oh 10-1 managing voluntary terminations human resources management and supervision 10 oh 10-1
TRANSCRIPT
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OH 10-1
Managing Voluntary Terminations
Human Resources Management and Supervision
10
OH 10-1
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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.
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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.
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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.
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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
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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.
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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
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OH 10-8
Exit Interview Methods
Face-to-face
Telephone
Computer/based (online)
Paper
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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
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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
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OH 10-11
Who Should Conduct the Interview?
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OH 10-12
Exit Interview Skills
Communication (including listening)
Question-asking skills
Note recording skills
Patience
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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.
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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.
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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.
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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.
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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
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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.
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OH 10-19
Using Exit Interview Information
After the biggest problems are known, they can be addressed.
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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)
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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)
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OH 10-22
Key Term Review
Consolidated Omnibus Budget Reconciliation Act (COBRA)
Exit interview
Involuntary termination
Open-ended questions
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OH 10-23
Key Term Review continued
Structured interview
Termination checklist
Unstructured interview
Voluntary termination
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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.