M-IX

EMPLOYEE EXIT
AND RETENTION
DECISIONS
1. Employee Turnover
EMPLOYER
BRANDING
Building an Employer Brand to Attract Top Talent, Methods and challenges of
Employer Branding
MEANING
▪ An employer brand is an important part of the employee value proposition and is essentially
what the organization communicates as its identity to both potential
and current employee. – SHRM

▪ employer brand is the perceived identity of your organization by the

public, whether it’s an accurate reflection or not - AIHR
STEPS FOR BUILDING
EMPLOYER BRAND
Step 1 - Know the organization’s business, vision, mission, values and culture. Understand the
organization’s business objectives and what talent is needed to accomplish those objectives. Define the
company’s unique attributes.
Step 2 - Conduct internal research to understand how the organization is perceived by its current
employees, as well as by its target candidate group, and what these employees or potential employees
want from the organization. Identify top talent, and ask what those employees like about working for the
company. Determine the attributes of these star employees that the organization would want to attract.
Step 3 - Conduct external research to learn how the organization is positioned in relation to the
competition. Research may be conducted through applicant surveys, as well as via Internet searches,
social media or firms that conduct reputation monitoring.
Step 4 - Define an employee value proposition that clearly communicates the value of the brand the
organization is developing. The employee brand should truly reflect what is special about the
organization and must be aligned with its customer brand.
Step 5 - Develop an employee marketing strategy. The strategy should have a two-pronged
approach. First, the recruitment strategy should focus on reaching the targeted applicant base.
Attention should be directed to the career page, recruiting sites, social media and other external
recruitment sources. The second prong centers on consistently communicating the employee
value proposition to current employees to retain and engage them. Use employee testimonials to
affirm the brand.
Step 6 - Align the employer brand with the overall company brand. Work with the
marketing and communications groups to ensure a holistic branding approach.
Step 7 - Ensure that the people and management practices support the organization’s
employer brand. Training, coaching, compensation and other HR-related practices can be used
to support the brand.
Step 8 - Develop and use metrics to assess and track the success of the employer brand. Metrics
may include quality of hire, brand awareness, employee satisfaction, employee referrals or other
metrics.
METHODS/STRATEGIES TO
BUILD EMPLOYER BRAND
1. Create an Employee Value Proposition (EVP)
2. Humanize Your Brand
3. Prioritize Company Culture
4. Invest in Your People
5. Define a Clear Purpose
VIDEO – APPLE CULTURE
BRAND

https://www.youtube.com/watch?v=X9SK052cF3c&list=PLoyy
g9zqRuuXIXefWGp9RWN7IiWXDn8gz&index=4
VIDEO 2 - STARBUCKS

https://www.youtube.com/watch?v=H93jvfEnwUA
CHALLENGES OF EMPLOYEE
BRAND
1. Defining a clear employer value proposition (EVP)

2. Consistent communication and messaging

3. Leveraging social media effectively

4. Employee advocacy and engagement

5. Maintaining a positive online reputation

6. Measuring employer branding ROI

7. Balancing budget constraints

8. Keeping up with industry trends and best practices

EMPLOYEE EXIT
The Role of HR in Exit and Retention Management
MEANING OF EXIT PROCESS
▪ The employee exit
process involves all the steps from the moment an employee
resigns or is notified of termination to the completion of their final
working day and beyond.

▪ This includes handling administrative tasks, conducting exit interviews or surveys, and
ensuring the transition is as smooth as possible for both the employee and the organization.
Properly managing this process is crucial for gathering valuable feedback, which can be
instrumental in reducing future turnover and maintaining a positive workplace environment.
TYPES OF EMPLOYEE EXITS
Getting to grips with the different types of employee exits is crucial for handling them with the
utmost respect. Here’s a quick rundown of each:
▪ Voluntary exits are when an employee leaves of their own accord.
▪ Involuntary exits are the result of a termination or layoff from the employer.
▪ Retirement exits mark the end of a long career.
 BEST PRACTICES FOR
STREAMLINING THE
EMPLOYEE EXIT PROCESS
▪ Clear Communication: From the outset, it is vital that the HR department communicates clearly and
respectfully with the exiting employee. Providing a structured and transparent outline of the exit process can
help alleviate any anxiety and confusion.
▪ Conducting Thorough Exit Interviews: Utilizing exit surveys and interviews to gather feedback is crucial.
These should be designed to uncover genuine insights about the employee’s experience, which can inform
improvements in organizational practices. Questions should be direct yet respectful, focusing on areas such
as job satisfaction, workplace culture, and personal growth opportunities.
▪ Efficient Documentation: Ensure all necessary paperwork is prepared and completed efficiently. This
includes final paychecks, benefits status, and letters of recommendation if applicable. Streamlined
documentation processes not only save time but also prevent last-minute hurdles.
▪ Feedback Implementation: One of the most critical steps in the exit process is the implementation of
feedback received from departing employees. This requires HR to analyze the data, identify actionable
insights, and adjust internal policies and practices.
▪ Maintaining Professionalism: Maintaining a professional demeanor is essential throughout the exit process.
This helps preserve a positive relationship with the departing employee, which could benefit future rehiring
or networking.
Exit Process
EMPLOYEE
RETENTION
 OPENING SCENARIO…
Whenever a coworker walks out the door, people notice. Some might even start
wondering if they should start looking for a new job, too. That's why employee retention
and job satisfaction should be high on every organization's list of priorities, and why
creating effective retention strategies to decrease turnover is one of a manager’s most
important jobs.
 MEANING
Employee retention refers to the various policies and practices
which let the employees stick to an organization for a longer
period of time.
14 AREAS WHERE STRATEGIC
INITIATIVES CAN BOOST
EMPLOYEE RETENTION:
1. Onboarding and orientation
10. Work-life balance
2. Mentorship programs
11. Flexible working arrangements
3. Employee compensation
12. Dealing with change
4. Perks
13. Fostering teamwork
5. Wellness offerings
14. Acknowledge milestones large and small
6. Communication and feedback
7. Annual performance reviews
8. Training and development
9. Recognition and rewards systems
2. LEGAL
CONSIDERATION
1. Employment Contracts and Agreements
▪ Before terminating an employee, it is crucial to review the employment contract or agreement. This
document outlines the terms and conditions of employment, including termination clauses. These
clauses may specify the grounds for termination, the process to be followed, and any obligations or
entitlements upon termination. Employers must adhere to the termination provisions specified in the
contract to avoid potential legal disputes. Failure to do so could result in claims for wrongful dismissal
or breach of contract, which could lead to costly legal proceedings and damage to the company’s
reputation.
2. At-Will Employment
▪ In many jurisdictions, employment is considered “at-will,” which means that either the employer or
the employee can terminate the employment relationship at any time, for any reason, or no reason at
all. This provides employers with a degree of flexibility in managing their workforce. However, even
in at-will employment situations, employers must still comply with anti-discrimination laws and other
legal requirements. For example, an employer cannot terminate an employee for a discriminatory
reason or in retaliation for exercising their legal rights.
3. Anti-Discrimination Laws
▪ Employers must be aware of anti-discrimination laws when terminating an employee. It is
illegal to terminate an employee based on protected characteristics such as race, gender,
religion, disability, or age. These laws are designed to ensure equal employment opportunities
and to prevent discriminatory practices in the workplace. Employers should ensure that the
termination decision is based on legitimate, non-discriminatory reasons and is
well-documented. This could include poor performance, misconduct, or redundancy. If an
employer cannot demonstrate a legitimate reason for the termination, they could be at risk of a
discrimination claim.
4. Notice Periods
▪ Some jurisdictions require employers to provide a notice period to employees before
termination. The length of the notice period may vary depending on factors such as the
employee’s length of service and the reason for termination. The notice period is intended to
give the employee time to find alternative employment and to prepare for the transition.
Employers should consult local employment laws to determine the appropriate notice period.
Failure to provide the required notice could result in claims for unfair dismissal or payment in
lieu of notice.
5. Severance Pay
▪ In certain situations, employers may be required to provide severance pay to terminated
employees. Severance pay is typically based on factors such as the employee’s length of
service and the reason for termination. It is intended to provide financial support to the
employee during their job search and to compensate for the loss of employment benefits.
Employers should consult local employment laws to understand their obligations regarding
severance pay. Failure to provide the required severance pay could result in legal claims and
financial penalties.
FUTURE OF
EMPLOYEE EXIT
AND RETENTION
 WHAT ORGANIZATIONS ARE
DOING?
Modern organizations believe that retaining employees does not bar them from leaving but creates
reasons for them to stay.

The future of talent retention is about treating the employee as the cornerstone of any
business strategy. Indian companies need to shift from reactive approaches to proactive retention
models.