Covers objectives and aspects of Performance Counselling

1. Presented By
Sanjiv Kumar Mahajan
CPU

2.  Human Resource an important corporate asset and the
overall performance of companies depends upon the
way it is put to use
 Processes and systems in place to ensure effective
use of HR
 Performance Appraisal
 Performance appraisal Process
 Performance Management
Introduction

3. Preview
 Introduction
 Definition & Meaning of Performance Counselling
 Objectives of Performance Counselling
 Importance of Performance Counselling
 Performance Counselling Process
 Conclusion

4. Performance Counselling

5.  Human Resource an important corporate asset and the
overall performance of companies depends upon the
way it is put to use
 Processes and systems in place to ensure effective
use of HR
 Performance Appraisal
 Performance appraisal Process
 Performance Management
Introduction

6.  Counselling ?????
 Guidance, something that provides direction, Advice etc
 Pramarsh, Salah, upbodhan
 PROCESS OF PROVIDING HELP AND SUPPORT TO PEOPLE
TO FACE AND SAIL THROUGH DIFFICULT TIMES IN LIFE.
 HELPS PEOPLE TO SEE THINGS FROM A DIFFERENT
VIEWPOINT AND ENCOURAGE THEM TO DRAFT THEIR
ACTION PLAN
Introduction

7. Introduction
Counselling
Sharing
Helping
GuidanceAdvising
Change

8.  Process of improving employees performance and
productivity by providing employee with feedback regarding
areas where he is doing well and areas that may require
improvement.
 A supportive process by a manager to help an employee
define and work through personal problems or organizational
changes that affect job performance
 Set of Techniques, Skills, Attitudes to help people manage
their own problems using their own resources
Performance Counselling : Definition

9.  Purpose
 To provide an employee with the info, advice and assistance they
need to contribute fully to the achievement of organization's
objectives.
 To improve the performance of employees or to maintain already
existing desirable level of performance
 Two way process
 Essential for management and development of employees and
is natural component of managing people.
 Performance Counselling focuses on employees performance
in assigned task
Performance Counselling : Definition

10. Need Counselling

11.  Keeping pace with dynamic
business environment may land people
in stressful and dilemmatic situations
 May result in stress, low
productivity and drop in performance.
Some indicators of employees requiring
counselling:-
 Not able to mobilise his strengths
 Not performing in expected manner
 Acting disobediently
 Not responding to seniors
 Develop negative attitude
 Not able to make decisions
 Not able to solve problems
Need Counselling

12.  Lack of team spirit
 Inter personal relations with superiors & subordinates
 Absenteeism and Late Coming
 Slipping Deadlines
 Problems in adjusting to organizational culture
 Aim is to wriggle out stressful situation an individual is in so
that he works constructively
Need Counselling

13. Objectives : Performance Counselling

14.  HELPS AN EMPLOYEE TO UNDERSTAND HIMSELF-HIS
STRENGTHS AND WEAKNESSES.
 HELPS EMPLOYEE TO HAVE BETTER UNDERSTANDING OF
THE ENVIRONMENT.
 HELPS EMPLOYEE TO REVIEW HIS PROGRESS IN
ACHIEVING VARIOUS OBJECTIVES
 HELPS TO REALIZE POTENTIAL AS A MANAGER.
Objectives : Performance Counselling

15.  INCREASES HIS PERSONAL AND INTER-PERSONAL
EFFECTIVENESS.
 ENCOURAGES HIM TO SET GOALS FOR FURTHER
IMPROVEMENT.
 PROVIDES HIM ATMOSPHERE FOR HIS SHARING AND
DISCUSSING HIS TENSIONS, CONFLICTS, CONCERNS
AND PROBLEMS
 ENCOURAGES HIM TO GENERATE ALTERNATIVES FOR
DEALING WITH VARIOUS PROBLEMS.
 HELPS HIM TO DEVELOP VARIOUS ACTION PLANS
FOR FURTHER IMPROVEMENT.
Objectives :Performance Counselling

16. Conditions for Effective Counselling

17.  OPENNESS AND MUTUALITY WITH FAITH IN EACH
OTHER.
 HELPING ATTITUDE OF MANAGEMENT.
 JOINT GOAL SETTING AND PERFORMANCE REVIEW BY
EMPLOYEE AND REPORTING OFFICER.
 EMPHASIS ON WORK ORIENTED GOALS & NOT OTHER
ISSUES.
 PREVENTION OF DEBATE ON SALARY AND OTHER
REWARDS AS PA AIMS ON PLANNING AND
IMPROVEMENT OF EMPLOYEES & NOT RELATION
BETWEEN PERFORMANCE AND REWARDS
Essential Conditions

18. Performance Counselling Process

19. Performance Counselling Process
Identify
Need
Preparation
Conduct
Follow Up

20. Performance Counselling Process
Preparation
 Schedule the counselling session and notify the employee .
 Get a copy of the employee’s job description and
appropriate counseling checklist & evaluation form.
 Think about how each outcome or critical element of the
employees’ job supports the mission/objectives of the
organization.
 Decide what you consider necessary for success in each
outcome or critical element.
 Make notes to help you with counseling.

21. Performance Counselling Process
During The Counselling Session
 Discuss mission/objectives of organization and how his/her
performance contributes to success of organization.
 Discuss items that require top priority effort (areas of special
emphasis).
 Discuss what tasks and level of performance you expect for
success.
 Discuss competencies needed to perform duties. Ask employee
for ideas about how he/she might perform/performed assigned
duties.

22. Performance Counselling Process
 If Manager and the employee have different views, discuss
them until you both are clear on requirements. Even if the
employee disagrees, he/she must understand what is expected.
 Emphasize the employee’s positive strengths. Give examples
of what excellence performance is to give the employee
specifics to aim for.
 Ask the employee about career goals and training needs.

23. Performance Counselling Process
Follow Up
 Summarize key points of the counseling on relevant form
 Give the employee a copy and keep the original to use for the
next counseling session.

24. Benefits

25. Benefits
 Reduces turnover when employees feel they can vent
their thoughts and feelings and deal with problems openly
and constructively
 Improves productivity of the organization since
employees feel listened to and supported
 Increases efficiency of business by understanding the
motives and needs of each employee and how he/ she will
react to organizational events

26. Benefits
 Reduces conflict and preserves self-esteem when
parties are really listened to
 Improves decision-making when everyone's ideas
are heard and employees' strengths and abilities are
complemented
 Increases self-knowledge and personal
satisfaction in job

27. Processes in Performance Counselling

28. Effective
Communication
Effective
Listening
Responding to
Questions
Feedback
Influencing the
Behaviour
Identification
Process
Autonomy
Positive
Reinforcement
Helping
Concern &
Empathy
Mutuality in
Relationship
Identifying
Development
Needs
Processes in Performance Counselling

29. Influencing
 Making an Impact in Relationship – Need not be restrictive.
Influencing involves:-
 Identification Process Opportunity to identify with
individuals having more experience, skill and influence
helps an employees’ development of psy maturity.
 Lack of time, intolerance for mistakes, rejection of
dependency are barriers to identification
 Autonomy of the Person Positive Influencing enhances the
autonomy of a person which in turn improves chances of
taking his own decisions/choice.
 Positive Reinforcement Influencing would involve providing
encouragement and reinforcing success so that he takes
initiative

30. Conclusion

31. Thank You