Best practice tips for employee termination - EmployeeConnect HRIS
696
post-template-default,single,single-post,postid-696,single-format-standard,ajax_fade,page_not_loaded,,qode-title-hidden,hide_top_bar_on_mobile_header,qode-child-theme-ver-1.0.1,qode-theme-ver-10.1.2,wpb-js-composer js-comp-ver-6.6.0,vc_responsive

Best practice tips for employee termination

Ending an employee’s tenure with your organisation can be a complicated and tiresome process.

Not only is it potentially emotionally draining for everyone involved, it can also be a huge administrative burden due to the number of complex tasks that need to be completed to achieve compliance and a satisfactory outcome.

Fortunately, there is human resource management software (HRMS) available that can streamline this entire process, ensuring that HR departments and decision makers have all the tools and resources they need to make employee termination as smooth and problem-free as possible.

Here are three best practice tips for employee termination, and how HR management software can help you follow through on these suggestions.

Maintain an accurate record of departures

When determining and processing employee terminations, it’s important that you keep a comprehensive record of the factors which resulted in that employee’s departure. This includes the termination date, notification date and last working date, as well as the reason for departure and the termination letter itself.

HRMS can manage all of this information in one easily accessible yet secure platform, ensuring that it can be accessed and reviewed at any time by authorised decision makers. This can prove essential should any compliance or legal issues arise, and can also enable better decision making regarding things like employee turnover and morale.

Think about security 

Whenever an employment tenure comes to an end, the employing organisation needs to take care to ensure that proper attention has been paid to security, both in the physical world and in the digital sphere.

HRMS can be used to manage this process, ensuring everyone is kept informed about an employee’s final dates and the potential security implications. This gives security and IT staff the opportunity to ensure building and system access is terminated, and that the employee no longer has access to valuable data or equipment.

Conduct an exit interview

Exit interviews come in many shapes and forms – they can be performed face to face, via telephone, or even anonymously online. Regardless of how your organisation prefers to go about it, it’s important that you conduct exit interviews with any employee that agrees to take part.

Through consistent exit interviews, your organisation can identify what has gone wrong during the employee’s time with the company and what could have done better to prevent their departure. HRMS can assist with this by ensuring exit interviews are conducted in a timely and compliant fashion.

Ari Kopoulos
ari@employeeconnect.com

CEO at EmployeeConnect