Human Resources Management and Counselling
I have Attached Human Resources Management and Counselling
QUESTIONNAIRE
The researcher hypothesizes that the HR professionals can bring about a significant change in the personal life of employees and not only their professional life. The questionnaire is to understand the existing relationship between counselling & HRM and scope for counselling among the HR professionals.
(Email completed questionnaire to à [email protected])
A. Have you noticed/ felt your employee searching for guidance from you (as an HR)? [Highlight your answer]
[1= Never]— [2=Rarely]-—[3= Sometimes]—-[4= More than often]-—[5= All the time]
B. On a scale from 1 to 5 rate the following psycho-social problems that you have noticed in the workplace.
1= Never noticed; 2= Mentioned by others; 3= Sometimes noticed; 4= More often noticed it; 5= Noticed it & measures taken (optional-mention the measures taken) [Highlight your answer]
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1. Harassment: (physical/emotional) [1]–[2]– [3]–[4]–[5] 2. Panic & Phobia: [1]–[2]– [3]–[4]–[5] 3. Aggressive & Short temper : [1]–[2]– [3]–[4]–[5] 4. Preoccupied and Disturbed : [1]–[2]– [3]–[4]–[5] 5. Needy for approval : [1]–[2]– [3]–[4]–[5] 6. Inferiority complex : [1]–[2]– [3]–[4]–[5] |
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7. Withdrawn & Isolated : [1]–[2]– [3]–[4]–[5] 8. Obsessive & Compulsive Behavior : [1]–[2]–[3]–[4]–[5] 9. Stress & Anxiety: [1]–[2]– [3]–[4]–[5] 10. Mood Swings : [1]–[2]– [3]–[4]–[5] 11. Adjustment Issue (role & team) : [1]–[2]– [3]–[4]–[5] 12. Frequent Absenteeism due to illness : [1]–[2]– [3]–[4]–[5] |
C. Rate on a scale from 1 to 5 your awareness of counselling principles and skills. [Highlight your answer]
[1= Never Heard it; 2 = Over Heard it; 3 = Aware of it; 4 = Understand the concept; 5 = Practice it]
1. Unconditional acceptance: [1] —– [2] —– [3] —– [4] —– [5]
2. Unconditional Confidentiality: [1] —– [2] —– [3] —– [4] —– [5]
3. Active listening: [1] —– [2] —– [3] —– [4] —– [5]
4. Non advice giving attitude: [1] —– [2] —– [3] —– [4] —– [5]
5. Responding on content level, feel level and meaning level: [1] —– [2] —– [3] —– [4] —– [5]
6. Empathy & Empathic understanding: [1] —– [2] —– [3] —– [4] —– [5]
7. Transference & counter-transference: [1] —– [2] —– [3] —– [4] —– [5]
D. Would counselling the employees to manage their life’s highs and lows effectively result in quality contribution of time spend in the organization? [Highlight your answer]
(a) Have not thought about it like that (b) I don’t think there will be any difference
(c) Maybe to some extend sometimes (d) Yes, it would be useful
(e) I feel there will be an absolute improvement in results
E. Is it practical for an HR professional to manage the role of a non specialist counselor [a person who understands the principles and techniques of counselling, but it is not their primary role to counsel].
Rate your answer on a practicality scale of 1 to 10. [Highlight your answer]
Not Practical — [1] — [2] — [3] — [4] — [5] — [6] — [7] — [8] — [9] — [10] —- Highly Practical
REASON (optional):
NOTE: If you are interested in explaining your point of view further kindly put it down with out hesitation!
Click Here To Download Human Resources Management and Counselling
Categories: HR Tags: Counselling, Human, Management, Resources
Human Resources Management and Counselling
I have Attached Human Resources Management and Counseling
Questionnaire
QUESTIONNAIRE
The researcher hypothesizes that the HR professionals can bring about a significant change in the personal life of employees and not only their professional life. The questionnaire is to understand the existing relationship between counselling & HRM and scope for counselling among the HR professionals.
(Email completed questionnaire to à [email protected])
A. Have you noticed/ felt your employee searching for guidance from you (as an HR)? [Highlight your answer]
[1= Never]— [2=Rarely]-—[3= Sometimes]—-[4= More than often]-—[5= All the time]
B. On a scale from 1 to 5 rate the following psycho-social problems that you have noticed in the workplace.
1= Never noticed; 2= Mentioned by others; 3= Sometimes noticed; 4= More often noticed it; 5= Noticed it & measures taken (optional-mention the measures taken) [Highlight your answer]
|
1. Harassment: (physical/emotional) [1]–[2]– [3]–[4]–[5] 2. Panic & Phobia: [1]–[2]– [3]–[4]–[5] 3. Aggressive & Short temper : [1]–[2]– [3]–[4]–[5] 4. Preoccupied and Disturbed : [1]–[2]– [3]–[4]–[5] 5. Needy for approval : [1]–[2]– [3]–[4]–[5] 6. Inferiority complex : [1]–[2]– [3]–[4]–[5] |
|
7. Withdrawn & Isolated : [1]–[2]– [3]–[4]–[5] 8. Obsessive & Compulsive Behavior : [1]–[2]–[3]–[4]–[5] 9. Stress & Anxiety: [1]–[2]– [3]–[4]–[5] 10. Mood Swings : [1]–[2]– [3]–[4]–[5] 11. Adjustment Issue (role & team) : [1]–[2]– [3]–[4]–[5] 12. Frequent Absenteeism due to illness : [1]–[2]– [3]–[4]–[5] |
C. Rate on a scale from 1 to 5 your awareness of counselling principles and skills. [Highlight your answer]
[1= Never Heard it; 2 = Over Heard it; 3 = Aware of it; 4 = Understand the concept; 5 = Practice it]
1. Unconditional acceptance: [1] —– [2] —– [3] —– [4] —– [5]
2. Unconditional Confidentiality: [1] —– [2] —– [3] —– [4] —– [5]
3. Active listening: [1] —– [2] —– [3] —– [4] —– [5]
4. Non advice giving attitude: [1] —– [2] —– [3] —– [4] —– [5]
5. Responding on content level, feel level and meaning level: [1] —– [2] —– [3] —– [4] —– [5]
6. Empathy & Empathic understanding: [1] —– [2] —– [3] —– [4] —– [5]
7. Transference & counter-transference: [1] —– [2] —– [3] —– [4] —– [5]
D. Would counselling the employees to manage their life’s highs and lows effectively result in quality contribution of time spend in the organization? [Highlight your answer]
(a) Have not thought about it like that (b) I don’t think there will be any difference
(c) Maybe to some extend sometimes (d) Yes, it would be useful
(e) I feel there will be an absolute improvement in results
E. Is it practical for an HR professional to manage the role of a non specialist counselor [a person who understands the principles and techniques of counselling, but it is not their primary role to counsel].
Rate your answer on a practicality scale of 1 to 10. [Highlight your answer]
Not Practical — [1] — [2] — [3] — [4] — [5] — [6] — [7] — [8] — [9] — [10] —- Highly Practical
REASON (optional):
NOTE: If you are interested in explaining your point of view further kindly put it down with out hesitation!
Click Here To Download Human Resources Management and Counselling Questionnaire
Categories: HR Tags: Human, Management, Resources
Management Job Interview Questions
Management job interview questions are designed to explore the candidate’s management-related competencies and personal management style. Popular manager interview questions are outlined with practical answers.
Click Here To Download Management Job Interview Questions
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Categories: Sample Interview Questions Tags: Interview, Job, Management
Difficult Interview Questions about Management
12 difficult interview questions about management
I. Contents of difficult interview questions
Questions below will help you interview candidates about their management skill at difficult level.
II. Difficult interview questions of management skill
1. What do you look for when you hire people?
2. Tell me about a time when you had to deal with a co-worker who wasn’t doing his/her fair share of the work. What did you do and what was the outcome?
3. Are you a good manager? Can you give me some examples? Do you feel that you have top managerial potential?
4. Give me an example of a time when you took the time to share a co-worker’s or supervisor’s achievements with others?
5. Tell me about a time that you misjudged a person?
6. How do you get along with older (younger) co-workers?
7. What is your management style?
8. How do you deal with authority?
9. What qualities do you feel a successful manager should have?
10. What is your biggest strength as a manager?
11. How to do measure your own effectiveness?
12. Have you worked with someone you didn’t like? If so, how did you handle it?
Click Here To Download Difficult Interview Questions about Management
Categories: Sample Interview Questions, Tough Interview Questions Tags: Interview, Management
Management By Objectives (MBO)
1. Definition of Management By Objectives (MBO)
• MBO is a process in which managers / employees set objectives for the employee, periodically evaluate the performance, and reward according to the result.
• MBO focuses attention on what must be accomplished (goals) rather than how it is to be accomplished (methods).
2. Classification of Objectives
• Corporate objectives
• Functional objectives
• Individual objectives
3. Conditions of Management By Objectives
An objective must be satisfied SMART conditions:
• Specific,
• Measurable,
• Achievable,
• Relevant, and
• Time-Specific.
4. Advantages of MBO
• It is based on the assumption that the individual (employee) knows more than anyone else about her/his own capabilities, needs, strengths, weaknesses and goals.
• A further advantage of MBO is that the emphasis is on the future rather than on the past. Appraisal thus becomes a means to a constructive end.
Categories: Compensation and Benefits, Performance Appraisal Methods, Performance management Tags: Management, MBO, Objectives
Knowledge Management PPT
Sharing Knowledge Management PPT.
Categories: HR Tags: Knowledge, Management
Attendance and Leave Management Format
Please find attached Attendance and Leave Management Format.
Categories: HR Tags: Attendance, Format, Leave, Management