Coaching and mentoring is part of development options in managing employee performance both in task performance and contextual performance. This study examined the affiliation between employees’ development options on strengthening employee performance. The development options that the researchers intend to tested in strengthening employee performance are coaching and mentoring. The overall findings from 181 permanent employees who participate in this survey designate positive relationship between coaching and mentoring in strengthening employee performance. Meanwhile, findings in multiple regression analysis revealed that mentoring has greater significant predictor in strengthening employee performance. The data are accumulated via convenience sampling method from respondents under Group Human Capital, Maybank Berhad and been processed using SPSS software version 20.0.
Hameed, A., & Waheed, A. (2011). Employee Development and Its Affect on
Employee Performance A Conceptual Framework. International Journal of Business and Social Science
Agarwal, R., Angst, C.M, & Magni, M. (2009). The Performance Impacts of Coaching: A
Multilevel Analysis Using Hierarchical Linear Modelling. International Journal
of Human Resource Management, 20, 2110-2134.
Barbian, J. (2002). A Little Help from your Friends. Training, 39(3), 38.
Bresser F. (2010). Suits You. Coaching at Work, 6(2), 42-45.
Bull, R. (2011). Is There Really a Teacher Shortage? Retrieved November 22, 2008,
From http://depts.washington.edu/ctpmail/PDFs/Shortage-RI-09-2003.pdf. 55
Chiaromonte, P., & Higgings, F. (1993).Coaching for High Performance.
Clutterback, B. (1991). Educational Mentoring: Is it Worth the Effort? Educational
Research & Perspectives, 30(1), 42-75.
Coakes, S. J., & Ong, C. (2011). SPSS Version 18.0 for Windows: Analysis without
Anguish. Australia: John Wiley & Sons Australia, Ltd.
Cohen, J. (1988). Statistical Power Analysis for the Behavioral Sciences (2nd ed.).
Edwards, K. C. (2003). Craving for Coaching and Mentoring: A Case Study from Kwik-
Fit Insurance Services. Journal of Financial Services Marketing, 167-173. 56
Ellinger, A. D., Ellinger, A. E., & Keller S. B. (2003). Supervisory Coaching Behavior,
Employee Satisfaction, and Warehouse Employee Performance.
Genger, C. (1997). Coaching: Theory and Practice. Unpublished Master’s Thesis.
Hahn, D. J. (2008). Hahn Training, LLC.
Heslin, P.A, VandeWalle, D., & Latham G. P. (2006). Keen to Help? Managers’ Implicit
Person Theories and their Subsequent Employee Coaching. 57
Kirkham, D. (1993). Evaluation of Value at Risk Models using Historical Data.
Lawrence Erlbaum.
Kirkpatrick, S.A. and Locke, E.A. (1996) Direct and Indirect Effects of Three Core
Charismatic Leadership Components on Performance and Attitudes. Journal of Applied Psychology, 81, 36.
http://dx.doi.org/10.1037/0021-9010.81.1.36
Lebihan, R. (2011). Business Schools Tap Coaching Trend. Australian Financial Review.
Mace, M. (1950). The Growth and Development of Executives. Boston: Harvard.
McCarthy, G., & Milner, J. (2013). Managerial Coaching: Challenges, Opportunities and
Training. Journal of Management Development, 32(7), 768-779.
Azman, M., Muhammad, & Francis (2009). What’s Real About the Business. Cycle?. Federal Reserved Bank of St. Louis, 87(4), 435-452.
Oduma, D. M. (2014). Mentoring a Career Training and Developing Tool. Academy of
Management Review, 8, 475-485.
Salus, A. (2004). Toward a Youth Apprenticeship System: A Progress Report from the Youth Apprenticeship Demonstration Project in Broome Country, NY. Ithaca, NY: Cornell University.
Sekaran, U. (2003). Research Method for Business: Skill Building Approach. New York:
John Wiley & Sons, Ltd.
Serrat, O. (2009). Coaching and Mentoring. Asian Development Bank.
Khakwani, S., Aslam, H.D., Azhar, M.S & Mateen, M.M (2012). Coaching and Mentoring for Enhanced Learning of Human Resources in Organizations: (Rapid Multiplication of Workplace Learning to Improve Performance). Journal of Educational and Social Research, 257-266.
Sherman, S., & Freas, L. (2004).The Wild West of Executive Coaching. Harward Business
Review, 82-90.
Sluis, F., & Schreiner (2001). A Dialogical Approach Skill Development: The Case of
Safety Skills. Human Resource Management Review, 17, 235-250.
Starcevish, M. (1998). Coach, Mentor: Is there a Difference. Sweeney, P. (2009). Developing Leadership Potential through Coaching. Retrieved http://clomedia.com/articles/developing_leadership_potential_through_coaching/.
Spector, P.E. (1997). Job Satisfaction: Application, Assessment, Causes, and Consequences. United Kingdom: Sage Publications Ltd.
Taylor, S. (1970). Mentoring as Development Approach. 61
Taylor, L. A., & Francis, M. (2013). An International Journal of Theory, Research and
Practices. Educational and Psychological Measurement, 64(1), 165-184.
Theeboom, T., Beersma, B., & Lies, E. M. V. (2013). Does Coaching Work? A Meta-
Analysis on the Effects of Coaching on Individual Level Outcomes.
Wood, A. (2012). Contemporary Management. Sixth edition. Milan: Irwin McGraw Hill
Publishing Company.
Ishak, N. A., Mohtar, N. M., Adin, I. S., & Haron, H. (2019). Strengthening Employee Performance: A Case Study of Maybank Berhad. International Journal of Academic Research in Business and Social Sciences, 7(11), 1290-1297.
Copyright: © 2018 The Author(s)
Published by Human Resource Management Academic Research Society (www.hrmars.com)
This article is published under the Creative Commons Attribution (CC BY 4.0) license. Anyone may reproduce, distribute, translate and create derivative works of this article (for both commercial and non-commercial purposes), subject to full attribution to the original publication and authors. The full terms of this license may be seen at: http://creativecommons.org/licences/by/4.0/legalcode
