Brown & Newirth customers can now benefit from Holts Academy's retail development training.

At the HR Partnership, the team believes that human resources can be described as the life cycle of the employees within the business.

From the very moment a company decides to hire a new team member, to the time when an employee works their last day on a businesses’ pay packet, there are things employers can do to keep everyone happy and engaged from the top to the bottom, and keep the company smooth sailing throughout every stage.

Here, the HR Partnership shares with Professional Jeweller its top ten tips to help jewellery industry professionals travel through the life cycle of employees from the all important recruitment stage to holding an exit interview:



1. Plan the recruitment process
Regardless of the job role we should take some basic steps before we start looking for new employees. We need to take time in deciding what we want the job holder to do and draw up a job description. We then need to think about the type of person we need to do that job and the skills they will require, we can do this by developing a person specification.

2. Choosing the right media for advertising
This depends on the job we are recruiting for. Depending on the type of role it is, you can consider one of the many general or specialist job boards available, agencies, or word of mouth.

3. Run a professional interview process
Recruitment is like selling and in this situation, it is attracting the right people to your business. During an interview, you are showcasing your business. As the interviewer, you must have prepared for the interview, have relevant, non-discrimination questions. The questions need to be based on the job description and person specification so you can gauge if the candidate can do the job and work with the current team.


4. Have a plan
Remember what it is like to be somewhere not knowing anyone and feeling like a spare part. This is what it is like for a new employee. Be ready for their first day. If they need a work space, make sure it is ready. First impressions count and in the first couple of months it is important to settle people in and train them. Ensure the paperwork is complete and that they are put on the pay roll. Nothing de-motivates employees more than if you do not pay them.

5. Buddy scheme
Team up new members of the team with an experienced colleague so if they have queries they know who to speak to.


6. Communicate with your team
Involve your employees in the work culture from day one and keep them up to date with the progress of the company and any developments that may take place in the near future.

7. Introduce an appraisal system
An effective appraisal system should allow for realistic, but challenging objectives. There should also be interim reviews to ensure objectives have not changed and to give an opportunity to identify training and development.

8. Have procedures to assist with routine processes
Ensure you have clear guidelines about how to book holidays and how to call in sick, you may want to consider having all your procedures in one area like a handbook. This will aid communications as it can show what you will do as employers and what is expected from members of your team.

9. Deal with issues as they arise
The old saying of ‘nipping it in the bud’ can be used when managing employees. Most issues in the work place can be solved informally. If an issue is left to fester, then you may need to resort to Discipline and Grievance procedures. Be properly briefed before you embark on these, but used effectively they can turn around situations.


10. Have a process
Hold exit interviews which may assist in the recruiting of the replacement. Knowing why people leave may mean you change a procedure within the business for the good of all. Ensure that ex-employees are removed from the payroll as it can be time consuming trying to claim the wage back. If an employee has been asked to leave i.e. failing probation, dismissal etc, try your best to let them leave with dignity.