Exit Formalities Png Download - Xls

Dear All,
Can any one share best practices to strenghten the Exit Formalities.
Regards,
Vandana.
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Dear Vandana,
Please find attached SEPARATION / EXIT process flow chart here with for your reference. Hope this serves your purpose.
Regards,
Narendra

Dear Govind & Narendra,
Thanks a lot for your inputs. Pl find our Exit Formality Questionnarie Format. These days especially for Service Department employees we are facing a lot of problems. They just give the resignation and the inspite of the 3 months notice period their HoD's are leaving them after 1 month of the resignation. And these employees are very crucial and improtant for our business and at the same time we have scarcity of people for this profile. Pl share good retain or precuationary tips or measures to be taken for such issues. And also pl go through the Exit Formality Formate and give your inputs.
Waiting for reply.
Regards,
Vandana.

There is no point in having a 90 notice period clause since as per my experience, it is very difficult to implement. In any case, an employee who has put in his papers and made up his mind on quitting the current employer, becomes mentally and emotionally disengaged. Hence, even in a handful of cases where such employees do serve the full length of the 90 days notice period, they typically do so with a disengaged frame of mind which can be risky and their productivity during this phase is questionable. Further, efforts to force exiting employees to serve the full 90 days notice period only generate ill-will which can be destructive to the moral of your talentforce.

In one of the organizations that I worked for, we had a 90 days notice period clause. I took upon myself the self-initiative of analyzing the historical data since the 90 days notice period clause had been introduced (prior to this, the company had a 30 days notice period clause). I found through my analysis that typically, employees who had joined on a 30 days notice period contract, had twice the tenure of those who had joined on a 90 days notice period (after adjusting for the fact that typically those on a 30 days notice period currently would have joined earlier than those on 90 days notice period clause). I also found that most of the attrition for those to which the 90 days notice period clause was applicable were moving away prior to the completion of their probation period since prior to confirmation in employment, the 30 days notice period clause was applicable. Based on this analysis, I recommended a change back to 30 days notice period on either side and the strenght of this analysis had the management accept the practice of bringing back the 30 days notice period back into force.

The point I am trying to make here is that such things as 90 days notice period clause destroy the psychological contract that the employee and employer share with each other and come across as being arbitrary and favoring the employer. They end up doing more harm than good.

Thanks,

Snoopypryer.

You may check this process flow. It is better to have a systematic resignation and final settlement process to avoid last minute confusion over exit. Also with the help of a standard exit interview feedback, HR can analyze and come up with valid inferences on actual reasons behind attrition

An exit process should have the following elements
Clear documentation of employee leaving,appointments who sign and clear the exit.
Steps to ensure all company assets.entry passes are taken back,verified and taken on charge of the company.
Listing out all dues to the employee and from the employee.
Taking over of all files,pending works etc
Exit process should be simple,comprehensive and well documented.
We should be able to work out attrition rates for the company.
Ensure all papers are signed by exiting employee-Non disclosure agreement etc
It should be able to provide in a nutshell how many employees have left,periods served,reason for exit.
It also should allow a smooth exit for employee and provide him/her exit documents,timely FNF.