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

OH 10-1

Managing Voluntary Terminations

Human Resources Management and Supervision

10

OH 10-1

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.

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.

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.

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

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.

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

OH 10-8

Exit Interview Methods

Face-to-face

Telephone

Computer/based (online)

Paper

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

OH 10-10

Exit Interviews—When and Where?

When Near, but not on, the employee’s last day

Where In a private place free from distractions

OH 10-11

Who Should Conduct the Interview?

OH 10-12

Exit Interview Skills

Communication (including listening)

Question-asking skills

Note recording skills

Patience

OH 10-13

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.

OH 10-14

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.

OH 10-15

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.

OH 10-16

Evaluating Exit Interview Informationcontinued

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.

OH 10-17

Sample Information Analysis

Reason Cited

Servers

Bussers

Ast. M

anager

Dishw

ashers

Prep Cooks

Chefs

Total

Safety 0 0 0 0 0 0 0

Low Compensation 1 2 1 2 2 1 9

Scheduling Problems 5 3 1 0 0 0 9

Management Difficulties 0 1 0 1 0 0 2

Total 10 8 3 6 3 1 31

OH 10-18

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.

OH 10-19

Using Exit Interview Information

After the biggest problems are known, they can be addressed.

OH 10-20

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)

OH 10-21

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)

OH 10-22

Key Term Review

Consolidated Omnibus Budget Reconciliation Act (COBRA)

Exit interview

Involuntary termination

Open-ended questions

OH 10-23

Key Term Review continued

Structured interview

Termination checklist

Unstructured interview

Voluntary termination

OH 10-24

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.