問(wen) 我是(shi)人力資源(yuan)部的(de)負責人，每次員工離(li)(li)職時(shi)我都想找離(li)(li)職者面談一(yi)下，但(dan)是(shi)一(yi)直沒有實施，不知(zhi)道離(li)(li)職前的(de)面談對(dui)企業(ye)來說(shuo)有收獲(huo)嗎？

答 在(zai)員(yuan)(yuan)(yuan)(yuan)(yuan)工(gong)(gong)(gong)(gong)離(li)(li)職(zhi)(zhi)時(shi)做(zuo)好溝通，從企(qi)業人力(li)資源管理的角(jiao)度，也是(shi)(shi)有重要價值的。對(dui)(dui)企(qi)業來說，離(li)(li)職(zhi)(zhi)面(mian)(mian)(mian)談(tan)首先是(shi)(shi)要和離(li)(li)職(zhi)(zhi)員(yuan)(yuan)(yuan)(yuan)(yuan)工(gong)(gong)(gong)(gong)梳理和總結過去(qu)所有的工(gong)(gong)(gong)(gong)作(zuo)(zuo)(zuo)。對(dui)(dui)員(yuan)(yuan)(yuan)(yuan)(yuan)工(gong)(gong)(gong)(gong)曾經所做(zuo)的貢獻表(biao)示肯定及感謝。同時(shi)，員(yuan)(yuan)(yuan)(yuan)(yuan)工(gong)(gong)(gong)(gong)在(zai)工(gong)(gong)(gong)(gong)作(zuo)(zuo)(zuo)期間多多少少會發(fa)生一些不愉快的事，這(zhe)(zhe)番“最后的談(tan)話”也是(shi)(shi)給離(li)(li)職(zhi)(zhi)員(yuan)(yuan)(yuan)(yuan)(yuan)工(gong)(gong)(gong)(gong)一個(ge)“發(fa)泄”和傾(qing)述的平臺，把前段(duan)時(shi)間工(gong)(gong)(gong)(gong)作(zuo)(zuo)(zuo)中(zhong)積累的負面(mian)(mian)(mian)情緒都(dou)在(zai)這(zhe)(zhe)時(shi)候釋放出來。對(dui)(dui)個(ge)人、對(dui)(dui)公司(si)都(dou)是(shi)(shi)有益的；更重要的是(shi)(shi)，在(zai)離(li)(li)職(zhi)(zhi)面(mian)(mian)(mian)談(tan)中(zhong)，可以鼓勵員(yuan)(yuan)(yuan)(yuan)(yuan)工(gong)(gong)(gong)(gong)開誠(cheng)布公地提出對(dui)(dui)公司(si)管理、制度、薪酬待遇(yu)等各方面(mian)(mian)(mian)的意見(jian)和建議，這(zhe)(zhe)是(shi)(shi)發(fa)現公司(si)管理中(zhong)的漏(lou)洞和不完善(shan)之處的好機會。