HR & Administration

100 lessons

1post new job openingsFree 2screen suitable candidates 3schedule candidate interviews 4candidate no-showed for interview 5send job offer letter 6announce interview results 7negotiate salary with candidate 8search for candidates online 9candidate declined offer 10prepare skill assessment test 11conduct video call interview 12candidate requested reschedule 13check references 14urgently recruit department head 15candidate pool is scarce lately 16send rejection letter to candidate 17prepare new workstation 18welcome candidates to office 19agree on start date 20signed probation contract 21onboard new employees 22develop internal training plan 23prepare job instruction materials 24evaluate probation results 25new employee resigned early 26organize soft skills training 27train on labor safety procedures 28evaluate monthly work performance 29employee achieved excellent targets 30plan talent development 31set annual work goals 32employee failed probation 33sign training commitment agreement 34training provider canceled schedule 35survey learning needs 36employees are reluctant to attend specialized courses 37assess post-training knowledge 38issue course completion certificate 39propose training budget 40employee showed significant progress 41payroll for this month is not yet done 42record attendance for all employees 43employee complained about incorrect workdays 44submit social insurance documents 45register personal tax code 46process maternity benefits 47report new hires 48report employee terminations 49calculate night shift overtime pay 50settle personal income tax 51employee requested salary advance 52create sales bonus list 53adjust base salary 54check health insurance declaration 55employee lost insurance card 56finalize old social insurance book 57calculate severance pay 58send payslips to each employee 59employee forgot fingerprint attendance 60submitted insurance declaration late 61sign official labor contract 62employee submitted resignation letter 63employee violated company regulations 64handle disciplinary action for tardiness 65draft violation report 66resolve internal departmental disputes 67employee consistently late for work 68terminate employee for fraud 69conduct exit interview 70employee abandoned job without notice 71amend internal management regulations 72sign non-disclosure agreement 73employee leaked trade secrets 74resolve HR complaints 75increase annual leave days 76employee lost company assets 77organize company union meeting 78employees went on strike for rights 79sign labor contract addendum 80extend contract for another year 81purchase new month's office supplies 82check broken office equipment 83arrange transport for board of directors 84prepare meeting room for partners 85carefully manage company seal 86pay office utility bills 87plan teambuilding event 88buy birthday gifts for employees 89check office cleanliness 90manage physical HR records 91renew office lease contract 92change empty printer ink 93receive incoming official documents 94send documents via express delivery 95prepare offerings for annual opening ceremony 96buy flight tickets for business trip 97arrange seating for new department 98conduct periodic fixed asset inventory 99office network system is down 100plan Tet gift giving

Frequently asked questions

Is learning specialized Chinese for HR and administration necessary for HR staff?

If you work in HR and administration in a company with Chinese managers, engineers or specialists, learning Chinese for HR and administration is very valuable. Daily tasks such as recruitment, interviews, onboarding, attendance, leave handling and sharing internal rules all require direct communication in Chinese, and understanding correctly prevents procedural mistakes.

For recruitment, learn to post job descriptions, ask interview questions and evaluate candidates. For labour relations, master phrases about contracts, benefits, insurance and leave. For workplace culture, learn to greet, announce and handle questions from Chinese employees politely.

Most importantly, HR staff need listening and confirmation skills, because a mistake in HR communication can affect workers’ rights. Practise situation dialogues such as announcing work schedules, explaining the leave process or sharing safety rules.

For the method, prioritize real situation listening and speaking, 20–30 minutes daily, and record yourself to fix pronunciation. On Haohin, the specialized Chinese program for HR and administration includes vocabulary, role-play dialogues and speaking practice so you can handle HR tasks confidently around Chinese colleagues.

Which HR specialized Chinese situations should staff learn first?

Rather than studying HR Chinese broadly, HR staff should follow the situations that repeat daily, in this priority order.

1. Recruitment and interviews. This is the most important: posting jobs, scheduling interviews, introducing the company, and asking about experience and salary expectations. Mastering this phrase group helps you hire the right people and look professional.

2. Onboarding. When Chinese employees join, you need to explain rules, hours, benefits and who to report to. A fixed list of phrases makes each onboarding session complete and consistent.

3. Attendance and leave. Learn to ask and answer about schedules, overtime, leave requests and absence reasons. This group appears almost daily, so fast reactions matter.

4. Rules and safety. Prepare phrases to share safety, confidentiality and discipline rules. Clear communication reduces risk and misunderstanding.

5. Labour relations. Learn to listen and handle questions and complaints from Chinese employees tactfully, keeping a positive working atmosphere.

One tip: record model dialogues and repeat them daily, because HR work demands clear, repeated communication. On Haohin, the HR and administration lessons follow exactly this situation chain, with clear audio and pronunciation scoring so you can use them right away.