Knowledge transfer before retirement: the handover that actually holds.

The typical handover means: the departing plant foreman sits with the successor for two weeks. They walk the hall together, the experienced one talks, but he talks about what he happens to remember, not what is truly critical. What never comes up: exceptional situations that occur only every couple of years; suppliers with whom there are special arrangements; equipment quirks that were never documented. That is exactly the knowledge that disappears first.

hAiner holds structured conversations with the key person, in units of 20 to 30 minutes, spread over several weeks, at their own pace. The person talks about their work instead of writing it down. hAiner automatically turns these conversations into searchable handover packages: standard procedures, escalation logic, supplier profiles, equipment profiles, decision matrices.

For shop-floor staff and shift leaders, it is about equipment, suppliers, exceptional situations and unspoken decision rules. What does the experienced worker do when the pressure gauge on line 4 goes haywire, and why? For sales staff, it is about key accounts, negotiation histories, special terms and industry context. Who is really the decision-maker at the customer, which complaint from three years ago still resonates today, which price threshold is critical?

Structured handover packages, queryable in the flow of work. The successor doesn’t start from zero and can ask at any time what their predecessor would have done in a specific situation.