Exit Interview – a Way Out to Attrition
Research Paper
On
Exit Interview – A Way Out to Attrition
Prepared by
(Deepshikha Satija)
Deepshikha Satija MBA, MPhil.)
Research Scholar, Singhania University
Deepshikha237@yahoo.co.in, Deepshikha237@gmail.com
Under Guidance of:
Dr. Parul Khanna
MBA, Ph.D
Assoc. Prof. &Dean R&D
Institute of Management & Technology, Faridabad
drparulkhanna07@gmail.com
Prof. Deepshikha Satija, MBA (HRM & IT) from M.D.University Rohtak of 1999-2001 batch. She is currently working as an Assistant Professor in Indira School of Business Studies, Pune, since last five years. Before she had worked in various capacities in corporate world for more than five years in NCR. Contact: 9764257416, deepshikha.satija@indiraisbs.ac.in
Abstract:
Objective: To understand the Attrition problems the organizations are facing today & to realize the importance of Exit Interviews, which can be a preventive tool in the hands of Management to retain the Human Assets who are indispensible in todays dynamic business environment.
Attrition is voluntary and involuntary terminations, deaths, and employee retirements that result in a reduction to the employer’s physical workforce.
There are several HR policies that companies currently follow such as providing a better work life balance, performance based benefits, career development programs to retain the workforce and inspite of this people do leave organizations, thus there is a huge pressure on the HR, to come up with some innovative tools, ideas to retain its manpower.
Attrition management thus has become all the more important in the present business scenario where organizations always seem to be in scarcity of talent. Exit Interviews can be one of the handy tools, if effectively planned and implemented.
This paper aims at understanding the importance of attrition management in today’s workplace, with reference to Exit Interviews as an effective tool to manage Attrition.
On
Exit Interview – A Way Out to Attrition
Prepared by
(Deepshikha Satija)
Deepshikha Satija MBA, MPhil.)
Research Scholar, Singhania University
Deepshikha237@yahoo.co.in, Deepshikha237@gmail.com
Under Guidance of:
Dr. Parul Khanna
MBA, Ph.D
Assoc. Prof. &Dean R&D
Institute of Management & Technology, Faridabad
drparulkhanna07@gmail.com
Prof. Deepshikha Satija, MBA (HRM & IT) from M.D.University Rohtak of 1999-2001 batch. She is currently working as an Assistant Professor in Indira School of Business Studies, Pune, since last five years. Before she had worked in various capacities in corporate world for more than five years in NCR. Contact: 9764257416, deepshikha.satija@indiraisbs.ac.in
Abstract:
Objective: To understand the Attrition problems the organizations are facing today & to realize the importance of Exit Interviews, which can be a preventive tool in the hands of Management to retain the Human Assets who are indispensible in todays dynamic business environment.
Attrition is voluntary and involuntary terminations, deaths, and employee retirements that result in a reduction to the employer’s physical workforce.
There are several HR policies that companies currently follow such as providing a better work life balance, performance based benefits, career development programs to retain the workforce and inspite of this people do leave organizations, thus there is a huge pressure on the HR, to come up with some innovative tools, ideas to retain its manpower.
Attrition management thus has become all the more important in the present business scenario where organizations always seem to be in scarcity of talent. Exit Interviews can be one of the handy tools, if effectively planned and implemented.
This paper aims at understanding the importance of attrition management in today’s workplace, with reference to Exit Interviews as an effective tool to manage Attrition.
Bibliography: • Abrams, Michael, (2001, May) "Raise Performance Bar for Manager to Retain Employee," Patient Care Staffing Report. • Buenger, V. (2006). Talent management systems: best practices in technology solutions for recruitment, retention and workforce planning. Human Resource Management. • Douglas A. Ready and Jay A. Conger. "How to Fill the Talent Gap." The Wall Street Journal, September 15, 2007 • Griffeth, Roger W • Morrell, K,. Loan-Clarke, J. & Wilkinson, A. (2001). Unweaving Leaving: The Use of Models in the Management of Employee Turnover. Research Series Paper 2001: 1. Loughborough University. • Snow, C. C. (1976). Organization behavior [Review of the book The Human constraint:The coming shortage of managerial talent ] . Industrial and Labor Relations Review . 29 (2). 308-309.