How to write the exit interview form

Question 1: How to write the exit interview record to record some basic information, such as name, position, age, length of service, education and other basic elements.

It is important to analyze the reasons for leaving the company and make management suggestions. Personally, I think the most important significance of exit interview lies in two aspects. On the one hand, by analyzing the reasons for personal resignation, we can find out the weak links in the company's management, or understand the organizational atmosphere, so as to provide a basis for the company to improve its management. On the other hand, it is to ease feelings. The company doesn't want to have multiple enemies. Even if people leave, don't let them get emotional.

Question 2: How to talk about the exit interview? How to write the exit interview record? Exit interview refers to the interview with employees before they leave the company. From the company's point of view, the main purpose of exit interview is to understand the specific reasons for employees to leave, so as to promote the company's continuous improvement.

Face-to-face interview is best, which is conducive to communication and understanding between the two sides, and is also conducive to better discovering and fundamentally eliminating sensitive and contradictory emotions. In the process of resignation interview, the person who interviews the resigned person on behalf of the enterprise should listen more and talk less. Resignation should have proper space and enough time. At an appropriate time, we should guide or dispel the doubts of the resigned person in good faith, not exert pressure. For some things, you should make necessary explanations, and think and understand what the resigned person said (you can just understand his point of view, but you don't have to agree). Stay calm and * * * defend or refute. Remember, the purpose is to know the thoughts, opinions and answers to some questions of the resigned personnel, not to preach or admonish. Ask more open-ended questions like "what", "how" and "why", instead of closed-ended questions that can be answered with "yes" or "no" unless you need to confirm something. When you use "when" and "where" to ask about some events in the background, they can be more specific questions than just asking about the specific time or geographical location. Questions such as "who" should be used with caution to avoid suspicion of damaging reputation. Many former employees feel uncomfortable when asked to name or blame someone. The exit interview is not to "condemn" someone. Unless it is aimed at some very serious complaints or accusations, name-calling attacks are not constructive and should be avoided as much as possible.

Obviously, the style of exit interview depends on the employee's reasons (company requirements, retirement, overstaffing, company dismissal) and atmosphere (doubt, whether the company will retain). However, every resigned employee should be given an interview opportunity, and enterprises can also benefit from it. Sometimes, the exit interview is also the last chance to change the mind of the resignee, although this is not the main purpose of the exit interview. After the interview, we should express our thanks and best wishes to those who left.

Ask the other person's opinion before the interview. If the other party agrees to take notes, it should take notes in time during the interview. If the other party thinks it is written in black and white, and is worried about the bad consequences, which leads to nervousness during the interview, it should apologize to the other party, listen attentively to the talking points of the other party, and record the interview with the resigned person as soon as possible after the interview.

The interview record includes a series of necessary basic information such as the name, department, position, education background, major, contact information, entry time, departure time, departure interview method, interviewer and so on. The second item in the interview record is the reason for leaving the job. It is best to choose+suggestions, and list the main reasons for leaving the job for the employees to choose, and then hope that the job seeker can write some opinions or suggestions on leaving the job. Finally, suggestions for the company and its own future planning, such as the company's salary and benefits, and the working methods of department leaders, are helpful for the company's development. After the interview, sort out the interview records and summarize the reasons and laws of quitters. Submit the analysis report to the manager for review and save the data.

Summarize your gains and losses in this interview, carry forward your advantages and correct your shortcomings, so as to do better in the next interview.

Question 3: Please give me a sample of the exit interview record 1. How did you decide to leave? What is the main reason for leaving your job? Are there any other reasons?

2. What do you care most about when you leave your job?

3. What measures can the company take to discourage you from leaving your job?

4. How to avoid similar situations? What advice do you have for the company?

5. What do you think about the company's working atmosphere, workflow and management style?

6. Have you had any good, happy and satisfactory experiences in the company?

7. Have you ever had a frustrating or difficult experience in the company?

Question 4: How to fill in the employee resignation interview form? The original and copy of the contract have different legal effects. Usually, copies cannot be used as evidence alone. The reason why the copy can't be used as evidence alone is that the original holder neither shows the original nor denies the legality and validity of the copy for various reasons, which eventually leads to the people's court not accepting it.

However, if the copy is ratified, that is, stamped with the official seal, or signed by both parties to the contract, the copy has the same legal effect as the original.

It is definitely not allowed for the company to only give copies. You can directly ask for the original (with a red stamp). The company has no right not to give it. In addition, the company may be required to explain the reasons for providing copies.

Question 5: What does the employee exit interview form contain? Reasons for resignation, suggestions to the company, resignation destination, and retention methods.

Question 6: How to write the resignation interview form for employees of Evergrande Real Estate Group? Just fill in according to the actual situation. In general, the process of resignation and resignation is as follows:

1. In principle, employees should submit a written resignation report to the Personnel Administration Department 30 days in advance and 3 days in advance of the probation period to receive the resignation form. The HR & Administration Department conducts exit interviews for employees who have left the company, to find out the reasons for their departure and make records.

2. Handle relevant formalities according to the resignation form;

(1). The resigned employee shall submit the Resignation Application Form to the department head for signature. The position above the department head needs the signature of the general manager.

(2) The employee's work permit, employee handbook, work clothes and office supplies shall be recovered from the employee by the assistant of the department to which the employee belongs, and signed by the assistant after confirmation.

(3) The Finance Department shall check whether there is any financial default (including loan and business trip reimbursement) for the resigned employees and the company. If there is any default, it shall be repaid on the spot. If there is no default, it shall be signed by the Finance Department for confirmation.

(4) After the employee completes all required signatures on the resignation form, the personnel administration department will issue a certificate to the employee to dissolve or terminate the labor contract.

(5) The personnel administrative department arranges personnel to go to the unemployment insurance agency to handle the termination and dissolution of labor relations for the record; With the audit opinion for the record, terminate the employee's social insurance relationship with the social insurance agency; At the same time, seal the provident fund of the resigned employees. If the resigned employee needs to transfer the provident fund, the personnel administration department will transfer it according to the new account provided by him, and if it is necessary to withdraw it, the employee will handle it himself.

(6) The personnel administrative department shall, within fifteen days from the date when the employee terminates the labor relationship, go to the unemployment insurance agency to handle the unemployment insurance benefits audit procedures.

(7) The personnel administration department will re-file the files of the resigned employees and settle the wages at the same time.

According to the Labor Contract Law of People's Republic of China (PRC)

Article 36 The employing unit and the employee may terminate the labor contract through consultation.

Article 37 A laborer may terminate the labor contract by giving a written notice to the employing unit 30 days in advance. The employee may terminate the labor contract by notifying the employer three days in advance during the probation period.

Article 38 A laborer may terminate the labor contract under any of the following circumstances:

(1) Failing to provide labor protection or working conditions as agreed in the labor contract;

(2) Failing to pay labor remuneration in full and on time;

(3) Failing to pay social insurance premiums for laborers according to law;

(4) The rules and regulations of the employing unit violate the provisions of laws and regulations and damage the rights and interests of workers;

(5) The labor contract is invalid due to the circumstances specified in the first paragraph of Article 26 of this Law;

(6) Other circumstances under which the laborer can terminate the labor contract as stipulated by laws and administrative regulations.

If the employer forces the laborer to work by means of violence, threat or illegal restriction of personal freedom, or if the employer illegally directs or forces the risky operation to endanger the personal safety of the laborer, the laborer may immediately terminate the labor contract without notifying the employer in advance.

Article 50 When the employer dissolves or terminates the labor contract, it shall issue a certificate of dissolution or termination of the labor contract, and go through the formalities for the transfer of the file and social insurance relationship for the employee within 15 days.

Laborers shall handle the work handover according to the agreement of both parties. If the employing unit should pay economic compensation to the workers in accordance with the relevant provisions of this law, it should pay it when the work handover is completed.

The employing unit shall keep the text of the dissolved or terminated labor contract for at least two years for future reference.

Question 7: How to write the interview form for 7:BOE employees? Truthfully tell your employees about the problems your company is currently encountering, including overstaffing and difficulty in moving at present, which will increase additional costs and waste manpower. I believe it will be supported by the vast majority of employees.

Question 8: How to fill in the exit interview record form as shown in the figure?

Question 9: Those who fill in comments in the employee resignation interview form can write "No" and "No". In fact, the exit interview form is more useful to company leaders.

Question 10: HR required reading: What should I do in the exit interview? A successful exit interview mainly depends on the following factors:

First, choose the best interview opportunity.

Doing the right thing at the right time, HR can only get the expected results by grasping the interview opportunity. The exit interview should use the following two time points to communicate with the departing employees.

The first point in time is when employees' resignation information is obtained, because at this time, many employees' resignation intentions are not very clear and firm, and sometimes they may just be motivated by something. At this time, if we can communicate in time and resolve the impulse, we can often make employees withdraw their resignation decisions, so as not to make things so stiff that there is no room for manoeuvre;

The second time point is after the employees make up their minds and go through the resignation procedures. Because the employees who leave at this time have no scruples, it is the easiest to tell the truth in their hearts.

Second, create a relaxed objective environment.

In the exit interview, we should first pay attention to the choice of interview time and place. Due to the particularity of the exit interview, the interview place should have certain privacy. On the one hand, other employees should not know. After all, it is not like the conversation of ordinary employees. On the other hand, it can avoid being interrupted and interfered in the interview process. A good interview environment is conducive to allowing employees to talk freely about problems. For example, you can try to choose a coffee shop with relaxed music and bright space instead of an office that makes people nervous and depressed every day. The time of the exit interview can be flexibly controlled according to the depth of the conversation, and there is no need for clear restrictions, because this is not a routine, but a friendly exchange with the departing employees, and there is no constraint.

Third, make full use of skills and listen actively.

Although the objective environment should be relaxed and unconstrained, it does not mean that the exit interview is just an ordinary daily communication. In fact, the exit interview is also skillful. HR should pay attention to interview skills in conversation, don't just ask questions one by one according to the questions listed in advance, and more importantly, listen actively. If there is anything unclear, you should ask carefully and keep silent at the same time, so that the resigned employees have enough time to think.

HR should fully understand the interviewee's personality characteristics, capture the interviewee's psychological state at that time from the details, and expect their reaction, so as to choose the appropriate interview cut-in method and effectively avoid silence, emotional intensification, out of control and interview failure. HR can help the interviewee to pour a glass of water first, which can create a relaxed atmosphere, remove well-intentioned opposing positions and establish a relationship of mutual trust. At the same time, in the process of interview, we should always observe words and deeds, try to stand on the same line with the interviewee and listen attentively to the people or things they complain about. When the interviewee is on the defensive, HR should care about his feelings in time, don't intervene abruptly, and don't make any promises. The most important thing is to record the main points of the interview for later analysis and sorting. The interviewer's role should be to listen more, to be the listener of the leavers, and to ask questions appropriately; Talk less, communicate in a benign or remedial way in time, and give guidance and help when necessary.

If the resignee leaves with a grudge against the enterprise, he may be full of complaints. In this regard, the interviewer should listen to him as much as possible, ask him the reasons for his dissatisfaction as much as possible, let the enterprise find the weaknesses and loopholes in its management, and try to eliminate misunderstandings, because reducing his complaints will reduce an "enemy" for the enterprise.

Fourth, choose the appropriate communication theme to fully reflect humanistic care.

During the interview, HR should also choose the topic of communication and try to make it directly related to the interests of the resigned employees. For example, in the interview of employees with job-hopping, it is important to understand the reasons and ideas of their resignation, whether it is due to personal development, study and family reasons, or whether they are dissatisfied with the management mode, work style, team atmosphere, performance appraisal status and current job content of the enterprise. However, in any case, the interview should be based on the enterprise's respect for its personal personality and resignation decision, and the value employees should be appeased and retained through the resignation interview, reminding the job-hopping employees of their responsibility for breach of contract, confidentiality and intellectual property rights. Therefore, when interviewing job-hopping employees, we should not only set up a relaxed interview environment, but also pay attention to humanistic care for employees and understand their future career development plans. For example, let employees fill in the reasons for leaving, plans after leaving, suggestions and opinions on company management, value pursuit, and convey the company's evaluation of employees and suggestions on career development planning. If you can still give employees ... >>