• In an organization, various employee development programs are undertaken, so as to
raise their level of performance.
Such programs are • Coaching and • Mentoring. COACHING is a method in which an individual is supervised by a superior person to improve his competencies and capabilities • Coaching is an on-the-job management development program, that occurs between an employee and his immediate line manager, for a specific and short-term purpose, to improve the performance and develop skills. • In Coaching : The person who directs or instructs is known as coach The person who is being directed is known as coachee Coaching helps in uncovering their professional capabilities of an employee, understanding their strengths and weaknesses, knowing their potential, building key skills, etc. which are helpful for the accomplishment of the organizational goals • Mentoring is an advisory process in which a fresher gets support and guidance from a senior person. Mentoring is a human development activity, in which a person known as a : • Mentor : who possesses good knowledge and experience shares it with another person . • Mentee :who is having less knowledge and expertise to help him out in the development of his career, improving his self-esteem, enhancing productivity, etc. • Mentoring can be provided either by a person outside the organization or an individual who is within the organization. • The mentor may include teacher, guide, adviser, consultant, host, counselor, etc. • The main purpose behind mentoring is to provide open and face to face communication between the mentor and mentee to help an employee to attain social & emotional maturity and effectiveness. • Coaching and Mentoring both plays a vital role in the human resource development of an organization. All individuals need supervision and support at various stages of their life whether if it is about their performance and efficiency or career and effectiveness. • Counseling is one of the techniques of practical problem solving. • Counseling is an exchange of ideas and feelings between two people. • Counseling is discussion with an employee of a problem that usually has emotional content in order to help the employee cope with it better. • Counseling seeks to improve employee mental health and well-being. Good mental health means that people : 1-Feel comfortable about themselves, 2-Right about other people, 3-Able to meet the demands of life. • Counseling may be performed by both professionals and nonprofessionals. • Counseling usually is confidential so that employees will feel free to talk openly about their problems. • It also involves both job and personal problems, since both types of problems may affect an employee’s performance on the job. • Counseling involves the individual employee meeting with a psychological adviser, usually on a one on one basis. • In this process individual employee and counselor to meet once or twice a week for several week. • In an organization, counseling can be done by the team leader, supervisor or manager or one can seek the expertise and assistance of an in-house or external professional counselor. Elements of Counseling Counseling involves two persons; it is communication between counselor and counselee • Counselor: A professionally trained person who can assist or help the counselee • Counselee: A person who seeks help or need assistance The counseling environment : a place to facilitate counseling. benefits of counseling include:
• Helping the individual to understand and help
him/herself • Understand the situations and look at them with a new perspective and positive outlook • Helping in better decision making • Coping with the situation and the stress • Improved Behavior of Employees. • Motivates to find an alternate solution to the problem. Counseling Skills • Active Listening. • Appropriate Body language. • Intelligent Questioning. • Problem Solving. • Decision Making. • Reading non Verbal Behavior. Importance of organizational counseling • Reducing dispute: By counseling we can reduce organizational dispute. When workers get frustrate they just started to quarrel or create dispute with each other. So organizational counseling can reduce this dispute. • Creating Co-operation: Organizational counseling create cooperation with each other. • Creating dynamism: When frustration occurs employee lost their motivation and they sometimes stop their work. So counseling can turn us away from that situation. Also create dynamism in the organization. • Employee Satisfaction: By counseling employee get motivated and they can be much more satisfied for their management. • To Motivate Workers: Sometimes workers are getting frustrated. So they need counseling. And counseling workers get motivation. • Creating favorable Environment: Counseling turns workers away from frustration. So when they get back to work with a new spirit then obviously a favorable condition places in the organization. Continu…. • Good Employer-Employee Relationship: Counseling improves employer- employee relationship. As workers are satisfied with the management and management also satisfied with the workers spirit able works. So there create a good relationship between workers and managers. • Enhancement of Human Potential: When one person removes from frustration he or she can concentrate to the work more appropriately. So an employee’s potential can enhance by counseling. • Decreasing Emotional Disorder: Workers need counseling only when they get frustration. So by counseling employees can turn away from frustration. And automatically it decreases emotional disorder. • Decreasing Labor Turn over: Counseling can decrease labor turn over. As employees are satisfied with management they do not leave the organization. 1. Directive counseling • Directive counseling, the counselor tries to understand the problem of the client and gives him the decision to follow. The client is required to follow the solution given by the counselor. Features: • In Directive counseling is counselor centered. Here the counselor plays an active role. • It explains the problem to the counseling and recommends solution. • In other words the approach of the counselor in case of directive counseling is authoritarian. 2. Non directive counseling • It is the process of skillfully listening to and encouraging a counselee to explain troublesome and understand them. It focuses on the counselee rather than on the counselor as judge and advice; thus it is client centered. Features: • It is indirect in approach. • Here the counselor does not play the authoritarian role. • It is client centered. • Here counselor provides information to the client and client makes an analytical overview of the problem of the counseling. • Counselor does not make the decision. • Counselor tries to make the problem clear to his client and then ask him to make the decision. 3. Participative counseling
• Participative (cooperative) counseling is a mutual
counselor-counselee relationship that establishes a cooperative exchange of ideas to help solve a counselee’s problems.. • It is neither wholly counsellor-centred nor wholly counselee-centred. Counselor and counselee mutually apply their different knowledge, perceptions, skills, perspectives and values to problem into the problems and find solutions. Components of employee counseling programs: • Problem identification • Education • Counseling • Referral • Treatments • Follow-up Who provide the counseling services: • An organization may offer a counseling program In –house (With in Organization) Or Contract it out (Outside the organization)