COUNSELLING, COACHING, AND MONITORING

 COUNSELLING, COACHING, AND MONITORING


Counselling refers to the providing support for the employees to enhance their quality level of the life. Mostly low-level employees of the company will face lot of difficulties due to inability to manage their small problems related to personal life and work life. Their knowledge, experience and exposures will not be sufficient to resolve their issues, and this will adversely be affected to the increase the stress level of employees. Hence from the company’s perspective, there should counseling services to manage employees’ life. Also, there will be a nominated party in the company when an employee needs to get counseling services for the issue. This method will improve communication and interpersonal skills and same will enhance self-confidence and self-esteem. Employees have the ability to change their lives in accordance with the counseling service.


To achieve the overall objectives of the company coaching and monitoring are very important. The company should provide goals and objectives for the employees to provide self-motivation for them to achieve the provided target. Employees may need support from their supervisors to achieve their goals and leaders should provide proper direction for employees to get success in the company Stahl, G., & Kurshid, A. (2000). From the company’s perspective there should be proper training and opportunities, motivation factors and advice whenever necessary to add more value to the company.

Top Management was assigned a workshop leadership to   do coaching, monitoring and counselling a new set of interns. These interns were undergoing some probationary disciplinary action as they have been caught consuming alcohol during officer hours. I was able to very effectively use Our experience and knowledge gained through the curriculum to understand the mindset that these young teenage in terms were having. Then explained them the significance of maintaining a good   reputation using many case studies and examples.


They were very reluctant to participate the workshop initially. But later with my effective coaching and counselling they started their homework and also activity participate in the worship.

Through this experience and through curriculum learning was able to assert that counselling, coaching and monitoring are a very important part of the scope of human resources management. When a company recruit a new employee for the company he will be not perfectly matched with the existing culture of the company. The company has a specific reason for the selection of employees for the relevant vacancy. If they recruit a manager for a particular area, he has responsibility for the job. To get the maximum output from an employee it is very important to provide counselling when he starts the job, and this will help to reduce the conflict between the employee and the management. As an example, if a company recruit a finance manager for the company, he is supposed to get counselling related to the job. This will provide a facility for the employee to plan and perform well their roles and responsibilities for the success of the company P., & Nawaratne, N. N. J. (2015). Also coaching is very important for a company. Especially employees in low-level posts should have proper coaching activities. As an example, in the garment factory when an employee recruits for the post of machine operation he or she should have proper coaching to work. This helps them to perform their job role in perfect ways. Also, this counselling and coaching should introduce and implement on a continuous basis. As an example, there should be all level employees involved in this. Sometimes companies do have not facilities to provide counselling and coaching for the top managers.  Hence, they have the option to get the outsource companies’ support to implement this activity. All these activities will help to increase the value addition of the employee and ultimately it will help to increase the overall performance of the company S., & MacMillan, I. C. (1984). Monitoring is a very important part of the company. From the low-level employee to the top-level management there should be a proper mechanism to monitor the job-related performance of all staff of the company. This will help to identify discrepancies and to get corrective action to avoid those.

References  Emerald Insight

Aydan, Z., Kanungo, R., Mendonca, M., Yu, K., Deller, J., Stahl, G., & Kurshid, A. (2019). Impact of culture on human resource management practices: A 10‐country comparison. Applied psychology, 49(1), 192-221.

Arul rajah, A. A., Olathe, H. H. D. N. P., & Nawaratne, N. N. J. (2018). Green human resource management practices: A review.

Schuler, R. S., & MacMillan, I. C. (2019). Gaining competitive advantage through human resource management practices. Human resource management, 23(3), 241-255.



Comments

  1. Layanjalie FernandoDecember 8, 2022 at 3:36 PM

    Interesting article Zaheem, further to you content, Shinde & Bachhav (2017) states that in today’s context the role of manager is taking for form of a coach.& the relationship between the manager & the employee is changing. managerial coaching effect the individual and organizational effectiveness.

    ReplyDelete
  2. Mohamed InsaffDecember 9, 2022 at 12:18 AM

    Agreed Layanjalie, just want add that, Despite some debate over the distinction between mentoring and coaching (D'Abate, Eddy, and Tannenbaum 2003; Garvey 2004), mentoring typically has a tendency to be more developmental (here helping mentees to grow and understand how to be entrepreneurs),

    ReplyDelete
  3. RahmanDecember 10, 2022 at 3:29 AM

    Engaging content. in the future it also encouraged as a self manager to monitor and evaluate own self performances.

    ReplyDelete
    Replies
    1. RahmanDecember 14, 2022 at 7:16 AM

      Engaging content. in the future it also encouraged as a self manager to monitor and evaluate own self performances. (Paauwe, J., 2009)

      Delete
  4. Manodya PereraDecember 10, 2022 at 4:13 AM

    Well explained Zaheem. Furthermore, Employee counselling at the workplace is, discussion of an employee’s problem that usually has an emotional content to it in order to help the employee cope with the situation better (Ajila, & Adetayo 2013) and according to Gerstmanm (2014) aim of the employee counselling is to assist both the employer and employee by intervening with an active problem-solving approach to tackling the problems at hand.

    ReplyDelete

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