Post on 02-Jun-2018
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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.
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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.
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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.
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COUNSELLING PROCESS
• Identify the need.
• Prepare for counselling.
• Conduct the session.
• Follow up.
S 1
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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
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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
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STEP 3
CONDUCT THE SESSION
• Opening the session
• Discussing the issue
• Developing the plan of action
•
Recording and closing the session
STEP 4
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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
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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
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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