Exit Interviews

Exit Reviews
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Introduction
An exit interview is an investigation carried out with an employee’s when leaving an organization or a company. Logically, the company and the employers are more aware of protecting the organizational trade secrets and their relationships with customers. Exit reviews are mostly carried when the current employee is being employed in a competitive firm or opening another organization (Hendricks, 1993). The exit interview gives an illuminates the employers’ strategy in sourcing for future employment ideas from the departing employees. Also, it helps the employer understand the risk linked with losing employees to a competitor in the future market. The following are the reasons why the human resources management must keep employee information confidential in such circumstances.
Critically, the information of the employees should be precise. In the most companies, the information given is used to solve organizational complexities should there arise an internal problem. Thus, the departing employees are required to give the correct information why he/she is leaving the company. The confidential information is used to improve the future employment and the condition of the retained employees. The human resources manager analyses the information and informs the boss in the area they are required to improve (Zarandona, et al., 1985).
Furthermore, the employees are required to be transparent; the confidential information given is usually shared with the boss and the supervisor.

This information will help the human resources and the boss to come up with new strategies for employment (Hendricks, 1993). The information will also assist the organization to improve and protect their trade secret to increase their competition in the market. Conclusively, despite the exit interview having some disadvantages, it is also important in data collection. This information collected from the departing employees are analyzed and used to improve the organization. Employment strategies are improved to protect the organizational secrecy and current employees. The company may use the information given to improve the company products, and the condition of employees to upgrade the organizational competitive edge in the employment market.
References
Hendricks, W. (1993). Exit Interviews. New Jersey: Moody Press.
Zarandona, J. L., & Camuso, M. A. (1985). ‘A study of exit interviews: does the last word count?’. Personnel, 62(3), 47.