Employment and termination of employment are both a part of employer responsibility. Sometimes the reason for termination of employment is humble enough but at times, it is terminated due to harsh acts of indiscipline or fraud related acts that goes against the values and interests of the company. The employer anger is justified in this case but the issue has to dealt in a fair and legal way in good faith keeping the anger aside. This makes the process of termination somewhat complicated. It is the responsibility of the HR manager to conduct the process coolly and in a professional manner keeping all the grudges aside.

Things to consider while issuing termination
The topmost priority of consideration while dealing with employment termination of an employee is the compliance with employment laws of the state and the federal government. The process should be compliant with the laws and ensure that laws are not violated. Violation of laws can lead to lawsuits against the firm and other penalties.

Next thing is the fairness of the process. The process of employment termination should not be influenced with his past activities and grudges. Clear reason has to be furnished regarding why the termination letter is being issued. In case the termination is issued without a cause, laws and legislation affecting it should be considered.

If the employee is entitled to some commission, payment or other benefits, they should be cleared. Generally notice period has to furnished for the effect of termination. In case of immediate termination, laws affecting the process has to be followed.

Exit interviews help in self assessment
It is a widely accepted fact that conducting exit interviews provides a valuable assessment of the company. An exiting employee is believed to speak only the truth and clear facts without any manipulations. Hence, the HR manager is recommended to conduct exit interviews for any employee before employment termination. This is helpful in many ways. An exit interview helps in recognizing the strengths and limitations of the company. This leads to identification of the areas where the organization needs to work upon in order to strengthen itself.

Suggested inputs can be requested by the interviewer. The employee may appear rude since he is speaking out the facts or he may be behaving rudely intentionally. The HR manager has to manage the situation coolly and wisely without losing temper. A good questionnaire has to be worked beforehand for exit interviews. Finally, HR manager can bid him farewell and express his gratitude for his contribution towards the company.

Handling exit interviews professionally and fairly as per law is important. Compliance with laws saves the organization from legal trouble and the fair trail of the employee fetch goodwill for the company. Exit interviews are a great source of self assessment and to know about the limitations of the organization. As in the popular culture it is said that employees are biggest asset to a company, even the leaving employee adds a lot of value to the firm through exit interviews.

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