- Relevant Laws and Executive Orders
- Relevant Case Law
- Legal Concepts/Definitions Relevant to Workplace Planning and Employment
- Recruiting Candidates
- The Selection Process
- Background Checks
- Employment: Extending the Offer
- Negotiating the Offer of Employment
- Termination: The End of the Employment Life Cycle...or Is It?
- Exit Interviews
- Severance Packages
- Affirmative Action Plans
- Compensation and Benefits
- Documentation Strategies for HR Professionals
- Chapter Summary
- Apply Your Knowledge
HR’s responsibility extends beyond replacing an employee who has been terminated, whether voluntarily or involuntary.
HR professionals are often called on to participate in the exit interview process. Exit interviews provide employers with an invaluable opportunity. If departing employees are assured—and if they believe—that their comments will not be attributed personally to them in any way, they will be more likely to provide candid and valuable feedback relative to their employment experiences with your organization.
Exit interviews should focus on job-related factors rather than feelings. An exit interviewer may want to ask for feedback relative to myriad topics, just a few of which could include the following:
- The interview and selection process and whether it provided a realistic and accurate depiction of the job
- The degree to which the employee felt as though he was making a valuable contribution that ultimately furthered, in some way, the mission of the organization
- The nature of the supervision received and the employee’s relationship with her supervisor
- Training opportunities, and the degree to which the employee was truly encouraged (and permitted) to take advantage of those opportunities