Thanks for replying!
please correct if I am wrong some where. below is my take on this.
1) Company conducts exit interview to know the reason why an employee is leaving the organisation. This is done with positive attitude to improve the performance of the organisation and for employee retention. This helps the organisation to learn the lesson from an employee who is leaving the organisation. ( There are many various reasons to conduct exit interview)
what i have learnt in my exp. is exit interview are conducted in voluntary cases but after this abusive behavior under notice period, would it be counted a voluntary exit. we do conduct exit interviews but only in voluntary cases, in other cases one cannot expect fair views. its bound to be biased
2) In this Case, employee has resigned and he has raised valid question regarding the performance of the seniors. (This can be a reason for him to leave the organisation). Company should learn from this to implement proper performance appraisal system in the organisation.
[COLOR="rgb(255, 0, 255)"]he didn't raise the question on seniors performance, he accepted his mistake but don't agree to improve it saying that it's an human error can happen by anyone. agreed to it. but how often you do same mistake again n again[/COLOR]
3) Hr should understand why this employee is leaving and take corrective and preventive action to retain the people.
4) My question to Saunee, why he / she is protecting senior. If senior performance is excellent then nothing will happen with the allegation of outgoing employee. [COLOR="rgb(255, 0, 255)"] ture. we are not protecting seniors and actually no need to do that. we simply ignored this incident[/COLOR]
5) Employee leaves the managers and they do not leave the organisation.
please correct if I am wrong some where. below is my take on this.
1) Company conducts exit interview to know the reason why an employee is leaving the organisation. This is done with positive attitude to improve the performance of the organisation and for employee retention. This helps the organisation to learn the lesson from an employee who is leaving the organisation. ( There are many various reasons to conduct exit interview)
what i have learnt in my exp. is exit interview are conducted in voluntary cases but after this abusive behavior under notice period, would it be counted a voluntary exit. we do conduct exit interviews but only in voluntary cases, in other cases one cannot expect fair views. its bound to be biased
2) In this Case, employee has resigned and he has raised valid question regarding the performance of the seniors. (This can be a reason for him to leave the organisation). Company should learn from this to implement proper performance appraisal system in the organisation.
[COLOR="rgb(255, 0, 255)"]he didn't raise the question on seniors performance, he accepted his mistake but don't agree to improve it saying that it's an human error can happen by anyone. agreed to it. but how often you do same mistake again n again[/COLOR]
3) Hr should understand why this employee is leaving and take corrective and preventive action to retain the people.
4) My question to Saunee, why he / she is protecting senior. If senior performance is excellent then nothing will happen with the allegation of outgoing employee. [COLOR="rgb(255, 0, 255)"] ture. we are not protecting seniors and actually no need to do that. we simply ignored this incident[/COLOR]
5) Employee leaves the managers and they do not leave the organisation.