-PRIYA ARORA

-HIMANSHU KUMAR PANDEY

 Introduction Employee Counseling When is Employee Counseling required? Process of Counseling Modes of Employee Counseling Objectives Qualities of an effective counselor Role of HR Counseling errors Counseling benefits Conclusion

Organizational life has increasingly become quite stressful. New technologies , Global competition , competitive pressures have multiplied the woes of employees in recent times. To prevent this stress , organizations have launched several innovative programmes. Employee counseling has come to play a crucial role in turning employees towards organizational needs and cope up with the stress.

Counseling is a process through which one person helps another by purposeful conversation in an understanding atmosphere. It refers to the discussion of an employees problem , in order to help him/her cope with the situation better. The person who is offering this help is known as the Counselor, and the person to whom help is offered is known as the Counselee

In other words it can be explained as providing help and support to the employee to help him/her face and sail through the difficult times.

1) Absenteeism and Late coming 2) Lack of awareness of policies and procedures

3) High targets
4) Excessive workload 5) Performance issues 6) Slipping deadlines 7) Career Problems

8) Lack of team spirit

9) Problem in adjusting to Organizational culture

10) Family problems affecting work efficiency

11) Behavioral issues and tendencies

12) Lack of desirable interpersonal relationships with superiors and subordinates.

COUNSELING
THERAPY GUIDANCE ADVISING

COUNSELING

SHARING HELPING

CHANGE

RAPPORT BUILDING

EXPLORING, IDENTIFYING PROBLEMS AND DIAGNOSIS

ACTION PLANNING AND FOLLOW UP

1) RAPPORT BUILDING The employee must feel that he is wanted

and the counselor is interested in him genuinely. The counselor should attend the employee well , be free from all distractions and show empathy towards him.
2) EXPLORING AND IDENTIFYING PROBLEMS Besides active

listening , the counselor should help the employee find his own weaknesses and problems through open and exploring questions. He should be encouraged to open up fully and talk. Once the key issues have been identified , it should be diagnosed thoroughly.
3) ACTION PLANNING AND FOLLOW-UP Counselor must finally

help the employee find alternative ways of resolving a problem. The best course of action should be picked up. The employee should be encouraged to self monitor the action plan and seek further advice from the counselor if required . The counseling sessions can also be monitored and reviewed at regular intervals.

MODES OF COUNSELING

DEVELOPMENTAL

DISCIPLINARY

Modes of counseling
Disciplinary - A disciplinary counseling session is a meeting between a supervisor and employee and it focuses on a specific work place incident. A particular aspect of the employee's performance may have been identified by the supervisor as requiring attention, or the employee's overall performance or conduct may require adjustment.

Modes of Counseling
Developmental- Assistance is focused on the
goal of facilitating the development of employees by helping them become aware of the factors and forces at work in their own lives and, in the process, to learn to exert some degree of control over those forces. The practice of this kind of professional helping is called developmental counseling.

 Help the employee realize his full potential

Help the employee understand his strengths and weaknesses Gain insight into employees behavior and analyze it

Help the employee understand the work environment better

Provide an empathic climate where the employee can discuss his tensions, conflicts , concerns and problems

Increase his/her personal and interpersonal effectiveness through prompt feedback about his behavior
Prepare actions plans for improving his behavior and performance.

QUALITIES OF AN EFFECTIVE COUNSELOR

EMPATHETIC CONFIDENTIAL ATTENTIVE

RESPECTFUL

QUALITIES

UNBIASED

WARM

ACTIVE LISTENING

UNDERSTANDI NG

-Need for counselling can be identified by HR as well as supervisor

- HR discusses the issue with the relevant supervisor and continuously ask for feedback - Discuss and agree a plan of action with supervisor
-Schedule and jointly conduct the counselling session

-Follow-up the action plan and take feedback from the relevant supervisor - Monitor developments

 Dominating the counseling session. Giving inappropriate advice Passive listening.

Projecting personal likes, dislikes and biases

Absence of Action plan and improper follow up Neglecting privacy factor and not maintaining confidentiality Rash judgments

Decrease costs related to absenteeism, late coming. Improvement in Employee performance Increase in Productivity Helps the employees adjust to organizational culture and organizational change The employee learns to respond and adjust more positively to people and situations Motivates employees to work towards organizational goals

Counseling can go a long way in helping the employees to have better control over their lives, take their decisions wisely and better charge of their responsibilities, reduce the level of stress and anxiety

1) www.google.com 2) www.wikipedia.com 3) Human Resource Management VSP Rao 4) www.citehr.com

Any Query?