09-11-2016, 11:54 AM
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Exit Management
Exit Interview is a process of identifying the reasons for which an employee is leaving the current organization.
Most of the organizations, conduct the exit interviews on face-to-face basis.
Exit Interviews are conducted by the Human Resource Department and/or Reporting manager of the exiting employee.
Exit Interviews give both-The employer and the employee to express their views, feelings regarding the current company experience freely without any hesitation.
Arrange the EI for the resigned employee and HR, Senior Manager and third party(EG. Recruiter)
Brief the employee so that they feel comfortable about the process.
Ensure that it is conducted before the employee leaves the organization.
Ensure that you are provided with a feedback by both interviewer and interviewee.
Discuss and make necessary changes wherever required
Employee exit management is the process used within many businesses to terminate employees contracts in a professional manner. It applies to employees who have resigned and those that have been terminated by the company.
Avoidable losses result from employee job dissatisfaction, poor management practices, the lack of advancement opportunity, and sometimes personal harassment by or conflict with a co-worker or manager. A recent employee retention survey suggests that nearly 70% of employees leave their jobs because they do not feel valued!
Another purpose is to help employers avoid litigation down the road, caused by illegal activities or by “disgruntled” employees.
Employee exit interviews can change the climate of the organization by changing management style, making changes that reflect employee opinions, and creating value recognition programs where needed. One key to increasing the employee’s opinion of the organization is in the management of expectations. Realistic job expectations are important and management should focus on creation of proper expectations.
Employee exit interviews can result in measurable retention and performance increases for the employees and for the business in general. Specifically, effective employee exit interviews are an opportunity to diagnose and improve performance within the company
It helps to Improve employee retention and reduce turnover.
Increase company objectivity by having employee exit interviews handled by a fair and non-partisan third-party.
Benchmark against industry and company norms for the exit interview survey items.
Compare exit interview scores against overall the Employee Satisfaction Tracking Survey to determine if employee satisfaction impacts turnover.
Track trends in employee exit interview satisfaction to measure improvements made.
Record Management
A record captures or documents the relationships and transactions between the employer and the employee throughout the employee’s life cycle in the organization.
Record Keeping begins from right of Day 1-(Recruitment Process) up to Last Working Day(LWD-Separation Process).
Records of any organization are said to be the back bone of the company.
Hence, a strong HR Record Management System is required in every organization.
Good records management practice supports the goal of getting the right information to the right people at the right time
Knowing which documents and information should be retained, why they are retained, and how long to retain them reduces clutter and streamlines workflow.
Well organized and managed information is quickly and easily retrieved when required.
Awareness of the requirement to retain records to support actions and decisions enhances transparency in governance.
Acts as a proof in case there is any discrepancy between employer and employee
The purpose of records management is part of an organization's broader function of and is primarily concerned with the managing the evidence of an organization's activities as well as the reduction or mitigation of risk associated with It.
An organization's records preserve its corporate memory. In determining how long to retain records, their capacity for re-use is important. Many are simply kept as evidence of a transaction.
Just as the records of the organization come in a variety of formats, the storage of records can vary throughout the organization. File maintenance may be carried out by the owner, designee, a records repository, or clerk. Records may be managed in a centralized location, such as a records centre or repository, or the control of records may be decentralized across various departments and locations within the entity. Records may be formally and discretely identified by coding and housed in folders specifically designed for optimum protection and storage capacity, or they may be casually identified and filed with no apparent indexing. Organizations that manage records casually find it difficult to access and retrieve information when needed. The inefficiency of filing maintenance and storage systems can prove to be costly in terms of wasted space and resources expended searching for records.
Branding Basics
Branding serves both buyer & seller
A brand is a name, term, symbol, sign, design, or combination of them. Intended to identify the goods or services of one seller or group of seller & to differentiate them from those competitors
Brands are central to creating & sustaining the customer value & not images
Brands are culture that circulate in society as conventional stories
Brands components are important as brands with deep death is difficult for competition to destabilise
Brands consistently & repeatedly providing an idea combination of attributes