Human resource management ppt

1. HUMAN RESOURCE MANAGEMENT
TOPIC: EMPLOYEE COUNSELLING CONCEPT, POTENTIAL APPRAISAL CONCEPT,
ENSURING SAFETY AND HEALTH
PRESENTED BY :-
MEHAK (220604001)
NEERAJ (220604002) PRESENTED TO :-
ANSHUL (220604036) DR. AMITA
BBA(GENERAL)
3RD SEMESTER

2. EMPLOYEE COUNSELLING CONCEPT :-
MEANING :
 Counselling is described as the help provided by the supervisor to the
subordinates in analyzing their performance and other behavior's on the
job, in order to improve their performance. Counselling is also used
sometimes in the sense of coaching and reviewing one’s performance.
Such a review identifies not only the potential for development but also
the training needs for further improvements.
 At many points to time in life or career people come across some problem
either in their work or personal life when it starts influencing and affecting
their performance and increasing their stress life.
 Counselling is a method of understanding and helping individuals who
have technical, personal and emotional adjustment problems interfering
with their work performance.

3. DEFINITION :
 According to Keith Davis – Employee counselling involves a
discussion of an emotional problem with an employee with the
general objective of decreasing it.
 Counselling is a two-way process in which a counsellor provides
help to the workers by way of advice and guidance. There are
many occasions in work situations when a worker feels the need
for guidance and counselling. The term ‘counselling’ refers to
the help given by a superior to his subordinate in improving the
latter’s performance.
 The implication of this definition are as under:
 Deals with emotional problem
 Is an act of communication
 Is generally used to understand and or decrease an employee’s
emotional disorder
 Can be done by the managers and professionally both

4. FEATURES :-
 It tries to improve organizational performance by helping the employees
to cope with their problems.
 Deals with emotional problems of the employees and not deal with other
difficulties of job.
 Exchange of ideas between two persons. Based upon discussion the
counsellor and counselee.
 The purpose of employee counselling to understand and employee
problems
 Helps to understand employee performance.
 Counselling can be provided to the management; it will help the
organization to be more human and considered with the emotional
problems of employees.
 Does not limit to professional counsellors only .

5. NEED :-
Therefore, following are some of the reasons as to why there should be
counselling at work places:
A. There is a need for the employees to come out from the problems, gives a new way to
deal with the problems.
B. The employees need to know as to how much the employer care for the employee.
C. There is also a need to identify the work related problems and the poor performance.
D. There is a need to increase the productivity of employee and the confidence about the
work.
OBJECTIVES :-
A. Counselling is an exchange of ideas and feelings between two persons.
B. Increasing their self confidence
C. Encourage employee growth and self-direction
D. Helping employees to have a better understanding of the environment.
E. To solve a wide range of problems
F. Providing employees an atmosphere for sharing and discussing their tension, conflicts,
concerns, and problems.

6. CAUSES :-
 Conflicts: Due to interpersonal and intergroup conflicts.
 Frustration: Is the result of motivation drive being blocked to prevent one
from reaching a desire goal
 Stress: Conditions of strain on one’s emotions, thought process and
physical conditions that seem to threaten one’s ability to cope with
environment. stress may be the job or off the job.
FUNCTIONS OF COUNSELLING :-
The general objective of counselling is to help the employees in dealing with
their emotional problems so that they can work well for the accomplishment
of common goals and gain self-confidence and self-control.

7.  Advice
 Re-Assurance
 Release of tension
 Reorientation
 Clarified Thinking
Advice: Some judgement about the emotional feeling of a person and to suggest
the necessary course of action. advice is giving is a routine counselling
matter between the worker and a supervisor.
Re-Assurance: Is a way of giving courage to a worker to face a problem or to a
pose a confidence in himself that he is following the right path. But it should
be given at that moment
Release of tension: Also called emotional catharsis. people tend to get an emotional
release from their frustration.
Reorientation: Involves a change in employee’s psychic self through change in
basic goals and values. it needs a revision of worker’s level of aspiration to
bring it more in line with actual attainment.

8. TYPES OF COUNSELLING :-
I. Directive Counselling
II. Non- Directive counselling
III. Co-Operative counselling
DIRECTIVE COUNSELLING :
 The counsellor hears the employee’s and decide what
employee should do. Motivate employee.
 Process of giving an advice to a major extent
 Must reassure, communicate, give emotional release and to
minor extent clarify thinking

9. NON – DIRECTIVE COUNSELLING :
 Just opposite of directive counselling
 Is a process of skilfully listening and encouraging a
counselee to explain emotional problem and understand
then and determine appropriate solutions.
 The supervisors also use this method to work more
effectively.
 Basic idea in this counselling is to get the employees to
discuss feeling to explore solutions and to make wise
decision

10. CO-OPERATIVE COUNSELLING :
Uses the cooperative efforts to both the counsellors and counselee.
Is a mutual counsellor – counselee relationship that establishes a co-
operative exchange of idea to solve a counsellor’s problems.
The manager in his role as co-operative counsellor, applies four
counselling functions of:
 Reassurance
 Communication
 Emotional release
 Clarified thinking

11. POTENTIAL APPRAISAL :-
MEANING :
 The potential appraisal refers to the appraisal i.e.
identification of the hidden talents and skills of a
person.
 The person might or might not be aware of them .

12.  Potential Appraisal is a process of determining an
employee’s strengths and weaknesses with a view to
use this as a predictor of his future performance .
 Potential Appraisal is a feature – oriented appraisal
whose main objective is to identify and evaluate the
potential of the employees to assume higher positions
and responsibilities in the organizational hierarchy .

13. PURPOSE OR NEED:-
 To inform employees of their future prospects .
 To update training and recruitment activities .
 To advice employees about the work to be done to enhance
their career opportunities .
 To enable the organization to draft a management succession
programmed .
 Motivate the employees to further develop their skills and
competencies .

14. INDICATORS OF POTENTIAL APPRAISAL :-
 Sense of reality
 Imagination
 Power of analysis
 Breadth of vision
 Persuasiveness

15. TECHNIQUES :-
Some of the techniques used in potential appraisal are:
 Self-appraisals
 Peer appraisals
 Superior appraisals
 Management games like role playing
 MBO
 Leadership Exercises

16. SELF-APPRAISAL :
A self-appraisal form is prepared , which is required to be filled by the
employees .
PEER APPRAISAL :
Peer appraisal is a type of feedback where employees write a review of their
fellow co-workers during performance evaluation .
SUPERIOR APPRAISAL :
The superiors are always required to carry out appraisal in every setup, which
may be defined as a annual appraisal by confidential reports or any other way .

17. EMPLOYEE HEALTH AND SAFETY : -
Health includes physical, mental and emotional state of an
individual.
The factories act of 1948 , a key piece of legislation in India, is
designed to ensure the safety , health, and welfare of workers
employed in factories . Safety, within the context of this act,
pertains to the presentation of accidents and the mitigation of
risks arising from the manufacturing process . The act mandates
the installation and maintenance of machinery to guarantee
work’s safety.
 The promotion and maintenance of physical, mental and
social well- being of all workers in all occupation.
 Prevention among workers of ill health caused by the
working conditions.
 Protection of workers in their employment from risk
resulting form factors adverse to health.
 Placing and maintenance of worker in an occupational
environment adapted to his physical and psychological
equipment.

18. NEED OF EMPLOYEE HEALTH AND SAFETY :-
 Reduce employee illnesses and injuries
 Reduce health and safety hazards
 Careful handling
 Avoid serious consequences
 Reduce cost
 Improves the Employability of workers
 Safety improves quality
 Employees turnover

19. HEALTHANDSAFETY MEASURES IN ORGANIZATIONS :-
 Safety program
 Safety committees
 Employee involvement
 Assessment of risks
 Safety discipline
 Safety training
 Inspection
 Proper working conditions
 Safety devices

20. STEPS IN SAFETY PROGRAM:-
SAFETY PLAN
STRATEGIC CHOICES
DEVELOPMENT OF SAFETY POLICY
ORGANIZATION FOR SAFETY COMMITTEE
ANALYSIS OF CAUSES FOR ACCIDENTS
IMPLEMENTATION OF THE PROGRAMME
EVALUATION OF EFFECTIVENESS

21. REFERENCES : -
 Padmasiri, Dinithi & Jayatilake, Lakmini. (2014). A review of Employee
Counselling. Kelaniya Journal of Human Resource Management. 09. 83-94.
 https://www.economicsdiscussion.net/human-resource-management/employe…
 Gomathy, C K & Hemalatha, C. (2021). A STUDY ON EMPLOYEE SAFETY AND
HEALTH MANAGEMENT.
 https://www.researchgate.net/publication/351102313_
 Safety, Health and Environment at Work Place | Ministry of Labour & Employment
Government of India.
 https://www.slideshare.net/HappySingh14/potential-appraisal-14167693
 www.google.com

22. THANK YOU …