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OH 10-1 Managing Voluntary Terminations Human Resources Management and Supervision 10 OH 10-1.

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Presentation on theme: "OH 10-1 Managing Voluntary Terminations Human Resources Management and Supervision 10 OH 10-1."— Presentation transcript:

1 OH 10-1 Managing Voluntary Terminations Human Resources Management and Supervision 10 OH 10-1

2 OH 10-2 Chapter Learning Objectives Describe the use of employee termination checklists. Explain purposes of exit interviews. List advantages and disadvantages of alternative exit interview methods. Identify procedures for face-to-face exit interviews. Describe tactics for analyzing and using exit interview information.

3 OH 10-3 Employment Cycle The employment cycle must begin all over as employees leave the organization and create the need for additional staff members.

4 OH 10-4 Termination Checklist Used to confirm the following Applicable items are returned. Consolidated Omnibus Budget Reconciliation Act (COBRA) forms are completed. Any outstanding work is completed. Loans or salary advances are to be paid. Paperwork for the final pay check is completed.

5 OH 10-5 Additional Items in Termination Checklist Delivering the employee’s final paycheck Reporting about subordinates (if terminating employee is a supervisor) Removing the employee’s ID from computer systems Returning keys or uniforms

6 OH 10-6 Purposes of Exit Interviews Acknowledge conclusion of person’s work. Provide information to the operation. Determine whether employee is angry, and if a lawsuit may arise.

7 OH 10-7 Exit Interview Information Basic information Reason for leaving Areas of satisfaction/dissatisfaction Effectiveness of orientation/training Assessment of the employment relationship Effectiveness of supervisory style

8 OH 10-8 Exit Interview Methods Face-to-face Telephone Computer/based (online) Paper

9 OH 10-9 Exit Interview Formats Structured interviews Designed to collect specific information Unstructured interviews Provides an opportunity for the employee to discuss a wide range of subjects

10 OH Exit Interviews—When and Where? When Near, but not on, the employee’s last day Where In a private place free from distractions

11 OH Who Should Conduct the Interview?

12 OH Exit Interview Skills Communication (including listening) Question-asking skills Note recording skills Patience

13 OH How Would Answer the Following Questions? 1. When an employee decides he/she wants to leave the operation, this is called a _______ termination. 2. The best method for an exit interview involves a _______ interview method. 3. An _______ interview provides the best opportunity for an employee to discuss a wide range of topics. 4. The employee’s immediate supervisor ( is/is not ) the best possible exit interviewer.

14 OH Evaluating Exit Interview Information Step 1 – Review and categorize. Determine the best categories. First review information that may suggest legal problems. Provide and record information that allows comparisons between exit interviews.

15 OH Evaluating Exit Interview Information continued Step 2 – Gather additional information. Some information may need to be clarified. Expensive investigations of every issue noted are not always practical/necessary.

16 OH Evaluating Exit Interview Information continued Step 3 – Look for patterns. Consider whether the employee was a good fit for the job. Total and compare the responses from persons who had the same job or same level of responsibility.

17 OH Sample Information Analysis Reason Cited Servers Bussers Ast. Manager Dishwashers Prep Cooks Chefs Total Safety Low Compensation Scheduling Problems Management Difficulties Total

18 OH Exit Interviews This manager is thanking a departing employee for participating in the exit interview, and for helping the operation while she was a staff member.

19 OH Using Exit Interview Information After the biggest problems are known, they can be addressed.

20 OH Factors that Affect Problem Resolution Priorities Problems that may result in legal claims or lawsuits Policies or business plans that may dictate priorities Return on investment (time, cost, and effort versus benefit)

21 OH How Would You Answer the Following Questions? 1. The first step in evaluating exit interview information is to _______. 2. When first reviewing exit interview information, start by looking for information about _______. 3. Analysis of exit interview information may suggest that the employee selection process needs revision. ( True/False ) 4. Every problem identified in exit interview should be addressed. ( True/False )

22 OH Key Term Review Consolidated Omnibus Budget Reconciliation Act (COBRA) Exit interview Involuntary termination Open-ended questions

23 OH Key Term Review continued Structured interview Termination checklist Unstructured interview Voluntary termination

24 OH Chapter Learning Objectives— What Did You Learn? Describe the use of employee termination checklists. Explain purposes of exit interviews. List advantages and disadvantages of alternative exit interview methods. Identify procedures for face-to-face exit interviews. Describe tactics for analyzing and using exit interview information.


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