Exit

management

Employee exit management is the process used within

many businesses to terminate employees in a professional manner.

It is the opposite of an induction programme which is

the process for onboarding an employee.

It applies to employees who have resigned and those

that have been terminated by the company.

Objectives of Exit Management

Avoid litigation
Trade secret protection Potential Re-hire

EXIT management Methods:

Exit Interview Induction Programme Termination of Employment Voluntary Termination Involuntary termination Dismissal Layoffs Downsizing Termination by mutual agreement Change of conditions

Exit Interview:
It is an interview conducted by an employer of a departing employee. The main purpose is to gather information for improving working conditions and retaining

employees.

It is mostly conducted by a neutral party such as a human resources staff member. Some companies opt to employ a third party for conducting these interviews and feedback.

Questions asked in Exit interviews

Some of the questions asked in the exit interviews are as follows:
What are your primary reasons of leaving the organization? What did you find most satisfying about your job? What did you find most frustrating about your job? Were there any company policies or procedures that made your work more difficult?

Induction Programme
An Induction programme is the process used within many

businesses to welcome new employees to the company and prepare them for their new role. Benefits of Induction Programme: Introduction to the working environment and the set-up of the employee within the organization. It helps the employer and employee to know the rights and the terms and conditions of employment. It is intended to enable the new starter to become a useful, integrated member of the team. A good induction programmes can increase productivity and reduce short-term turnover of staff.

A typical induction programme

A typical induction programme will include at least some of the following:

Any legal requirements Any regulatory requirements Introduction to terms and conditions a basic introduction to the company, and how the

particular department fits in a guided tour of the building completion of government requirements set-up of payroll details, introductions to key members of staff specific job-role training.

Layoff
Layoff occurs as a result of "downsizing", "reduction in force" or

"redundancy A less severe form of involuntary termination is often referred to as a layoff. One type of layoff is the Aggressive layoff. In aggressive layoff , the employee is laid off for a just cause, but not replaced as the job is eliminated. Layoff s are not strictly related to personal performance.

Reasons for layoff: Economic cycles The firm itself going out of business.
Change in the function of the employer.

Termination of employment
It is the end of an employees duration with an

1.
2.

employer. Depending on the case, the decision may be made by the employee, the employer, or mutually agreed upon by both. There are two types of termination: Voluntary termination Involuntary termination

Voluntary termination

Voluntary termination
It is a decision made by the employee to leave the job. Such a decision is commonly known as resignation, "quitting," "leaving," or "giving notice. Some of the reasons of voluntary termination are:
1.

Personal dissatisfaction with job, employer, hours, or working conditions, or in more severe cases, burnout.

2.
3.

Hire at a new job. Reasons for wanting a different job.

Feared or anticipated involuntary termination. The employee may wish to take matters into his/her own hands in order to leave more honorably. This is also known as mutual consent in some .

Depending on the employee's reason, comfort with the employer, and dedication to the job, voluntary termination may be sudden and abrupt without warning to the employer, or with a certain amount of notice given.

Involuntary termination
Involuntary termination is the employee's departure at the hands of

the employer.
There are two basic types of involuntary termination, known often as

being "fired" and "laid off.

. Often, it may hinder the new job-seeker's chances of finding new

employment, particularly if he/she has been fired from earlier jobs.

Job-seekers sometimes do not mention jobs which they were fired

from on their rsums; accordingly, unexplained gaps in employment, and refusal to contact previous employers are often regarded as red flags.

Dismissal
Dismissal is the employer's choice to let the
employee leave, generally for a reason which is the fault of the employee. The most common colloquial term for dismissal in America is being fired whereas in Britain the term 'getting the sack' is used

Difference between termination and dismissal Termination

Termination of

Dismissal

employment means the end of the relationship between the employee and the employee.

Dismissal of an employee is to remove the employees name from the rolls of the organization and is a punishment.

Termination by mutual agreement

Some terminations occur as a result of mutual

agreement between the employer and employee.

Some types of termination by mutual agreement include :

The end of an employment contract for a specified

period of time (such as an internship) Mandatory retirement. Some occupations, such as commercial airline pilots, face mandatory retirement at a certain age.
Forced resignation .

Changes of conditions
Firms that wish for an employee to exit of his or her

own accord, but do not wish to pursue firing or forced resignation, may degrade the employee's working conditions.
The employee may be moved to a different

geographical location.
The employee may be demoted or assigned to work

in uncomfortable conditions.