AN FINAL REPORT ON A REASON

BEHIND EMPLOYEES ABSENTEEISM

AND EFFECTIVENESS OF
COUNCELLING ON IT IN ROURKELA
STEEL PLANT AT ROURKELA
[Type the document subtitle]

Simant Mohapatra
11/10/2009
 A
REASON BEHIND EMPLOYEES ABSENTEEISM AND
EFFECTIVENESS OF COUNCELLING ON IT IN ROURKELA
STEEL PLANT AT ROURKELA

By

(SIMANT MOHAPATRA)

(Enrolment No. 8NBRU001)

(INC Rourkela)

A report submitted in partial fulfillment of the requirements of

THE MBA PROGRAM of ICFAI National College

 TABLE OF CONTENTS
1. Cover
Page………………………………………………………………………………………………………
2. Title Page………………………………………………………………………..
3. Table of Contents ……………………………………………………………….
4. Acknowledgements……………………………………………………………..
5. List of Tables & Illustrations……………………………………………………
6. Abbreviations……………………………………………………………………
7. Abstract …………………………………………………………………………
8. Introduction …………………………………………………………………….
9. Review of literature……………………………………………………………..
10. Research Design/ Methodology…………………………………………………
11. Results and Analysis……………………………………………………………..
12. Discussion of implications……………………………………………………….
13. Conclusions and/or Recommendations for further study………………………..
14. References ……………………………………………………………………….
15. Appendices……………………………………………………………………….
16. Glossary…………………………………………………………………………..
 ACKNOWLEDGEMENT

I would like to express my gratitude to all those who gave me the opportunity to prepare this
thesis.

I would like to thank the DGM HR Mr. Anupam Das Dy. Manager Mr. Dheren Satpathy and
who gave me an opportunity to conduct my research there. It is only possible through their help
to continue my research by utilizing the different data and process provided by them, which was
required to complete my research work. I am also thankful to different departmental heads and
the employees for their whole hearted support, cooperation and response to make my study
effective.

I am also grateful to all the employees and departmental heads for their cooperation and giving
their valuable time and information for my thesis preparation.

I am deeply indebted to my faculty Mrs. Asmita Jha, under whose guidance I am preparing my
interim report of the management thesis-1. It is her help, stimulating suggestions and
encouragement that helped me all the time to prepare this research and for writing of this thesis.

I would like to give my special thanks to all my faculty members, whose patient love enabled me
to complete this work.

Moreover, I would like to give my special thanks to my INC college, Rourkela, who gave
chances to enable me to prepare this management thesis.
 ABBREVIATION
R.S.P: Rourkela Steel Plant

HR: Human Resource

 ABSTRACT
Employee Absenteeism in is more or less prevailing everywhere now-a- days in every sectors in
every organization. Frustrations, Unwillingness, curiosity to know more, recruitment of wrong
employee of a particular work are the prime factors for absenteeism in work culture. Result of
which the production capacity of the concerned organization is less, quality of work life is
getting worse, incompetent organization etc. Now modern management is capable enough to
fight with these problem that is why various new buzz word seen in the world of management are
coming they are Job Rotation, Job Enlargement, Job Enrichment.

As per my topic I had to collect the information regarding various concepts of Employee
Absenteeism and its impact on employee’s productivity and retention. For these information I
have collected data from R.S.P through the personal interview with the HR managers and DGM,
I also collected some information from the departmental heads. Then I have conducted survey of
the employees regarding the effectiveness of the training and its impact on them.

The purpose of the Employee Absenteeism & way to counseling is to fill the gap between the
work culture the organization is providing & the work culture the Employee are desiring,
thereby, enabling the employees to contribute towards the effectiveness of the organization. . The
system will prepare employees to meet successfully the present and future challenges confronting
the organization. It will also facilitate in creating the desired culture and values in the
organization. Based on the organizational requirements as well as the individual’s needs, the
HRD should collect the data and finalize the end development needs for all the executives and
prepare a better counseling program

After counseling is conducted, feedback is taken from the employees about its effectiveness.
Then to calculate the counseling impact HR managers send the evaluation form to the
departmental heads after the 6 months of the counseling program.
After a detail analysis of this study I found the counseling provided by R.S.P is really effective
and in an average of 70% of the employees feel that counseling program they have attended were
effective and have a great impact in their productivity.
To know about the effectiveness of counseling, the HR department needs to look at the details
and overview of what counseling is planned for the people in the business. The counseling
department or HR department should have this information. There should be a clear written
counseling plan, including counseling aims, methods, relevance and outputs connected to the
wider aims of the business.
Again to make the counseling program effective and more useful HR department should give
focus on the Company’s Growth, Job Security, and Recreational Facilities.
Chapter I

Introduction
Objectives
Limitation
 INTRODUCTION
In majority of organizations, high rate of absenteeism has an adverse effect on quality and
quantity of production, efficiency of workers and organization, organizational discipline and
more importantly on the organization's intention to fulfill the new market demands. The
absenteeism develops a considerable loss to organization because work schedules gets upset and
delayed and management has to provide overtime wages to meet the delivery dates.

The causes of absenteeism, its effect on productivity and cost in terms of finance and
administrative effectiveness are quite clear, but what is unclear is how to take affirmative action
to control absenteeism. This should be done in such a way as not to develop mistrust, costly
administration and system avoidance. Traditional methods of absenteeism control based on
disciplinary procedure have proven to be ineffective and have failed to motivate the work force
to meet organizational demands to compete at a global level. Unless management identifies and
addresses the actual factors that influence employees to remain absent from work, it will be
difficult for the organization to remain competitive at national and international levels. It is
therefore imperative to probe into micro and macro aspects of organizational absenteeism to meet
organizations long term cherished goals.

The levels of absenteeism and reasons for its occurrence are dependent on many variables in an
organizational environment. This particular research identifies seven key factors that affect the
absence rate for employees. These seven factors can be detailed as follows:

1. Family circumstances;
2. The physical health of the worker;
3. The work environment;
4. The degree of job stress;
5. Employer-employee relations;
6. Union coverage; and
7. Work schedules.

Absenteeism has the potential to cause numerous impacts upon an organization; these include
lost productivity, poorer quality of product / service, decreased customer satisfaction, and a
negative effect on the performance/morale of other employees.

At Rourkela Steel Plant Several measures are taken to reduce employee absenteeism. One of the
most effective measures is employee counseling. For this purpose several projects have been
started and positive results can be seen in this direction.

Before focusing on different counseling projects initiated at RSP, let us understand what actually
is counseling.
 OBJECTIVES
• To know the impact of effective counseling on employee absenteeism

• To have an in-depth knowledge about several counseling/ emotional support programme

started at Rourkela Steel Plant

• To understand how an effective counseling can minimize the absenteeism rate.

 LIMITATION
While carrying out the study certain hindrances and limitations occurred which hampered the
progress to certain extent. The limitations are summarized as follows-

 Employee’s unwillingness to give information (exact data).

 The daily task of the employee debarred them from paying full attention
towards my study.
 The other factor concerned is the non availability of some concerned
employee in organization.
 Sample size taken for the survey was small.
Chapter II

Research design/Methodology
 RESEARCH DESIGN/METHODOLOGY
The objective of the present study can be accomplished by conducting a systematic study and
research. Research is the systematic design, collection, analysis and reporting of data and
findings. The research process that will be adopted in the present study will consist of the
following stages:

a. Defining the problem and the research objective:

The research objective states what information is needed to solve the problem.

b. Developing the research plan:

Once the problem is identified, the next step is to prepare a plan for getting the information
needed for the research. The present study will adopt the exploratory approach wherein there is a
need to gather large amount of information before making a conclusion.

c. Collection and Sources of data:

Research requires two kinds of data, i.e., Primary data and secondary data. Data gathering will
involve usage of both primary and secondary data though there will be an extensive usage of
primary data. Well-structured questionnaires will be prepared. There will be personal interview
surveys. Secondary data will be collected from various journals, books and web sites. I have
collected data from both primary and secondary sources. I took an interview of HR persons like
DGM HR Mr. Anupam Das, Dy. Manager Mr. Dheren Satpathy and they are the soul of human
resource department of R.S.P, and are responsible for all the HR activities including training and
development of the employees, employee satisfaction and retention. For this interview I had
prepared a questionnaire on the basis of which I collected information for my study. Again I have
collected data from the departmental heads regarding employee’s productivity and retention after
training program.

I have also made a survey of the employees with the sample size of 100 employees to know
about their satisfaction and motivation level to continue the same job after the training program.
In order to collect this information I had followed random sampling method.

d. Analyze the collected information:

This involves converting raw data into useful information. It involves tabulation of data, using
statistical measures on them for developing frequency distributions and calculating the averages
and dispersions.

e. Report research findings:

This phase will mark the culmination of the Research effort. The report with the research
findings is a formal written document. The research findings and personal experience will be
used to propose recommendations.
Chapter III

Company Profile
 COMPANY PROFILE
Rourkela Steel Plant (RSP), the first integrated steel plant in the Public Sector in India, was set
up with German collaboration with an installed capacity of 1 million tones. Subsequently, the
capacity was enhanced to 1.9 million tones.

The plant was modernized in the mid 1990s with a number of new units with state-of -the-art
facilities. Most of the old units have also been revamped for effecting substantial improvement in
the quality of products, reducing the cost and ensuring cleaner environment.

RSP was the first plant in India to incorporate LD technology of steel making. It is also the first
steel plant in SAIL and the only one presently where 100% of the slabs rolled are produced
through the cost effective and quality centered continuous casting route. RSP is the only plant in
SAIL to produce silicon steels for the power sector, high quality pipes for the oil and gas sector
and tin plates for the packaging industry. Almost all major units of the plant are covered under
ISO: 9002 certification, while its Silicon Steel Mill and Sintering Plant II have been awarded
ISO: 14001 certification for Environment Management.

The present capacity of the Plant is 2 million tones of Hot Metal, 1.9 million tons of Crude Steel
and 1.671 million tones of Saleable Steel. Its wide and sophisticated product range includes
various flat, tubular and coated products.

PRODUCT-MIX TONNES/ANNUM
Plate Mill Plates 2,99,000
HR Plates 92,500
HR Coils 3,98,000
ERW Pipes 75,000
SW Pipes 55,000
CR Sheets & Coils 4,33,000
Galvanized Sheets (GP& GC) 1,60,000
Electrolytic Tin-Plates 85,000
Silicon Steel Sheets 73,500
Total Saleable Steel 16,71,000

Location
Rourkela Steel Plant is located in the northwestern tip of Orissa and at the heart of a rich mineral
belt. Being situated on the Howrah-Mumbai mainline, Rourkela is very well connected with most
of the important cities of India. The nearby airports are Ranchi (173 km), Bhubaneswar (378 km)
and Kolkata (413KM). Rourkela also has an Airstrip maintained by Rourkela Steel Plant.
Rourkela Steel Plant, the country's first public sector integrated steel mill which completed 50
years of existence on February 3, is poised for a major expansion and modernization programme.

The steel plant marked a milestone on the path of India's industrial rejuvenation envisioned by
the country's first Prime Minister Jawaharlal Nehru who described it as the 'temple of modern
India'.

A part of Nehru's grand scheme of building public sector giants modeled after the economy of
then Soviet Union, the RSP has planned for an Rs 12,000 crore expansions and modernization of
the plant.

"The company has now embarked on a major expansion and modernization of its facilities,
envisaging capacity increase by more than double to 4.5 MT of hot metal, 4.2 MT of crude steel
and 3.9 MT of saleable steel with investments of approximately Rs 12,000 crore", SN Singh,
Managing Director of RSP said.

On February 3, 1959, then President Rajendra Prasad inaugurated RSP's first blast furnace named
'Parvati' when the company was known as Hindustan Steel Limited (HSL).

Subsequently, the RSP became a unit of the Steel Authority of India Ltd (SAIL).

For the first time in its history, the RSP surpassed the two million tone mark in production of hot
metal from its blast furnace in 2006-07.

In the next fiscal, the plant not only made 2.2 MT of hot metal, but also crossed the 2 MT mark
in the production of crude steel and saleable steel enabling it to wipe off its cumulative losses in
2007-08, the managing director said.

The RSP has various firsts to its credit. It is the first plant in Asia to adopt the energy-efficient
LD process of steel making and the first integrated steel plant of SAIL which adopted the cost
effective and quality centered continuous casting route to process 100% of steel produced.

The plant has also, for the first time in India, had adopted external desulphurization of hot metal
by calcium carbide injection process.

RSP is one of the unique steel units under the SAIL umbrella with a wide variety of special
purpose steels. The use of its products abound.

Its HR coils find application in manufacturing LPG cylinders, automobiles, railway wagon
chassis and other high strength type steels.
ENVIRONMENTAL COMPLIANCE

The pollutants in the form of solids, liquids and gases are generated from various units of steel
plant and have hazardous effects on the environment. Pollution of the environment not only
adversely affects the human beings but also shortens the life of plant and equipment. This vital
aspect, therefore, has been taken into account while planning the plant and equipment and
adequate measures have been proposed to limit the emission of pollutants within the stipulations
of statutory norms.

Air pollution control

The measures to control the air pollution will ensure the ambient air quality standards as laid
down by Central Pollution Control Board for industrial and mixed-use areas. Some of the
measures currently in place and proposed to be implemented by AML are as below:

 Adoption of technology like recovery of heat from DR off gas for use as fuel that fulfills
the twin objectives of energy conservation & pollution control.

 Raw material storage yard: The suspended particles are controlled by sprinkling water
through sprinklers.

 Batching and conveying of raw materials to kilns: Sufficient capacity bag filter have
been installed to control the emission problem

 Installation of Electro-Static Precipitator & Magnetic separators.

 In rolling mill, hot flue gases shall be discharged to open atmosphere at a height of 36 M
through a recuperate & chimney.

Water Pollution Control

The pollutants present in the wastewater will be reduced to acceptable levels by adoption of the
following schemes:

 Re-circulating water in the process and blow down to specific process whereby
discharged volume is negligible.

 Close circuit cooling wherever feasible.

 Clarifier and sludge pond for removal of suspended solids.

 Removal of oil and grease from the contaminated water by means of oil traps and
skimming devices.

 Storm Water Drainage

Noise Pollution Control

Various measures proposed to reduce the noise levels include reduction of noise at source,
provision of acoustic lagging for the equipment and suction side silencers, selection of low noise
equipment, isolation of noisy equipment from working personnel. In some areas where due to
technological process, it is not feasible to bring down the noise level within acceptable limits,
personnel working in these areas will be provided with noise reduction aid such as ear muffler
and also the duration of exposure of the personnel will be limited as per the norms.

CORPORATE SOCIAL RESPONSIBILITY

The group has always been proactive towards its social responsibilities outside the ambit of
group human resources development. Though still in its nascent stage, the Company has
launched an impressive community development program for the benefit of the local people and
community, like:

The Company is a member of Periphery Development Committee (PDC), formed by the

Government of Orissa at Block and District levels PDC and carries out the developmental
activities as per the decisions and directions of this Committee. Some of the main development
schemes implemented by Company during the current year are:

 Excavation of 4 nos. of ponds in the Villages of the periphery.

 Provision of water by repairing existing tube wells and sinking new tube wells, etc.

 Promoted education for children of the village by repairing and up-grading schools at
Ratakhandi Village’s and Chadrihariharpur, installing computer in the village.

 Proving medical facilities for the residents of the area like, ambulance, mobile clinics
with doctors, medicines and paramedic staff, free health check-up camps at regular
intervals.

Apart from the above, the Company is operating a number of other peripheral and community
development schemes to improve the local habitat and quality of life of the local people. Some of
the steps taken in the direction are:

 Schemes relating to improvement of local habitat like, water management, plantation and
forestry activities, development of roads and other infrastructures, etc.

 Schemes relating to Augmentation of Income, like provision of free water for irrigation,
development of agriculture, animal husbandry, poultry and fisheries projects, etc.

 Schemes relating to improvement of health, like, arranging regular health check-up

camps, setting a network of small dispensaries, provision of free ambulance facility, etc.

 Schemes relating to enhancement of Education, like, up gradation of existing schools in

the villages, scholarship and financial assistance to meritorious students, training schools
for ladies, etc.
 Setting up of a technical institute for improving the skills and knowledge of the local
residents.
Chapter IV
Employee Counseling
Employee Counseling – An overview

what is Counseling?
Counseling is a process through which one person helps another by purposeful conversation in an
understanding atmosphere. It seeks to establish a helping relationship in which the one counseled
can express their thoughts and feelings in such a way as to clarify their own situation, come to
terms with some new experience, see their difficulty more objectively, and so face their problem
with less anxiety and tension. Its basic purpose is to assist the individual to make their own
decision from among the choices available to them. (British Association for Counseling, Rugby
1989)

Why is Counseling Needed?

"HR initiatives only look at the organizational perspective, but the well being of the workforce
depends just as much on the individual's well being. And stress, from home or from the routine
of work affects not just the individual, but the workplace in turn," says Dr Samir Parikh,
consultant psychiatrist at Max Healthcare

what are the objectives of Counseling?

According to Eisenberg & Delaney, the aims of Counseling are as follows:
1. Understanding self
2. Making impersonal decisions
3. Setting achievable goals which enhance growth
4. Planning in the present to bring about desired future
5. Effective solutions to personal and interpersonal problems.
6. Coping with difficult situations
7. Controlling self defeating emotions
8. Acquiring effective transaction skills.
9. Acquiring 'positive self-regard' and a sense of optimism about one's own ability to satisfy one's
basic needs.

When to counsel?
An employee should be counseled when he or she has personal problems that affect job
performance. Some signs of a troubled employee include

Sudden change of behavior, Preoccupation, Irritability, Increased accidents, Increased fatigue

Excessive drinking, Reduced production, Difficulty in absorbing training

The Counseling Process

Step 1. Describe the changed behavior. Let the employee know that the organization is concerned
with work performance. The supervisor maintains work standards by being consistent in dealing
with troubled employees. Explain in very specific terms what the employee needs to do in order
to perform up to the organization's expectations. Don't moralize. Restrict the confrontation to job
performance.
Step 2. Get employee comments on the changed behavior and the reason for it. Confine any
negative comments to the employee's job performance. Don't diagnose; you are not an expert.
Listen and protect confidentiality.

Step 3. Agree on a solution. Emphasize confidentiality. Don't be swayed or misled by emotional

please, sympathy tactics, or "hard-luck" stories. Explain that going for help does not exclude the
employee from standard disciplinary procedures and that it does not open the door for special
privileges.

Step 4. Summarize and get a commitment to change. Seek commitment from the employee to
meet work standards and to get help, if necessary, with the problem.

Step 5. Follow up. Once the problem is resolved and a productive relationship is established,
follow up is needed.
 METHODS TO IDENTIFY TRAINING NEEDS AT R.S.P
The following information will help you with counseling sessions and help you become more
aware of some things you can do to help your shipmates. Be aware that the use of these techniques will
depend on your particular circumstances and may not always be feasible or practical. Nevertheless, you
should be aware of these techniques and use them whenever possible.

Office Space
Depending on an individual’s problems, you should choose an office or area away from excessive traffic
and noise. The office for a counseling session should be easily accessible. A quiet and private space
provides a better opportunity for concentration as well as a relaxed atmosphere for both you and the
person you are counseling. Refer to figure 8-2 which shows a PN2 assisting a customer concerning a
service record discrepancy in a quiet and private spare. In a relaxed atmosphere such as the one shown in
figure 8-2, a member will feel more at case.

Planning For the Interview

Knowing in advance what the counseling session will be about allows you to become familiar with the
applicable references concerning the nature of the individual’s request. Remember, it is better to know
in advance what an individual will need before he or she comes to the counseling area for the interview.
This keeps you and the other person from wasting time. If you do not know about the member’s needs in
advance, just be prepared to do the necessary research after the member arrives for the interview.

Scheduling the Interview

If possible, you should provide the member with an appointment. This keeps the member from having to
wait a long time before being served. Remember, this person also has other things to do. An individual
who has to wait too long for service will hardly be in the mood for a relaxed interview. You should also
make sure you allow yourself enough time to conduct the interview or counseling session appropriately.

Conducting the Interview

Always greet the member being interviewed or counseled by his or her rate and name. For example,
“Good morning, Seaman Jones.” You should always greet individuals in a friendly, courteous, and
respectful manner. Once you begin the interview, you should not be interrupted by your co-workers.
Make sure your co-workers and your supervisor know where you are and what you are doing. Spend the
necessary time with them.
At times, a combination of different counseling approaches may be helpful, while, in some cases a
combination of medication with counseling may be best.

Counseling techniques that work include:

Cognitive Behavior Therapy (CBT) - This approach helps improve your mood and behavior by examining
any confused or distorted patterns of thinking you may have. CBT emphasizes that thoughts cause your
feelings and moods which, in turn, can influence your behavior.

For example, if you are experiencing unwanted feelings or behaviors, your therapist will work to identify
the underlying thinking patterns that are causing them. He or she will then help you to replace your
symptom-inducing thinking with thoughts that result in more appropriate feelings and behaviors. CBT can
be very effective in treating both depression and anxiety.

Dialectical Behavior Therapy (DBT) can be used to treat you if you experience chronic suicidal feelings,
are harming yourself or have the symptoms of borderline personality disorder. DBT emphasizes taking
responsibility for your problems and will help you examine how you deal with your conflict and negative
feelings. This can involve a combination of group and individual sessions.

Family Therapy focuses on helping your family to function in more positive and constructive ways. It
explores your patterns of communication and provides support and necessary education.

These sessions can include any children along with parents, siblings or even grandparents that are
involved. Couples therapy is a specific type of family therapy that focuses on how you and a spouse or
other intimate partner communicate, interact or solve problems with each other.

Group Therapy uses the power of group dynamics and peer interactions to increase your understanding
and improve your social skills. There are many different types of group counseling (e.g. psychodynamic,
social skills, substance abuse, multi-family, parent support, etc.)

Interpersonal Therapy (IPT) is a brief treatment specifically developed and tested to treat depression. Its
goals are to improve your functioning with others by decreasing any symptoms of depression that you
may have. IPT has been shown to be effective in treating adolescents with depression as well.

Play Therapy involves the use of toys, blocks, dolls, puppets, drawings or games to help your child to
recognize, identify, and verbalize feelings. The counselor observes how he or she uses play materials and
identifies themes or patterns to better understand his or her issues. Through a combination of talk and
Play, your child has an opportunity to better understand and manage his or her conflicts, feelings, and
behavior.

Psychodynamic Psychotherapy emphasizes the understanding of your historical and past family issues
that motivate and influence you. It can help identify your typical behavior patterns, defenses and your
responses to inner conflicts and struggles.

Psychoanalysis is a specialized, more intensive form of psycho dynamically-oriented counseling which

usually involves several consultations per week. Psychodynamic methods are based on the assumption
that your behavior and feelings will improve once your inner subconscious and childhood struggles are
brought to light.

Psychotherapy or counseling is not a quick fix or an easy answer. It is a complex and rich process that can
reduce symptoms, provide insight, improve your functioning and enhance your quality of life.

Clinical psychologists and mental health counselors are trained in providing different forms of counseling
and, if necessary, are able to arrange for you to receive medication, as well.
Chapter V

Counseling and Developmental methods and

techniques at R.S.P
NORMS ON TRAINING PROGRAM

(A): EXECUTIVES
 Counseling needs are identified by concerned executives every year during October
through the counseling needs under Performance Management System.
 Collection of above counseling needs is done by HRD, keeping view the organizational
needs in general.

 Head of HRD designs and organizes the identified counseling programs with the help of
internal and external faculty during the following calendar year. If necessary, executives
are also nominated to external counseling programs.
 The concerned faculty also organizes possible counseling departmentally and sends
records to HRD.

 Computerized records of counseling needs and counseling imparted are maintained and
updated by HRD.
Effectiveness of counseling provided is assessed by the immediate superior and head of the HRD
through counseling evaluation feedback received from participants.

(B): WORKMEN
 Counseling needs are identified every year during October by concerned head of the
department/section/SSL and are recorded in the format TRNG 001.

 Then the need are collected and finalized. The need for which counseling can be provided
through internal faculty, the counseling is organized by concerned head of the
department.
 The need for which counseling is to be provided through external faculty is
communicated to HRD through the given format COUNG 002 and counseling is
organized by HRD.

 The effectiveness of counseling is assessed by concerned HOD/Section/SLS.

 Records of all the counseling imparted are maintained and updated by concerned
department according to the format COUNG 002.

 HRD maintain the updated records of training imparted through external faculty only
according to format COUNG 002.

 Person who manage, perform or verify activities related to the quality management
system are qualified.

 Qualification includes education, counseling skills and experience.

 Quality system indoctrination is provided through awareness program & on the job
counseling. The company competency records are maintained by HRD.
CONTROL FEATURES OF COUNSELING
The counseling needs are considering the gap between the established and available
competency for concerned personal responsibility. Those persons are made aware of jobs
including importance and contribution to the objective of the respective teams through on the job
trainings and work place meetings.

RECORDS
The records of counseling needs are maintained for two years and that of counseling imparted for
the period of at least preceding five years of competence of permanent employees till their
employment.

METHODS OF TRAINING PRGRAM AT R.S.P

There are many different counseling and development methods. On-the-job counseling, informal
counseling, classroom counseling, internal counseling courses, external counseling courses, on-
the-job coaching, life-coaching, mentoring, counseling assignments and tasks, skills counseling,
product counseling, technical counseling, behavioral development counseling, role-playing and
role-play games and exercises, attitudinal counseling and development, accredited counseling
and learning, distance learning - all part of the counseling menu, available to use and apply
according to individual counseling needs and organizational counseling needs.

Counseling is also available far beyond and outside the classroom. More importantly, counseling
- or learning, to look at it from the counselor’s view - is anything offering learning and
developmental experience. Counselinging and learning development includes aspects such as:
ethics and morality; attitude and behavior; leadership and determination, as well as skills and
knowledge.

Development isn't restricted to counseling - it's anything that helps a person to grow, in ability,
skills, confidence, tolerance, commitment, initiative, inter-personal skills, understanding, self-
control, motivation and more.

If one consider the attributes of really effective people, be they leaders, managers, operators,
technicians; any role at all, the important qualities which make good performers special are likely
to be attitudinal. Skills and knowledge, and the processes available to people, are no great
advantage. What makes people effective and valuable to any organization is their attitude.

Attitude includes qualities that require different counseling and learning methods. Attitude stems
from a person's mind-set, belief system, emotional maturity, self-confidence, and experience.
These are the greatest counseling challenges faced, and there are better ways of achieving this
sort of change and development than putting people in a classroom, or indeed by delivering most
sorts of conventional business or skills counseling, which people see as a chore.

All supervisors and managers should enable and provide counseling for their people - counseling
develops people, it improves performance, raises morale; counseling and developing people
increases the health and effectiveness of the organization, and the productivity of the business.
The leader's ethics and behavior set the standard for their people's, which determines how
productively they use their skills and knowledge. Counseling is nothing without the motivation to
apply it effectively. A strong capability to plan and manage skills counseling, the acquisition of
knowledge, and the development of motivation and attitude, largely determines how well people
perform in their jobs.

On-the-job Training

On the job training is considered to be the most effective way to provide training to the
employees. Under this method, the worker is trained on the job at his work place. This helps him
to get training under same working condition and with same types of the instrument, material and
equipment.

Here, basically immediate supervisor, who is expert in this type of work, is given training to the
employees. Effectiveness of the training is depends on the qualification of the trainer in this type
of the training program.

Different types of on the job counseling methods are as follows:

1. Job Rotation

2. Job Enlargement

3. Job Enrichment

Job Rotation- An employee who has been doing the same job repeatedly over years might get
bored & this would get affect his performance. Job rotation enhances employee motivation by
periodically assigning the employee to alternative job. The employees would relive from the
monotonous cycle & the organization also gets his knowledge in the work process. Job rotation
also helps the organization to fill the gap of employee absenteeism & high turn over work force.
It is an effective technique of training new & inexperienced employees.

Job Enlargement- It involves increasing the length & hence the operating time of each cycle of
work for the job holder. Basically several cycles have merged into one. This would reduce the
number of repetation of operating cycle & increase the scope of work. This would give more
satisfaction to the employee & he/she would stick towards his/her job. More over the
organization may get benefit due to the enhancement of the employee.

Job Enrichment- It is the process done by redesign the jobs so as to increase both their scope &
their depth. There is more supervision & more self-evaluation involved in carrying out this job.
Job enrichment caters to all job characteristics mentioned in the job characteristics approach to
job design. It is of one job also alters the job of supervisors& co-workers.
These are above experimented techniques which can surely bring down the employee
absenteeism. It also can rejuvenate the employees to work with a new confidence.

SPECIAL PROJECT AND COMMITTEE ASSIGNMENTS

It is one of the highly useful counseling device under which a counselee may be assigned a
project that is closely related to the work of his department. The counselee will have to study the
various problems and then make a written recommendation upon it. It ultimately provides value
experience in the problem to the employee.

Under committee assignments an ad hoc committee is constituted and is assigned a subject to

discuss and make recommendations. The committee has assigned objectives and responsibilities
related to the work of the organization. It will make a study to the problem and present its
suggestion to the departmental manager.

Off-the-job Counseling

The off- the-job counseling methods include role playing, lecture, talk, discussion, case study etc.

LECTURE: It is suitable for large audience where participation of the trainee is not possible
because of numbers.

GROUP DICUSSION: in R.S.P several times before starting of their jobs head of the
department organizes group discussion on any important issue related to productivity or for
quality of work life. Then the majority of the view is taken to the work field.

COUNSELING EXECUTION

INHOUSE PROGRAMMES: Here the HR Dept. identifies the programs which could be
conducted through Internal Counselors, considering its type, level of participants and
competency of available internal Counselees.
For remaining other programmers, qualified & experienced external faculties from reputed
Institutions and consulting companies will be sourced to conduct the in-house pregame.
EXTERNAL PROGRAMMES: Such counseling needs which could not be covered through in-
house programmed.
Here the HR Dept. Collects information about needed external programmed and in consultation
with the concerned HOD finalizes the executives for sponsoring to right external programmed
after getting approval of ED or concerned divisional head.
COUNSELNG TO NEW EMPLOYEES
INDUCTION AND AWARENESS PROGRAMME: HR Dept arranges for induction as per
the induction procedure for different categories of recruited Employees.
COUNSELING PROGRAMME FOR NEW EMPLOYEES JOINING AS COUNSELEES:
The concerned HOD’S shall arrange for imparting counseling to fresh counselees on executive
cadre as per the counseling plan documented and approved by concerned HOD’s.
FORMALITIES BEFORE ORGANIZE A COUNSELING PROGRAM
Before organize a counseling program message regarding the counseling is sent to the respective
department to send their nominations. Again message is also sent to the faculty or the counselor
regarding the counseling program. Then the nomination for the counseling program started.
Simultaneously management of the counseling venue is one of the important aspects of the
counseling program. During nomination the person in charge of the counseling program need to
very conscious regarding this nomination. According to the counseling content and counseling
requirements nomination is granted. Some time it happens that some the employees are
nominated as in the waiting list. So it is the duty of the HR department to give proper
information to those waiting employees, if any employees whose name were listed are not able to
attend counseling program then the waiting employees will replace them.
COUNSELING AIDS
The effectiveness of the counselor is determined by the degree and diversity of skills he
possesses in communicating with the counselee. It is the responsibility of the counselor to make
the counseling program effective and interesting. In order to make this process successful
counseling aids or counseling material used is playing an important role.
Various counseling aids used counseling program in AML are as follows:
1) Non projected aids
2) Projected aids

: Non-projected aids
Mainly many of the on the job counseling and some talk and group discussion are conducted
without the help of the projector. It helps the counselee to understand and remember the lectures
and other forms of spoken instruction. It also provides the employees with added interest and
simulation for learning. Different types of useful non projector aids are given bellow

 White board
Now-a-days use of white board in the place of black board is common. It is a recent development
and has a smooth plastic finish, upon which trainer can use marker or pen to write or describe
anything. It is more attractive than the black board or chalk board.
 Wall charts

These consist of sheet of cartridge or similar paper, linen or other durable material which are
simply attached to a wall by a variety of methods such as tape, plastic, paste, rubber etc. these are
mainly prepared by the counselor according to the content or requirement. Wall charts are mostly
clear, accurate and used good colors.
Projected aids
These devices in general work by passing light through film or acetate sheeting to project
an image on to a suitable screen or mat surface. It has considerable impact especially when
professionally produced film material is used.
Overhead Projectors

• An overhead projector (OHP) is a display system that is used to display images to an

audience.

• Uses electricity

• Instructor can himself operate the machine

• Need not much time to prepare training materials

• Popular, portable, reasonable priced

Audio – Visual Aids

• Audio-Visual aids are used to support counselor’s presentation.

• Audio-visual aids can help in presentation because they can help take the pressure off
from counselor and provide an opportunity for variety in your presentation.
• The use of an over head projector for example, can not only take the focus off counselees
but can also provide memory prompts.

• Other audio-visual aids you should consider using include audio cassettes, video, slides,
computer presentations, flip charts or materials that you can hand around.
Computer with LCD
• Computer based counseling involves the use of computer as a instructing medium

• Computer’s program controls the presentation of instructional to a learner on the basis of

his/her response to previous questions
POST COUNSELING FORMALITIES
After completion of the counseling program a feedback form is filled by the counselees. The
feedback form contains feedback about the counseling program, counseling materials,
counselor’s ability and effectiveness in making the counseling program a success one.
Sometimes counselor also gives some feedback regarding the improvement of the counseling
program and about the performance of the trainees.
 COUNSELOR AND COUNSELING
Role of counselor
Role of a counselor is vital for an effective counseling and development program. During the
counseling program a counselor plays variety of roles, to control and motivate the counselees.

 The Counselor

 Helps people to counsel, provide feedback, adopts counsel designs

 Employee counseling, laboratory work, supervision of individual project

 The Provider

 Concerned with the design, maintenance and delivery of counseling programs

 It involves counseling need analysis, setting objectives, designing counseling

courses, choosing methods, evaluating activities

 The Consultant

 Analyzing business problems, Assessing and recommending solutions, advising

line managers, giving them training solutions

 The Innovator

 Manage change, helping senior/middle level managers to cope up with change,

conducting workshops and seminars, facilitating change

 The Manager

 Planning, organizing, controlling and developing training activities

 Setting counseling goals, policies, liaising with other departments,

 counseling activities are designed, developed, delivered, evaluated

 Monitoring quality standards, controlling activities.

Personality of Counselor
 Counseling Effectiveness

 Intelligence, interpersonal warmth, imaginativeness, lack of tension, ego-strength

 Leadership Style

 Coordinate group activities, establish goals and tasks for the group

 Non-directive leadership style will be more appropriate to directive leadership

style

 Permissiveness, open-mindedness & Tolerance is also required in counselor

  Interpersonal Competence
 Competently cope up with numerous interpersonal and group interactions
occurring in counseling situation.

 Sensitive to group’s needs and feelings

 Counselor need to be empathic to others emotions

Behavior of Counselor

 When the task is not clear to participants

 Counselor should try to quickly clarify

 When the task is clear and attractive to the participants

 All counselor try to maintain such situation

 When the task is clear but unattractive to the participants

 An unattractive task means, participants do not want to do it, so counselors have
to use their authority

 Tools : Rewards and Punishments

Dilemmas of Trainer
 Participant’s Expectations vs. Counselor’s Intentions

 Participants have some picture of counselor in their mind long before they meet
the counselor
 Counselors learned from their experience that some participants hesitate to ask for
fear of appearing stupid or unprepared before him and others

 Those who ask are seeking to assume leadership in group or to show their
knowledge to counselor

 Individual vs. Group Needs

 Participants differ in interests, speed of learning etc.

 Counselors action have to be same for all except minor modifications

 To whom counselor pay more attention?

 The talkers or the mostly silent, the quick or the slow?

 Attention on people at extremes is easiest

 More difficult is to work with participants who are in the middle of the
spectrum
  Consistency vs. Flexibility
 Counselor should have flexible behavior in order to carry changing needs of
participants

 Participants , on the other hand expect trainers to be consistent

 Learning will be facilitated if the counselor is congruent -(Roger)

 He can be enthusiastic about subjects he likes

 He can be angry, but also sensitive and sympathetic

 He accepts his feelings as his feelings

Challenges
Goal setting, policies and procedures

 Some managers focus only on setting goals and formulating strategies

 Corporate strategies developed without realistic base become corporate tragedies

Respond to changing organizations

 Tinkering with organization structure is biggest hobby of managers.

 Departments are grouped then regrouped till mangers lose faith in the
management

 Implement change

 They keep on changing – people, policies and practices – till they themselves
change their jobs

 Change in attitude
 Test of Success of counseling can be carried out by finding the change in the
attitude of trainees
 COUNSELING ADMINISRATION
Counseling administration refers to converting counseling needs in to contents, types of
counseling program, location of counseling programs, choice of faculty and participants, and
general administration. These issue deal with the design and development of counseling program.
Counseling administration procedure
The counseling administration procedure includes the following steps
I. Informing interested parties of program availability
Potentially interested parties need a description of each program with enough detail to enable
them to understand its learning objectives, its target audience, its fitness within a larger
curriculum if appropriate, its prerequisites and pre work if any, its length, and its cost.
II. Registering participant
Registration typically involves the following
a. Registering or wait-listing participants for the program they desire.
b. Producing confirmation letters notifying people of their status on an ongoing basis.
c. Producing reminder letters.
d. Handling cancellation.
The Registration form
One person from counseling administration is especially responsible for the registration of the
employees and for its associated work.
COUNSELING BUDGET
Counseling budget in R.S.P is generally calculated on the basis of schedule calendar. It means
that cost is fixed according to the number of counseling to be organize, faculty and the venue of
the counseling program. Generally counseling cost is fixed on estimation basis. 10-15% more
than the previous year’s counseling cost is sanction for the next calendar year.
Chapter VI
Evaluation of Counseling
COUNSELING EVALUATION
The basic objective of counseling evaluation is to improve the quality of the employees by
increasing productivity and motivation of the employees.
PROCESS OF TRAINING EVALUATION
Pre-training evaluation
This is done prior to the training and is covered the expectation of the trainees and their
supervisor. This is done through questionnaire or discussion.
Input and delivery evaluation
This is generally done during the training program. It can be done either individually or in group.
Here the test is taken during the training program and according to the development training is
evaluated.
Post training evaluation
Once training is conducted the trainees need to fulfill a feedback form for the evaluation of the
training effectiveness. Here the trainees need to gives their comments about quality of the
faculty; new learning’s could be implemented. He may also mention his comments/ suggestions
in areas related to program, environment & the process of training being imparted.
HR Dept. will collect the above filled in formats and send a photocopy to the concerned
participants and their superiors immediately after each program for their information and
monitoring the progress of the implementation of new learning. The concerned superiors will
send back the formats to HRD. After six months of the training program again the HR
department will conduct survey regarding the improvement of the trainees. Here mainly focus is
given to the learning and implementation part of the trainees. Whether the trainees are utilizes
their learning practically or not, whether any improvement occurred or not, what are the post
training behaviors of the trainees in work field and with the colleagues and superior.
In this way training is evaluated in AML. Again if any employees who are not able to perform up
to the expectation then again they have sent for the training program. Here basically training is
evaluated on the basis of achievements of the training objectives.
Chapter VII
Effectiveness of Counseling
COUNSELING EFFECTIVENESS

Counseling effectiveness refers to the process that occurs before, during and after training to
improve the likelihood that it will have an impact.

FACTORS FOR EFFECTIVE TRAINING

To know about the effective counseling the HR department needs to look at the details and
overview of what counseling is planned for the people in the business. The counseling
department or HR department should have this information. There should be a clear written
counseling plan, including counseling aims, methods, relevance and outputs connected to the
wider aims of the business. For effective counseling HR department should give focus on the
following things.

 They should also look at how counseling relates to and is influenced by appraisals and
career development; also recruitment, and general ongoing skills/ behavioral assessment.
There should be process links between these activities, particularly recruitment and
appraisals, and counseling planning. Detailed counseling needs should be driven
substantially by staff appraisals.
 Look particularly at management counseling and development. The bigger the business,
generally the bigger is the dependence on management counseling and development.
 Look at new starter induction counseling - it's critical and typically a common failing in
situations where anything higher than a low percentage of new starters leave soon after
joining.
 Look for the relationships between counseling, qualifications, job grades and pay/reward
levels - these activities and structures must be linked, and the connections should be
visible to and understood by all staff.
 Look especially at staff turnover (% per annum of total staff is the key indicator), exit
interviews, customer satisfaction surveys, staff satisfaction surveys (if they exist) for
other indicators as to staff development and motivational needs and thereby, counseling
deficiencies.

Base training recommendations and changes on improving counseling effectiveness in terms of:

• Relevance to organizational aims

• Methods of staff assessment
• Counseling design/sourcing
• Remedies for identified organizational and business performance problem areas, e.g.,
general attrition or dissatisfaction levels, customer complaints, morale, supplier retention
and relationships, wastage and shrinkage,
• Comparative costs of different types of counseling per head, per staff type/level
• Measurement of counseling effectiveness, and especially feedback from staff being
trained: interview departmental heads and staff to see what they think of counseling - how
it's planned, delivered, measured, and how effective it is.
Chapter VIII
Impact of Training
IMPACT ON EMPLOYEES PRODUCTIVITY
The basic objective of the counseling program is to increase the productivity of the employees.
Hence through the help of effective counseling methods the productivity of the employees can be
increased to a great extent. After interacting with the departmental heads and the employees it
becomes clear that the productivity of the trained employees in the same department is more than
that of the untrained employees.
Companies with well-trained, knowledgeable and flexible employees operate more efficiently,
seize market opportunities more readily and weather economic downturns more effectively.
These companies have figured out that the overall performance of a business equals the sum of
the performances of all its individual workers. Maximizing employee impact requires that
organizations offer the appropriate experiences for its employees: counseling, job roles, tools and
insights for decision making. Moreover, this concept should extend beyond the companies direct
workforce. Leading communications companies are increasingly finding that they need not only
improve the skills of their own people, but also the skills of workers employed by business
partners and customers.

Many organizations are turning to new learning approaches to help create a workforce that
continuously develops and applies knowledge, skills and capabilities. E-Learning is an effective,
rapid and flexible element of a learning strategy when blended with traditional counseling. For
example, performance simulation is a type of eLearning that enables employees to rehearse real
life situations in a safe and supportive environment without risking client relationships or brand
equity. This type of application is particularly helpful for customer support and sales staff, who
are increasingly required to sell complex, rapidly changing solutions.

When thinking about ways to improve the performance of employee workforce productivity,
many organizations focus on implementing systems and/or initiatives, but do not explicitly think
about the linkage between enterprise capability and individual competence. They neglect to think
about how elements such as leadership, business strategy and goal-setting at the enterprise level
can directly impact their employees’ motivation, knowledge, skills and capabilities.

Improving individual and workforce productivity holds the key to achieving significant
improvements in business performance in a tough economic climate. Organizations need to adopt
a holistic approach to improving the productivity of key employees, addressing factors that
impact performance at the individual, workforce and enterprise level. Only in this way can the
workforce be aligned to the business strategy to further drive benefits to the bottom line.

Again productivity of an employee can also measured through the time taken by the employee to
do a particular work, quality of that work, rate of the accuracy and safety in the work field.
Impact of counseling
Increasing the employee’s retention rate by decreasing the attrition rate is one of the objectives of
the counseling program. Through the help of counseling program in R.S.P they able to reduced
the attrition rate and increase employees’ retention. Counseling helps the employees in the
following way.
 Helps in increasing the capabilities of the employee’s to perform in an effective way.
 Counseling make ready to the counselees to update with the technological advancement.
 As counseling increases the productivity, ultimately employee feels competent enough to
work with the challenges.
 Through various counseling program employees get the career development opportunity.
 As employees become competent enough they gets chance for extra responsibility along
with good growth opportunity and salary.
 Counseling helps to build good relations with the colleagues and the superior.
 Counseling encourages the employees to do their work in an effective way, which make
the employee feel that the organization is with him/her and he motivated to continue
his/her job.
Chapter IX
My Findings and suggestions
FINDINGS
From the above study on counseling in R.S.P I found that most of the counseling programs are
organized as per the schedule with good deal of participation and effective and productive
consequences.

TABLE NO-1

Statistics of counseling in the first quarter for the year 2008

No of % of Employees
Training Training Training Employees to Employees Undergone
S l No S cheduled Imparted Res cheduled Be covered Covered Training

1 18 12 4 300 280 93.30

As per the table it is clear that in the first quarter of the counseling schedule counseling planned
for 18 and imparted 12 counseling program again employees to be covered was 300 but
employee covered 280 which is 93.30%. Hence the rate of the employees getting training is quite
satisfactory.

TABLE NO-2

Attrition report for the year 2007-08 for total employees (March-May)

FOR THE YEAR 2007-08 (1ST March '07 TO 31st May '07 (TOTAL)
ATTRITION REPORT (01.03.07 to 31.05.2007)
Opening Employees Employees Closing
Sl No. Month Attrition
balance Joined Left balance
1 Mar 751 54 10 795 1.24%
2 Apr 795 39 11 823 1.32%
3 May 823 35 16 842 1.86%
TOTAL 2369 128 37 2460 1.48%

As from the above table from March to May there were 2369 employees and joined 128 new
employees and employee left 37 hence the attrition rate is 1.48%.
 TABLE NO-3

Attrition report of the officers for the months of May-July of year (2007-08) REPOR

FOR THE YEAR 2007-08 FROM 1st of May to 31st OF JULY

ATTRITION REPORT
Opening Employees Employees Closing
Sl No. Month balance Joined Left Attrition
balance
1 April 300 20 5 315 1.58%
2 May 315 22 6 331 1.91%
3 June 400 12 3 409 0.73%
TOTAL 1015 54 14 1055 1.40%

Attrition rate of the officers for the month of May was 1.58% which was decrease to 0.73% in
the month of July. Hence in an average attrition rate of the officers is 1.40%.

TABLE NO-4
Attrition report of the workmen for the months of May-July of year (2007-08)

FOR THE YEAR 2007-08 (1ST MAY'07 TO 30TH JULY'07 (WORKMEN)

ATTRITION REPORT
Opening Employees Employees Closing
Sl No. Month balance Joined Left Attrition
balance
1 May 200 9 4 205 1.95%
2 June 213 14 2 225 0.88%
3 July 240 21 2 259 0.77%
TOTAL 653 44 8 689 1.2%

Attrition rate of the workmen in average of the total workmen is 1.2% which is lesser as compare
with the officers.
 Findings of Survey on employee’s satisfaction regarding Counseling
Program its effectiveness and impact of the Program in the
Productivity of the employees.

Statement Agree Don’t Disagree

know
1)I am satisfied with the counseling program 69 5 18

2)Counseling materials used are very good 60 21 10

3)Counselors knowledge and behavior was quite good 74 12 0

4)Counselor was bias less 54 26 6

5)Counseling program was effective 76 8 16

6)Counseling is conveyed in prior 54 34 12

7)Counseling held in right time 62 16 22

8)Counseling environment was good 76 3 16

9)Counseling needs is well identified 72 14 12

10)Counseling evaluation is effective 70 26 4

11)It adds value to my performance 74 5 8

12)Counseling increases my productivity 67 12 13

13)It adds value to my skills 76 8 16

14)I got additional benefits after Counseling 64 28 8

15)It motivates me to continue my job 84 4 12

16) I always utilize my learning from training in my practical 76 16 8

work field.

CHART NO-1
 Employee’s satisfaction chart on counseling program

According to my study I found that 69% of the employees who have attended the training
program are satisfied with the training program.

CHART NO-2
Chart on counseling aids

From the above chart it is clear that the counseling material used by the organization is effective
for counseling program. 60% of the employees are satisfied with the counseling materials

CHART NO-3
 Chart of counselors behavior and knowledge

CHART NO-4

From the chart number 2 and 3 it is clear that 74% of the employees feel that the behaviour of the
counseler is excellent during the training program. Again the knowledge of the trainer is also up
to the expectation. Again 54% of the employees who attended training program feels that the
counselor is biasless.
 CHART NO-5
Chart of counseling effectiveness

From my survey to the employees regarding counseling effectiveness I found that 54% of the
trainees are satisfied with the training effectiveness. Whereas about 26% are disagree with the
statement that the counseling which they attended is not effective and 16% of them not give any
comment on it.
CHART NO-6
Chart on counseling information

64% of the employees feels that communication or information regarding counseling is given to
the counselees in prior to organize the counseling program. Where as 30% of them not replied
anything regarding this matter and 10% feels that thet not gets information in right time.
 CHART NO-7

Counseling Held in Right Time

CHART NO-8
Counseling Environmrnt was good.

CHART NO-9

Chart no 7,8,9 describe the effecticeness of the counseling program. 70% employees feel that
counseling held in right time where as 80% feels the counseling environment excellent and 74%
feels that counseling needs of them are well identified. So counseling program whatever the
employees attened were quite effective.
CHART NO-10
Chart on counseling evaluation

According to my above study I found that 70% of the employees feel the training evaluation
method as effective
 SUGGESTION
As per my above study I found that the counseling program organized by Rourkela Steel Plant
Limited has a great impact on the employee’s productivity and retention.
After the sum up of survey report it has been observed that there is need of giving more stretch
on the awareness and communication on the following factors:-
1. Company’s Growth.
2. Job Security.
3. Recreational Facilities.
As the attrition rate of the officer is little bit high so it needs special counseling plan for them to
retain the officer.
To make counseling more effective training department should focus on the following things:

• Objectives of the employees and the organization - keep them in mind all the time
• how many people you are counseling
• the methods and format you will use
• when and how long the counseling lasts
• where it happens
• how you will measure its effectiveness
• how you will measure the trainees' reaction to it

When they will give skills training to someone they should utilize this simple five-step approach:

1. prepare the counselee - take care to relax them as lots of people find learning new things
stressful
2. explain the job/task, skill, project, etc - discuss the method and why; explain standards
and why; explain necessary tools, equipment or systems
3. provide a demonstration - step-by-step - the more complex, the more steps - people
cannot absorb a whole complicated task all in one go - break it down - always show the
correct way - accentuate the positive - seek feedback and check understanding
4. have the counselee practice the job - we all learn best by actually doing it - ('I hear and I
forget, I see and I remember, I do and I understand' - Confucius)
5. monitor progress - give positive feedback - encourage, coach and adapt according to the
pace of development
 CONCLUSION
From the above study it is clear that the counseling and development plays an important role for
any organization not only to increase the productivity but also for the quality of life of the
employees. As per my findings from the survey in counseling and developmental program
organized by Rourkela Steel Plant Ltd. is quite effective. Again the impact of the counseling
program on employee’s productivity and retention is really remarkable. As in an average about
70% of the employees are satisfied with the counseling program at R.S.P and also with its impact
on their productivity and retention.
This effectiveness of the counseling program is for the effort made in all aspects of counseling
program, like counseling identification, setting of objectives, choosing right candidate as well as
trainer for the counseling program, counseling administration, counseling budget, counseling
evaluation a counseling implementation etc. these all contribute a lot to make the counseling
program an effective one.
Hence it is important for any organization to have effective counseling program to retain its
employees and increase the core objective that is productivity.
 QUESTIONNAIRE

1. Do you think counseling is important for your organization?

2. How do you identify counseling needs of your organization?
3. What are the various counseling methods adopted?
4. What ate the various formalities before counseling program?
5. What plays the important roles during counseling program?

6. To whom you choose as counselor (internal or external)?

7. How do you evaluate your counseling effectiveness?
8. Do you evaluate your training effectiveness on pre and post counseling basis?
9. How do cost of counseling program is calculate.
10. What are the impacts of training on employee’s productivity?
11. What are the impacts of counseling on employee’s retention?
12. Who are the most responsible persons for the counseling?
13. Do you prepare any counseling calendar?
14. If yes, then what is the method of preparation of counseling calendar?
15. What are the various important factors are there in counseling calendar?
16. When do you measure the counseling effectiveness?
 Questionnaire for the departmental heads
1. How your employee’s do perform?

2. Is there any difference between the counseled and non counseled employees?

3. How do you measure their performance?

4. Are your employees satisfied with their job?

5. Can the employees able to do the work they could not do before?

6. Do they demonstrate new behaviors on the job?

7. Do they like to continue their jobs in the same department?

8. Are they required any additional benefit or responsibility?

 REFERENCE
1) www.R.S.P .com

2) http://www.businessweeks.com/traindev.htm

3) www.businessonline.com