Assessing the size, composition, and organizational structure of the target company’s workforce to provide workforce analysis.
Identifying any potential risks or liabilities associated with the target company’s compensation and benefits practices, as well as evaluating how these practices align with the acquiring company or investor’s own compensation and benefits policies and goals.
Examining the target company’s talent management strategies, such as recruitment, retention, and employee development, to help assess the quality of the workforce and identify any potential talent gaps.
Reviewing a target company’s HR policies and procedures as they relate to areas such as discrimination, harassment, and retaliation to identify any areas where the company may be at risk of legal action or liability.
Assessing the target company’s compliance with employment laws and regulations to identify any potential legal risks or liabilities.
Conducing a culture assessment to determine whether a potential investment or acquisition is a good fit for your organization and whether the company’s culture aligns with your values and priorities.
