Advantages And Disadvantages Of Exit Interview

I am now going to look at five types of interview and approaches that can be taken for different reasons;

4. The purpose and importance of carrying out exit interviews with all employees prior to their leaving the

When an employee leaves the company of his or her own volition, it is called voluntary turnover. In this essay, I will discuss why voluntary turnover is a problem for many organisations and how to retain employees.

This interview is part of the disciplinary proceedings of the employer or is part of the employer's procedures to determine whether the discipline will be enforced. The purpose of this interview is to investigate the employee’s performance, where discipline, grading or other negative consequences on employee status or employee working conditions are a possible outcome. Also, the purpose of the interview is to draw the facts from the employee to support possible disciplinary actions that are being considered or to obtain the acceptance of misconduct or other evidence to support a disciplinary decision previously

Employees may leave for a number of different reasons and these reasons may differ according to generations, gender, and education background and so on making the act of identifying why a particular employee packs up and leave the more complicated. Though studies have found some of the major reasons that an employee would leave would include reasons or factors such as that of; monetary, stress, work-life balance and career opportunities (Deery, 2008; De Vos&Meganck, 2009).

When employees decide to leave your company, do you know why? Turnover is costly for any organization, and if your top performers decide to leave, it is a definite concern. Conducting exit interviews with each employee who leaves can uncover problem areas and reasons these people were dissatisfied with their jobs. You can then address these issues to reduce future turnover.

Another may be training and development opportunities. The variables that we are looking for in this study will in some way show how to increase employee retention. When dealing with employee retention issues there may be more than one solution to fixing the issue. That is why it is important to ask the right questions during an exit interview as well as in any other form of interview or survey.

The options that were covered in the group discussion I feel very informative. When it comes to releasing someone, whether it is a termination or a layoff, it was discussed if training for those types of situations would be suitable, or if one could even prepare to carry out something of that delicate nature. You can train someone how to do anything, but that does not necessarily mean it will be conducted in the manner it was taught. I think it all highly depends on the situation and the individual who is delivering the news to the employee.

In our days, employment became a hard process in which many managers are complaining about it. In addition, hiring good employees is essential to run a good business on a daily basis and for a long run. Thus, employees would be the heart and the soul of a business. On the other hand, Interviewing is an important process in the preselection of good employees and so opening a gate to have the right person in the right position.

Employee resignation is a problem every business will have to deal with every once in a while. Every now and then, a boss in a company somewhere will regret seeing a great employee leave his/her organization for a number of reasons and it is something human resource personnel cannot control.

I also learned that interviewing can be a powerful tool. It is imperative to include as many perspectives as possible in order to successfully change an organization. These interviews provide individual insight as to the current state of the establishment, as well as provides many possible solutions to common problems. Through interviewing we were able to note common trends in information to provide a more complete solution to the overall problem.

The interview are useful to acquire the feedback, attitude, behavior, and experiences of others. (Fitzpatrick, Sanders and Worthen, 2011). The interview advantage is that it provides an opportunity for clarification, probing and exploration and discovery. (Fitzpatrick et al., 2011). It requires interview skills and the interviewers must exhibit that they are “benign, accepting, curious (but not inquisitive) individual who is prepared and eager to listen to virtually any testimony with interest” (Fitzpatrick, et al., 2011). However, the drawback is if the data is trustworthy from the responses provided. In this case the employees were told to provide positive feedback if they wanted the company continue support. Therefore, the evaluator would have to look and compare all the data available from past and present program record to analyze and validate any issues with the

Preparing for a reduction in force is never an easy thing, for the organization or the employees. Although, at times it is a necessary action to take to suffice business needs. Planning and preparation are key to executing a smooth transition when it comes to reducing your labor force. When the economy took a turn for the worst, our company that manufactures airplane parts had no other choice than to layoff part of its workforce. As the office manager, I was in charge of planning and executing this RIF. This paper will provide an overview of the processes we followed to dismiss our employees in a respectful, complaint manner.

An interview is known as a general conversation between two or more people where questions are asked by the interviewer to obtain certain facts or statements from the interviewee according to the questions asked, the questions can be general or extensive depending on the type of interview. Interviews are a part of qualitative research. They are normally used by journalsists and in various employment contexts.The qualitative research interview purposes is to describe and explain the meanings and themes. The main task in interviewing is to understand the meaning of whatever the interviewees say. Interviewing, is a technique used to understand/ determine others experiences. In this case they should use the general interview approach, which is

160-164). As per Sommers-Flanagan and Sommers-Flanagan (2008, p. 164-171), a brief summary of the concerns, a closing statement, and reassurance of the support are the few components of closing and termination. Throughout the interview a range of open, closed, and reflective questions are used (Yeung, 2008, p.19-23). Whereas the use of leading, multiple, hypothetical, and double barrelled questions should be minimised (Yeung, 2008, p.42-58).