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scoutshr
1

Exist interview should have to be conduct..... in the scenario, you will be able to know (few in below) ;
1. What are the reasons behind to leave the employer
2. if valid reason pertain to the end of org., you will get the chance to improve the area of lankiness
3. further, if fault at org end or with specified dept, you can transfer that employee to other one
4. last but not least you will retain your worthy asset to whom some one else will utilize. And that may be a sign of danger if she/he is on top potion.
stay blessed,
https://scoutshr.blogspot.com

From Pakistan
Ashutosh Thakre
273

In my Opinion, When an Employee is Terminated, it is done so after the process of warnings and explanations given and taken. Therefore, considering this, we already know why the person is being terminated and the reasons for the person behaving in that pattern. Also Exit Interview will not provide any other new information, which has not come out in the enquiry.... Therefore a Exit Interview should not be conducted for a terminated employee....
From India, Mumbai
Kiramuddin
3

I do agree with scoutshr points. If someone is in higher position and directly terminate him/her will cause danger in the future. That might be the most useful assets of that org. Thus, i will recommend to do a deep investigation and senior management level are responsible to see the situation and take decision. Also for top level manager waring letter will work and effect to do not repeat that mistake. To retain the most useful assets will benefit org to utilize effective and efficiently.
Regards
kiramuddin

From Afghanistan, Kabul
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