Performance Counseling

& Career Planning

Performance Counseling is a very important activity

that helps employees to know themselves better.
Performance Counseling refers to the help provided by
a manager to his subordinates in objectively analyzing
their performance. It attempts to help the employee
in:
Understanding

himself - his strengths and weaknesses.

Improving his professional and interpersonal
competence by giving him feedback about his behavior.
Setting goals and formulating action plans for further
improvement.

What is Performance
Counseling?

(1)Conditions

for effective counseling

()
A

climate of trust, confidence and openness is essential for

effective counseling. Counseling cannot be effective if the
subordinate does not trust his boss.

()
It

is necessary that the subordinate should feel free to participate

without fear or inhibition as it is a dialogue between supervisor
and subordinate and hence should be a two way communication.

()
The

main purpose of counseling is employee development.

Features of Performance
Counseling

(2) Performance Counseling Phases

(a) Rapport

Building
(b)Exploration
(c) Action Planning

Features of Performance
Counseling

Processes in Performance
Counseling

CAREER PLANNING

 Career:

Herbert Simon defines career as an

honorable occupation which one normally takes
up during his/her youth with the expectation of
advancement and pursues it until retirement
Career planning and development is a means by
which an organisation can sustain or increase its
employees productivity and at the same time
preparing them for a changing world.
According to Milkovich and
Boudreau
Career development =

Introduction

Career management + Career planning

Identifying

and making clear opportunities

available.
To reduce employee turnover.
To Increase productivity.
To identify the career stages and enhance
the motivational level.
To achieve the organisations goal by
providing the employees paths to reach
higher order needs.

Objective of career planning

Career Planning

Career Goals
Career Paths
Career
Feed Back

Career stages and Important needs

Needs

Age
Career
Stages

Safety, Security Safety,

Physiological
Security
20
Exploration

25

Achievement
esteem,
autonomy
30

Establishment Advancement

Esteem
actualization

Self
actualization

45
Maintenance

55

65
Retirement

Career Planning Flow & Stages

Human

Resource forecasting and planning

Career Information
Career Counseling
Career Pathing
Skill Assessment training
Succession Planning

Scope Of Career Planning

Technical

Competence
Managerial competence
Stability and Security
Creativity and Challenge
Freedom and Autonomy
Dedication to a cause
Lifestyle

CAREER ANCHORS

Efforts

are insincere
Look for immediate benefits
Lack of interaction with hired agencies
Impracticability in introduction
No system to evaluate
Bureaucratic model of organization

Why a career plan could fail !