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咨询是提高员工工作绩效和工作产出的一个非常重要的因素。许多研究人员已经做了大量工作，以了解在职和离职咨询对员工绩效的影响。咨询是一种系统的方法，以便分析雇员表现不佳的问题领域。这意味着帮助辅导，管理者能够解决问题，而员工是不能够进行有效的。
咨询是一项非常重要的技术，以激励员工工作。主管和员工之间的沟通必须在双方发生；使主管可以很容易地突出的实际问题，问题阻碍了预期绩效的员工可能的解决方案。
为了激励员工，主管可以使用不同的辅导方法。这些方法包括个别评估会议、直接观察反馈、以及与工作组支持相结合。有时主管也会使用所有三种辅导方法的混合，提高员工表现的最必要的步骤是咨询或指导。辅导或辅导是主管与员工之间的日常交流。
教练总是对员工的贡献提供积极的反馈。同时，通常的辅导会给员工带来不好或足够大的绩效问题，并帮助员工改正错误。

Discuss, in brief, the role of coaching and counseling in improving performance of employees.

Counselling is a very important element of enhancing job performance and work output of an employee. Many researchers have worked a lot in order to see the impact of on the job and off the job counselling on the performance of employee. Counselling is a systematic approach in order to analyze problem area where an employee is not performing well. This means with help of counselling, managers could be able to solve the problems due to which an employee is not being able to perform efficiently and effectively (Toit, 2007).

Counselling is a very important technique in order to motivate an employee towards his job. Communication between the supervisor and employee should have to take place at both sides; so that the supervisor can easily highlight the actual problem and the possible solution for that problem that hinders the employee desired performance (Champathes, 2006).

Different coaching methods are accessible for supervisors in order to encourage their employees. The methods comprise individual assessment meetings, direct observation with feedback, and facilitation with work group support. Sometime a supervisor also used the mixture of all three methods of counselling (Starr, 2004).The most necessary step in any effort to increase employee performance is counselling or coaching. Counselling or coaching is the day-to-day communication between a supervisor and an employee.

Coaching always provides positive feedback about employee contributions. At the same time, usual coaching brings performance problems to an employee's concentration when they are of no consequence or big enough, and assists the employee to make them correct.

The purpose of performance coaching is not to make the employee feel badly, or to show how much the HR expert or supervisor knows. The goal of coaching is to work with the employee to resolve performance dilemma and get better the work of the employee, the team, and the department.

Nowadays, it's important to get the most production from each employee efficiently and effectively.  Organizations must make sure that every worker performs to the best of their ability and delivers substantial worth to the business.  One leading matter that almost every company deals with is the challenge of dealing with worker performance reviews. 

Employee performance reviews were once seen as a compulsory part of managing employees, but on the other hand it also observed that managers and employees feeling fear from going through evaluations.  The time it takes to write, administer, analyze and then package them up for release is enough to decrease anyone's output by a huge quantity.  This attempt toward employee performance management just isn't as winning as it should have to be. Then the concept of coaching in order to increase the employee efficiency has been introduced. Coachin本论文由英语论文网提供整理，提供论文代写，英语论文代写，代写论文，代写英语论文，代写留学生论文，代写英文论文，留学生论文代写相关核心关键词搜索。