One of my friends got a job with a leading company in her domain. She gave resignation the very next day in her present company, only to find the exit procedure much more complicated than the entry. So here goes a few lines for her organization.......... hope all the cos are listening.....
A recent article just stated that the "alumni" of an organization is becoming one of the biggest assets it has, gone are the days when the person leaving the organization would leave with much resentment towards the organization, and the person was treated as an imposter. The organizations are much more concerned of the image these employees would take into the market, and what would be the long term implications of sending off an employee unsatisfied. The employees too nowadays look for organizations that don't only employ them but make them "employable".
Most of the organizations that fail in the long run mostly cringe about the fact that some employee is leaving, rather than finding out the reason for his/her decision. It is said that success is not much of an experience because when you succeed you don’t know what could have gone wrong, but failure is an experience because you actually know what went wrong.
Its high time many organizations start having a culture which is not only a result of the few top managers, but what the organization wants to portray. Many times different departments have different cultures in an organization, which defies the concept of an organization itself.
The Human Resource department previously considered as a liability is becoming one of the most important departments in the organizations today because it is not only an entry point but also the exit for the employees. A good HR department is required to work throughout and no only at the time of recruitments and appraisals. The relationship with an employee is not only related to "money" nowadays and has many other inputs which normally are ignored by the HR department and the organization leading to higher attrition.
Most of the organizations that fail in the long run mostly cringe about the fact that some employee is leaving, rather than finding out the reason for his/her decision. It is said that success is not much of an experience because when you succeed you don’t know what could have gone wrong, but failure is an experience because you actually know what went wrong.
Its high time many organizations start having a culture which is not only a result of the few top managers, but what the organization wants to portray. Many times different departments have different cultures in an organization, which defies the concept of an organization itself.
The Human Resource department previously considered as a liability is becoming one of the most important departments in the organizations today because it is not only an entry point but also the exit for the employees. A good HR department is required to work throughout and no only at the time of recruitments and appraisals. The relationship with an employee is not only related to "money" nowadays and has many other inputs which normally are ignored by the HR department and the organization leading to higher attrition.
3 comments:
fact is that there's still a canyon of difference between those who devise HR strategies and those who actually put them into practice..it'll surely take a lot of time to reach that point when an exit interview would practically be looked upon as an avenue to improve rather than a mere "traitor branding" exercise..
Well the HR aspects I think are dynamic in todays business scenario and job loyalty is a concept of the past. So though creating strategies for making company's ex employees happy sounds appealing I feel more or less that market realizes how much value is to be given to opinions of Ex employees or ex employers. An ideal example is that nowadays the concept of referral from previous employer has died instead just a verification is in place and even that doesn't happen most of the time.
Post a Comment