Summary
In this age of "knowledge workers", people are the most important assets to the continual success of the organizations. The big question for organizations is "What are the determinant factors for an organization to attract and retain the best talent". Nothing less than a complete system of employee communication tool could serve to enhance an organization's ability to retain its top talent. These communication tools are employed by organizations to understand the employee cycle, which helps in attracting and retaining talent by providing best fit. This paper conceptualizes the methodology for understanding the employee cycle using information generated through the exit interviews. Previous research focused on quantitative analysis of the data collected through exit interviews ignoring the insights that qualitative analysis could have provided. Qualitative data collected through open-ended questions are the source of well-grounded rich descriptions and explanations of processes in identifiable local contexts. With qualitative data one can preserve chronological flow, observe precisely which events led to which consequences, and derive fruitful explanations. Qualitative research framework to analyze the rich data collected through exit interviews is developed to gain a holistic (systematic, encompassing, integrated) overview of the employee cycle - its logic, its arrangements, and its explicit as well as implicit rules. The framework developed is illustrated by taking the case of a Software Company in India.
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Extract
Understanding Employee Cycle Through Exit Interviews - Conceptual Framework and Case Illustration
I. INTRODUCTION
In this age of "knowledge workers", human resources are the most important assets for the continual success of the organizations. Organizations are grappling with the problem of high employee turnover and the general exodus of their best talents to the bigger companies and multinational companies. Despite the high rate of unemployment that prevails, finding and retaining good and the right people is no mean task. The big question is, "What are the determinant factors for an organization to attract and retain the best talent?" Lilienthal (2000) advocated that nothing less than a complete system of employee communication tools could serve to enhance an organization's ability to retain its top talent. Without such a system, an organization will wallow in the mediocre, competing with and frequently losing out to other organizations in the ongoing struggle to absorb a competent workforce. Such systems typically involve a variety of integrated components such as periodic, structured employee surveys, ongoing employee feedback that includes such things as management broadcasts, pulse surveys, exit interviews and post t...See the full content of this document
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