| dc.description.abstract | The purpose of the study was to examine the relationship between workplace learning, coaching and job performance among Employees of Uganda Baati. The study had the following objectives; To examine the relationship between workplace learning and coaching. To examine the relationship between coaching and job performance and to examine the relationship between workplace learning and job performance. The research hypothesis stated that workplace learning and employee coaching are not significantly related. Table 6 above shows that there is a significant relationship between workplace learning and coaching since r = .311 and p = .005 (˂ 0.01). The hypothesis stated that there is no significant relationship between employee coaching and job performance. Table 7 shows that since r = .497 and p = .000. The hypothesis stated that there is no significant relationship between workplace learning and job performance. The researcher basing on results from the table rejected the null hypothesis since r = .497 and p = .000 (˂ 0.01). In conclusion, coaching whether formal or informal, provides a simple and cost-effective way to enhance enterprise learning and provide direct and specific learning and development to employees. This helps employees improve their essential skills, reinforce strong relationships among employees, support a learning culture in the workplace, and increase productivity and job performance. It was recommended that employers should conduct employee performance more often to so as to identify key result areas for effective employee performance improvement through employee learning fostered by employee coaching. Employees should also be willing to attend and effectively use the coaching sessions to boost their learning techniques of new productive skills. This shall help them boost their performance on the job | en_US |
