Hi all,

I am making an Employee Handbook where in I am trying to put up a diagram or pictorial representation of employee life cycle in an organisation (recruitment - selection - confirmation - transfer - promotion - resignation).

While I have some ideas in my mind but, I am not able to figure out how do I link resignation back to recruitment.

Can you please guide me.

Thanks,

Ankur

Some ideas for you ...

My first thought is to link transfer/promotion to selection and close the loop there, with resignation/termination exiting the loop (meaning the loop represents internal processes).

One thought to consider is that a past employee may return, so you can show the resigning employee moving into a pool of "alumni" who are also perspective candidates from which you would recruit (linking back to sourcing then selecting). That would provide the larger loop you reference.

Cheers,

tara

Dear all,

An employee handbook which includes termination / resignation though indicating foresight is a morbid way of introducing an employee who has just joined. keep it separate-- it nust be there but not in the employee handbook.

adroit

Hi Ankur,

In terms of linking the exit to recruitment from HR's perspective, you can do exit analysis which of course becomes an input for you for future hiring / recruitment (it gives retention inputs for existing workforce).

In terms of putting exit in employee manual, you can put the points employee must take care while exiting the organization, i.e. notice period, smooth transfer of project and knowledge, prior discussion on exit plan with concerned authority so that work/project/assignment doesn't suffer as well as the customer of the company.
 And you can emphasize on relationship (employee and employer) that one must end with good note.

Regards,
Jyoti