Human Resource Services Employee Exit Interview: Fill & Download for Free

I hate to give a wishy washy answer to this but -- it depends on your executive team. I have worked at 7 different companies in 4 different industries (high tech, health care, utilities, and manufacturing) and have not seen consistent metrics wanted.The key to providing reporting or metrics is understanding the company and the business problems and providing data that is relevant to those problems.For example, when I worked at a utility company (in the sewage business), employee turnover is a huge issue because it's pretty hard to find qualified people that want to work with sewage. So the executive team liked to see very detailed information about those that had left. We reported on voluntary, involuntary, and total turnover. For each group, we reported the location, salary, and average years of service. Then we had significant information from exit interviews that we compiled by location to present a high level picture of the employee sentiment in that location.In contrast, at one of the high tech companies I worked out, management only wanted 1 simple metric - revenue per employee. The current place I work likes something a bit more in depth that involves identifying all of the variances between the budget and actuals for the salary line and explaining why the rationale behind that and forecasting the headcount and salary costs by month, quarter, and year.So at the end of the day, don't just create standard metrics. Talk to your management team and see what interests them and learn about the business to be able to provide relevant information to help them in decision making.

Exit interviews are extremely important when conducted in a free and frank atmosphere. The interviews enable the HR department understand better the reason for a person to leave and more so any disagreement by an employee. Any negative feedback should assist in improving terms and condition of service and prevent recurrence of such events.

Thanks for the A2A. The material below from PayScale - Salary Comparison, Salary Survey, Search Wages does a reasonable job of explaining what might be needed. You generally will focus on a specific task areas, but you need to know a fair amount about a lot of areas to meet the needs in HR. You might start with the hiring system, but answer questions about benefits, hiring, pay accuracy, etc. Skill required would include:excellent communications skills as well as the ability to answer honestly, yet tactfully, employee questionsexcellent problem solving skills to help employees when something is wrong or when they don’t understand why their benefits, pay, etc., seems wrong to themexcellent technical knowledge of the systems involved in your area of expertise. This would include understanding the design of the system (including the computer areas) and how calculations would be done at each part of the systemknowledge of how to change, override or manually handle the system when neededability to accept feedback on the system and not take it personallyability to design new systems when the old system is not longer efficient or functionalMuch of this will be learned on the job, but you would be expected to walk in with the ability to show that you could quickly get up to speed on 1 or more systems and communicate very well with employees while you are learning.This is a quote about what the role might be from payscale.com.“A human resources (HR) specialist is responsible to various tasks within the HR department. Working under an HR manager, the HR specialist focuses on a specific task or role such as payroll, benefits, training, compensation, recruiting, and customer service for employees. The HR specialist assists with daily operations of the HR department, which typically includes being the first point of contact for employees. Duties include answering general employee questions, data entry into payroll and HR systems, and administering health benefit plans. This position is in charge of timely submission of employee-related paperwork.The HR specialist communicates with all levels of personnel and alerts management of the company to any issues that require immediate attention. The HR specialist also assists with compiling data often used for employee annual reviews, employee terminations, and audits from government agencies, which requires the ability to analyze data, run reports, and provide requested information. Exit interviews and paperwork associated with the termination process are handled in this role, as is compliance with labor laws.The HR specialist maintains and updates employee handbooks and employee access portals, and also ensures memos are distributed and read by all employees.Typical schedule for the HR specialist is Monday through Friday during business hours. Employers typically require a bachelor's degree and previous work experience in human resources.Human Resources (HR) Specialist TasksAnswer employee questions about policy and procedures, and refers to specialist as needed. Supports and maintains HR activities and programs; such as staffing, compensation, benefits, training and safety. Coordinate and administer employee compensation, training and benefit programs; including communications. Coordinate projects, such as; new hire orientation, HR events, benefits open enrollment and company-wide meetings. Supports HR activities and programs; such as staffing, compensation, benefits, training and safety.”