Due to rapid technological, social, demographic, and environmental changes, the labor market is undergoing constant transformations and adjustments. It has also been radically reshaped with the coronavirus epidemic, which hit the world in early 2020 and required employers to change and adapt work processes overnight. Taking into consideration all possible changes and instabilities, companies are beginning to organize their HR processes holistically by precisely defining the employment cycles of their employees. These are based on strategically thought-out, effectively implemented, and carefully analyzed approaches. The final phase or the exit of an employee from the organization is often overlooked or superficially performed practice. In my master’s thesis, I, therefore, researched exit processes of employees with the main focus on the often neglected tool - exit interviews. Through secondary analysis of scientific sources, I examined the final stages of an individual’s employment in detail and researched different practices and approaches in conducting exit interviews. Furthermore, in the empirical part, I tested exit interviews in practice and interviewed seven former employees of the company Kadrovske storitve, d.o.o. and their HR operations manager. I searched for the advantages and disadvantages of using exit interviews and discovered guidelines for their effective implementation. Preparing master’s thesis led me to the conclusion that strategically planned exit interviews, although often perceived in the HR world as a tool with no real value, can allow organizations to change faster and make improvements in areas where change is necessary.
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