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Exit Interview in Relation To Employer Branding PDF
Exit Interview in Relation To Employer Branding PDF
PROJECT REPORT
ON
“EXIT INTERVIEW IN RELATION TO
EMPLOYER BRANDING”
CARRIED ON:
fitneSSuite,
KALORIEMATE LLP
Submitted by: Simranjeet Kaur
Talent Evangelist, fitneSSuite
1
PREFACE
In this project, an exit interview was conducted to gather data in order to gather data in
order to improve the working conditions and retaining employees. Though this is an
attempt which was made to know the reasons of the employees behind leaving the
organization. The purpose of an exit interview is usually to gather data various reasons
leading to the resignations of the valuable assets.
Every company invests thousands of rupees and their time on training of employees. In
turn, it expects long term association with the employees. But, frequent resignations
affects the organization economically as well as their image.
From this project I have come to know the common reasons behind leaving jobs, their
expectations from the organization and their worthy feedback leaving a scope for
improvement.
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ACKNOWLEDGEMENT
I wish to express my sincere gratitude to Mr. Himanshu Rana, Founder Director
fitneSSuite, KalorieMate LLP for providing me an opportunity to do my internship and
project work in “KalorieMate LLP.”
I sincerely thank my professor Mrs. Shameena Gupta for her guidance and
encouragement in carrying out this project. I also wish to express my regard to the
officials and other staff members of KalorieMate LLP who rendered their help during the
period of my project work.
I also thank the Director of ATM Global Business School for providing me the
opportunity to embark on this project.
Simranjeet Kaur
3
TABLE OF CONTENTS
I. Company Profile………………………………………………………………………………………………………………………………………….5
II. Introduction to Exit Interview…………………………………………………………………………………………………………...6
III. Purpose of Exit Interview…………………………………………………………………………………………………………………….7
IV. Relation of Exit Interview to Employer Branding………………………………………………………………..8
V. Research Overview………………………………………………………………………………………………………………………………….10
VI. Data Analysis & Interpretation ……………………………………………………………………………………………………….14
VII. Recommendations……………………………………………………………………………………………………………………………...22
VIII. Conclusions…………………………………………………………………………………………………………………………………………….23
IX. Limitations………………………………………………………………………………………………………………………………………………...24
X. Bibliography……………………………………………………………………………………………………………………………………………...24
4
C
ompany Introduction
Company: fitneSSuite
Parent Company: KalorieMate LLP
Industry: Food and Beverage
Founded: December 2015
Aim: Affordable Healthy meal subscription enabling customers to achieve desired
health goals
fitneSSuite is a healthy kitchen set up by Mr. Himanshu Rana, to introduce the
elimination of junk. The food consists of no unhealthy/fattening ingredients in their
recipes. They empower their consumers in achieving their health goals by providing
affordable and healthy meals.
They are a Gurugram based organisation, with their headquarters in Sushant Lok I,
Gurugram, Haryana. They have multiple outlets in other parts of Gurugram, Haryana.
Their basic services include, On Demand Healthy Gourmet & Subscription Plans
(Customised plans for different consumers). They believe in appropriate price point and
more indianized cuisines, making people preferring healthy meals subscriptions. Their
approach is to penetrate market with low price point, which would push customers to
go for subscriptions, resulting in high density of subscribers.
The core team consisted of 150 members with employees working in different
departments, namely Support Function (HR, Finance and Marketing), Operations and IT
department. Operations and IT department were headed by Mr.Himanshu Rana.
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I NTRODUCTION TO EXIT INTERVIEW
● Exit interview is an interview conducted
by an employer of a departing employee.
● They are generally conducted by a
relatively neutral party, such as a human
resources and other staff members.
● It is an interview between a staff member
of the organization and an employee
who is leaving, to ascertain the reasons
for the employee leaving the
organization.
● Final formal between the management
and an employee leaving the firm. It is
used as a learning opportunity for the
executive concerned who seeks candid
views on workplaces related problems.
● Exit interviews are prime opportunities to figure out why someone is leaving your
organisation.
● Effective exit interviews can help improve your bottom line by reducing turnover
and the associated costs of hiring and training new employees.
● To help you prepare for the exit interview, give a questionnaire to the people who
are resigning to be completed before their final day on the job. You can also give a
form to the employee on their way out and ask them to complete and mail it
back. Finally, have a face-to-face or phone meeting the final day.
● When you've had a few people quit, analyze the results of your exit interviews. Try
to figure out trends, such as the main reasons they give for leaving, the typical
length of time a person works for departments or groups associated with
particular managers. The idea is to identify changes you can you before quitting,
the type of jobs that have the most turnover, and patterns of resignation in make
to keep people from leaving.
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PURPOSE OF EXIT INTERVIEW
● To retain the employee who wishes to resign
● To analyse the factors for frequent resignations in order to overcome them
● Used to obtain information that will result in better selection, training practise
and improved supervision
● A hidden purpose is to help employers avoid costly litigation down the lane,
caused by disgruntled employees
● An opportunity for an employer to end the employee’s time with the company on
a positive note
● Provide an opportunity with valuable feedback concerning benefits and
compensation
● To know negative and positive aspects about the organisation by the employee
who is leaving
● Analyse the findings to identify consistent trends, patterns and themes
● Implementation of strategies to increase retention and reduce turnover
● Used as learning opportunity for the executive concerned who seeks views on
workplaces related problems
7
RELATION OF EXIT INTERVIEW TO EMPLOYER
BRANDING
8
● Effective Exit Interview process enables reduction in employee attrition rates
which reflects positively on the employer's brand image.
● A convenient employee separation procedure and an brief yet relevant exit survey
encourages exiting employees' candid responses.
● Exit interviews, if done effectively, can attract positive word of mouth from
ex-employees
● It can develop the brand value
● Ex-employees can also refer to their friends or contacts to join company, reducing
hiring and training costs
● It can also reduce the turnover rates ,leading to productivity
● The process of exit interviews boosts morale of ex-employees, making them feel
important and valuable resource
9
RESEARCH OVERVIEW
Sample Size: 30 employees
Sampling Design: Convenience sampling (grab or opportunity sampling)
Data Sources
I. Primary Source: Interview of responsible personnel of various departments.
Observation for this research instruments used by me were questionnaires.
Discussion & Observation plays important role in primary source of data collection.
II. Secondary Source: Secondary data is collected from the selection and
recruitment records of this organization. HR magazines, newspaper, company’s
literature,magazines journals and legal documents also from management books
related to recruiting methods.
Data Collection Method
I. Interview
II. Discussion
III. Observation
Interview Questions
Employee Employee
Name code
Division Designation
Date of Joining Date of leaving
1. Reasons for leaving (Please specify reasons in the space below the applicable
factors)
a) Work-related
i. Work Environment: Excellent / Very Good / Good / Satisfactory / Poor
ii. Job Satisfaction: Excellent / Very Good / Good / Satisfactory / Poor
iii. Support from your Immediate Manager: Excellent / Very Good / Good / Satisfactory /
Poor
iv. Rapport with your colleagues: Excellent / Very Good / Good / Satisfactory / Poor
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v. Management Style: Courteous / Helpful / Problem Solving
vi. Training Provided: Excellent / Very Good / Good / Satisfactory / Poor
vii. Infrastructure Provided: Excellent / Very Good / Good / Satisfactory / Poor
b) Better Prospects
i. Are you satisfied with your new designation and role? Yes/No
ii. Are you taking up additional responsibilities? Yes/No
iii. Have you got a better compensation? Yes/No
c) Personal Reasons
i. Financial Constraint
ii. Relocation to Hometown
iii. Further Studies
iv. Better Work Atmosphere
v. Marriage
vi. Family Problem
2. What circumstances would have prevented your departure?
i. Better Work Atmosphere
ii. Better Guidance and Support from your Supervisor
iii. Better Employee Interaction
iv. Additional Support from the Management
v. Better Compensation and Benefit
vi. Additional Roles and Responsibilities
vii. Additional Employee Benefits
viii. Advanced Training in your Field
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3. What did you like most about your job
4. What did you think of your supervisor on the following points?
Almost Someti
Usually Never
Always mes
Was consistently fair [ ] [ ] [ ] [ ]
Provided recognition [ ] [ ] [ ] [ ]
Resolved complaints [ ] [ ] [ ] [ ]
Was sensitive to
[ ] [ ] [ ] [ ]
employee needs
Provided feedback on
[ ] [ ] [ ] [ ]
performance
Was receptive to open
[ ] [ ] [ ] [ ]
communications
5. How would you rate the following?
Excellen
Good Fair Poor
t
Cooperation with other
[ ] [ ] [ ] [ ]
divisions
Personal job training [ ] [ ] [ ] [ ]
Equipment provided
(materials, resources, [ ] [ ] [ ] [ ]
facilities)
Company’s performance
[ ] [ ] [ ] [ ]
review system
Company’s employee
[ ] [ ] [ ] [ ]
orientation program
Rate of Pay for your Job [ ] [ ] [ ] [ ]
Career
Development/Advancem [ ] [ ] [ ] [ ]
ent Opportunities
Physical Working
[ ] [ ] [ ] [ ]
Conditions
6. Was the work you were doing what you expected it to be?
[ ] Yes [ ] No
Comments:
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7. Was your workload usually:
[ ] Too heavy [ ] About right [ ] Too light
Comments:
8. Would you recommend the company to a friend?
[ ] Most definitely [ ] With Reservations [ ] No
Comments:
9. Are you open to the idea of rejoining the organization at a future date?
Summary of Interview:
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D
ATA ANALYSIS AND INTERPRETATION
Following were the results of the Exit Interview performed:
1. Reasons for leaving (Please specify reasons in the space below the applicable
factors)
a) Work-related
i. Work Environment
ii. Job Satisfaction
14
iii. Support from your Immediate Manager
iv. Rapport with your colleagues
15
v. Management Style
vi. Training Provided
vii. Infrastructure Provided
16
b) Better Prospects
i. Are you satisfied with your new designation and role? Yes/No
ii. Are you taking up additional responsibilities? Yes/No
iii. Have you got a better compensation? Yes/No
17
c) Personal Reasons
2. What circumstances would have prevented your departure?
18
3. What did you like most about your job
4. What did you think of your supervisor on the following points?
Almost
Usually Sometimes Never Interpretation
Always
Was consistently fair [ ] [ ] [ ] [ ] 60% said sometimes
Provided recognition [ ] [ ] [ ] [ ] 53% s aid sometimes
Resolved complaints [ ] [ ] [ ] [ ] 70% said usually
Was sensitive to
[ ] [ ] [ ] [ ] 81% said sometimes
employee needs
Provided feedback on
[ ] [ ] [ ] [ ] 52.3% said usually
performance
Was receptive to open 45.8% said
[ ] [ ] [ ] [ ]
communications sometimes
5. How would you rate the following?
Excellen
Good Fair Poor Interpretation
t
Cooperation with other
[ ] [ ] [ ] [ ] 32% said good
divisions
Personal job training [ ] [ ] [ ] [ ] 73% said good
Equipment provided
(materials, resources, [ ] [ ] [ ] [ ] 45% said fair
facilities)
Company’s performance
[ ] [ ] [ ] [ ] 51% said fair
review system
19
Company’s employee
[ ] [ ] [ ] [ ] 69.8% said good
orientation program
Rate of Pay for your Job [ ] [ ] [ ] [ ] 30.2% said good
Career
Development/Advancem [ ] [ ] [ ] [ ] 64.5% said excellent
ent Opportunities
Physical Working
[ ] [ ] [ ] [ ] 56% said fair
Conditions
6. Was the work you were doing what you expected it to be?
[ ] Yes [ ] No
7. Was your workload usually:
[ ] Too heavy [ ] About right [ ] Too light
20
8. Would you recommend the company to a friend?
[ ] Most definitely [ ] With Reservations [ ] No
9. Are you open to the idea of rejoining the organization at a future date?
From all the above data, following findings were concluded as summarized below:
● Being a start-up most of the employees were unhappy with the working
conditions
● They wished to resign mostly because of better compensation
● They had great learning experience during their work
● Most of them wished to stay if given better compensation and incentives
● Around 84% of the employees wished to rejoin at a future date
21
R
ECOMMENDATION
My recommendation to the organisation, based on the Exit Interviews performed would
be as follows:
● Introduction to reward and recognition system
Proper career opportunities need to be provided and quick promotions of the
employees who have performed well should be there so that the employees feel
motivated. Reward system and incentives should be introduced to boost the morale of
the employees
● Employee Retention
Superiors, especially the reporting authorities should behave in calm and polite way.
They should not use harsh language while dealing with subordinates.
● Better Work Environment
The work environment, i.e. the area of work should be increased w.r.t. the employees.
22
CONCLUSION
There were two different prospects that I saw while working on the project:
1. HR End
A key reason for failing to adopt the exit interview is that they simply don’t know how to
conduct one correctly. If you ain’t interested in exit interviews, you ain’t interested in
improving or retaining. There’s so much you as an employer can discover during this
interview so go into it with your eyes and ears open.
● Always do it face to face
● Encourage honesty
● Always ask the right Q’s in right format
● Have a talent retention team on standby
● Protect your employer brand
2. Employee End
The exit interview can be a tricky process to maneuver for employees.Your potentially
biggest challenge as an employee is keeping an honest but careful approach in order.
There’s not always animosity in these situations but if you’re being spurred to be honest,
it can be too easy to let rip and do some long-term damage
● Approach Q’s with caution and foresight
● Keep your reference goals in mind
● Value your opportunity
● Set the scene for next in line
23
L
IMITATIONS
1. Employees were reluctant to pour their heart out
2. Some of the employees were affected by the answers of other employees
3. Some employees discussed their answers with other employees leading to
inaccuracy of results
4. Nearly 5% of employees wished to give positive feedback to maintain good rapo
with the director
B
IBLIOGRAPHY
1. www.google.com
2. www.youtube.com
3. https://welove9am.com/library/the-exit-interview-appr
oaching-it-from-both-sides-of-the-table
4. HR journals
5. Human Resource And Personnel Management by K.
Aswathappa
6. HRD by T.V. Rao
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