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-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

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

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.“Counseling is a process through which one person helps another by purposeful conversation in an understanding atmosphere. .” The person who is offering this help is known as the Counselor. in order to help him/her cope with the situation better. It refers to the discussion of an employee’s problem .

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 .

IDENTIFYING PROBLEMS AND DIAGNOSIS ACTION PLANNING AND FOLLOW UP .RAPPORT BUILDING EXPLORING.

The best course of action should be picked up. 3) ACTION PLANNING AND FOLLOW-UP – Counselor must finally help the employee find alternative ways of resolving a problem. He should be encouraged to open up fully and talk. it should be diagnosed thoroughly. . Once the key issues have been identified . The counseling sessions can also be monitored and reviewed at regular intervals. the counselor should help the employee find his own weaknesses and problems through open and exploring questions. The employee should be encouraged to self monitor the action plan and seek further advice from the counselor if required . 2) EXPLORING AND IDENTIFYING PROBLEMS – Besides active listening . be free from all distractions and show empathy towards him. The counselor should attend the employee well .1) RAPPORT BUILDING – The employee must feel that he is wanted and the counselor is interested in him genuinely.

MODES OF COUNSELING DEVELOPMENTAL DISCIPLINARY .

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.A disciplinary counseling session is a meeting between a supervisor and employee and it focuses on a specific work place incident. .Modes of counseling  Disciplinary .

Modes of Counseling  Developmental. The practice of this kind of professional helping is called developmental counseling. to learn to exert some degree of control over those forces. .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.

conflicts . Help the employee realize his full potential  Help the employee understand his strengths and weaknesses  Gain insight into employee’s behavior and analyze it  Help the employee understand the work environment better  Provide an empathic climate where the employee can discuss his tensions. 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 .

• Giving inappropriate advice • Passive listening.• Dominating the counseling session. dislikes and biases • Absence of Action plan and improper follow up • Neglecting privacy factor and not maintaining confidentiality • Rash judgments . • Projecting personal likes.

Decrease costs related to absenteeism. 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 . late coming.

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” “ .

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

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