PROJECT REPORT

ON
EXIT INTERVIEW IN RELATION TO
EMPLOYER BRANDING

CARRIED ON:
fitneSSuite,
KALORIEMATE LLP

Submitted by: Simranjeet Kaur
Talent Evangelist, fitneSSuite

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PREFACE

In this project, an exit interview wasconductedtogatherdatainordertogatherdatain

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.

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 andotherstaffmembersofKalorieMateLLPwhorenderedtheirhelpduringthe
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

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

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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). Theybelieveinappropriatepricepointand
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), OperationsandIT
department. Operations and IT department were headed by Mr.Himanshu Rana.

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 tofigureoutwhysomeoneisleavingyour
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, giveaquestionnairetothepeoplewho
are resigningtobecompletedbeforetheirfinaldayonthejob.Youcanalsogivea
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 ofyourexitinterviews.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 resignationinmake
to keep people from leaving.

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 employertoendtheemployeestimewiththecompanyon

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

RELATION OF EXIT INTERVIEW TO EMPLOYER

BRANDING

Effective Exit Interview process enables reduction in employee attrition rates

which reflects positively on the employer's brand image.

A convenient employee separation procedureandanbriefyetrelevantexitsurvey

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 theirfriendsorcontactstojoincompany,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

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 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, companys
literature,magazines journals and legal documents also frommanagementbooks
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)
Companys performance
[ ] [ ] [ ] [ ]
review system
Companys 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

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iii. Support from your Immediate Manager

iv. Rapport with your colleagues

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v. Management Style

vi. Training Provided

vii. Infrastructure Provided

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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

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c) Personal Reasons

2.What circumstances would have prevented your departure?

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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
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)
Companys performance
[ ] [ ] [ ] [ ] 51% said fair
review system

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Companys 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

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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

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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.

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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 dont know how to
conduct one correctly. If you aint interested in exit interviews, you aint interested in
improving or retaining. Theres 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 Qs 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.
Theres not always animosity in these situations but if youre being spurred to be honest,
it can be too easy to let rip and do some long-term damage

Approach Qs with caution and foresight

Keep your reference goals in mind
Value your opportunity
Set the scene for next in line

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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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