An exit interview is typically a meeting between at least one representative from a company’s human resources (HR) department and a departing employee. (The departing employee usually has voluntarily resigned vs. getting laid off or fired.) The HR rep might ask the employee questions while taking notes, ask the employee to complete a questionnaire, or both. (Sample exit interview questions are listed on page 2.)

What’s the Purpose of an Exit Interview?

Human resources departments conduct exit interviews (also called exit surveys) to gather data for improving working conditions and retaining employees. However, a hidden purpose is to help employers avoid costly litigation down the road, caused by “disgruntled” employees. In other words, your comments and the notes an HR rep takes during your exit interview might be used against you in court, should you decide to sue your former employer.

The primary objective of Thomas International is to provide a dependable and professional system for business organisations to better select, train, develop, evaluate and manage their most important asset – THEIR PEOPLE

A job description advise prospective and current employees of what is expected in a certain job. It is also used for determining compensation and performance reviews. Job specification is not so much a legal document, but a guideline to employees for quality service delivery.

Job Gradings…

Avoid disputes and disagreements by having required employment contracts in place. We can work with you to create a set of employment contracts that supports your business and at the same time ensure that your employees understand their rights and responsibilities.

Employee Letters, Forms & Reports…

The term ‘induction’ is generally used in a workplace context to describe the whole process whereby employees adjust or acclimatise to their jobs and working environment. As part of this process, ‘orientation’ can be used to refer to a specific course or training event that new starters attend, and ‘socialisation’ can be used to describe the way in which new employees build up working relationships and find roles for themselves within their new teams. Some people use the term ‘onboarding’ to describe the whole process from an individual’s contact with the organisation before they formally join, through to understanding the business’ ways of working and getting up to speed in their job.

Every organisation, large or small, should have a well-considered induction programme. Employees who have a well thought-out induction are more likely to stay with the organisation. The induction programme should provide all the information that new employees need, and are able to assimilate, without overwhelming or diverting them from the essential process of integration into a team.

The length and nature of the induction process depends on the complexity of the job and the background of the new employee. One size does not fit all – a standardised induction course is unlikely to satisfy anyone.