hrd- counselling

8/10/2019 Hrd- counselling

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COUNSELLING



COUNSELLING

• It can be explained as providing help and suppor

employees to face and sail through the difficult life.

• Used to analyse the work related performan

behaviour of the employees to help them cope

resolve the conflicts and tribulations and re-enfo

desired results.



AIMS OF COUNSELLING

• Understanding self

• Setting achievable goals which enhance growth• Planning in the present to bring about desired future

• Effective solutions to personal and interpersonal problems

• Coping with difficult situations

•

Controlling self defeating emotions• Acquiring positive self-regard and a sense of optimism abo

own ability to satisfy ones basic needs.



WHEN COUNSELLING IS NEEDED???

• Unrealistic target.

•Performance issues.

• Excessive work load.

• Lack of awareness of policies and procedures.

• Absenteeism & late coming.

•

Lack of team work.• Family problems.

• Problems in adjusting to organizational culture.



COUNSELLING PROCESS

• Identify the need.

• Prepare for counselling.

• Conduct the session.

• Follow up.

S 1



STEP 1

IDENTIFY THE NEED

•

Observe the situation, events or issues• Compare the current situation with the desired on

• Focused and two way communication

• Interactive session

STEP 2



STEP 2

PREPARE FOR COUNSELING

•

Select a suitable place and notify the time• Notify the concern members well in advance

• Organize Information

• Outline the session components

• Plan your counselling strategy

• Establish the right atmosphere.

STEP 3



STEP 3

CONDUCT THE SESSION

• Opening the session

• Discussing the issue

• Developing the plan of action

•

Recording and closing the session

STEP 4



STEP 4

FOLLOW UP

•Support subordinates to implement their plan ofaction

• Review plan of action to determine if the desired

results were achieved

•Amend the plan of action if required

• Measures after session include follow up

COUNSELLING ERRORS



COUNSELLING ERRORS

• Dominating the counselling session

•

Giving unnecessary or inappropriate advice• Not listening

• Projecting personal likes, dislikes and biases

• Rash Judgments

• Stereotypes

• Loss of Emotional control

• Absence of action plan & Improper follow up

• Neglecting privacy factor

BENEFITS



BENEFITS

• Decrease costs related to turnover, absenteeism

• Improvement in employee performance

• Increase in productivity

• Manage behavioural problems brought about by organizatio

change

• Helps in superior decision making

•

Assist in understanding the situation more objectively• Facilitates to look at the situations with a new perspective

• Motivates to search for alternate solutions to problems

hrd- counselling

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