Human Resource Management

Tutorial

1. What is the primary goal of employee counselling?

a) To discipline employees for misconduct

b) To provide guidance and support to employees

c) To terminate underperforming employees

d) To allocate resources for employee development

2. Which of the following is NOT a common reason for initiating employee

counselling?

a) Performance issues

b) Personal problems affecting work performance

c) Conflict resolution

d) Employee promotions

3. Which of the following is a characteristic of a successful counselling

session?

a) Imposing solutions on the employee

b) Focusing solely on work-related issues

c) Encouraging open and honest communication

d) Punishing the employee for their mistakes

4. Which approach to counselling emphasizes exploring an employee's

thoughts and feelings?

a) Directive counselling

b) Problem-solving counselling
c) Cognitive-behavioural counselling

d) Person-centred counselling

5. In the context of employee counselling, what does "active listening" refer

to?

a) Giving advice and suggestions to the employee

b) Interrupting the employee's speech to ask questions

c) Paying full attention and demonstrating empathy

d) Repeating what the employee says word-for-word

6. Which of the following is an essential skill for an effective employee

counsellor?

a) Being judgmental and critical

b) Avoiding empathy and emotional support

c) Demonstrating strong problem-solving abilities

d) Maintaining confidentiality and trust

7. Which of the following is a benefit of providing employee counselling

services?

a) Increased turnover and reduced employee satisfaction

b) Decreased employee engagement and productivity

c) Improved employee morale and well-being

d) Higher conflict levels within the organization

8. What should be the approach of an employee counsellor towards

confidentiality?

a) Sharing counselling session details with all employees

b) Disclosing employee information to supervisors and colleagues

c) Ensuring strict confidentiality, except in cases of serious harm

d) Making all counselling sessions public within the organization

9. Which of the following is an example of an external employee counselling

resource?

a) Human Resources department

b) Employee assistance program (EAP)

c) Peer support group within the organization

d) Supervisor or manager

10. What is the purpose of a follow-up session after employee counselling?

a) To reprimand the employee for their behaviour

b) To terminate the employee's employment

c) To assess the effectiveness of the counselling process

d) To assign additional tasks and responsibilities to the employee