While the flow of talent brining enterprises the fresh blood, at the same time, it usually accompanies by variety of risks, especially when employees leave their jobs, it may lead to disclosure of corporate technology and business secret , loss of customer sources etc. With extensive experience accumulated in past years, we have summed up a complete set of scientific, practical employee resignation management methods to solve these problems and help enterprises to improve efficiency in human resource management. 

For enterprises, their expansion and development is inseparable from advanced technology, business secret protection, correct operating philosophy and proper management methods, an d these all based on the Our Principle of “human orientation”. Corporate personnel investigation is a professional investigation on corporate employees and their behavior to promote corporate human resource management. This investigation effectively helps enterprises to avoid economic losses arising from the risks caused by human resources management .

Since the innermost activity of employees and their behavior which lead to the loss of corporate benefits are latent, conventional management approach are very difficult to detect the actual working status of employees or obtain an accurate evaluation of their innermost status. Many enterprises just try to solve out the occurrenced serious problems, it making more difficulty for retrieving the losses. 

“Common problems for enterprises:
“When a suspected current employee of enterprise which may against non-competition agreement, leaking business secret or cooperates with other enterprise within the same field. how should we investigate such events and what should we do to prevent risks arising from such employees?”

“The relevant products available on market and owned customers loss right after a core personnel which has known about enterprise’s top secret technology and customer information left his/her job, we suspect our trade secret is disclosed by internal employees or used without authorization by resigned employees. How should we investigate such events and effectively avoid their further deterioration?” 

“We received an anonymous report from suppliers that our purchasers and/or project managers asked for commission from our suppliers. How should we effectively investigate such events and prevent reoccurrence?” 


Types of risks from on-job employees:
I. Active risk: Active risk refers to the risks caused by employees who are driven by vicious intention to jeopardize corporate benefits and consciously engage behavior against corporate policies. This is general known as “Moral risk”. 

II. Passive risk: Passive risk mainly refers to the risks caused by employees who have no vicious intention but because of their own poor professionalism and/or experience deficiency. 

I. Solutions to control employee active risks:
Active risk is associated with employees’ vicious intention. Therefore, it is concealed and hard to detect. To prevent active risks, enterprises should begin to implement proper management in the recruitment stage. 
(I) Method to prevent risks in the recruitment stage
Recruitment stage mainly has the following types of risks: (1) False statement; (2) Morality and Honesty; (3) Fraud – Spy. 

Risk control –Developed Vetting (The DV process includes a check of your identity documents and employment and education references, We will carry out criminal records and credit reference checks, and a check against Security Service records, and will double check some of the references by writing to or interviewing the people who gave them to us.);　　

(II) Method to control risks in on-job period
On-job period for employees mainly includes the following types of risks: (1) Marketing channel appropriation; (2) Brand appropriation; (3) Take bribery, engage in own transaction, disclose trade secret, technical know-how, intentionally make mistakes, threating and cause lose control of the company. 

Employee risk control and loss prevention:
1. Evaluate the loyalty of your employees, including ordinary employees, key employees and suspected employees;
2. Establish background database;
3. Establish corporate internal system and establish effective software monitoring system to monitor phone calls, computer operation;
4. Establish a complaint platform;
5. Perform quantitative analysis on employees based on recorded management information;
6. Based on the above information, determine whether relevant employees have moral risks and determine corresponding measures. 

 

(III) Methods to control risks for leaving employees
Leaving employees mainly impose the following types of risks: (1) Disclosure of critical technology or trade secrete; (2) Loss of customers; (3) Job vacancy; (4) Collective resignation; (5) Disturbance in morale. 

Method to control risks arising from leaving employees:
1. Establish a complete confidentiality system, avoid excessive possession of core technology, have key personnel sign “Non-Competition Agreement”, identify whereabout of key personnel after resignation and intensify file management;
2. Establish customer database, maintain public management for customer relations and provide position promotion in other regions for customer management; 
3. Properly plan human resources and establish a proper talent reserve system;
4. Select and appoint employees with different background, implement multivariate management, and regularly replace cadres between different regions or departments;
5. Perform positive communication with employees about resignation events and explain why they leave their jobs; encourage remaining employees to work hard and provide necessary training; establish a complete future-oriented training program and intensify efforts to create motivating working environment for employees.


II. Solutions to control employee passive risks:
Since no vicious intention exists in employee passive risk, the occurrence of risks is often attributable to employees’ incompetence and working deficiency. Based on the origin of passive risks, enterprises may constantly improve employees’ qualification and working capability through training and leverage the influence of corporate culture to intensify employees’ sense of responsibility for corporate development. 
III. Solutions to find out employees’ fraudulent behavior. 
1. Facts Discovery;
2. Investigate and Forensics;
3. Civil claim for compensation;
4. Criminal prosecution.