Hypothesis development 

1. The relationship between coaching and mentoring with employee performance.

Coaching and mentoring are important types of training that are considered part of the 'talent
management' spectrum because they either emphasize the development of special skills that
benefit the company as well as the individuals or they assist people in developing new ways of
thinking that enable people to overcome obstacles and advance their careers by enhancing
relationships with more experienced individuals (CIPD, 2014). Coaching and mentoring will help
new employees get used to the new working environment and improve their skills. The
importance of employee training is not only obvious for organizations, but it is also significant for
their individual development and empowerment because it is likely to improve personal
strengths and skills that are required for individuals' future career development (Aswathappa,
2007).

The effectiveness of the organization's implementation and its reward management system has
a significant impact on employee ethics and productivity (Yazc, 2008). When businesses
prioritize customer satisfaction at the expense of employee satisfaction. The reality, however, is
that the customer will not be satisfied until the employee is content. Because if employees are
happy, they will work harder, resulting in customer satisfaction (Ahmad, 2012). Motivation has a
significant impact on employee performance because, if employees are motivated, they will
work harder, leading to an improvement in performance (Azar and Shafighi, 2013).

From that we can conclude the hypothesis as follows:

Hypothesis 1: Coaching and mentoring positively impacts on employee performance.

Hypothesis 1a: Abilities positively impacts on employee performance.
Hypothesis 1b: Attitudes positively impacts on employee performance.
Hypothesis 1c: Motivation positively impacts on employee performance.
2. Analytical framework

Reference

CIPD (2014) Factsheet: coaching and mentoring, CIPD, London. Available:

http://www.cipd.co.uk/hrresources/factsheets/coaching-mentoring.aspx [Accessed on 28/10/2022].

Aswathappa K (2007) Human Resource and Personal Management: Texts and Cases (4th ed.). India: Tata
McGraw-Hill. [Accessed on 27/10/2022].

Azar, Alderfer, C. (1972), Existence, Relatedness and Growth: Human Needs in Organizational
Settings,Free Press, New York, NY. [Accessed on 27/10/2022].

Ahmad, M. B., Wasay, E., & Malik, S. U. (2012). Impact of Employee Motivation on Customer
Satisfaction: Study of Airline Industry in Pakistan, Interdisciplinary Journal of Contemporary Research in
Business, 4(6), 531-539. [Accessed on 27/10/2002].

Yazıcı, N. K., ‘‘the Effect of Reward System Applications on Employee Performance In Service Sector’’,
(2008), Marmara University, Institute of Social Sciences, Master Thesis [Accessed on 27/10/2022].

Neupane, R. (2015) “Effects of coaching and mentoring on employee performance in the UK

hotel industry,” International Journal of Social Sciences and Management, 2(2), pp. 3–
138. Available at: https://doi.org/10.3126/ijssm.v2i2.12323.
Irum Shahzadi.(2014) “ Impact of Employee Motivation on Employee Performance”, “European Journal
of Business and Management”. [Accessed on 27/10/2002].