HUMAN RESOURCE DEVELOPMENT TOPIC EMPLOYEE COUNSELLING.

1. PRESENTATION ON
EMPLOYEE COUNSELLING
PRESENTED TO :- PRESENTED BY :-
Dr.RAJUL BHARDWAJ RAHUL SAINI
GURUKUL KANGARI UNIVERSITY
HARIDWAR

2. EMPLOYEE COUNSELLING
COUNSELLING
COUNSELLING IS A THERAPEUTIC
PROCESS OF PROVIDING HELP AND
SUPPORT TO PEOPLE TO FACE AND
SAIL THROUGH DIFFICULT TIMES IN LIFE.
IT HELPS PEOPLE TO SEE THINGS FROM A
DIFFERENT VIEWPOINT AND ENCOURAGE
THEM TO DRAFT THEIR
ACTION PLAN.

3. THERAPY
ADVISING
CHANGE
HELPING
SHARING
GUIDANCE
COUNSELLING

4. NEED FOR EMPLOYEE COUNSELLING
AT WORKPLACE
WHEN
 Unrealistic Targets
 Excessive Workload
 Absenteeism and Late Coming
 Lack of awareness of policies &
procedures
 Performance Issues
 Slipping Deadlines
 Career Problems

5. COUNSELLING MODES
DEVELOPMENTAL DISCIPLINARY

6.  Face to Face communication
 Conducted by Immediate Supervisor
 Starts with a verbal discussion
 Ends with draft plan of action
 First action step

7.  Pre Penalization
 Conducted By Human Resource department
 Starts with a warning/letter
 Ends with draft plan of action
 Second action step (if developmental
counselling fails)

8.  Need for counseling 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 counseling
session
 Conclude the counselling session with warning
(if required)
 Follow-up the action plan and feedback to the
supervisor
 Monitor developments

9.  EVALUATIVE – Make judgments based on what
you have heard and suggest answers.
 SUPPORTIVE – Offer general sympathy.
 PROBING – Find out more information.
 REFLECTIVE – Try to feed back your listener’s perception
of what has been said in order to check its accuracy.
 INTERPRETATIVE – Interpret what you have heard
without checking the accuracy of what you have heard.

10. The best counselor uses a combination of
reflective and probing responses as this
encourages staff to think through a
problem and come with own solution
Ultimately, the best style is the one which
suits your situation

11. COUNSELLING
PROCESS
IDENTIFY
THE NEED
PREPARE
FOR
COUNSELLI
NG
CONDUCT
THE
SESSION
FOLLOW
UP

12.  Observe the situation, events or issues
 Compare the current situation with the desired
one
 Focused and two way communication
 Interactive session

13.  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.

14.  Opening the session
 Discussing the issue
 Developing the plan of action
 Recording and closing the session

15.  Support subordinates to implement their plan
of action
 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 and informing the high-up.

16. Empathetic Respectful
Warm Confidential
Honest Attentive
Listening Open Ended
Unbiased Understandable
Unhurried Authority

17.  Decrease costs related to turnover, absenteeism
 Improvement in employee performance
 Increase in productivity
 Manage behavioural problems brought about by
organizational 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.

18. THANK YOU