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Essayon Exit Interviews

Exitinterviews refer to interviews that are conducted with departingemployees before they leave an organization. With the continuing rateof economic layoffs and unemployment, both employees and employersare dealing with employment terminations (Niles 98). Conductingtermination interviews with employees both voluntary and involuntarytermination is one of the best practices that companies should followfor a number of reasons. These interviews cover human resources andlegal employment aspects. Despite the many questions of “why” and“how” to conduct these termination interviews, they are key inoffering information to the employee on the termination of service,benefits and compensation or deny of access to company premises(Smith et al., 24).

Employeehandbook policy on exit interviews covers procedures that are to beadopted when employees leave employment either voluntarily orinvoluntarily. The key point of conducting these interviews is tocome up with the reasons as to why these employees are leaving. Thisenables the management to monitor the results and analyze them withinthe organization. The outcome of exit interviews is used to improvethe enhanced development in the recruitment strategy and to addressthem at the organizational stage (Niles 111).

Exitinterviews are important for employers and employees from both legaland humanistic standpoint. Employers must adopt the practice oftermination interviews for a number of reasons. To start with, exitinterviews, regardless of the situation leading to termination, itgives an opportunity to say goodbye, get everything that belongs tothem in the system as well as receiving suggestions on improvement ofworking conditions (Smith et al., 32). These meetings give employeesopportunity to express their opinion and to an extent helps them indeciding otherwise about revenge in case of an involuntarytermination.

Thesecond importance of exit interviews is based on legal requirements.The law states that, upon unlawful termination of an employeecontract, the employer shall compensate the employee an amount thatwould have accrued in the separation period (Fillip 54). This helpsemployers to explain to the employees the benefits to be provided ifany and the process of accessing them. In view of this, the companyrepresentative may be called upon to explain the statutoryobligations, the rights and the vested interests that the employeehas in the company.

Discussionof circumstances that led to the termination is another importantreason for the exit interview. The employee is awarded the goldenchance to explain the reasons behind his termination in case of avoluntary termination. The evidence on the employee`s reasons can behelpful in case of a future claim by the employee of an unlawfuldischarge (Fillip 72). In the case where an employee`s reason to quitis due to problems with the management, this is helpful to theorganization because they can rectify it and retain good employees inthe future.

Finally,whether the termination was voluntary or not, it is imperative for acompany to conduct exit interviews to assess the probability of anylegal claim by an employee on grounds of employment. In the case ofany claims of wages, compensation, vacation pay or overtime should bebrought on board, and if valid, they should be resolved at exitinterviews (Niles 102).

Majorityof employers ignore opportunities that termination interviews offerbecause they have not been used in the past, and commencing them nowis a difficult undertaking due to the subjective nature of results,time involved and fear of exposure to criticism. Exit interviews actas a unique way to analyze and survey the opinions of leavingemployees who are more objective as compared to other members ofstaff (Smith et al., 17). Departing members of staff provide anobjective feedback when responding to these interviews.

Workscited

Fillip,Mark. PracticalGuide to Employment Law.S.l.: Kluwer, 2007. Print.

Niles,Nancy J. BasicConcepts of Health Care Human Resource Management.Burlington, Mass: Jones &amp Bartlett Learning, 2013. Print.

Smith,Shawn A, and Rebecca A. Mazin. TheHr Answer Book: An Indispensable Guide for Managers and HumanResources Professionals.New York: American Management Association, 2011. Print.