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Termination should be a simple process is there is a plan in place.
Who terminate the employee in an organisation?
I am not sure if HR Units take the exit interview seriously. In my experience as an employee, they seem to give very little time to it. They often only have the employee fill out a form.
Termination occurs when an employer or employee ends an employee's employment with a particular employer. Termination can be voluntary or involuntary depending on the circumstances. Voluntary Termination In a voluntary termination, an employee resigns from his or her job. Resignations occur for a variety of reasons that include: a new job, a spouse's acceptance of a new job in a distant location, returning to school, and retirement. With valued employees, employers expend efforts on employee retention to limit preventable turnover. Involuntary Termination In an involuntary termination, an employer fires the employee or removes the employee from his or her job. An involuntary termination is usually the result of an employer's dissatisfaction with an employee or an economic downturn. Reasons for involuntary termination range from poor performance to attendance problems to violent behavior.
The termination of employment is important for the HR manager to ensure that the termination of employment is in the best interest of the organization and the employee, as it will cost the organization a considerable sum of money to recruit another suitable employee. Reasons of termination are many, various, and have to interview to the employees by the HR manager or a member of the HR staff.
Either way one company has to go according to the law whenever an employee is fired or terminate himself. Employee gets a lawyer in turn himself to represent him. HR manager has to follow legislative guidelines as well, they have to ensure that the termination if happened must be in the interest of both the employee and the employer.
Termination of employment should be done in a courteous manner and not in a hostile way. H R Managers must review all avenues to make sure that termination of an employee is fair and wont be costly to the company
What are the steps to consider in terminating an employee
According to the extract, the termination interview is an important aspect of the exit process. You should ask very carefully and calmly to the employees why they leave from their jobs. Then also give some suggestions what they can work or to continue on their work, then interview them. But, if you fire the employees, you should give clear explanation to them and also give suggestion what to do next. Be kind on every employees.
Termination Interview should come first because it is the one which will establish the reasons why an employee's employment is being terminated by the organization or why the employee want to leave the employment. It is from this background I feel the HR must now offer the counselling to the employee either to proceed with his/her intention of leaving the job by citing the advantages and disadvantages that will cause to both the organization and to the employee. Additionally, I will prefer also that termination interview should be discussed when one is joining the organization for the sake of performance and motivation on both employee and the organisation.
The final stage of the employment cycle is termination or separation.
An employee may leave an organisation voluntarily or by some action or inaction on behalf of management be forced to leave the organisation. It is important that management follows the legislative procedures when terminating an employee's employment or when the employee is leaving the organisation voluntarily.
The HR Manager must offer counselling support and advice for employees and ensure that all legal requirements are satisfied. If the HR Manager does not follow the legislative guidelines, the organisation may find itself faced with litigation for unfair dismissal.
It is important for the HR Manager to ensure that the termination of employment is in the best interests of the organisation and the employee, as it will cost the organisation a considerable sum of money to recruit another suitable employee.
In addition, the HR Manager or a member of the HR staff should conduct an exit interview to establish the reasons why the employee is leaving the organisation, if the termination of employment is voluntary.
The termination interview is an important aspect of the exit process. The following are guidelines for the termination interview:
• Plan the interview carefully.
• Make sure the employee keeps the appointment time.
• Never inform an employee over the phone.
• Allow 10 minutes as sufficient time for the interview.
• Use a neutral site, never your own office.
• Have employee agreements, the human resources file, and a release announcement (internal and external) prepared in advance.
• Be available at a time after the interview in case questions or problems arise.
Get to the point. As soon as the employee enters the meeting, give the person a moment to get comfortable and then inform him or her of your decision.
Describe the situation. Briefly explain why the person is being fired. Remember to describe the situation rather than attack the employee personally.
Listen. Continue the interview until the person appears to be talking freely and reasonably calmly about the reasons for termination.
Review all elements of the severance package. Describe severance payments, benefits, access to office support people, and the way references will be handled. However, under no conditions should any promises or benefits beyond those already in the support package be implied.
Identify the next step. The terminated employee may be disoriented and unsure of what to do next. Explain where the employee should go next, upon leaving the interview.
Note: The previous pages were a brief summary of some of the issues surrounding the termination process and, due to space constraints, in no way take into account all of the factors that managers should consider while terminating an employment contract.
Learners are encouraged to explore all the relevant material and literature in their own jurisdiction that will provide more insight into the termination process, as well as consulting with appropriate legal counsel.
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