• 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)