The HR management plays a very vital role for recruitment of fresh persons in various categories starting from fresh to coveted cadre. They are responsible for their training, counselling and appraisal of performance. Despite their best approaches to comply with above functions with great efficacy, attrition of people is inevitable. Technological advancement, globalization of economy, infrastructure growth leads to the job opportunities agog till recently, and so the job hopping in today’s scenario is not that unavoidable. No sooner a person submits his / her willingness to quit the organization; they become vulnerable by the same supervisor, who used to appreciate their working efficiency lie anything. Here comes the very sensitive role of the HR management to ennoble the parting employee so that they can discharge their duties, as like in the past. It is true that once the particular employee submits the resignation, they will not be parted with the important information any more, will not be allotted with any important assignment, their views will not be taken in right perspective and power will be curtailed etc. In short, exiting period of three months or so depending on the grade of the employee will be tremendously pain-staking.

By adopting the following methods, the HR management can strike a balance to make the exit somewhat plausible.

1. Keep their pride intact: The HR management must keep the parting employee in a good humor. Even their departmental head or the supervisor makes them aloof, the HR department should infuse all the courage and confidence to them so that they do not lose their equilibrium and continue to the best of the best of their efficiency.

2. Diversion of their activities: The HR department is to find out some other way round to make the parted employee busy in less value addition works. For example, if the person in question is responsible to submit business proposals with confidential nature of documents, it may likely to happen that he / she will not be given this responsibility further. In this case, the HR department is to convince their head of the department to allot some less significant and not so confidential works for example, find out the press advertisement of tenders, enquiries etc. So, instead of making them divested totally from their responsibilities overnight, they can be made busy with less important work.

3. Not to demoralize: At any given point of time, the exiting employee should not be demoralized by any unwanted comments as it may make them emotionally stressed and they may slowly develop hatred about the company for whom they had tremendous nudge, a few months back.

: 2 :

4. In-depth exit interview: The HR department is to prepare a dichotomous type of questionnaire format and request them to fill up the same without any allay. The parting candidates are to be taken into confidence so that their answers to the questions during the exit interview are not at all frivolous. The exact reason must be reflected in personal interview after the questionnaire session, as stated above.

5. On the day of the departure, the selected personnel from the various cadres of the company must congratulate the parting employee for their greatness in extending valuable services and if possible, they should be given a gift engrossed with bouquet preferably from the senior management personnel.

All the above measures will utterly make exiting employees vivacious and they will extend their gratitude to each and every employee of the company. They will carry this fragrance for a long period. On the contrary, in absence of the above support, if they get odd treatment, then they will become disgruntled and word of mouth advertisement may damage the reputation of the company which no one wants to destroy, even to the slightest extent.