China Enterprise HR Manager flashcards

32 cards. Read the term and the definition here. The deck at the top of this page is optional.

Turnover rate formula

Separations during the period divided by average headcount for the same period. Voluntary separations are reported separately from layoffs, contract expiry, and retirement to reveal retention problems.

External hiring gap

Future HR demand minus current internal supply minus expected net internal mobility. The result is the number of external hires required per job family and planning period.

Ratio analysis forecasting

A demand forecasting method that projects headcount from a stable business ratio, such as revenue per employee or staff-to-line ratio, applied to the planned business volume.

Succession replacement chart

A visual map of key positions showing current incumbent, retirement or mobility risk, and at least one ready-now and one ready-later successor for each critical role.

Cost per hire

Total recruiting costs, including advertising, agency fees, referral bonuses, interviewer time, and onboarding, divided by the number of hires in the period.

Selection ratio

Number of hires divided by number of applicants. A low ratio means a wide applicant funnel and higher screening cost per successful hire.

Structured interview

An interview using job-related questions and a scoring rubric fixed before interviewing. It has higher predictive validity than unstructured conversation-based interviews.

Offer acceptance rate

Accepted offers divided by offers extended in a period. A declining rate points to compensation competitiveness, hiring speed, or employer brand problems.

Training needs analysis levels

Three levels: organizational (strategy and performance gaps), task (competency and standard requirements), and person (gap between required and actual individual competence).

Kirkpatrick four levels

Training evaluation at reaction (satisfaction), learning (knowledge and skill gain), behavior (on-the-job application), and results (business impact such as quality or cost).

70-20-10 development model

A development allocation of roughly 70 percent on-the-job experience, 20 percent coaching and mentoring, and 10 percent formal courses and training programs.

Training transfer

The extent to which learned skills are applied on the job, supported by pre-training manager commitment, post-training assignments, and follow-up within 30 to 90 days.

Onboarding 30-60-90 plan

Milestones at day one for compliance and access, first week for role clarity, 30 days for basic competence, and 90 days for full performance and retention check.

SMART goal criteria

Goals should be specific, measurable, achievable, relevant, and time-bound. Each goal carries a weight, and weights for a role must sum to 100 percent.

Behaviorally anchored rating scales

A rating method where each performance level is described by concrete behavioral examples. It reduces rater subjectivity compared with simple numeric scales.

Halo effect in appraisal

A rater error where one strong or weak trait biases ratings on unrelated dimensions. Calibration meetings and behaviorally anchored scales help reduce it.

Performance improvement plan

A documented plan stating the specific performance gap, measurable targets, support provided, review dates, and consequences, used when performance remains below standard.

360-degree appraisal

Feedback collected from supervisors, peers, subordinates, and self. It is primarily a development tool and should be weighted cautiously in pay decisions.

Point-factor job evaluation

A method scoring jobs on compensable factors such as knowledge, responsibility, complexity, and impact. Total points determine grade placement in the salary structure.

Compa-ratio

Actual salary divided by the midpoint of the salary range. Values below 0.8 or above 1.2 usually signal an issue needing review.

Salary range spread

Maximum minus minimum divided by minimum. Wider spreads suit roles with greater performance or experience variation; midpoint progression between grades is typically 10 to 20 percent.

Market percentile positioning

Choosing a reference percentile from salary survey data: P50 for a market-following policy, P75 for a lead policy, and P25 for a lag policy offset by non-cash rewards.

Total compensation

The sum of base salary, variable pay such as bonus and commission, statutory benefits, supplementary benefits, and non-monetary rewards provided to an employee.

Written contract deadline

A written labor contract must be concluded within one month of the employment start date. Delay triggers double wages from the second month, capped at 11 months.

Probation period limits

Probation length depends on contract term, for example up to one month for contracts of three months to under one year, and up to six months for three years or more.

Severance pay calculation

Years of service multiplied by one month's average wage, with six months or more counting as a full year. The wage base is capped at three times local average wage.

Overtime premium rates

Premium pay of 150 percent on workdays, 200 percent on rest days where no compensatory rest is given, and 300 percent on statutory holidays.

Economic layoff procedure

Layoffs of 20 or more employees, or 10 percent or more of the workforce, require 30 days' advance explanation to the union or all staff and reporting to labor administration.

Labor arbitration prerequisite

Most labor disputes must go through arbitration before litigation. Filing is generally required within one year of the date the dispute is known or should be known.

HR scorecard logic

A causal chain linking a workforce driver to an HR practice to a business outcome, for example competency coverage to time-to-competence to customer satisfaction.

Unfreeze-move-refreeze

A three-phase change model requiring a readiness step, an implementation step, and a stabilization step in which new norms and behaviors become established.

Workforce segmentation

Dividing the workforce into core, flexible, and contingent groups based on business criticality, which determines where HR invests and where practices are standardized.