Exit Process Flowchart: Can Anyone Share a Simple Guide?

Kindly share a flowchart for the exit process.

Please find the Process Flow Chart for the Exit Process.

Regards,
Abhinav Chandra

Hey Vasant, you can check out a smooth exit flow chart here - https://www.citehr.com/attachments/4...ate=1235027304. Hope this is useful to you.

Dear Abhinav,

Thank you for the flow chart. I have a suggestion to alter the flow chart. Once a decision is made not to retain a staff, the link after discussions with HR should be to the "Resignation Acceptance" box and not to the "Success" decision box. Also, there should be a link to the final box from the "Receipt of no dues" box to close the loop.

Have a nice day.

Simhan

Please check the attachment.

Regards,
Jancy

You may like to add "Full & Final Settlement of dues" before going on to the "Experience Certificate" stage.

Regards, Vasant Nair

Thank you for your suggestion. I appreciate your gesture. But what I meant in asking for a specific query was that the exit of an employee can be for whatever reason. It may not always be due to resignation.

What happens when an employee is terminated? I am sure there is a clear process that we may like to define to address such instances. The flow chart for addressing resignations is very nicely prepared.

Vasant Nair

Dear Vasant,

I take this opportunity to appeal to bloggers to search the web first before posting their query. Termination of an employee can be for various reasons, as you have rightly pointed out. A single process flow chart will become too complicated. Hence, there will have to be a flow chart for each category. For example, by searching the web, I found one on Capability Flow Chart for terminating an employee based on non-performance at http://www.manchester.nhs.uk/documen...May%202008.pdf Found at Google.

Have a nice day.

Simhan

<link outdated-removed> (Search On Cite | Search On Google)

Dear Vasant,

Termination of any employee needs to be done after all the options have been weighed upon. If any company finds the behavior of the employee as hurtful to the company, then a verbal warning is the first step. If the employee still does not mend his ways, then counseling can be undertaken. If this also does not work, then the company can terminate the employee. Remember that if the termination is done on unjust or unfair grounds, then the employee can file a legal suit against the company.

Hi Everybody,

All that I had suggested was that the initial query about the exit process be more specific. I know all about the resignation process and also about the termination of employees, etc., and the processes involved. Anyway, the process requested for was related to resignation and has been very nicely responded to.

Thank you, Vasant Nair

Dear All, I have gone through most of the exit flow charts shown/attached. All are appreciable. But what I feel is that there cannot be a thumb rule or a tailor-made set of steps for an exit. An HR Manager has to take into consideration these factors as well:

1) Provisions under Certified Standing Orders applicable to the establishment.
2) Local Trade Union and local involvement in case of forced separation/exit.

In HRM, 2+2 is never equal to 4. One should consider themselves very lucky if it happens. So, my dear friends, take suggestions from all but act according to your wisdom and judicious mind.

Good luck to all.

Regards,
AK Jain
HR Professional.

Hi, please check the attached flowchart for offboarding.

Regards, Zyn

www.haya.co.in