...INDIVIDUAL ASSIGNMENT: EXIT INTERVIEWS TABLE OF CONTENTS 1. INTRODUCTION………………………………………………………………PAGE 3 2. CORRECT TIMMING OF THE INTERVIEW……………………………..PAGE 4 3. WHEN & HOW TO USE THE INFORMATION……………………………PAGE 6 4. STEPS TO AN EFFECTIVE EXIT INTERVIEW…………………………..PAGE 7 5. CONCLUSION…………………………………………………………………PAGE 9 6. REFERENCES…………………………………………………………………PAGE 10 INTRODUCTION Exit interviews are conducted with departing employees, just before they leave. Participation in exit interviews by the employee is voluntary but, the primary aim of the exit interview is to learn reasons for the person's departure, on the basis that the information will be a helpful driver for organizational improvement. Exit interviews are also an opportunity for the Organization to enable transfer of knowledge and experience from the departing employee to a successor or replacement, or even to brief a team on current projects and issues. Good exit interviews should also yield useful information about the University as an employer, to assess and improve all aspects of the working environment, culture, processes and systems, management and development, etc. Exit interviews are a unique opportunity to survey and analyze the opinions of departing employees, who generally are more forthcoming, constructive and objective than staff still in post. From the departing employee perspective, an exit interview is a chance to give some constructive feedback. Exit interviews are an extremely...
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...carried out by HR personnel. Turnover incurs financial costs, disrupts operations, negatively impact workplace morale, and decrease productivity, customer satisfaction and quality (Hom, Mitchell, Lee & Griffeth, 2012). To identify the steps to take in reducing turnover rates employers must first understand why turnover is occurring. Determining why employees leave is an essential part of a firm’s strategic planning. Exit interviews should be conducted to identify problem areas that may be negatively affecting staff morale and may also help to identify areas of strengths (Christie, 2014). However, Heneman, Judge & Kammeyer-Mueller (2012), such proceedings need to be conducted by a neutral party experienced and skilled to gently inquest the full truth when ties of severed with employees. Exit interviews are therefore the responsibility of HR professionals or external consultants. While the decision to conduct exit interviews for voluntary resignations, terminations, or downsizing is at the discretion of senior management,...
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...conversation that takes place between an employee and human resources (HR) or other manager to determine the reason(s) the employee is leaving. (enterprenuer.com) When an employee makes a voluntary decision to leave an organization, it is important for the organization to find out the reason for leaving, as the employee takes with him/her the knowledge, skills, expertise, and the experience. Generally, employee turnover happens due to the organizational and/or interpersonal and/or personal reasons. To understand the factors that compelled an employee to end its relationship with the organization is an integral part of the employment ending process. The organization should use the exit interview as an effective tool to develop and implement the strategies for meaningful staff retention. The exit interview provides the organization an opportunity to 'make peace' with a disgruntled employee; otherwise, the employee leave with the vengeful intentions which could lead to negative publicity for the organization. The number of questions can be asked to the departing employee, but a careful selection has to be made based on what outcomes the organization would like to derive. Some of the basic questions asked are stated below. For a detailed list of questions, please refer Appendix A. a. Overall, how did you find your experience working on this team? b. What did you like about it? c. What could have been better? d. What is the primary reason for leaving? e. What would...
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...Analyze the information from both the qualitative surveys and narrative reports, and from this information, develop an overall plan for improving retention outcomes for Tanglewood. 1. Review the information from the regional data and exit interviews, focusing on the major patterns that are associated with store-level turnover. What appear to be the most significant problems for Tanglewood based on this information? 2. Review the information contained in the description of the situation, individual data, and the exit interviews, focusing on the types of people who seem to be leaving as well as the costs and benefits of voluntary turnover described in your textbook. Do you think the evidence suggests that Tanglewood has primarily functional or dysfunctional turnover? What evidence led you to that conclusion? a. Based on the information provided, I would suggest that Tanglewood has a dysfunctional turnover. 3. Compare the suggestions for developing exit interviews from your textbook to the methods used by Tanglewood. What specific concerns do you have about the quality of the data from exit interviews in their current form? What advice would you give Tanglewood to improve the quality of data they are receiving? 4. Evaluate the job satisfaction survey. Do you believe that this survey is comprehensive? Using the information in your textbook, consider additional information Tanglewood might want to add to this survey to better understand turnover. 5. Based on these data, what...
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...You Decide Assignment HS541: Health Service Systems Chief Executive Officer, Kathy Ramirez Address to the Board of Middlefield Hospital As the Chief Executive Officer for the Middlefield Hospital, I am honored to be associated with a well-established and large tertiary facility which is well known in the community for providing high quality services. Middlefield Hospital has enjoyed this reputation for over 22 years and I am confident that we can continue to provide these services for many more years. Our facility offers many services that are needed in this community including inpatient and outpatient services. With that said, I am also aware that we are facing some difficult times right now. The opening of a new facility within close proximity to us has had an impact on our staffing, both in our physician and nursing populations. What are the reasons for this shift? What incentives are being offered that are not being offered at our facility? Why has the overall morale of our facility dropped significantly over that past 12 months? These are the type of questions we will explore after specific strategic steps have been implemented. How we respond as a team to these issues will have a major impact on our future. The transformation that is currently underway for our facility which includes the professional healthcare staffing is a challenge for all of leadership to address. We cannot stop these changes from taking place. What we can do is embrace them and implement...
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...Tanglewood’s focus on reducing turnover makes sense for three key reasons: It is costly to us. It is affecting the performance of our organization. It may become increasingly difficult for us to manage as the availability of skilled employee’s decreases in the future. Tanglewood is struggling to come up with a generous plan to retain employees. Based off the responses given during the exit interviews, our company can come up with a way to produce a better retention plan. Immediate changes need to be taken with, but not limited to: • Implementing a better manager training program and not doing away with it • Brainstorming a creative plan to retain managers • Employee satisfaction survey should be done every six months instead of every year (given the high retention rate, otherwise I would stick with a yearly survey) • The four major topics within the survey should contain more than one or two questions in regards to each topic • Exit interview questions should be semi-structured We need to take the time to invest in our staff through career paths, opportunities, training and hiring which will save the company in the end by keeping the best employees. By having a positive work environment, where employees feel appreciated, our employees would feel encouraged to work harder, benefiting both themselves and the company. RED FLAGS Superior Alternatives: Better Salary elsewhere, Company Competitors, Additional benefits other than 401K Dissatisfaction with Organization...
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...SUMMARY OF COMPLAINT As a part of a voluntary ODMHSAS Internal Exit Interview, Elizabeth Black, former Wellness Programs Coordinator, completed the survey on April 15, 2016, due to accepting a position as a Co-Occurring Specialist within the agency. The internal exit interview was held with Pam Mulvaney, Deputy Director of Human Resources. Black stated she enjoyed working for the Wellness Division as she felt her skills and passion. However, her reasons for leaving the division were due to inability to work effectively with the Program Manager, Yvon Fils-Aime. Black described several instances in which the working relationship between herself and Fils-Aime was strained. Additionally, Black alleged Fils-Aime made inappropriate comments regarding his references to faith and religion. Black also stated she was offended by gender-based statements Fils-Aime made. Black did not make a formal complaint against Fils-Aime. However, due to the nature of her comments, the ODMHSAS Human Resources Director recommended an inquiry. EVIDENCE CONSIDERED...
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...Assignment 1 Interview Stephanie Braxton is the person I interviewed. She is currently a Human Resource Manager for a company called Ocwen Financial. She has been in this position for about 3years. The purpose of this position is to maintain and enhance the organizations human resource by planning, implementing and evaluating employee relations and human resource policies, programs and practices. Some of her duties are: maintain the work structure by updating job requirements and job descriptions for all positions, maintains organization staff by establishing a recruiting, testing, and interviewing program; counseling managers on candidate selection; conducting and analyzing exit interviews; recommending changes, maintains human resource staff job results by counseling and disciplining employees; planning, monitoring, and appraising job results, maintains management guidelines by preparing, updating, and recommending human resource policies and procedures. Some changes that she said have occurred in the organization is the way training of new employees take place. Stephanie stated that the training is now more hands on rather than just sitting in a classroom setting for the entire period of the training. There is still some classroom training, but the last few weeks is more hands on. She stated that the company is working on new ways on how to be more innovative with keeping payroll, and recruitment of new employees. Since implementing the new training program, the company...
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...reference letter C) interview D) personality test E) work sampling technique Answer: C Explanation: Interviews are the most widely used selection procedure. Not all managers use tests, reference checks, or situational tests, but most interview a person before hiring. Diff: 1 Page Ref: 229 Chapter: 7 Objective: 1 Skill: Concept 2) Which of the following refers to a procedure designed to obtain information from a person through oral responses to oral inquiries? A) work sample simulation B) writing test C) interview D) reference check E) arbitration Answer: C Explanation: An interview is a procedure designed to obtain information from a person through oral responses to oral inquiries. Diff: 1 Page Ref: 230 Chapter: 7 Objective: 1 Skill: Concept 3) When an interview is used to predict future job performance on the basis of an applicant's oral responses to oral inquiries, it is called a(n) ________ interview. A) verbal B) group C) selection D) benchmark E) background Answer: C Explanation: Selection interviews are designed to predict future job performance based on the applicant's oral responses to oral inquiries. Interviews may be one-on-one or may be conducted in group settings. Diff: 1 Page Ref: 230 Chapter: 7 Objective: 1 Skill: Concept 4) Which type of interview follows a performance appraisal and primarily addresses an employee's performance rating? A) selection B) appraisal C) exit D) directive E) structured Answer: B Explanation: An appraisal interview is a discussion...
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...JOMO KENYATTA UNIVERSITY OF AGRICULTURE AND TECHNOLOGY [pic] UNIT: PROJECT UNIT CODE: BIT 2303 COURSE: BSC INFORMATION TECHOLOGY NAME: OKOTH DORINE ATIENO JKUAT NO: BIT- 008- 0345/2006 PROJECT TITLE: KASARANI SPORTS CLUB DECLARATION I declare that this project is my own idea and my own work. It has not been presented by any other person before and has been developed through my own creation, time and effort. No one else is authorized to use it without my permission. Name: ………………………………… Signature: ……………………………… Date: ……………………………… ACKNOWLEDGEMENT I would like to express my special gratitude first and foremost to God Almighty for giving me his guidance, grace, wisdom, strength and help throughout the project. Next, I would also like to thank my parents and family for their financial and moral support. I would also like to thank my friends and colleagues especially Mary Mutuku and Frank Omondi for their support throughout the project. I would also like to express my sincere gratitude to the staff at Kasarani Sports Club without whom this project would not have been possible. DEDICATION I dedicate my project to my parents for their love and support, and to my brothers and sisters for the support TABLE OF CONTENTS ...
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...and contrasting the benefits of at least 3 different recruitment methods and three different selection methods. The Identification and Assessment of 4 Factors Which Can Affect an Organisation’s Approach to Attracting Talent Does the vacancy need to be filled? If a member of staff has left or is intending to leave in the near future, can the vacancy be filled by splitting the job between other employees? To investigate the possibility of this a job analysis would be required to gain information from the leaver and line manager via the exit interview process as to the feasibility of absorbing the required tasks into existing employee’s workloads. Why does the vacancy exist? As previously mentioned an exit interview would be carried out by the line manager, the primary aim of the exit interview is to learn reasons for the person's departure, on the basis that criticism is a helpful tool for organizational improvement. Exit interviews are also an opportunity for the organization to enable transfer of knowledge and experience from the departing employee to the replacement allowing for a smoother transition. Is there the possibility of promoting from within the current structure? By restructuring the...
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...Church tries to offer a hopeful perspective. Radically different views than those of the Catholic Church are expressed by both healthy and terminally ill patients when surveyed. Several national organizations have been founded supporting a persons’ choice, to include the Hemlock Society and the Final Exit Network both with Arizona chapters. One of the main reasons terminally ill patients want the right to choose assisted suicide is to be able to die with dignity. The thought of being unable to care for yourself or recognize your family is particularly frightening and unwanted by most people. Mentally competent adults have a basic human right to end their lives when they suffer from a fatal or irreversible illness or excessive pain, when their quality of life is personally unacceptable, and the future holds only hopelessness and misery. Arizona is one of 34 states that have explicitly criminalized assisted suicide; only the states of Oregon and Washington permit physician assisted suicide with the remaining fourteen states somewhere in between. In my research paper, I will contact Compassionate Choices of Arizona, previously known as the Hemlock Society and The Final Exit Network for additional information about assisted suicide and to provide relevant opinions and motives. I will obtain support information and instructions on how to ensure a patient’s final wishes can...
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... |7 | | |Candidates | | | |Lecture Outline | | | |Strategic Overview |In Brief: This chapter gives an overview of types of | | |Basic Features of Interviews |interviews and their features. It discusses common | | |Types of Interviews |mistakes in interviewing, and outlines effective | | |Administering the Interview |interviewing techniques. | | |Are Interviews Useful? | | | |What Can Undermine an Interview’s...
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... DFT- 7 | | Plant layout is the spatial arrangement and configuration of departments, work stations, machinery and equipment used in the conversion process. Layout of an apparel production plant directs the flow of materials and work-in-process from start till its completion and integrates material handling and equipment. An efficient layout has the flexibility to be changed to meet requirements of the product line, delivery schedules, and anticipated volume. Safety is a major consideration in plant layout. Fire and safety codes, emergency and accessible exits, open traffic areas, etc. must all be a part of layout plans. The following factors should be taken into consideration while planning a layout: * Minimization of manufacturing costs * Efficient work flow * Minimization of work transfer * Provision of future expansion * Selection of Factory Site | Demographic, Infrastructural, Natural and Social factors should be considered before selecting a location for a factory site. Demographic and Infrastructural analysis is all about understanding population age groups, per capita income, education level, occupational structure and availability of skilled and non skilled manpower, technically qualified and trained supervisors and managers, transportation cost, link roads, nearness to...
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...Retention Management Recruitment, Selection and Placement ABSTRACT This research paper covers the retention management process, as it pertains to business. The two types of turnovers, involuntary and voluntary, will be explained, along with the cost and consequences of each. Also covered are reasons why employees are discharged. Details of why companies downsize will be reviewed. Statistical information is noted throughout the paper. Finally, it will reflect on what happens when an employee leaves a company and the reasons why. Saint Leo’s core value of excellence should be incorporated into every business and organizations policies and procedures and be a fundamental component of the retention management process. Has it ever crossed your mind, why your fellow co-worker, lost his or her job? You may ask, “were they fired?” This situation is classified as a turnover. There are different types of turnovers and they are conducted in different manners. The main three are voluntary, discharge, and downsizing. Each explains if an employee is leaving a job for good, if they have been fired or if they are asked to leave in order to benefit them for the better. Voluntary turnover is connected with involuntary turnover. Under voluntary it holds both avoidable and unavoidable turnover. Involuntary holds both discharge, and downsizing in it. The first type of turnover is called voluntary or involuntary. This is either divided into avoidable...
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