Performance coaching is a useful developmental application
since feedback targeted on behavioural competencies or jobs
skills helps each associate build an intelligent action plan
based on the information. Coaching strategies and their accompanying
skills are most notable in three critical leadership situations:
individual and organisational goals
coach involves professionals extensively in the implementation
of change. Our team of behaviour Psychologists assist in the
improvement of executive managerial skills. Executives who
have reached the top have unique expertise, are intelligent,
ambitious, full of energy and yet to progress they may have
to cope with obstacles and therefore need coaching.
The term Personnel Counselling refers to the measures taken
to facilitate the adjustment of the employee to his work situation.
These measures are addressed to the mental and emotional state
of the employee, his attitudes, feelings, and personal concerns.
and techniques used in employee counselling vary with the
objectives of the process and the underlying assumptions as
to how they may be best achieved. Approaches, which depend
upon guidance and advice, may utilize various diagnostic techniques
including interest, aptitude, and personality interviews.
Also through discussion with the employee, we explore attitudes
through directive or non-directive methods, improve self-understanding,
impart broader or more objective perspectives and stimulate
motivation for achievement of set goals.
Human Resource Audit is a systematic assessment of the strengths,
limitations, and developmental needs of an organisation's
existing human resources in the context of its performance.
The human resource process is dynamic and it should be continually
redirected and revitalized to be responsive to the ever-changing
needs through HR Audits.
briefing and orientation of the Client Organisation, designing
audit procedures and developing plans and program of audit.
Information related to HR is analyzed through surveys, questionnaire
and interviews. In this process future needs are also identified
and appropriate criteria developed for highlighting human
resource priorities. A periodic and systematic audit helps
human resource planners develop and update employment and
Potential candidates for a Company or employees considered
for a higher position within the same Company are assessed
based on a series of tests and interviews. After the assessment,
a report is generated by the Psychologists on the panel. This
report enumerates the candidate's biographical details, provides
assessment on the candidate's ability and aptitude to perform
well on the mentioned job and the areas of deviation and compatibility
alongwith the final comments. The process utilizes the expertise
of Industrial Psychologists and behavioural experts who evaluate
the candidate based on certain defined parameters.