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Exit Interview in Relation To Employer Branding
Exit Interview in Relation To Employer Branding
ON
EXIT INTERVIEW IN RELATION TO
EMPLOYER BRANDING
CARRIED ON:
fitneSSuite,
KALORIEMATE LLP
Submitted by: Simranjeet Kaur
Talent Evangelist, fitneSSuite
1
PREFACE
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 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
V. Research Overview.10
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
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.
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
To know negative and positive aspects about the organisation by the employee
who is leaving
Used as learning opportunity for the executive concerned who seeks views on
workplaces related problems
Exit interviews, if done effectively, can attract positive word of mouth from
ex-employees
The process of exit interviews boosts morale of ex-employees, making them feel
important and valuable resource
9
RESEARCH OVERVIEW
Sample Size: 30 employees
Data Sources
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.
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
iii. Support from your Immediate Manager: Excellent / Very Good / Good / Satisfactory /
Poor
iv. Rapport with your colleagues: Excellent / Very Good / Good / Satisfactory / Poor
10
v. Management Style: Courteous / Helpful / Problem Solving
b) Better Prospects
i. Are you satisfied with your new designation and role? Yes/No
c) Personal Reasons
i. Financial Constraint
v. Marriage
11
3.What did you like most about your job
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
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:
12
7. Was your workload usually:
[ ] Too heavy [ ] About right [ ] Too light
Comments:
9. Are you open to the idea of rejoining the organization at a future date?
Summary of Interview:
13
D
ATA ANALYSIS AND INTERPRETATION
1.Reasons for leaving (Please specify reasons in the space below the applicable
factors)
a) Work-related
i. Work Environment
ii. Job Satisfaction
14
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
17
c) Personal Reasons
18
3.What did you like most about your job
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
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
19
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
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
Employee Retention
Superiors, especially the reporting authorities should behave in calm and polite way.
They should not use harsh language while dealing with subordinates.
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 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.
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
23
L
IMITATIONS
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
24