performance counselling

Presented By Sanjiv Kumar MahajanCPU

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

Preview

Introduction

Definition & Meaning of Performance Counselling

Objectives of Performance Counselling

Importance of Performance Counselling

Performance Counselling Process

Conclusion

Performance Counselling

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

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

Introduction

Counselling

Sharing

Helping

Guidance

Advising

Change

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

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

Need Counselling

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

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

Objectives : Performance Counselling

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

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

Conditions for Effective Counselling

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


Identify Need

Preparation

Conduct

Follow Up


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.


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.


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.


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.

Benefits

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

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

Processes in Performance Counselling

Effective Communication

Effective Listening

Responding to Questions

Feedback

Processes in Performance Counselling

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

Conclusion

Thank You

performance counselling

Leadership & Management