The paper "Does the Result of Exit Interview Add Value to the Organisation Performance" is an outstanding example of a management research proposal. Employees are an important pillar of any organisation. They are a resource, which an organisation cannot operate without and therefore requires utmost care. The ultimate goal of every organisation is to generate profits and they do so through ensuring that their employees are productive enough. Given the critical role that employees play, employers cannot afford but to provide maximum support to their employees. These employees are however not permanent and at any one time, may decide to leave an organisation for reasons best known to them.
This particular time, when an employee is leaving an organization calls for management. In human resource terms, this time that an employee is leaving has come to be referred to as the exit process. The exit process is conducted differently in most organizations but they all have an essential component referred to as exit interviews. Exit interviews are an essential component of human resource management. It is a concept developed to assess feedback from employees who are leaving employment with the intent of improving the performance of an organisation in the long run.
These interviews are important because they are beneficial to employees as well as the organisation. This is because the organisation is able to retain some knowledge from the employee who is leaving while the employee gets to leave a positive impression. 1.1 Research justification and purpose of the study The purpose of this study is to investigate whether exit interviews add any value to the performance of an organisation. The study will also attempt to establish interviews to be done and their specific contributions towards the overall performance of an organisation.
The 21st century has witnessed a very high turnover of employees in various organisations. With the current economic crisis affecting companies and organisations across the globe, employee turnover has been high and this has led to expenses previously not budgeted for. Whitepaper (2003) reiterated that high turnover leads to organizational losses.
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