Reply To: HR Due Diligence, Employee Retention for Integration Purposes


Dear Chengzhi, in my opinion, each department of a company should have specific criteria to identify a key employee according to the activities performed. For example, employee’s seniority, specific knowledge of end-to-end processes, difficulty of replacement, skills, abilities, risk of losing the customer, revenue the employee generates, power to influence the team. In summary, evaluating the employee in the dimension: business impact vs. risk of leaving the company.

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