We found that Group 19, which is an exit interview, is the best data form to use when making HRD decisions out of the three groups. We may assume that the exit interview is the focal point for all the previous subjects, including workplace safety and training survey results. Exit interviews provide a once-in-a-lifetime opportunity to poll and analyse the views of departing workers, who are usually more forthcoming, positive, and analytical than current employees. Departing workers are freed when they leave an organisation. As a result, they provide a more objective input source than working employees do when responding to standard staff attitude surveys. The primary goal of an exit interview for an employer is to discover the reasons for a person's departure, on the assumption that feedback is a useful driver for organisational change. The company may also use exit interviews to facilitate the transition of expertise and experience from a departing employee to a successor or replacement and brief a team on current tasks, problems, and contacts. Exit interviews can also provide valuable information about the employer organisation, allowing you to evaluate and change all facets of the working environment, including community, procedures and structures, management and development, and so on. In reality, everything that defines the organisation's efficiency, including its relationships with its employees, clients, suppliers, third parties, and the general public, should improve as a result of this. Exit interviews will also help you keep a valuable employee who would have quit otherwise (organisations often accept resignations far too readily without discussion or testing the firmness of feeling - the exit interview provides a final safety net). HR should be in charge of developing the process, issuing guidance and documents, gathering data, analysing and documenting observations, patterns, opportunities, and recommendations in large organisations, particularly in health and safety, employment law, and liability. Exit interview feedback review can lead to remedial and preventative actions in any size or form of organisation, such as enhancing health and safety, stress, abuse, and prejudice, among other things.