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g is pretty simple, stemming from a relationship that anyone who has been in a learning/mentoring relationship can understand. A coach helps an employee to get better, stronger, and more effective at the job. This can happen through analysis of performance, provision of skills training, exhortation to higher achievement and provision of rewards and sanctions.

Coaching is about performance. A successful coach tries to see things from both the project or work objective and from the subordinate's point of view and then merge these perspectives into helpful suggestions. As a clever person once said, 'Helping is for the helper.' It isn't a matter of how the coach/supervisor would do it. It's a material of helping subordinates to be more effective in their own way. The supervisor's achievement is the inclusive accomplishment of the rest.

Counselling is a more individual attempt. It is harder because there are no clear answers. It requires the supervisor to really pay consideration to the work and career related concerns of the subordinate. A person stressed with his project or doubtful her abilities want more than exhortation or training class. They require to be heard and understand first before they will open themselves to support and new approaches. Even employees with family or financial problems need to be heard first before they can be approved along to right company resources (e.g., employee assistance programs).

It is a trusted supervisor with whom workers will talk about career decisions within and without the company. A qualified, confident supervisor knows that people will sometimes leave a group for good and personal reasons, hurting immediate productivity. Yet that same supervisor also knows that time invested in people pays off in the long run in inspiration, output, devotion, dependability and retention. Counselling is not about donations or being a get smaller. It's about helping people achieve their possible and mutually reveling in it. Eventually, it's about group performance.

Research shows that association with the supervisor is an important factor in order to retain employees in an organization. That is the person with whom they interact most frequently and the one who has the most direct influence on their work information and their future. Being a good supervisor who attracts and grows strong subordinates is neither magical nor mysterious. It is hard, eyes-open, focused work from supervisor.

1.2 Problem Statement
A comparative study between the perception of manager and employee about the impact of counselling on the employee performance.

1.3 Hypothesis
H1: There is no difference between the perception of manager and employee on the impact of psychosocial counselling on the employee performance.

H2: There is no difference between the perception of manager and employee on the impact of career development counselling on the employee performance.

H3: There is no difference between the perception of manager and employee on the impact of job related issues counselling on the employee performance.

H4: There is a positive impact of psychosocial support from the supervisor on the employee performance.

H5: There is a positive impact of career development guidance provided by supervisor on the employee performance.

H6: There is a positive impact of shari