1. EXIT INTERVIEWS A hrp strategy

2. Important Issues  Identifying characteristics of early leavers  Recording classification details about leavers  Identifying reasons for exit:  The job itself  Supervisor and management  Pay and other conditions of work  Career growth opportunities  Discriminatory treatment

3. Guidelines for effective exit interviews  Interview should be carried out by person other than immediate line managers  Explain confidentiality of interviews  Explain reasons for conducting interviews  Explain that reasons for leaving will not affect future reference

4.  Dedicated specialists  Greater objectivity  Prompt services Outsourcing Advantages

5. Retention Plans  Creating a value proposition  Build an employee brand- perception vs reality  understanding the scope of retention problem  Realizing that one –size-fits all no longer  Adopt an analytical approach to people management

6. Employees’ changing needs  For early career employees- career advancement  For mid career employees- work life balance  For late career employees- job security

7. Retention Plans  money talks  Training retains  Challenging career paths  Strategic vision  Working partnerships