed in his thoughts on what drove him to quit the job with the earlier organisation. At least the reasons could be 75 to 90% accurate and if we are very serious about assessing the reasons for quitting, we may arrive at the reality.

Please keep these factors in mind while conducting the project work.

Best wishes

From India
Dear Anu,
I also suggest you to open a Blog/Face book/twitter a/c or web page of your own and invite comments and narration of the Exit interviews they had given and 'feedfack' if any they got from the company they left behind consequent on their interview. This will help you to minimize your search and save time. I hope many would have a look at your request and respond. These feedback certainly would help you in completing your unique project work with commendation.

From India, Bangalore
With my experience I dont think that Employees leaving the companies, do not give genuine reason for their decision. You can be a good friend but never could you find the real reason (if negative) in writing. This is just because of the fact that their to-be or would-be companies might come back to them on ref checks and they have a gut feeling that we might take this up ( sometimes it happens with SMBs). Though you request them to give it in writing (if you know the real reason, they wont). Hence relying on such interviews or if you feel it as "kind of appraisal" would not be too fruitful. Yes, we can take any topics but taking a workable one would be better and can take a step in the learning curve.
From India, Madras

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