HR Due Diligence
Organizational Structure Review
Hierarchy Review: Examine the reporting structure to eliminate unnecessary layers and ensure clarity.
Job Roles Analysis: Analyze existing roles to avoid duplication and fill gaps in responsibilities.
Departmental Structure Evaluation: Assess how departments function together, identifying areas for better collaboration.
Restructuring Opportunities: Propose a new structure that promotes efficiency and supports the merged company’s goals.
Team and Management Analysis
Leadership Effectiveness Evaluation: Review leadership performance to ensure they align with the company's strategic goals.
Team Dynamics Assessment: Analyze how teams work together and their effectiveness in achieving objectives.
Key Employee Identification: Identify critical employees and ensure retention to minimize disruption.
Management Development: Propose training or mentoring for managers to enhance their effectiveness post-merger.
Compensation Package and Benefits Program Review
Salary Benchmarking: Compare current salaries against industry standards and competitors.
Bonus Structure Review: Analyze existing performance-based bonuses and suggest improvements.
Benefits Program Audit: Review health insurance, retirement plans, and other benefits for integration and alignment.
Equity & Stock Options Analysis: Examine stock options or equity plans to ensure fairness and competitiveness.
Employment Contract and Corporate Policy Review
Contract Compliance Check: Ensure all employment contracts meet legal standards and regulatory requirements.
Policy Review: Assess existing policies such as anti-corruption, equal employment opportunity (EEO), and harassment prevention for any needed updates.
Company Obligation Review: Check company obligations like severance, notice periods, and termination clauses for fairness and compliance.
Policy Integration: Standardize policies across the merged entity to create a unified corporate culture and legal framework.
Recruitment, Training, and Development Programs Review
Recruitment Workflow Audit: Evaluate current hiring processes for efficiency and consistency.
Candidate Pipeline Review: Assess the talent pool and pipelines for both external recruitment and internal promotions.
Training Program Assessment: Review existing employee training programs to ensure relevance and effectiveness.
Career Development Opportunities: Identify and enhance career paths for employees to improve retention and engagement.
Organizational Culture and Employee Engagement Assessment
Cultural Alignment Assessment: Review how the cultures of the merging entities align or clash.
Employee Surveys: Conduct engagement surveys to assess employee satisfaction and morale.
Values & Practices Analysis: Examine whether the company's values and day-to-day practices support its new direction.
Engagement Strategy Development: Propose strategies to improve employee motivation, satisfaction, and retention.
