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HRM-RP - TH Separating and Retaining Employees

The document discusses the process of separating and retaining employees. It notes that employee separation requires discretion, planning, and policies to treat departing employees fairly. Organizations should conduct exit interviews to understand employee views. The reaction discusses the need for structured separation plans to handle exits professionally. Voluntary separation occurs when an employee quits, while involuntary separation is when an employee is asked to leave. The separation process involves notice, freezing records, handing off work, benefits processing, and an exit interview.

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Pavi Antoni Villaceran
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411 views

HRM-RP - TH Separating and Retaining Employees

The document discusses the process of separating and retaining employees. It notes that employee separation requires discretion, planning, and policies to treat departing employees fairly. Organizations should conduct exit interviews to understand employee views. The reaction discusses the need for structured separation plans to handle exits professionally. Voluntary separation occurs when an employee quits, while involuntary separation is when an employee is asked to leave. The separation process involves notice, freezing records, handing off work, benefits processing, and an exit interview.

Uploaded by

Pavi Antoni Villaceran
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
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REACTION PAPER

Date: February 24, 2020

Masterand : Pavi Antoni D. Villaceran


Subject :Human Resource Management
Professor : Mr. Jhun L. Veril, MBA, CMIP-ITAP

SEPARATING AND RETAINING EMPLOYEES


TOPIC

Summary of the Topic

Employee separation is a sensitive issue for any organization. Usually, an employee


leaves the organization after several years of service. Thus, the permanent
separation of employees from an organization requires discretion, empathy and a
great deal of planning. An employee may be separated as consequence of
resignation, removal, death, permanent incapacity, discharge or retirement. The
employee may also be separated due to the expiration of an employment contract
or as part of downsizing of the workforce. Organizations should never harass the
employees, especially in the case of resignation, just because they are quitting the
organization. In fact, a quitting employee of the organization must be seen as a
potential candidate of the future for the organization and also the brand
ambassador of its HR policies and practices. However, many organizations are still
treating their employees as "expendable resources" and discharging them in an
unplanned manner whenever they choose to do so.

Each organization must have comprehensive separation policies and procedures to


treat the departing employees equitably and ensure smooth transition for them.
Further, each employee can provide a wealth of information to the organization at
the time of separation. Exit interviews can be conducted by the HR department to
ascertain the views of the leaving employees about different aspects of the
organization, including the efficacy of its HR policies.
Reaction

In recent years, with the high levels of attrition in the service sector, it has become
imperative for firms to have a structured separation plan for orderly exits of
employees. Of course, the concept of “pink slips” or involuntary exits are another
matter altogether and involve some bitterness that results because of the employee
losing his or her job. In conclusion, it is our view that employee separations must be
handled in a professional and mature manner and though attrition is a fact that
concerns everyone in the industry, once an employee decides to leave, the
separation must be as smooth as possible.

Employee Separation is the process of ensuring that an employee who quits the
company is exited in a structured and orderly manner. The process of employee
separation is taken quite seriously by many firms and there is a dedicated
department to handle employee exits from the company. In this article we discuss
the process of employee separation and the differences between voluntary and
involuntary exits.

Reflection

Voluntary and Involuntary Separation

Employee separation can be voluntary as well as involuntary. The former is when


the employee quits the company on his or her own accord. This is the most common
form of employee separation though in these recessionary times, involuntary
separation or the act of asking the employee to leave by management is quite
common. This form of employee separation where an employee is asked to quit is
called involuntary separation. The difference in these two forms of separation is that
for voluntary exits, the employee stands to get most of the benefits and perks due
to him or her whereas when an employee is asked to leave, he or she might get a
separation package or in instances where disciplinary or performance related exits
take place, the employee might not get anything at all.

Components of the Employee Separation Process


The employee separation process starts from the time the employee gives notice to
his or her employer about the intention to quit. This is usually called “putting in
one’s papers” because in earlier times, an employee was required to submit a
formal resignation letter, though in recent times, this is being done by email. Once
the employee gives notice, all the financial transactions and records of the
employee are “frozen” by the HR department and the employee’s manager is tasked
with the process of ensuring proper handover and closure of work tasks allotted to
the employee. Usually, the notice period ranges from a month to two to three
months depending on the level at which the employee is working. Further, there has
to be a well defined handover plan drawn up by the employee’s manager that
covers all aspects of closing out on the work that the employee is performing.

Participants in the Employee Separation Process

Typically, the employee separation process proceeds along two parallel tracks. One
involves the employee and the manager and is concerned with the handover of
work and other tasks. The other track is by the separations team and deals with the
employee benefits accruing as a result of separation as well as other benefits like PF
(Provident Fund), Gratuity (If applicable) etc. The HR manager is needed at all steps
of this process and in the final exit interview that is conducted to assess the reasons
for the employee leaving the company and taking the employee’s views on work
and the company in general as well as any “de-motivating” factors that might have
caused the employee to resign.

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