China Enterprise HR Manager study plan

Map every HR planning sub-topic in the official syllabus to a one-page summary of definitions, formulas, and decision rules

Derive and memorize the workforce-demand formulas (trend projection, ratio analysis, scatter plot, Markov transition matrix) and solve one worked example of each without notes

Build a timeline of PRC labor legislation and rank each statute by exam frequency (Labor Contract Law, Labor Law, Social Insurance Law, Employment Promotion Law, Labor Dispute Mediation and Arbitration Law)

Draft a 40-term bilingual glossary (Chinese term, English equivalent, one-line definition) covering HR planning and labor-law vocabulary

Apply HR demand and supply forecasting to two realistic scenarios (a manufacturer cutting headcount by 15%, a tech firm scaling a new business unit) and write the gap-closing action plan for each

Distinguish the legal grounds for unilateral termination (Labor Contract Law Articles 39, 40, 41) and write a compliant notice for each scenario

Calculate economic compensation (经济补偿金) and illegal-termination damages (赔偿金) for five fact patterns, including capped high earners and the 12-year limit

Explain the labor-contract lifecycle (offer, probation limits, fixed-term vs. open-ended, renewal, severance) and flag the three most common exam traps

Compare recruitment channels (campus, social, headhunter, employee referral, RPO) on cost-per-hire, time-to-fill, and quality-of-hire, and recommend a channel mix for three different hiring scenarios

Design a structured, competency-based interview guide with behaviorally anchored rating scales for a mid-level manager role

Conduct a training-needs analysis using the organization-task-person framework and convert findings into measurable learning objectives

Differentiate Kirkpatrick's four evaluation levels and design one evaluation instrument per level for a sales-onboarding program

Select and justify the right performance tool (MBO, KPI, OKR, balanced scorecard, 360-degree feedback) for four organizational contexts

Write SMART goals and cascading KPIs for a department, then identify three design flaws that would trigger rater bias

Explain the main job-evaluation methods (ranking, classification, point-factor, Hay) and score one benchmark job with the point-factor method

Build a pay-structure skeleton: salary bands, midpoint progression, compa-ratio, and pay-line positioning against market survey data

Summarize the mandatory social-insurance and housing-fund contribution rules (rates, bases, caps) and their effect on total compensation cost

Walk through the labor-dispute resolution path (in-house mediation, labor arbitration, first-instance and second-instance court) and state the limitation periods and burden of proof for each stage

Draft compliant clauses for overtime, non-compete, confidentiality, and training-bond agreements, citing the governing articles

Compute overtime pay for comprehensive and standard working-hour systems across three shift patterns

Explain the legal requirements for employee representative congresses, collective contracts, and trade-union consultation in restructuring and rule-making

Diagnose a poorly performing team using a performance-diagnosis model and prescribe interventions that separate ability, motivation, and opportunity causes

Design a full performance-management cycle (goal setting, coaching, mid-year review, calibration, rating, reward linkage) for a 200-person company

Plan a recruiting funnel with conversion metrics and calculate yield ratios at each stage to forecast hires needed per opening

Prepare a termination-for-poor-performance case file that survives arbitration scrutiny, linking performance documentation to the legal standard

Link HR strategy to business strategy using the Ulrich model, the Harvard HRM framework, and the resource-based view; apply each to one company scenario

Design an organizational-development intervention (restructuring, culture change, or merger integration) with a stakeholder map and change curve plan

Build a leadership-development pipeline that maps succession planning to a 9-box talent grid

Calculate training ROI at the business-result level and present the result in a one-page executive brief

Complete two full-length timed mock exams under exam conditions and score each by domain

Re-teach the three weakest domains from the mock results using your own notes, then re-test with 20 new items per domain

Consolidate all formula sheets, legal citations, and model comparisons into a single one-page-per-domain final review sheet

Rehearse case-analysis answer structure (issue identification, legal/HR framework, calculation, recommendation) on four past-style prompts