A Disquisition of Significant Role of Feedback and Counseling on Workforce Performance - Reference of i.t. Companies (delhi-ncr region)

: Feedback and counseling are related to proper evaluation statements and regular movement. Executive provides responses and give direction to workers on a regular source to make aware about strengths and weaknesses of employees. Counseling is the process that focuses on improving the performance of employees. Counseling is the activity concerned with the evaluation of human resources and their output, and recognition of additional development. Counseling as a way helps the employee as an individual and in team to manage the huge changes at the work place.


Performance feedback:
Performance feedback is the continuous process in which output of workforce is shared with them to make the correction for future aspects. In performance response employees are praised for good performance or corrected for poor.

Characteristics of performance feedback
• Performance feedback is precise rather than broad.
• The focus of performance feedback is on behavior of employee rather than on the person. It is important that focus of feedback should be on what a employee does. • Performance feedback should be on time right time. Feedback provided at an inappropriate time may not be useful. • Feedback should be presented in right time with the right information and in appropriate amount. • It is necessary to Check for clarity whether the receiver receive the right information what a manager communicate or not. • After providing feedback follow up should be necessary.

Types of performance feedback
• Negative feedback-To make correction • Positive feedback-To improve output 1.

Effectiveness of performance feedback
Revised Manuscript Received on July 15, 2020.
Successful and appropriate response is the important components of a winning presentation of workforce in achieving organizational targets. If successful response is given on time about employee's progress, employee performance gets motivated. From many different sources Feedback can come such as managers and supervisors, peers. Certain elements are required to ensure effective feedback: • Specify • Timeliness • Manner

Counseling:
Counseling supports the employee in enhancing mental as well as emotional health. Counseling helps the employee integrate personal and professional lives to a great extent. Counseling is the way to help and support employees to cope with environmental changes. By creating harmonious coordination in organization, this brings values and a sense of acceptance and realization among employees.

Objectives of Counseling
The important objectives of counseling are following: • It helps the employee to identify his potential as a manager. • It helps the employee to know his strengths and weaknesses. • It helps the employee to identify the opportunity to explore his potential and behavior • It helps the employee to improve good point of view of examining the situations. • It exploring individual and professional efficiency of employees from beginning to end. • It encourages the employee to set goals and objectives for future improvement. • It Encouraging employee to extent alternatives for solving troubles and to develop programs. • Counseling is the source to create empathetic atmosphere to release tensions, conflicts and problems. • The objective of this counseling is to motivate the employee to work in energetic way. • It focuses on work place problems and not in other areas.

Types of Counseling
The following are the counseling types:

Counseling
There are three different concepts of counseling 2.2.1 Person-centered approach Carl Rogers has given this theory and according to this theory, there should be a positive relation and understanding between employee (client) and counselor. He observed that human has a tendency of actualization and desire to accomplish his goals. Rogers has given some factors to improve performances.
• Therapist-Client Psychological Contact: This factor depends on that there should be a association between therapist and client to get constructive individual transform.
• Client Incongruence / Vulnerability: Dissimilarity between actual image and perceived image leads to fear and frustration. • Therapist Congruence or Genuineness: The therapist should be active and aware about the reality. • Therapist Unconditional Positive Regard (UPR): The clients' understanding, constructive or unconstructive, and acknowledged by the therapist without any circumstances or decision. • Therapist Empathy: The therapist should have the feeling of empathic towards the client's experiences. • Client Perception: client should have the trust on therapist without conditions.

Psychoanalytical approach
This approach is taken from Sigmund Freud. It is used to describe the human mind, which is affected from family, society and any childhood occurrence and he has given the hypothesis that human may have the nature of good and may be of evil nature and born with pleasure principle. it is also given that communication or interaction overcomes the evil nature. (Hough, 2006).

Cognitive Behavioural approach
According to Hough (2006), it is clarified that human character leads to cultured behaviors. It shows that good behavior is repeated when employee get rewarded and liable for future. If employee is not rewarded then his learned behavior diminishes. D'Zurilla and Goldfried has applied this approach with Problem-solving therapy (PST) and emphasis on the training in productive problem solving approaches and skills (Dobson, 2010).

III. OBJECTIVE OF THE STUDY
• To measure the impact of feedback & counseling (F&C) system on employee performance.
• Does the Performance feedback influence employee performance? • Does the counseling influence employee performance?

Hypothesis NULL HYPOTHESIS (H0)
H01: There is no significant impact of Feedback and Counseling on employee performance. ALTERNATE HYPOTHESIS (H1) H11: There is significant impact of Feedback and Counseling on employee performance

IV. RESEARCH DESIGN
It is a systematic procedure for research applied as a mentor in gathering and analyzing data. Mainly, two types of research designs are utilize, their names are exploratory and conclusive. The objective of exploratory is to determine thoughts and insights. The goal of the conclusive is to examine the precise hypotheses and test detailed relationships. This is applied on huge numbers of gathered samples and data obtained are related to quantitative research (Malhotra, 2006). Kothari (1985) specified the descriptive researches include surveys and various kind of fact-finding.
The variables are free from the control of the researchers. The researcher should only study and analyze the report. This method is also known as ex post facto research.
Wagner (2003) also concluded that the descriptive research designs are specific & trustworthy in view of their firm management to recognize the research lacuna & gathered data.

Data Collection Method
In this research both types of data is used primary as well as the secondary data was used to perform the research. The current study was conducted by using different papers, research articles, internet reports, journals and academic reports from various websites such as Emeralds, Ebsco Science Direct, industry reports, text books etc. Various different types of research article, papers and textbooks were used to reviewing the literature. This study employed survey method which used questionnaire.
• Primary Data: Primary data is collected form field survey through online google form. These data are collected with ten no. of questions to find the significant impact between feedback & counseling with employee performance. • Secondary Data: Secondary data means the facts are collected by someone else already. The secondary data were gathered from:

Sample Size
As per the literature concerning sampling methods and sample size, as well as the number of employees at different Information Technology organization in Delhi-NCR region, Hundred (100) participants samples are taken for the purposes of gathering primary data for this study.

Questionnaire
The data was collected through an online survey questionnaire with the help of Google from individual male and female employees of various information technology organizations in Delhi-NCR (Ghaziabad, Noida, Greater Noida, and Delhi) region.

V. DATA ANALYSIS
Data Analysis gives a structure to research or study. Analysis relates to systematic management of collected information and strongly connected to categorize the data by using several analytical tools. Analysis means explanation that increases clarity of your data and simplified it also.

Socio-Demographic
• Nature of Company wise Distribution: Table 1 show the division of nature of company of the respondents. Out of the total 100 respondents, 11 respondents belong to Public Sector, while 89 respondents belong to Private Sector. • Age Group wise Distribution:  • Gender wise Distribution: Table 3 represents the division of gender of respondents. Out of the total 100 respondents, 99 respondents have responded. 17 respondents are Female and 82 are male respondents. • Job Profile wise Distribution: Table 4 show the division of job profile of the respondents. Out of the total 100 respondents, 79 respondents are belonging to Technical category and 21 are belonging to Non-Technical category. • Annual Income wise Distribution: Table 5 shows the division of annual income of the respondents. Out of the total 100 respondents, 98 respondents have responded, 5 respondents are belonging to below 2 Lacs category, 50 respondents are belonging to 2 -5 Lacs category, 26 respondents are belonging to below 5 -8 Lacs category and 17 are belonging to more than 8 Lacs category. • Marital status wise Distribution: Table 6 shows the division of marital Status of the respondents. Out of the total 100 respondents, 99 respondents have responded. 51 respondents are married and 48 are unmarried respondents.

Statistical Analysis 1.2.1 Detailed Descriptive Statistics
In this section, the detailed descriptive statistics are given.

KMO (Kaiser-Meyer-Olkin) and Bartlett's Test
To find out the sampling adequacy the KMO and Bartlett's test is used, which is also find out that factor analysis is required or not. After an optimistic KMO Bartlett's test, factor analysis was carried out. It technique is used for data reduction and supports the recognition between the factors and also in analysis the carried essential variable that on the basis of maximum variation. Factor analysis is performed to find out factor with the highest value of factor loading. KMO (Kaiser-Meyer-Olkin) and Bartlett's test, which is used to determine of sampling adequacy to determine the data is eligible or not.

Total Variance for Feedback & Counseling
In the table 9, factors were extracted using Principle Component Analysis (PCA), and use Surrogate Variable (A single variable that loads highly on that factor) and use its value for further research. The total variance explained comes out to be 4.247 that exhibit the factors chosen for this study explained 42.469% and the rest of the things can be explained in the future research.

Hypothesis Testing
Using the statistical method ANOVA, the hypothesis testing process determines whether independent variables significantly affect the dependent variables.

Regression Analysis
Regression analysis is a statistical tool which investigates the relationships between a set of variables. This tool helps to find out the causal effect of one variable upon other variable. Regression analysis refers to find out a connection between a dependent variable and independent variables. It shows the linking pattern of dependent variable and independent variables by developing a functional relationship between the two. Regression analysis is based on an equation to evaluate the strength of the independent variables on dependent variable. According to Table-13 the assessment of multiple R is 0.482 and the assessment of R 2 is 0.233 in the equation. The overall regression model achieve from the examination is a highly significant as repreesent in Table-14 where F= 29.698 (P<.05).

Results & Findings
Feedback results in a transparent image of the organization being stretchy, and adaptive as per the requirement of the workers in the company. Feedback is the way which occurs after the evaluation of performance related to work. It provides the responses to employees regarding their work and motivates them for future progress. The sum of squares total (SStotal) is 38.590 (Sum of square between the groups (SSbetween) for Feedback & Counseling is 37.340 with 88 degrees of freedom (Dfbetween) and sum of squares within the groups (SSwithin) is 1.250 with 11 degrees of freedom (Dfwithin). Therefore, the value of mean squares between the groups (MSbetween) is 37.340/88= 0.424 and for within the groups the value of mean squares (MSwithin) is 1.250/11 = 0.114. The value of the resultant critical value 'F' ratio (MSbetween / MSwithin) is 0.424 / 0.114 = 3.734, which is highly significant with p= .010 (P<.05) at 5% significance level. Thus, Feedback & Counseling have a significant impact on Employees Performance. Therefore, our null hypothesis (H01) stands "Rejected" and alternate hypothesis (H11) stands "Accepted".

VI. CONCLUSION & SUGGESTIONS
This research identified that feedback & counselling is the important components that makes the performance process effective if provides properly and timely then employees gets motivated. From many different sources Feedback can come such as managers and supervisors, peers. . Counseling support the employee in enhancing mental as well as emotional health .counseling helps the employee integrate personal and professional lives to a great extent. . Counseling is the way to help and support employees to cope with environmental changes. Counseling creates harmonious coordination in organization which brings values, a sense of acceptance and realization among employees.
• Feedback should be based on some specific goals or targets. • Feedback should be provided in proper manner so that performance can be improved. • Feedback is more effective if employees reinforces if they exceeded the expectations and then identifies the future needs.