What drives an employee to the verge of separation? What happens to an employee after the separation? Is he bound by legal clauses? Do all parameters that go in the exit round duly get recognized? What are the possibilities of his getting rehired? This article answers the questions related to exit and post-separation process in corporate circle.

'Never give up', `Don't quit', `Winners never quit and quitters never win' are some good old motivational quotes of stalwarts that always find a conspicuous place on the walls of the HR department. Will this change the minds of people who intend to quit or are about to be laid off? It may not sound apt for a disinterested employee who resigns for various good reasons. He may feel good only if he quits. What drives him to the extreme verge of resignation during the downbeat of economy?

During an economic recession, clinging on to a job demands tricks and knacks. An organization will be compelled to cut short its staff size for reasons such as slump in business, heavy losses, unit closure or merger. Owing to these, the management will have drawn a plan to invoke layoffs or freeze hiring. For justification, the word `downsizing' is replaced by `rightsizing' of workforce. It is important for the management to identify what has worked, what could have been done differently, and how to improve the process in the eventuality of a possible layoff.

HRM Review Magazine, Post-Separation Process, Economic Recession, Non-Disclosure Agreement, NDA, Public Policy, Economic Recession, Jet Airways, Automobile Industry, BPO Industry, Employee Stock Ownership Plan, ESOP, Training and Development.