SCOPE OF THE PROJECT
Exit interviews are interviews conducted with departing employees, just before they leave. From the employer's perspective, the primary aim of the exit interview is to learn reasons for the person's departure, on the basis that criticism is a helpful driver for organizational improvement. Exit interviews are nevertheless a unique chance to survey and analyse the opinions of departing employees, who generally are more forthcoming, constructive and objective than staff still in their jobs.
Our project was undertaken for understanding the role of exit interviews conducted by various organisations as well as understanding the significance of third party involvement in exit interviews. In the process we came across a lot of
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S. (1992) pointed that the two critical elements of the exit interview are discovery and communication. It is not an easy process to get in-depth, accurate information as to why an employee is leaving the organization. And it all the more difficult for the employee to share this fact with the organization, because of apprehensions as to how the company may view this response. As a result either the employees end up giving wrong signals to the organization or the organization fails to collect vital information it could have for its own betterment and productivity. In order to get consistent and correct picture through exit interviews, researchers have tried to understand the relationship between quality of information provided by the individuals with their individual characteristics, environment under which information is collected, and characteristics of the person collecting the information. The individuals with positive attitude towards supervisor and positive acceptance of authority are more willing to discuss issues than individuals with negative attitude towards supervisor and authority (Knouse, Beard, Pollard and Giacalone 1996). Equally important is the way the organization analyses the results. An efficient process designed for the exit interview will be helpful for the employee and employer, rather than it being just a mandatory procedure before the employees leave the …show more content…
Employees constantly evaluate, are they getting acceptance and praise for their job, do they have an active social circle, and does the company really value what they do.
These factors play a crucial role on the employee’s decision to leave or stay in the organization. It is important to include these factors in the exit interview.
Also important is the process of timing the exit interview. The literature on exit interviews presents conflicting recommendations on the best timing. Some say that it must be conducted a week before, while others feel that the last working day is an ideal time. Whenever it is conducted, it should be decided well in advance and the interviewer must be well prepared with the process and should gather enough background information, to gain as much relevant information as possible from the departing employee.
In the midst of all these findings it is also important to note the cost that a company incurs by losing an employee. People are an ‘appreciating asset’, the longer the person stays in an organization the more productive he is expected to get, being more familiar with the style of functioning, product and systems of the
Interviewing is a procedure which recounts to a controlled situation in which one person asks a chain of questions to another person, relating to a specific field (Sommers-Flanagan and Sommers-Flanagan, 2008, p. 18). Interviewing skills are pivotal in making an interview more effective, as it is an overall judgement of candidate’s capabilities (Interviewing skills, 2002, p. 8). The process of Interviewing is divided into five phases i.e. Introduction, opening, body, closing, and termination (Sommers-Flanagan and Sommers-Flanagan, 2008, p. 144). According to Sommers-Flanagan and Sommers-Flanagan (2008, p. 145-154), introduction also named “initiation”, is the initial phase in which the interviewer explains his role, confidentiality policy, rules and regulations, and the purpose of the meeting. Also a person is put at ease and a short informal talk, develops a therapeutical relationship. Then the opening commences with the first question which is more about the person’s current concern (Sommers-Flanagan and Sommers-Flanagan, 2008, p. 154-160). The body or “exploration” phase is the main section of interview as major information regarding the ...
1. I believe the criteria that should be used to determine potential layoff candidates are job seniority, job performance, acquired skills, and the ability to further develop and assist the company in moving forward. With seniority, employers can determine which employees are the most loyal to the company and those that are the most familiar with their jobs and the objectives of the company. Performance is also an important facet to consider; it makes no sense to retain a poor to average performing employee because they have more seniority than recently hired, exceptionally performing employee that is more likely to contribute to the company’s advancement. I also believe that employees with useful skills should be given preference over unskilled employees who may not be preforming adequately or require additional training to attain the skills needed to do their jobs. Finally, in their ultimate decision of who to layoff, companies
Interviews are very popular among most individuals especially researchers and scholars as they attempt to obtain information and data from an interviewee. However, there are many factors that influence the interview and which determines its success or failure. Often, the interviewer takes charge of the situation, and they have the sole responsibility of asking the questions while the interviewee provides an explanation or an answer to the question asked. As a result, an interview can be defined as a consultation or a discussion in person through which information and data are exchanged regarding a particular phenomenon event with the intention of establishing the interviewee’s position. It is easy to tell the mood and success of the interview
The employment interview has been the key element used for determining a candidates’ worthiness in filling an open position. Organizations rely on employment interviews as a way to predict the future job performance and work-related personality traits of interviewees. Over the years validity of the employment interview has been under scrutiny, so it is no wonder that is has been the topic of many research papers. The definition of the employment interview is “a personally interactive process of one or more people asking questions orally to another person and evaluating the answers for the purpose of determining the qualifications of that person in order to make employment decisions” (Levashina, Hartwell, Morgeson, and Campion 2013, p. 243).
Next I needed to do research on my interview topic. My partner and I had given
Employee turnover costs are very costly to a company. Turnover not only affects the bottom line but also affects the company’s morale. We are analyzing the problems within our company that are causing our employees to become unsatisfied with their job. Then we are going to find solutions. And then do the cost estimates of the turnover costs and the turnover savings after our solutions are implemented.
There are many aspects that make up a successful interview or interrogation. An investigator does not become a skilled interviewer or interrogator over night. Training and experience are vital to becoming skilled at interviewing and interrogation. Experience is the best teacher, conducting interviews and interrogations is the only way to become more skilled. In this paper I will explain all the aspects that make up a successful interview. I will also explain the difference between an interview and an interrogation.
On this paper we are going to discuss the effectiveness of the interview as a method of selection. However we are also going to look at the problems facing the interviews, and also how we can improve them. They are so many types of interviews that the employers can use to interview people, for example screening interviews. These interviews are conducted in person, over the phone, or via video. Another example of an interview is one on one interview which involves face to face talking and also focuses on questions to assess the interviewee skills and knowledge. However there is also another type of an interview which is panel interview. These involve three or more people, or it’s more like group interview were they
Unappreciated employees could be more costly for the organization because they tend to leave. The disadvantages of losing an employee are the cost of hiring a new employee which includes the cost of advertising, interviewing, screening, hiring and training. Also, appreciated employees are easier to influence. Therefore, it is important
Layoffs are one means by which an organization can reduce expenses with the intent of improving its bottom line. Despite being typically performed as a last resort, layoffs often have a negative impact on the remaining workforce. As a manager, there are numerous areas for concern in managing the workforce going forward. The human costs related to downsizing are “immense and far-reaching” with one of the most profound being survivor syndrome according to Hanson (2015, p. 187). Also known as survivor’s guilt, this condition relates to the emotions felt by those still employed and some of the effects include decreased motivation, moral, and job satisfaction, as well as an increased proclivity to search for other employment. This volunteer turnover being another grave concern for managers, and retention of the remaining workforce is usually dependent on their existing perception of the organization and its culture (Sitlington & Marshall, 2011). Also relayed by
Employee satisfaction, employee turnover, and workplace environment are inseparably linked. Workplace environments heavily influence employee satisfaction, which directly affects employee turnover rates. When employees feel they are not being supported within their first months of hire, they will inevitably leave the company. Employees want to have the security that if they need assistance, someone will be there to guide them. Therefore, it is imperative for organizations to develop a thorough onboarding program and a long-term retention plan.
Voluntary and involuntary turnover have an effect on organizations. Rapid changes in job descriptions, organizational structures, and inter-organizational competitiveness increase the importance of studying turnover and its relationship with organizational change. According to Leana and Van Buren (1999), "the loss of key network members can severely damage an organization 's social fabric and perhaps eradicate its social capital altogether." When businesses lose a high number of employees, problems can occur, costing the company time and money. Some of the costs incurred are associated with training, drug testing, physicals, and orientations to hire replacements that may take several months to learn the job and to achieve competency. There is a saying, “Good help is hard to find---and harder to keep”. This saying refers to good organizations trying to reduce turnover when the competition for retaining good employees is intense.
In the career of a health professional, the role of the interview is crucial in treating patients, interacting with others and gaining knowledge. (Northouse &Northouse 1998:165) Understanding the interviewing skills used in the exploration phase is especially valuable in my development as an emerging IHP through the reflective, empathetic and knowing dimensions. (Olckers, Gibbs & Duncan 2007:2) An example of an interview will be discussed to reflect the importance of these skills in influencing an interviewee’s thoughts, feelings and behaviours.
Employee turnover in organization is one of the main issues that extensively affect the overall performance of a workplace (Tariq, Ramzan and Riaz, 2013). Various studies show that employee turnover negatively affect the overall efficiency at the organization (Tariq, Ramzan and Riaz, 2013). Xiancheng, (2013) mentioned the employee turnover is a method of personal issues who decided to stop associate with the company for better advantage. There are two types of turnover which are voluntary and involuntary turnover. Voluntary turnover can be defined as the termination of the official and the psychological contract between the employee and employer (Krausz, 2002; Macdonald, 1999; Mclean Parks et al, 1999; Rousseau, 1995) while involuntary turnover inescapably lead to direct negative results such as current job is insecurity, work difficulty, and status fluctuation (Gowan and Gatewood, 1997). However, other researchers such as Haven-Tang and Jones, (2012) concluded poor management, lack of salary, bad working environment and paucity of job opportunities could be the highest causes of turnover among organization. This statement was support by Kusluvan et al., (2010) where is they had stated that poor management, low payment of salary, work environment and lack of employees’ job opportunities on the organization will make employee want to quit from their job. Turnover intention situation will appear when labour had feeling that they want to quit from current job, so voluntary and involuntary turnover will become final stage for them as their decision (AlBattat and Mat Som, 2013) but it is different for researchers such as Mosadeghrad, Ferlie and Rosbenberg (2013) when they conclude that employee turno...
Have a realistic interview, and follow all the steps that would have followed in a regular interview. In case of offers from the employer, the candidate should follow up right the way. Finally, interviewers should be asked to evaluate the meeting and give some suggestions. Preparing for an interview is as much important as showing up. Tips to prepare for an interview can be used for any kind of job interview, and must be followed like the interview is real. Stress get into people every time an interview is behind the corner, and a great way to deal with it is to learn as mush as possible about the interview. The applicant should learn bout the job description, experience, and qualification for the position applied. The candidate should prepare some questions in case the employer asks, and practice them. The interview must be approached with positive attitude, which it could improve your performance. Right before the interview, the applicant could talk to a friend or a close person who could boost hi or her motivation. Also, the applicant should look professional, and use a positive body language. Thus, the