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Employee Exit Interview

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Create a survey to find out why employees are leaving an energy company. Include 10 to 13 questions.

Include a mixture of categorical (nominal and ordinal) and quantitative (interval and ratio) variables in your survey questions.

Explain how the proposed survey addresses your problem statement.
Explain how your survey questions are appropriate for researching your business problem.
Identify the level of measurement being used for each of your survey questions.
Explain which ethical implications must be considered when developing survey questions.

Response is a two part survey with an overall ending question. Discussion is about 300 words. No references.

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https://brainmass.com/business/human-resources-management/employee-exit-interview-344943

Solution Preview

The following guide is a general exit survey that would be used at any company. It discusses why the employee is leaving, the issues surrounding the employees departure and how the company can better serve its employees to avoid employees leaving.

When an employee voluntarily leaves a company, many companies perform an "exit interview" to hear why the departure happened. Management wants to know if the departure was caused by harassment, sexual and otherwise, salary, benefits, poor business practices and ...

Solution Summary

The solution outlines an employee exit interview survey.

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See Also This Related BrainMass Solution

Exit Interviews: Worthwhile procedure for human resources?

The case study:

Exit Interviews are conducted by many employers with employees who are leaving the firm for any reason. These are interviews, usually conducted by a human resource professional just prior to the employee leaving. The assumption is that the employee will be candid because he or she is leaving. However, the information one gets is more likely to be questionable. Researchers found that at the time of separation, 38% of those leaving blamed salary and benefits, and only 4% blamed supervision. Followed up 18 months later, 24% blamed supervision and only 12% blamed salary and benefits. Getting to the real issues during the exit interview may take some real digging.

Do you think exit interviews are a worthwhile procedure for HR departments? If yes, why? If no, why not?

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