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COACHING README

Apa itu Coaching?


Coaching adalah suatu proses pengembangan anak-buah untuk membimbing anak-buah dalam menguasai suatu ketrampilan
atau perilaku tertentu, untuk mencapai kinerja yang diharapkan.
Coaching harus direncanakan dengan seksama, dan didokumentasikan secara formal.
Coaching terkait dengan Individual Development Plan (IDP)
Klik disini untuk melihat Coaching Form.

Klik disini untuk melihat IDP Form.

Siapa yang terlibat dalam Coaching?


Coaching dilakukan secara individual, melibatkan atasan dan bawahan.

Kapan melakukan Coaching?


Coaching dilakukan jika ada masalah kinerja.
Penyebab masalah kinerja:
Kurangnya kemampuan teknis (alternatif solusi: Training atau pengarahan dari atasan, dengan menggunakan
model IDP)
Kurangnya motivasi atau tanggung-jawab (alternatif solusi: umpan-balik untuk mendapatkan komitmen dari
bawahan untuk peningkatan kinerja , dengan menggunakan Coaching Form, yang dapat digunakan sebagai dasar
tindakan disipliner, jika diperlukan)
Lebih dari itu, Coaching juga bermanfaat untuk meningkatkan kinerja yang sudah baik ke tingkat yang lebih tinggi (kinerja kelas
dunia).

Di mana Coaching sebaiknya dilakukan?


Coaching dilakukan dalam konteks formal, oleh sebab itu akan lebih baik jika dilakukan dalam suasana kerja.

Mengapa Coaching perlu dilakukan?


Coaching sangat terkait dengan penentuan dan pencapaian target, serta perilaku yang perlu diperlukan. Jika nampak gejala
pencapaian kinerja dan perilaku yang di luar harapan, Coaching harus dilakukan sebagai tindakan perbaikan.
Klik di sini untuk melihat Form Target Setting

Klik di sini untuk melihat Competency Review Form.

Click
to r

COACHING FORM
Meeting No.

Employee Name / ID

Date / Time

Position

Place

Department / Division

Identified Problem
Desired Performance:

Actual Performance:

Impact Analysis

Discussion on the Problem


Possible solution to discuss with employee:

Gain Agreement?
4

Yes _______

Supporting Documents
Problem:

History of the problem:

Discussion (take notes):

Follow-up
Date of Follow-up Meeting
Document any changes in performance

No _______

Employee
Karyawan

Disepakati oleh

Diketahui oleh

Agreed by

Acknowledged by

Superior
Atasan langsung

Division Head

Human Resources Div

HR Document/Coac

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to return

urces Division

cument/CoachForm/v.2

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to return

LEARNING CONTRACT FORM


Nama Karyawan

Jabatan

Employee's Name

Job Title

Atasan

NIK

Superior

Tanggal

Bagian / Divisi

Date

Dept. / Division

Topik Pembelajaran
Learning Topic

Alasan Pembelajaran
Reasons of Learning

Metode Pembelajaran
Learning methods

Hal-hal yang Diperlukan (buku, pelatihan, dll)


Resources Needed (books, trainings, etc)

Durasi Pembelajaran
Period of Learning

Metode penentuan evaluasi hasil Pembelajaran


Method of Assessment ( Theoretical & Practical )

Hasil kerja yang disepakati setelah Pembelajaran


Agreed Objectives after Learning Period

Kontribusi dalam Pekerjaan


Work contribution

Dibuat oleh

Disetujui oleh

Diketahui oleh

Prepared by

Approved by

Acknowledged by

Employee

Department Head

Division Head

Human Resources Division

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to return

oleh

ed by

s Division

Performance Manage

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to return

Target Setting & Ev

Name

Dept. / Div.

NIK

Job Grade

Appraiser
Performance
Year

Job Title

Objectives
1

(Task 1)

(Task 2)

(Task 3)

(Task 4)

(Task 5)

(Task 6)

(Task 7)

Target
Measure(s)

Weight
Threshold

At Target

Max

End Year
Result

Comments

DISCUSSED & AGREED BY

ACKNOWLEDGED BY

Employee
Date:

Superior

Higher Superior
Date:

Management

ting & Evaluation

EDGED BY

uperior

Performance Manage

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to return

Name

End-Year Ev
Dept. / Div.

NIK

Job Grade

Job Title

Performance
Year

Competencies

Appraiser

Definition

Result

Comments

(Click to select)

Achieving Result

Set the standard of excellence. Continuously stimulate people to plan, execute,


monitor and evaluate actions to deliver results beyond expectations. Ensure active
involvement and engagement of others.

Coaching People

Challenge (clear, mutual agreed targets), inspire and monitor the personal,
professional and career growth of employees by role modeling the desired behaviour
and applying appropriate styles of leadership.

Decision Making

Combine relevant data, ensure proper analysis, consult relevant people, rely on own
judgement to make sound decisions.

Innovating

Develop and create innovative products, services and processes that enhance the
performance.

Creating Successful
Team

Lead and work as an effective team member creating a high-performance team


synergy, bringing the best of oneself to the team and challenge other team members
to give their best.

Creating Customer
Value

Create opportunities to drive growth. Continue to search for the most effective and
efficient way to deliver for both internal & external customer.

DISCUSSED & AGREED BY

ACKNOWLEDGED BY

Employee
Date:

Superior

Higher Superior
Date:

Management

d-Year Evaluation

ents

EDGED BY

uperior

KPI BONUS
Guide to Use

BONUS OPPORTUNITY (T%)


Job Grade

.Change or fill only on the Yellow Cells


Specific for Job Grade, Competency Review Result, Final Judgment on
Overall Performance Rating, RSP, and Merit Factor, please select using
.the available options (left-click then choose)

19

Max.

30%

At Target

20%

KEY PERFORMANCE INDICATORS


Objective

Target (T)
Threshold

At Target

Max

Weight
(W)

Total Weight must be 100

Actual
Result

KPI Bonus (%)


(Result x Weight x Target %)
0.00

20%

0.00%

0.00

20%

0.00%

0.00

20%

0.00%

0.00

20%

0.00%

0.00

20%

0.00%

0.00

20%

0.00%

0.00

20%

0.00%

KPI BONUS

0.00%