The Effect of Coaching on Employee Performance

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The Effect of Coaching on Employee Performance
B Lena Nuryanti, Masharyono Masharyono, Hanani Fauziatunisa
Business Management and Education
Universitas Pendidikan Indonesia
Bandung, Indonesia
lenanuryanti@upi.edu, masharyono@upi.edu, hananift@student.upi.edu
Abstract—The study aims to determine the effect of coaching
on employee performance at PT. Sari Ater Hotel and Resort
Subang. The research uses descriptive analysis technique and
verification. It adopted an explanatory survey method involving
62 respondents that are selected using saturation sampling with
population taken from employees who have experienced
coaching. Data collection was obtained through questionnaires
distribution and used simple linear regression analysis to analyze
the data. The result showed coaching is categorized well give
influence equal to 60, 6% to employee performance.
Keywords—coaching; employee performance
I. INTRODUCTION
Human resources regulate the role of the workforce to be
effective and efficient in achieving organizational goals [1,2].
The human element in the organization is an important
productive asset that needs special management [3].
Organizations without human resources that are good in terms
of strategy and operations will not be able to maintain and
achieve organizational goals [4]. The goal of the organization
that has been achieved is due to the collaboration among all
organizational actors [5]. Human resource management has a
long-term influence on the organization [6] and relate to time,
decreased the productivity and costs that associated with
employee replacement [7].
Employees are still the company's top priority, so that
maximizing performance is a major challenge for many
organizations [8]. Organizations are required to retain their
employees to produce good performance and employees can
dedicate themselves to the organization in the workplace [9].
Good employee performance is related to employee
effectiveness [3]. Ensuring the effectiveness of employee
performance in the organization will depend on the ability of
the organization's management to utilize various approaches or
techniques in order to improve performance [10].
Study on employee performance has been done by many
researchers such as in the manufacturing industry [11-16]. A
study conducted by Hanantoko and Nugraheni regarding the
performance of employees in the manufacturing industry states
that companies engaged in the manufacturing sector rely on the
high quality and employee performance [13]. And study in the
service industry such as the health industry [17], community
service organization [18,19], education, hospital [6,20,21] and
hotel management. A study by [12] states that the
manufacturing sector in Nigerian companies is listed as one of
the engines of growth in jobs that can create wealth for
development and the manufacturing industry is considered to
be one of the sector that plays an important role in the process
of structural transformation in the economic cycle.
Companies that engaged in the manufacturing sector rely
on the high quality and employee performance [13]. The
manufacturing industry is one of the sectors that play an
important role in the process of structural transformation in the
economic cycle [12]. Compared to the service industry sector,
such as hospitality from hotel services, investigation, supply,
reception, accommodation, meals, business centers,
entertainment [22], tourism, transportation to billing and
payment is very dependent on the performance, skills, and
emotions of the employees [19]. Performance problems also
occur at PT. Sari Ater Hotel and Resort at Subang from 2015 to
2017; many of the planned performance targets were not well
achieved. PT. Sari Ater Hotel and Resort at Subang is one of
the tourism industries of hot springs in West Java. The facilities
are demanding employees to produce a good performance.
Mathis and Jackson suggest that performance is basically
what is done and what is not done by employees and employee
performance affects how much they contribute to the
organization [1]. Performance is a level of achievement
towards a result of carrying out certain tasks [23]. The success
of a system in achieving an increasing employee performance
depends on the objectivity of the appraiser, validity, reliability,
and methods that are used and influenced by predetermined
performance criteria [24]. Gomez-Mejia et al. revealed that the
performance aspects assessed by an employee include Quantity
of work, Quality of work, Job Knowledge, Creativeness,
Cooperation, Dependability, Initiative and Personal quality
[25].
Employee performance is influenced by many factors,
either from internal factors or external factors [26].
Performance can be influenced by ability factors, motivation
factors, individual competencies, organizational support,
management support, Self-efficacy, Empowerment factors, and
coaching [27]. Coaching is often considered as a useful tool for
developing individuals and organizations [28] and is a method
that is considered to be able to encourage the awareness of an
individual and team to achieve satisfactory work results [29].
According to Mathis and Jackson coaching is an activity
that is carried out by a leader to improve the performance of
subordinates [1], while Minor said that coaching is more
translated as fostering [29]. Fostering is a directing process that
1st International Conference on Economics, Business, Entrepreneurship, and Finance (ICEBEF 2018)
Copyright © 2019, the Authors. Published by Atlantis Press.
This is an open access article under the CC BY-NC license (http://creativecommons.org/licenses/by-nc/4.0/).
Advances in Economics, Business and Management Research, volume 65
136

is carried out by a manager to train and give orientation to an
employee about the reality of the workplace to overcome any
obstacles in achieving an optimum performance. Coaching is a
learning process to develop individual capacity in which there
is a process of various knowledge to develop behavior and it is
expected that organizations who develop coaching can improve
their companies [30]. According to Mathis and Jackson in
coaching, the element of successful coaching is a well-
established relationship between two things: coach and coaches
[1].
Based on the background of the above problems, the
purpose of this study was to obtain findings regarding: (1) the
level of effectiveness of coaching, (2) the level of employee
performance, and (3) the influence of coaching on employee
performance
II. METHOD
Objects of the study are employees of PT. Sari Ater Hotel
and Resort that is located on Jl. Raya Ciater, Subang, West
Java. The method of the study was an explanatory survey
involving 62 respondents that were selected by using saturation
sampling with a population taken from employees who have
experienced coaching. This research uses a cross-sectional
method.
The data collection techniques were by distributing
questionnaires and interviews. Meanwhile, the data analysis
technique was by using descriptive and verification analysis.
Analysis of verification data is using simple linear regression
analysis with the help of SPSS 24.0 for Windows software.
III. RESULTS
Based on the results of questionnaire data collection on 62
employees, there is an overview of PT. Sari Ater Hotel and
Resort Subang.
TABLE I. COACHING RECAPITULATION
No
Coaching
Dimension
Total
Score
Ideal Score
%
1
Coach
5579
6944
80%
2
Coachee
5169
6944
74%
Total
10748
13888
77%
Based on the results of the calculation, the highest coaching
aspect is found in the coach dimension with about 5579 scores
or 80%. Meanwhile, the lowest dimension is the coach’s
dimension, which is about 5169 scores or 74%. Overall, the
ability variable obtains 10748 scores or 77%. Based on the
results, it can be said that almost all respondents stated the
coaching of PT. Sari Ater Hotel and Resort is in a good
category. One that shapes the effectiveness of coaching is the
awareness in Coaches. With coaches awareness, there will be
motivation to make a change [31]. The determinant of the
effectiveness of coaching is the collaboration of coach and
coaches, that is a coach identifies the objectives of the
problems while coaches focuses on the solutions to the
problems [32].
Based on the results of the data collection of 62 employee
questionnaire data, there is an overview of the performance of
employees of PT. Sari Ater Hotel and Resort Subang.
TABLE II. RECAPITULATION OF EMPLOYEE PERFORMANCE’S RESPONSE
No
Employee performance
Dimension
Total
Score
Ideal
Score
%
1
Work Discipline
5204
6510
79%
2
Appearance
5238
6510
80%
3
Trait and Behavior
3829
5642
81%
4
Work process
4604
5642
81%
5
Work result
5303
6076
97%
Total
24948
30380
82%
Based on the results of the calculation of the highest
employee performance aspects, it is found in the work result
dimensions with 5303 scores or 97%, while the lowest
dimension is the work discipline dimension which is about
5204 scores or 79%. Overall, employee performance variables
obtained 24938 scores or 82%. Based on the results, almost all
respondents stated that the performance of employees of PT.
Sari Ater Hotels and Resorts are in a very high category.
Employees are still the top priority for the company, so that
maximizing performance is a major challenge for many
organizations [8]. Organizations are required to retain their
employees to produce a good performance and employees can
dedicate themselves to the organization of the workplace [14].
Good employee performance is related to employee
effectiveness [33].
The influence of coaching on employee performance can be
seen in the following results.
Fig. 1. Partial determination coefficient.
Based on the results of calculations, can be obtained KD
value of 60.6% which indicates the meaning that coaching has
a partial influence on employee performance by 60.6% of
employee performance. While the remaining 39.4% is
influenced by factors that are not examined in this study such
as the work environment, leadership, and communication [34].
In a study conducted by Kalkavan et al. this study was
planned to examine the direct effects of managerial coaching
on employees, work performance, job satisfaction, role
ambiguity, and satisfaction with managers [35]. The findings
show that behavioral managerial coaching in the insurance
sector has a positive effect on a better understanding of the
roles of employees, job satisfaction, career commitment,
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137

employee performance in the workplace and commitment
organizations. Another study by Neupane mentions that this
study aims to examine the effects of coaching and mentoring
on employee performance in the UK hotel industry [36]. It also
examines the extent of employee performance in relation to
coaching and mentoring and examines the effects of coaching
and mentoring on overall organizational performance. This
study confirms that coaching and mentoring are positively
correlated with employee performance and both factors have a
significant influence on employee performance. As regression
analysis shows that coaching has a significant effect on overall
employee performance as β = 0.466 and P = 0.007 which is
less than 0.05.
IV. DISCUSSION
The impact caused when employee performance is ignored
is the achievement of goals, even though the company has set
standards for employees' goals, there are still many employees
who produce poor performance. If the performance problems
of the employees are left, this will have an impact on the
ignition of the company's goals [37].
The weakness of the study limits to certain theories,
dimensions, indicators of some experts and only one company.
For further study, it is expected to be able to use more theory
references.
V. CONCLUSION
Based on the results of the discussion, it can be concluded
that the description of coaching at PT. Sari Ater Hotel and
Resort Subang are in the category of effective. Meanwhile, the
employee performance category at PT. Sari Ater Hotel and
Resort Subang are in the high category. The present study is
expected to be able to assist the next researcher in conducting
research on coaching and employee performance by using
different indicators from more diverse sources of theory, and to
different objects, because there are still many limitations in this
study, especially those related to research methods and data
collection techniques.
ACKNOWLEDGMENT
Appreciation and gratitude from the author are given to
those who have helped the study. Especially, to the company
that has given permission to conduct the research study and to
the employees of PT. Sari Ater Hotel and Resort who have
helped the writer to become respondents of the study.
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