Top 4 Reason Must Conduct Exit Interview

As HR in a company, once you received a resignation letter from employees. What will you do?

Most of the HR will try to know more about the actual situation that this employee faced. But once the employee insist to left, normally HR will only proceed to find another replacement candidate.

Actually, you should conduct an exit interview with that particular employee. So that you can get more information for further adjustment.

There are also 4 reasons that you must conduct an exit interview 

1. Pinpoint Opportunities For Employee Development

Employees are about three times more likely to leave for a new employer than to stay and move into a new role at their existing company.

Simply put, job title stagnation hurts employee retention.

An exit interview can give you valuable information to prevent more employees from jumping ship.

2. Get Insight Into Management Issues

Sometimes problems with management can be hard to spot.

A stady steam of exits from a particular group can be rooted in issues that aren’t revealed in other review processes.

It’s likely that you’ll find some constructive feedback for managers while conducting exit interviews.

3. Stay Up to Date with Compensation & Benefits

Compensation is a common reason that employee leaves.

Exit interview can help you find out if that’s really the case and decide whether you need to revisit the compensation strategy or not.

84% of the employee with high benefit satisfaction report high job satisfaction.

4. Strengthen Your Employer Brand

The act of asking departing employees for constructive feedback shows employees that you value the insight they’ve gathered in their time with you, and demonstrates your company’s interest in improving.

It allows you to gather information about branding effort that might have fallen short, or where action are out of alignment with stated values.

 

成效评估看不出的7种好员工

每个公司都希望可以请到好的员工
而怎么样才是好员工呢？好员工有以下特质：可靠、积极进取、努力、不爱计较、愿意付出。
但其实很多时候这些特质是无法在绩效评估呈现的。

《企业》(Inc.)杂志整理出了7种用KPI看不出的好员工！

一、他们的思维早已超越工作职务内容

好员工可以快速反应，切换对『首要任务』的认定，把事情搞定。
好员工不会绑手绑脚，只要是对公司好，他会积极设想自己能发挥什么，解决问题，就算与KPI无关。

 

二、他们可能有点怪怪的

他们不遵守常规、敢与众不同，他们有时候想怪人，却是『好的方式』的怪。
企业中好的怪员工，他们往往大胆越限，挑战现状，且常可以想出了不起的点子。

 

三、他们知道什么时候该玩，什么时候该忙

好员工知道什么时候可以在工作中找乐子，放松一下。
研究人员发现：上班时间花10分钟看搞笑影片或吃个零嘴放松一下的员工，不但更开心，生产力高于埋头工作的同事。

 

四、他们愿意公开称赞人

上司的称赞让人觉得很好，但同侪的称赞更有魔力。
好员工懂得欣赏他人贡献，并懂得将欣赏及赞美化成言词，给人力量。

 

五、他们懂得照顾他人的自尊

有些被受肯定的员工，说话比较大声，因『优秀员工』的标签，让他们拥有更多讲真话的权利和保护罩。

但有种好员工，会区分事情的轻重与争议性，他们不高傲、懂得把敏感或可能伤害个人感受的言论留在私底下说。

 

六、其他人没问题，他们却举手提问

很多人不敢在会议上举手提问，有些人连私底下也不敢说真话
有种好员工他们能体会他人的感受，也无法对问题装聋作哑。
当他人迟疑的时候，他会上前，开口提出问题。

 

七、他们不停的在探索

有些人总觉得好还要更好，他们常微调事项。
不错的员工顺从规则，好的员工精进流程。
最好的员工找方法再造流程，没人期望他们这么做，这与KPI无关。

10 REASON Employee Resign

Why employees want to tender to resign from your company?
There is 10 reason that will cause an employee to resign.

Employees Feel Underappreciated

Those who leave for this reason aren’t looking for a pat on the back everytime they show up for work on time or finish a task.

They need to be reminded from time to time their contributions are valuable to the team.

 

Lack of Proper Compensation

This is the common reason for resignation. It is no secret that companies that are the most generous in this arena are also some of most successful.

 

Insufficient Time Off

In an attempt to do more with less, some employers are saddling their employees with the additional workload.

Initially, this approach may result in a healthier bottom-line, but ultimately it will lead to lower production as worker begins to tire of the rigorous schedule forced on them.

 

Change In Management

Companies that fail to recognize that impact of this decision risk losing valuable personnel.

Taking time to speak with those most affected is of utmost importance for keeping morale up and transition smooth.

 

Outdated Machinery & Equipment

Whether it’s warehouse equipment or office phone system, tools make life more difficult for those that use them play major role in employee running for exit.

Replacing workers proven more expensive than replacing tools over the long run.

 

Unrealistic Goal 

Setting goal and quota is important for maintaining the production level and achieving max results.

Constantly moving the “carrot” without regard for what it takes to reach it will usually wind up in a breakdown in morale and desire.

The employee who consistently put to test in this manner will eventually decide it is simply not worth it.

 

The Need To Be Challenged

When working adults get bored with their jobs, their minds wander and they start seeking a more challenging position.

Keeping a bright employee challenged with a rewarding task is the best way to keep a bright employee.

 

Lack of Joyful Environment 

Look around your place of business. Do you employee seems happy to be there?

If not, why not? Workplace needn’t be all drudgery and those that are, have bigger problems than the frowns that everyone is waring.

It doesn’t mean need to be a constant party atmosphere. But at least be pleasant.

 

Lack of a Clear Pathway to Success

Many times an employee will become frustrated with the inability or unwillingness of management to provide them with a working model for success with the firm.

This is another common reason for resignation. Most people will head in another direction if they get lost along the way.

Good and attentive management will take the time to nurture those with an eye on the future and see their value from a long-range perspective.

 

 

Why Employees Quit You?

Almost 75% of people are those who jump from company to company every time they change roles. 

Another 25% of people will stay and rise in their company. 

The factor that Overwhelmingly Influences Retention

1.Role Stagnation

It will occur when an employee stays in the job title for long period of time without advancement.

Every 10 months someone stays in the same job title, it makes them 1% more likely to exit the company the next time they change roles.

 

2. Company Culture 

The second factor that drives people out the door is company culture.

Employees who leave almost always ended up going somewhere with a better rating of culture and values. And makes it clear that people are paying attention to things beyond pay.

 

3. Competitive Pay

The employee also walked out the door when their compensation isn’t at the market rate. While pay is not the biggest factor, it definitely matters.

To extent that when the employee in theory was ready to change to their next job, 10% higher pay made people 1.5% more likely to stay with the company.

 

Are you qualified to be a Supervisor?

Are you prepared to become a supervisor?
Do you know what characteristics are needed to become a supervisor?

Signs of Readiness

1. You love to share your knowledge, and other people lock to you for advice when they have problems at work.
2. It is satisfying to see others learn & succeed.
3. You have an understanding of the company as a whole. You can see how the different departments work together.
4. If someone is excited about their job, so are you.
5. You’re willing to bridge the gap between employee and senior management and you want to be more focused in that role.

Signs of Not Ready

1. It annoys you to see other people arrive late to talk or mess around, so you want to be the manager to stop them from doing it.
2. You don’t like other people doing things differently than you do. You think there’s only one right way to do everything. You want a managerial role to tell your team how to do things.
3. You want the power that management positions give you.
4. You want to be a manager because managers are better paid.
5. You like to make rules & make sure others follow them.

 

 

如何识别新加坡正规中介公司

在新加坡找工作，想知道公司底细？快点这里！

大家都知道，一般公司的信息是不会对外公开的，想要找一个靠谱公司，所能做的就只有通过招聘网站的简介、公司网站或者Google了解一点点。

但是在新加坡就不一样了，新加坡公司的注册信息是公开的，想要知道帮你找工作的中介公司是否是新加坡的合法注册公司吗？那就继续看下去！！

简单几步，你就可以知道你所找的中介公司是否是合法的了！

第一步：登陆人力部官网（http://www.mom.gov.sg)点击红圈圈内Employment Agencies and Personnel Search (EA Directory)

第二步：进入到这个页面后，继续点击红圈圈内Search For Employment Agencies and Personnel

第三步：进入这个页面后输入你所想要查询的中介公司名称 并按下Search搜寻

第四步：搜寻后，如果你搜寻的中介公司有出现在搜寻结果内，恭喜你！你找到的是新加坡合法的人力中介公司。你可以放心的交给他们为你找寻新加坡工作。

在这个诈骗猖狂的时代，为了不要让自己因为想要到新加坡工作而被有心人士诈骗，所以我们必须联系新加坡正规合法的人力中介公司来为你处理一切事宜。

只有这样，你才能毫不担心的准备到新加坡工作，不用为了各种事情而烦忧。

面试必问问题回答秘籍！

面试时，总会莫名的紧张，不知道面试官会问你什么问题？

不知道自己的答案是不是符合面试官想要的吗？

小编这里就来为大家提供面试秘籍！

整合了6个面试必问问题，为大家提供专业的建议！

 

#1. 你可以自我介绍一下吗？

这问题几乎99.99%必问的，一般都会是第一个问题，很多人会很随便的说一些自己的资料，比如：姓名、年龄、出处、爱好等。

虽然说这样的回答看起来是没错的，但其实面试官坐在那里不是为了了解你的事情的，而是要决定是否有能力胜任这个职位，所以他们想听你有什么能力。

建议：说说你在大学生涯做过些什么。可能你当过班代，有很好能力兼任学业和处理其他事情；或是你参加过辩论比赛，有很好的沟通能力和处理问题的能力等。。。大概3分钟最理想

 

#2. 为什么选择我们公司？

这个题目和『说说你对我们公司的了解』是相似的，有时会被分开来问。

主要的目的是为了测试你有没有做功课，有没有好好调查过。

建议：你可以说你很喜欢那件公司的文化，从别人口中听说公司员工都很友善、互相帮忙；或是公司很热衷于奉献社会，你对这样的公司很欣赏。。。

 

#3. 为什么你要这个职位/这个行业？

有时公司请人时担心的不是请不到条件好的人，而是担心请来的人把这里当成垫脚石，取得足够经验后就跳槽或转行了！那这年公司给你辛苦的培训和经验不都白费了吗？

所以这问题你必须要让面试官感受到你是珍惜你喜欢这个行业/职位的。

建议：说说你喜欢这份工作的某个特点，比如这份工可以让你有机会每天到处走，你很喜欢一直接触不同的环境。。。

 

#4. 你有什么优点和缺点吗？

其实在面对这个问题的时候，你要知道一件事，那就是，他们在乎的是你知不知道自己的缺点，然后你怎么去面对和改变这缺点，后来你有成功改变吗？

建议：尽量加入一些例子来表达为什么你觉得那是你的优点/缺点；比如你的人际交往能力不太好，以前每次都不好意思和陌生人主动开口说话，后来你尝试主动认识新朋友等等的。。

 

#5. 为什么我要请你？

其实这部分才更需要强调你的优点，你必须努力推销自己。

不可以因为害羞或自卑不好意思强调自己的特色，毕竟一个职位那么多人在抢，你总得给面试官一些请你而不请别人的理由啊！

建议：强调一些你的过人之处；比如有很强的意志力在处理很繁琐的事物

 

#6. 你平常空闲时都在做些什么？

这个问题的目的是为了透过你做的事来断定你大概的个性。

例如你说你平常爱看书，那你可能就是个爱学习，偏文静的人。

如果你喜欢打篮球，那可能你是个善于和别人合作的人。

从这里得知一些关于你适不适合从事那个职业的蛛丝马迹

建议：不要只说一样，或者两样相似特点的东西，可以搭配比较有反差的，让人觉得你不止能做那一件事，还能做反一面的事；

比如说你平常会做瑜伽，代表你专注力很好，能够保持沉稳静态，

但你也爱参加辩论会，反应快，可以快速分析问题。。。

 

其实不管是任何问题都好，想回答好就要先明白每个问题被问的理由，面试时问的每个问题都是有原因的，如果能站在公司角度思考面试官问那个问题的原因，你就可以成功拆解任何问题，达到他们的要求了。

————————————————-
任何工作谘询或疑问 请联络我们：
📞+607 5500 949
📞+6018 9100 250

Resume
✉ resume@nala.com.my

✏履历填写上传区

🖱www.nalaemployment.com
App 📂 Job Cubic

📌 145A, Jalan Sutera Tanjung 8/2, Taman Sutera Utama (大嘴巴同排OCBC樓上）