Human Resources (HR) Manager’s Roll as a Counsellor in the
Workplace…….
Who is HR Manager/ Human Resources Manager?
The HR
(Human Resources) Manager is a professional responsible for overseeing the
people-related functions within an organization. His role involves managing
employee relations, hiring, training and development, compensation and
benefits, and other personnel-related matters.
The HR Manager’s role as a Counsellor.
Like other
roles, the HR manager has a major role as a Counsellor in the organization too. As a counsellor, the HR manager
may provide support and guidance to employees who are experiencing personal or
work-related problems, such as stress, conflict, harassment, or discrimination.
He may also act as a mediator to resolve disputes between employees or between
employees and management.
(Randhawa, 2007) discuss as in the past, the HR Manager’s main role was the procure and maintain a committed workplace. But with the increasingly critical nature of problems, the role of the HR manager has changed into a complex model. The present HR manager has a role as a counsellor who is handling problems related to many areas such as health, work, finances, and family. etc which the employees of the organization faced.
Personal/ Work-related issues faced by the Employees in the
Organization
Personal
issues experienced outside of the organization and Work-related issues experienced
within the organization. Anyway, both issues finally affect in organization
because both types of issues are employee related. The most common areas of the
issues or problems that the employees are experiencing and the HR manager should
approach can identify as per the below diagram.
Objectives of Counselling.
There
are many objectives of counselling in an organization and several major
objectives can identify as,
v
Enhance
organizational performance.
The primary objective of organizational counselling is to enhance the performance of the organization.
v
Develop
effective leadership.
It helps in developing effective leadership by providing the
organization's leaders with the necessary skills and knowledge to lead the
organization effectively.
Communication is a must for the smooth functioning of any organization. Counselling helps in improving communication
within the organization by establishing clear communication channels, which
ensure that everyone is on the same page.
Counselling aims to improve
employee satisfaction and morale and it helps employees to feel more valued,
which leads to greater job satisfaction and increased productivity.
Conflicts are inevitable in any organization. Counselling helps to
identify and resolve conflicts between employees and different departments
within the organization.
Counselling encourages creativity and innovation. It allows employees the
freedom to explore new ideas and take risks, which can lead to new products,
services, and processes.
(Bishnoi, 2023) discuss eight types of counselling mostly
used in an organization as;
The counsellor provides advice, feedback, and direction to guide the client towards specific goals or solutions.
2.
Nondirective Counselling.
The counsellor provides a supportive and non-judgmental
environment for the client to explore their thoughts, feelings, and behaviour
without providing advice or direction.
The counsellor and employee work together to identify and
solve problems, emphasizing collaboration and mutual respect.
The counsellor and employee work as equal partners in the
therapeutic process, emphasizing client autonomy and self-determination.
Gradually exposing the individual to the object or situation
they fear in a controlled and safe environment to reduce sensitivity to
fear-inducing stimuli.
Release of repressed emotions through talking about them to
lead to their resolution.
Understanding the underlying causes of problems and how behaviour
and thoughts are connected to emotions.
Replacing negative patterns of behaviour and thought with
more positive ones through developing new ways of thinking and behaving.
Conclusion
The
role of the HR manager as a counsellor in the workplace is crucial in ensuring
a healthy and productive work environment. The HR manager can provide guidance
and support to employees who may be struggling with personal or work-related
issues that may be impacting their performance or well-being. By providing
counselling services, the HR manager can help employees address their concerns,
improve their coping skills, and develop strategies to overcome challenges.
This, in turn, can lead to a more engaged and motivated workforce, lower
turnover rates, and increased productivity. Therefore, HR managers need to
possess strong counselling skills and be able to provide a safe and
confidential space for employees to seek support and guidance
References:
Bishnoi, P. (2023) Employee counselling: meaning, concepts, types, benefits and challenges.[Online]Economicsdiscussion. net. Available from: https://www.economicsdiscussion.net/human-resource-management/employee-counselling/employee-counselling-meaning-concept-types-benefits-and-challenges/31639 [Accessed 03 April 2023]
Randhawa, G. (2007) Human resources management. [Online] New
Delhi: Atlantic Publishers & Distributors (P) Ltd. Available from https://www.google.lk/books/edition/Human_Resource_Management/MmYiX5JxPY8C?hl=en&gbpv=1&dq=role+of+hr+manager+as+a+counsellor&pg=PA13&printsec=frontcover [Accessed 01 April 2023]
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Hi Gayantha,Good attempt at counseling but be careful as below.
ReplyDeleteIt is possible for an HR manager to act as a counselor for employees, but there are several potential disadvantages to this approach. These include conflict of interest, lack of expertise, confidentiality concerns, role confusion, and potential conflicts of interest. It may be better to have a separate counseling department or to bring in outside professionals to handle employee counseling.
Yes, Kamal, that is a good comment. The HR manager cannot do all of those works individually. But this is group work done by an HR team and supervised and led by the HR manager. To overcome the disadvantages raised by you, can establish an Employee Assistance Program (EAP) that provides confidential counselling and support services to employees. This program can be managed by an external service provider or an internal team of qualified counsellors trained to handle a wide range of personal and work-related issues that employees may face under the supervision of the HR manager.
DeleteThe EAP should operate independently of the HR Department, and have a separate reporting structure to ensure that confidentiality is maintained and conflicts of interest are avoided. The HR department can promote the EAP services to employees and provide them with information on how to access them, but they should not be involved in the counselling sessions or have access to the content discussed.
Hi Gayantha, You get my point. Thank you.But you have to be carefull again,
DeleteThe Employee Assistance Program (EAP) is a counseling service offered to employees to help them deal with personal or work-related problems. It can be effective in addressing mental health issues and other personal problems, but there are some potential disadvantages. These include limited sessions, limited access to specialized care, confidentiality concerns, stigma, limited availability, and non-traditional hours. It is important to weigh the advantages and disadvantages of EAP counseling and determine whether it is the right option for you or your employees.
After reading the entire essay, allow me to offer the following comment:
ReplyDeleteThe HR manager can fulfill the duty of an employee counselor in two ways: by acting as a counselor and by educating line managers on how to be good counselors. An HR manager who has a background in behavioral science is qualified to conduct all counseling duties.
Thus, a company needs to have human resources. The person in charge of such a job, i.e., the human resource manager, is just as important in an organization as the human resources at work in order to get the right number and right kind of human resources at the right time that the company needs them, as well as to motivate, prepare, and develop the human resources to perform tasks.
In my view, It's important to remember that while HR managers can play a supportive role as counselors in the workplace, they are not trained therapists or mental health professionals. If an employee is experiencing serious mental health issues, it's important to refer them to a qualified mental health provider. Well done.
ReplyDelete