Types of Information included in Employment Contract

            The employment contract must include all the details of employment such as time span, initial and final date of the contract, working conditions, responsibilities, and salary information (Sehub. stanford. edu, 2019). The other conditions about the work include professional level, type of service, and part time or full-time salary. The effective date of the agreement must also be mentioned (Inside. com. pk, 2018).

Question No. 2:

Advice to Relevant Staff for Appointment of New Employees

        There are different methods to advise the relevant staff about the employee appointment, administration, and the date of work and these methods includes meetings, conferences, and employment letters (Business. qld. gov. au, 2018).

Question No. 3:

Information included in Induction Program

        The induction program must include all sort of information about the new workers and the rate at which they will work. The prime objective of using an induction program in the business is to welcome the upcoming new employees in the company. The induction program must work according to the TPI theory and include a development program for practical and theoretical skills (Policy. unimelb. edu. au, 2015).

Question No. 4:

Induction Program

        In the induction program, the leading role is played by the supervisors and the managers. They introduce the employees on their own behalf to the workplace about the information and support. The finance department of the organization also delivers the induction program that is based on the complete pay rate analysis, superannuation process, and banking process. The induction plan will arrange the ongoing training program according to the orders of mentors and coaches. In the proper induction program, there are two possibilities including training and mentoring. The HR or some other department managers deliver their services to the new starters about the training process (Signaturestaff. com. au, 2018).

Question No. 5:

Benefits of Using Buddy System for New Employees

        The use of buddy system in the workplace has the number of advantages, it can improve and accelerate the productivity of the new hires as well as it can increase the job satisfaction of the employees (Human rights commission. Vic. gov. au, 2019). The buddy system enhances the ability of workers and employees to retain them as individuals. The system can be used to improve an immediate and the personal connections that are developed between the new organization system and the new employee (Business. qld. gov. au, 2018).

Question No. 6:

Recruitment and Human Resources Functions

        Recruitment can be defined as a process that involves finding and attracting the most suitable and potential candidate to fill the vacant position in the organization. In this process, identification of the job vacancy, reviewing the application, analysis of the job requirement, shortlisting of the right candidate, and the screening or selection is also considered (Eoc. org. uk, 2019). The main purpose of recruitment is to empower and attract the right person in the organization to get better outcomes. In the HR life cycle, recruitment is the second processor step. The first step is the vacancy for hiring new candidates and members in the open market. The process of recruitment includes the induction process (Policy. unimelb. edu. au, 2015).

Question No. 7:

Discrimination of Human Resources Management

        Discrimination can be defined as unjust and prejudicial treatment with the people on different categories such as sex, age, and race (Human rights commission. vic. gov. au, 2019). The favoritism on the base of groups, classes, and category generate intolerance. In discrimination, workers and employees are treated on different bases. The companies must take some initiatives to introduce no tolerance stance for the employees. Any kind of infringing based on the legislative issues can be bases of discrimination. Besides other reasons, it could be due to the diversity of cultures. In case of any issues, the HR department and the recruitment process can be changed for strong workforce diversity. The disciplined behavior of the workplace is essentially required to reduce the issues of policies and cultures (Eoc. org. uk, 2019).

Question No. 8:

Selection and Interview Process of Human Resources Management

        The company and management believe in the fair selection and recruitment process. In case of such issues, I will prefer to go with the fair recruitment process and then I will develop a report about the abilities of the candidates and selection of the most suitable person.

Question No.  9:

Most Useful Test Types in the Selection Process of Human Resources Management

        Types of tests that are most useful in the selection process are integrity tests, skills assessment tests, physical ability tests, cognitive ability tests, job knowledge tests, and integrity tests. Moreover, emotional intelligence tests are also useful to collect information about the emotional stability, personality, and psychological state of mind (Gary, 2011).

Question No. 10:

Three Questions to Ask Referees of Human Resources Management

        There are three questions that we will ask referees as part of a references check at the time of making the decision regarding the selection of potential candidates for a specific job position. At the first, we will ask referees to provide details about their relationship with the referee person to ensure whether they had a professional or academic relation? (Gary, 2011). Secondly, we will ask the referee to verify the candidate’s employment, responsibilities, work duration, job title, and job salary?. Then at the last, we will ask the third question about the behavior of candidates as what are the key weaknesses and strengths of these candidates? ( as behavioral and personality aspects are really important that should be taken into consideration to select an appropriate candidate) (Gary, 2011).

Question No. 11:

Selection of Candidate for a job position of Financial Manager

        Criteria will be developed for the selection of candidate. At first, the relevance of employee's qualification will be checked with the job requirements. Moreover, then we will evaluate employees skills, previous experience and other qualities (such as intellectual abilities, and overall behavior) to select the most suitable candidate for the job position (Gary, 2011). We will calculate and compare scores of all candidates to decide whom we should select for this job position.

Question No. 12:

Letter for the successful candidate to inform him/her that he/she is selected in the organization

Date (mention here date of selection)

ABC (Applicant full name)

Address (also including city, zip, and state related details)

Dear ABC,

We are delighted to select you as a financial manager in our ABC Company (Branch details: City, State). ABC Company is offering you a handsome starting salary for this job position (financial manager) as $34,000 per month.  As a financial manager, you will have the responsibility to manage financial details and directly report to the General Manager of the Finance Department. Please visit our HR office this Monday (27 May 2019 at 10:00 PM) to get further details about our offered compensation and salary packages.

Waiting for the confirmation of your acceptance.

Regards,

XYZ

Question No.  13:

Letter to a job application to inform him/her about rejection

Date

ABC (Applicant name)

Address (city, zip, and state)

Dear ABC,

Thank you for your application for this job position (Financial manager etc.). We are sorry to inform you that you are not qualified for this position as your qualification was not meeting our basic selection criteria.

Special thanks for your time and consideration regarding this job position.

Regards,

XYZ