Hi, Do you think an HR responsible for Employee counselling Regards, Priya
From India, Trivandrum
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1From India, Trivandrum
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Hi Priya,
Your query is vague, but I would like to give my inputs as per my knowledge. Counselling is a very important part of any organization. Sometimes it is done directly, and sometimes it's indirect. Being an HR professional, it's your responsibility and moral duty to pay attention to employees' attitudes, problems, and understand their issues to provide genuine ways to resolve them. If an employee is healthy, cheerful, and focused, the company will definitely grow.
Sometimes, the respective seniors of those employees who require counselling are too busy to notice their needs, which can lead to increased unrest among the employees. In such cases, it's time for HR to take the initiative to counsel those employees. This will bring the employee closer, providing emotional security in the workplace, and encouraging them to discuss their queries and problems more freely in the future. Witnessing the improvement in the employee after counselling will also bring satisfaction to HR professionals, adding to their skills.
Seniors, please correct me if I am wrong, as I have shared my views based on my knowledge.
From India, Mohali
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Your query is vague, but I would like to give my inputs as per my knowledge. Counselling is a very important part of any organization. Sometimes it is done directly, and sometimes it's indirect. Being an HR professional, it's your responsibility and moral duty to pay attention to employees' attitudes, problems, and understand their issues to provide genuine ways to resolve them. If an employee is healthy, cheerful, and focused, the company will definitely grow.
Sometimes, the respective seniors of those employees who require counselling are too busy to notice their needs, which can lead to increased unrest among the employees. In such cases, it's time for HR to take the initiative to counsel those employees. This will bring the employee closer, providing emotional security in the workplace, and encouraging them to discuss their queries and problems more freely in the future. Witnessing the improvement in the employee after counselling will also bring satisfaction to HR professionals, adding to their skills.
Seniors, please correct me if I am wrong, as I have shared my views based on my knowledge.
From India, Mohali
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Dear,
Why should HR take a lead role in counseling? HR should facilitate counseling if required. It shall be the responsibility of the Head of the Department for counseling of the employees working in the department.
Thanks.
R K Nair
From India, Aizawl
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Why should HR take a lead role in counseling? HR should facilitate counseling if required. It shall be the responsibility of the Head of the Department for counseling of the employees working in the department.
Thanks.
R K Nair
From India, Aizawl
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Hi Lavika,
Many thanks for your response. I have found some difficulties in handling one of my employees. He is a technical guy and has a very sound knowledge in his area, well-disciplined, but he is not taking any initiative to develop his leadership skills. He is just doing his work only. Though a very tough employee to handle, I had a very long discussion with him. He has improved just for two days and then again back to the old pathetic situation. Now, I do not have any idea how to approach this matter, and management is blaming me for this. Despite all these, he is a good resource.
Experienced professionals, please suggest solutions.
Regards,
Priya
From India, Trivandrum
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Many thanks for your response. I have found some difficulties in handling one of my employees. He is a technical guy and has a very sound knowledge in his area, well-disciplined, but he is not taking any initiative to develop his leadership skills. He is just doing his work only. Though a very tough employee to handle, I had a very long discussion with him. He has improved just for two days and then again back to the old pathetic situation. Now, I do not have any idea how to approach this matter, and management is blaming me for this. Despite all these, he is a good resource.
Experienced professionals, please suggest solutions.
Regards,
Priya
From India, Trivandrum
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Hello Priya,
As per my knowledge, counseling itself is a significant profile. Please review your job description to check if it includes word counseling; if it does, you will need to engage in it.
Priya, to educate current employees on any subject, we need to maintain a good Training and Development department. Organize effective training sessions on topics like leadership. Ask your management to provide a trainer who can effectively train your current employees.
Thank you.
Regards,
Ashish
From India, Pune
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As per my knowledge, counseling itself is a significant profile. Please review your job description to check if it includes word counseling; if it does, you will need to engage in it.
Priya, to educate current employees on any subject, we need to maintain a good Training and Development department. Organize effective training sessions on topics like leadership. Ask your management to provide a trainer who can effectively train your current employees.
Thank you.
Regards,
Ashish
From India, Pune
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Hello,
As suggested by ashish refer your job description first if it has counseling as a part than you should take active initiatives for same.
The focus of counselling sessions is to encourage discussion of personal and work-related difficulties.
This is often followed by the adoption of an active problem-solving approach to tackle the problems at hand.
The specific aims of employee counselling is to:
a. Explore and find key sources of difficulty.
b. Review individual’s current strategies and styles of coping.
c. Implement methods of dealing with the perceived problem by improving his/her interpersonal relations at work and/or improving personal performance,thereby alleviating the issue.
If employees are to function at an optimum level of competence, it is vital that they feel supported and valued.
Employee counselling can be a vehicle to provide help in an effective, practical way.
It is through such help that individuals are motivated to understand and realize their own career potential, thus maximizing the chances of functioning in the best interests of the organization.
From India, Mumbai
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As suggested by ashish refer your job description first if it has counseling as a part than you should take active initiatives for same.
The focus of counselling sessions is to encourage discussion of personal and work-related difficulties.
This is often followed by the adoption of an active problem-solving approach to tackle the problems at hand.
The specific aims of employee counselling is to:
a. Explore and find key sources of difficulty.
b. Review individual’s current strategies and styles of coping.
c. Implement methods of dealing with the perceived problem by improving his/her interpersonal relations at work and/or improving personal performance,thereby alleviating the issue.
If employees are to function at an optimum level of competence, it is vital that they feel supported and valued.
Employee counselling can be a vehicle to provide help in an effective, practical way.
It is through such help that individuals are motivated to understand and realize their own career potential, thus maximizing the chances of functioning in the best interests of the organization.
From India, Mumbai
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Hello Priya,
In medical science, diagnosis is the key factor for prescribing the right medicine and treatment for the illness. This applies to HR as well, as they also deal with different kinds of human problems. From the brief details furnished by you, what I understand is that the case of the employee referred to by you falls under the category of a 'disengaged employee' since he is otherwise competent and has potential. A disengaged employee will not willfully neglect his work but shows no interest in working to his full potential. Therefore, the route that needs to be taken in his case is that of motivation. Counseling, in my view, needs to be resorted to in the case of an employee who willfully neglects his work, whiles away his time, adopts smart ways of avoiding work, or someone who is not able to concentrate on his work due to some personal problems.
To motivate a disengaged employee, you need to engage him, and thus it requires greater effort than counseling. The following suggestions may be of help:
1) Find out the reasons that disengage him. Is it the feeling that the job does not match his potential? Or is it that there is no recognition of his good work? Or is it a lack of training? Or is the conduct of the manager responsible? If so, the employee needs motivation and the manager needs counseling. This step is very important for HR to apply the right remedy.
2) In many cases, HR will be more concerned with finding ways to get an indifferent employee to work and try something that does not fit the bill, like counseling, etc. This may not cut ice with the disengaged employees since it does not answer their needs. Instead, HR shall think of creating an environment that helps the employee engage himself, like providing him with more challenging work or work that he finds more interesting, or providing freedom and removing controls as creative people love it, etc. You need to find ways of engaging him after finding out the reasons.
3) You need to involve his manager and draw up a plan to engage the employee concerned.
4) Thus you need to act as a facilitator or an agent to make the change happen rather than trying directly to effect the change.
This is my view, and I hope this helps.
B. Saikumar
In-house HR & labor law advisor
From India, Mumbai
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In medical science, diagnosis is the key factor for prescribing the right medicine and treatment for the illness. This applies to HR as well, as they also deal with different kinds of human problems. From the brief details furnished by you, what I understand is that the case of the employee referred to by you falls under the category of a 'disengaged employee' since he is otherwise competent and has potential. A disengaged employee will not willfully neglect his work but shows no interest in working to his full potential. Therefore, the route that needs to be taken in his case is that of motivation. Counseling, in my view, needs to be resorted to in the case of an employee who willfully neglects his work, whiles away his time, adopts smart ways of avoiding work, or someone who is not able to concentrate on his work due to some personal problems.
To motivate a disengaged employee, you need to engage him, and thus it requires greater effort than counseling. The following suggestions may be of help:
1) Find out the reasons that disengage him. Is it the feeling that the job does not match his potential? Or is it that there is no recognition of his good work? Or is it a lack of training? Or is the conduct of the manager responsible? If so, the employee needs motivation and the manager needs counseling. This step is very important for HR to apply the right remedy.
2) In many cases, HR will be more concerned with finding ways to get an indifferent employee to work and try something that does not fit the bill, like counseling, etc. This may not cut ice with the disengaged employees since it does not answer their needs. Instead, HR shall think of creating an environment that helps the employee engage himself, like providing him with more challenging work or work that he finds more interesting, or providing freedom and removing controls as creative people love it, etc. You need to find ways of engaging him after finding out the reasons.
3) You need to involve his manager and draw up a plan to engage the employee concerned.
4) Thus you need to act as a facilitator or an agent to make the change happen rather than trying directly to effect the change.
This is my view, and I hope this helps.
B. Saikumar
In-house HR & labor law advisor
From India, Mumbai
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Counseling is typically the responsibility of the 'reporting manager' who assigns/approves the Goals/KRAs of each of his/her team members. The basic purpose of counseling is to discuss how an employee's performance can be improved. The periodicity of counseling could differ from one role to another. For example, in a sales role, some managers prefer to have monthly counseling sessions. If improvement does not occur despite counseling, the level gets escalated to the Head of Deptt, who reviews the counseling notes vis-a-vis the goals & achievements and discusses with the employee various factors which hindered the performance. The purpose of the same is to remove all hindering factors & enable performance.
The role of HR is to facilitate putting in place the Counseling process for all employees, linking it with the Goals/KRAs setting, and tracking that each employee is counseled by his/her manager at least twice a year. In my opinion, HR needs technology interventions to manage this scenario.
From India, Delhi
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The role of HR is to facilitate putting in place the Counseling process for all employees, linking it with the Goals/KRAs setting, and tracking that each employee is counseled by his/her manager at least twice a year. In my opinion, HR needs technology interventions to manage this scenario.
From India, Delhi
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Hello Priya,
Counseling is 100% responsibility of HR; let's not forget that HR professionals are hired to look after the human assets of the organization. Facilitating is just passing the buck. HR needs to gather complete information in detail from a 360-degree perspective about the employee who needs counseling. Once the correct information is received, HR can plan counseling with either internal or external intervention. There is a gap between the boss and the reportee; that's why it has come to HR for counseling.
From India, Pune
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Counseling is 100% responsibility of HR; let's not forget that HR professionals are hired to look after the human assets of the organization. Facilitating is just passing the buck. HR needs to gather complete information in detail from a 360-degree perspective about the employee who needs counseling. Once the correct information is received, HR can plan counseling with either internal or external intervention. There is a gap between the boss and the reportee; that's why it has come to HR for counseling.
From India, Pune
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I refer to Narendra Raval's view. The term "facilitate" does not mean passing the buck. In an organisation's scenario (in a manufacturing set up), the real HR managers are line managers. HR is a staff function but, production, maintenance, production planning & control, quality control, etc. are line functions.
Thus for the counseling function, involve the concerned employees' department manager. HR should participate with the line manager in counseling an employee, but always keep the department manager in the loop. But for attending/solving any personal problem of an employee, HR can take an independent role.
Thanks R K Nair
From India, Aizawl
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Thus for the counseling function, involve the concerned employees' department manager. HR should participate with the line manager in counseling an employee, but always keep the department manager in the loop. But for attending/solving any personal problem of an employee, HR can take an independent role.
Thanks R K Nair
From India, Aizawl
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Dear Mr. Nair,
I appreciate your point, but I have experienced in most cases it's a "Boss & Reportee Relationship" except for a few "Mentor & Mentee Relationship". The average time (Years) spent together has significantly come down in today's dynamic situation. As an HR professional, I will not only facilitate but lead the process while keeping all concerns in the loop. We aim to develop line managers to be the real HR managers, but "Conflict of Interest" does exist there.
From India, Pune
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I appreciate your point, but I have experienced in most cases it's a "Boss & Reportee Relationship" except for a few "Mentor & Mentee Relationship". The average time (Years) spent together has significantly come down in today's dynamic situation. As an HR professional, I will not only facilitate but lead the process while keeping all concerns in the loop. We aim to develop line managers to be the real HR managers, but "Conflict of Interest" does exist there.
From India, Pune
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Dear Priya,
The term "HR" is an incomplete word. The full form should be HRM, i.e., "Human Resources Management," which includes Human Resources Development (HRD) as part of its responsibility. HRD, as part of HRM, essentially consists of training and counselling.
Regards,
Priya Bhasi
From India, Delhi
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The term "HR" is an incomplete word. The full form should be HRM, i.e., "Human Resources Management," which includes Human Resources Development (HRD) as part of its responsibility. HRD, as part of HRM, essentially consists of training and counselling.
Regards,
Priya Bhasi
From India, Delhi
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Dear Priya,
Such types of people are not rare but can often be found in any organization. Based on my practical experience, such employees mostly become the target of office politics and conspiracy by one or the other of his/her colleagues or superiors and would have earned discredit despite his talent, knowledge, efficiency, and discipline due to jealousy, revenge, etc., to get him ignored in career development programs or promotions.
So, better try to peep into his mind if he has been made to bear some great injustice at the hands of any of his superiors in the past.
From India, Delhi
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Such types of people are not rare but can often be found in any organization. Based on my practical experience, such employees mostly become the target of office politics and conspiracy by one or the other of his/her colleagues or superiors and would have earned discredit despite his talent, knowledge, efficiency, and discipline due to jealousy, revenge, etc., to get him ignored in career development programs or promotions.
So, better try to peep into his mind if he has been made to bear some great injustice at the hands of any of his superiors in the past.
From India, Delhi
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Hello, In context of Main question I would like to ask all, Is giving Motivational Lectur to Employees is also a part of HR Duties..? Please Note it is not written in my JD.
From India, Indore
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From India, Indore
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Giving motivational lectures is not a part of HR duties. However, HR can arrange in-house training for employees periodically and organize training sessions on topics such as "Motivation," "Time Management," "Finance for Non-Finance Departments," "Personality Development," "Communication Skills," "Interpersonal Relations," etc. HR should also involve other department managers for their recommendations and identification of training needs mentioned in employees' appraisal forms.
Thanks,
R K Nair
From India, Aizawl
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Thanks,
R K Nair
From India, Aizawl
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Giving motivational training may not be part of a particular HR's job description; however, creating an environment that motivates a disengaged employee will definitely be part of HR functions.
B. Saikumar
HR & Labour Law Advisor
From India, Mumbai
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B. Saikumar
HR & Labour Law Advisor
From India, Mumbai
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HR is a bridge between employee and employer. Whatever the employee tells you as a grievance, you have to inform the management and try to solve it or provide a reply to the employee.
Similarly, if the management instructs you to counsel somebody regarding their work or discipline, you must call, educate, or counsel that person or group. It is your duty.
From India, Hyderabad
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Similarly, if the management instructs you to counsel somebody regarding their work or discipline, you must call, educate, or counsel that person or group. It is your duty.
From India, Hyderabad
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Hey Priya,
Counselling can't be done by everyone. If you think you can conduct the counselling session, go ahead. When it comes to that particular employee, all you need to do is motivate him in his respective job. At least because of your motivation, he might take the initiative to develop himself.
All the best,
Thanks
PS
From India, Chennai
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Counselling can't be done by everyone. If you think you can conduct the counselling session, go ahead. When it comes to that particular employee, all you need to do is motivate him in his respective job. At least because of your motivation, he might take the initiative to develop himself.
All the best,
Thanks
PS
From India, Chennai
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Read your offer/appointment letter carefully. As far as I know, an HR is responsible for counseling only if he/she finds that employees are resigning from the company at a constant rate. He/she needs to talk to the employee about any reasons/situations in the office that may have led them to leave the job.
From India
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From India
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