Psdhingra
Legal Analyst, Hrm
Rkn61
Hr Manager
Lavika Yadav
Manager-hr
B K BHATIA
Director Of Company
+5 Others

Thread Started by #Priya Bhasi

Hi, Do you think an HR responsible for Employee counselling Regards, Priya
19th March 2014 From India, Trivandrum
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 sometime its Indirect.Being a HR its your responsibility and moral duty to pay attention to employees attitude,problems and understand their problems and provide them genuine way to sort out these problems.If an employee would be healthy,cheerful and focused company will definitely grow.

Sometimes respective seniors of that persons who required counselling are too busy to notice their requirements and it makes employees more unrest..Then its time to take a HR an initiative to counsel that employee.It will bring an employee Much closer..They will feel an emotional security on workplace and even in future they will discuss their queries and problems more freely.After couselling and watching them improved will also make a HR happy..It will be an addition to your skills also.

Seniors correct me if I am wrong somewhere as I have just put my views according to my knowledge.
19th March 2014 From India, Mohali
Dear
Why HR should take a lead role in counselling?. HR should facilitate counselling if required.
It shall be the responsibility of the Head of Department for counselling of the employees working
in the department.
Thanks.
R K Nair
19th March 2014 From India, Aizawl
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 not taking any initiative to develop his leadership skills.he is just doing his work only.Though very tough employee to handle,I had a very long discussion with him.He has improved just for two days and again back to the old pathetic situation.Now i do not have any idea how to approach on this matter and management is blaming me for this. Inspite of all these he is a good resource.
Experienced professionals,please suggest me solutions
Regards
Priya
19th March 2014 From India, Trivandrum
Hello Priya,
As per my knowledge Counseling it self is a big profile, Please see your job description if it covers word counseling than you have to do.
Priya to educate current employees on any subject we needs to maintain good Training and development department, organize the good training on topic leadership,ask your management to provide trainer who can train your current employees.
Thanking you,
Regards,
Ashish
19th March 2014 From India, Pune
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.
19th March 2014 From India, Mumbai
Hello Priya

In medical science, diagnosis is the key factor for prescribing right medicine and treatment for the illness.This applies to HR too as they also deal with different kind 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 '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 rout that needs to be taken in his case is that of motivation..Counselling, in my view , needs to be resorted to,in case of an employee who willfully neglects his work or whiles away his time or adopts smart ways of avoiding work or some one 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 counselling.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 lack of training? or is it the conduct of manager responsible? if so, the employee needs motivation and the manager needs counselling. This step is very important for HR to apply right remedy.

2) In many cases the 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 counselling etc.This may not cut ice with the disengaged employees since it does not answer their need. Instead the HR shall think of creating an environment that helps the employee to engage himself like providing him with more challenging work or the work which he finds more interesting or providing freedom and removing controls as creative people love it etc. You need to find the 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 to happen rather than trying directly to effect the change.

This is my view. and hope this helps.

B.Saikumar

In house HR & labour law advisor


19th March 2014 From India, Mumbai
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. Purpose of the same is to remove all hindering factors & enable performance.

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 in a year. In my opinion, HR needs technology interventions to manage this scenario.
19th March 2014 From India, Delhi
Hello Priya,
Counselling is 100% responsibility of HR, let's don't forget that HR professional is hired to look after Human Asset of the organisation. Facilitating is just passing the buck. HR needs to gather complete information in details from 360 Degree perspective about the employee who needs counselling. once correct information is received HR can plan counselling with either internal or external intervention. There is a gap between Boss & Reportee that's why it has come to HR for counselling.
21st March 2014 From India, Pune
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 counselling function, involve the concerned employees Department manager. HR should participate with line manager in counselling of an employee, but always keep the Department manager in the loop.
But for attending/solving any personal problem of employee, HR can take an independent role.
Thanks
R K Nair
21st March 2014 From India, Aizawl
Dear Mr. Nair,
appreciate your point, but i have experienced in most of the cases it's "Boss & Reportee Relationship" except few "Mentor & Mentee Relationship". Average time (Years) spend together has significantly come down in today's dynamic situation. I being HR professional will not only facilitate but lead the process with keeping all concern in loop. We develop line managers to be the real HR managers but "Conflict of Interest" do exist there.
21st March 2014 From India, Pune
Dear Priya,
The term "HR" is incomplete word. The full form should be HRM, i.e., "Human Resources Management" which includes Human Resources Development (HRD) as part of its reponsibility. HRD, as part of HRM, essentially consists of training & counselling.
21st March 2014 From India, Delhi
Dear Narendra,
Conflict of interest is an integral part of the diverity of attitudes, perceptions, ethics & egos persisting amongst the various functionaries. That is an unavoidable part of the management, but right thinking & right approach of the management helps in subsiding such conflicts. For that patience, friendly attitude and persevenance of HR professionals is quite essential, not mere bossism.
21st March 2014 From India, Delhi
Dear Priya,
Such type of people are not rare, but can often be found in any organisation. As per 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 in spite of his talent, knowledge, efficiency and discipline out of some zealousy, revenge, etc., to get him ignored in career development programs or promotions.
So, better try to peep in to his mind if he has been made to bear with some great injustice in the hands of any of his superiors in the past.
21st March 2014 From India, Delhi
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.
22nd March 2014 From India, Indore
Giving motivational lecture is not a part of HR duty. However, HR can arrange In-house training for employees periodically, and arrange to impart training
on, say, for e.g. "Motivation",, "Time management" , "finance for non-finance department" , "personalty development", "communication skills"
"inter-personal relations", etc.etc.to employees concerned. But this too, HR should involve other Department managers, for his recommendation/
identification of Training Needs mentioned in their appraisal forms.
Thanks.
R K Nair
22nd March 2014 From India, Aizawl
Giving motivational training may not be part of a particular HR's job description,creating an environment that should motivate a disengaged employee will definitely part of Hr functions.
B.Saikumar
HR & Labour law Advisor

23rd March 2014 From India, Mumbai
HR is a bridge between employee and employer. whatever the employee tells to you as grievance, you have to inform to the management and try to solve or have to give reply to him.
Similarly, if the management tells to you to counsel somebody about his work, and discipline, you have to call, educate/counsel such person or group. It is your duty.
23rd March 2014 From India, Hyderabad
Hey Priya,
Counselling cant be done by everyone. if u think you can conduct the counselling session go ahead, When coming to that particular employee all you need to do his motivate(instead of making sessions on counselling) him in his respective job atleast bcoz of your motivation he might take initative to develop himself.
All the Best
Thanks
PS
25th March 2014 From India, Chennai
Read your offer/ appointment letter carefully about it. As far as I know an HR is responsiblefor counselling only if s/he finds that employees are resigning the company at a constant rate. S/he needs to talk to the employee about any reasons/ situations in the office that may have lead them to leave the job.
14th April 2014 From India
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