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 Mohapatra11/10/2009

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; and7. 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

LocationRourkela 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 self2. Making impersonal decisions3. Setting achievable goals which enhance growth4. Planning in the present to bring about desired future5. Effective solutions to personal and interpersonal problems.6. Coping with difficult situations7. Controlling self defeating emotions8. 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 aids2) 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 counselingIncreasing 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

FINDINGSFrom 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

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)

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

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)

Attrition rate of the workmen in average of the total workmen is 1.2% which is lesser as compare with the officers.

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

ATTRITION REPORT

Sl No. MonthOpening balance

Employees Joined

Employees Left

Closing Attrition

balance1 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%

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

ATTRITION REPORT

Sl No. MonthOpening balance

Employees Joined

Employees Left

Closing Attrition

balance1 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%

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 know

Disagree

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 work field.

76 16 8

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