Designing a prototype of coaching software and measuring its usability

Chenari, Z.; Rezaeizadeh, M.; Bandali, B.

doi:10.22061/tej.2022.5800.2281

Document Type : Original Research Paper

Authors

Department of Educational Science, Shahid Beheshti University, Tehran, Iran

https://doi.org/10.22061/tej.2022.5800.2281

Abstract

Background and Objectives: The increasing speed of environmental changes and the intensification of competition among organizations have caused organizations to seek solutions for greater flexibility in responding to environmental needs and changes. In fact, moving towards creating organizations that have a high degree of flexibility in adapting to a changing environment is a vital and effective solution. One of the effective factors in keeping pace with changes in the environment is the improvement of organizational performance. In this regard, the importance and attention to the development, and improvement of human resources leads to the improvement of organizational performance. There are various strategies and methods for the development and improvement of human resources. One of the ways to develop and improve human resources is coaching. In fact, coaching has created a new approach to staff learning and development. Since information technology is a link among all modern sciences and determines the development of human resources, it has created a new concept in coaching. This research focuses on coaching and information technology. In fact, the purpose of this study is to design a prototype of coaching software as one of the tools to optimize the performance of human resources and ultimately improve organizational performance.
Methods: The information of this study was obtained using a mixed approach. The mixed approach benefits from two parts, namely qualitative and quantitative, to achieve the research result. Therefore, the present study used the phenomenological method in the qualitative part and the survey method in the quantitative part. The research instruments in the qualitative part was the focus group method. In the quantitative part of the research, a researcher-made questionnaire was used to collect the information. The statistical population of the study in the qualitative section were specialists in the field of education and human resources, from among them 10 people were selected using the method of snowball sampling. The statistical population of the study in the quantitative part were the top managers of Mashhad Power Distribution Company. From this statistical population, the top managers of the western part of the company, which included 20 people, were selected to perform a usability test.
Findings: The data obtained from the qualitative part of the research included 4 components for designing the coaching software, which was based on the prototype model of software development. The data obtained from the research were quantitatively analyzed by SPSS software. Quantitative data analyzed by the software showed that the aforementioned software has the required usability to be implemented in organizations and used by individuals.
Conclusion: The present study with laying emphasis on reducing the generation gap between managers and current employees and the individuals who will be employed in the organization and also; and with laying emphasis on technology design by education and human resources experts and examining the existing human resources software, sought to design a prototype of coaching software with features such as communication, cognition, problem facilitation process and problem coping, belief in the ability of individuals and motivational dimensions, and implementation of the selected solution and 360-degree evaluation. The aforementioned features were not seen in the Iranian software examined in the study. In addition to the above features, the distinguishing feature of the aforementioned software is attention to the Cohen and Bradford coaching model, and being process-oriented and feedback-oriented.

Keywords

20.1001.1.20080441.1401.17.1.1.6

Main Subjects

Educational Technology

COPYRIGHTS
©2023 The author(s). This is an open access article distributed under the terms of the Creative Commons Attribution (CC BY 4.0), which permits unrestricted use, distribution, and reproduction in any medium, as long as the original authors and source are cited. No permission is required from the authors or the publishers.

References

[1] Di Schiena C, Ivarsson C. Coaching: as a management philosophy. diva-portal.org. 2005.

[2] Fathi Vajargah K, Khorasani A, Daneshmandi S. Study of the conditions and areas of coaching establishment in human resources education and improvement activities. Journal of Management and Planning in Educational System. 2016; 8(15): 27-48.

[3] Rossett A, Marino G. If coaching is good, then e-coaching is. T AND D. 2005; 59(11): 46-49.

[4] Fayyazi M, Ayoubzadeh M. Investigating the effect of face-to-face communications on the relationship between electronic coaching and decision-making students' launch. Quarterly Journal of Human Resource Education and Development. 2015; 2(6): 143-165.

[5] Fathi Vajargah K, Khorasani A, Daneshmandi S. Coaching in human resource education and improvement. Tehran: Iranian Center for Industrial Education and Researc; 2014. Persian.

[6] Saeedi T, Bazrafshan Moghadam M, Saeedi Rezvani M. Coaching effective method in staff training. First International Conference on Education and Training, Employment and Sustainable Development, Iranian Educational Management Association: 2015; Tehran, Iran.

[7] Mogheli A, Mohammadi I, Parsaei Y. The relationship between talent management and organizational commitment of education staff of Noorabad Mamsani. First Conference on Future Research, Management and Development: 2014; Shiraz, Iran.

[8] Cohen AR, Bradford DL. The influence model: Using reciprocity and exchange to get what you need. Journal of Organizational Excellence. 2005; 25(1): 57-80.

[9] Ghosh R. Antecedents of mentoring support: A meta-analysis of individual, relational, and structural or organizational factors. Journal of Vocational Behavior. 2014; 84(3): 367-384.

[10] Single P, Muller C. When email and mentoring unite: The implementation of a nationwide electronic mentoring program. Implementing Successful Coaching and Mentoring Programs. 2001; 107-122.

[11] Muller C . Understanding e-mentoring in organizations. Adult Learning. 2009; 20(1-2): 25-30.

[12] De Janasz SC, Godshalk VM. The role of e-mentoring in protégés’ learning and satisfaction. Group & Organization Management. 2013; 38(6): 743-774.

[13] Bierema L, Hill J. Virtual mentoring and HRD. Advances in Developing Human Resources. 2005; 7(4): 556-568.

[14] Rock ML, Zigmond NP, Gregg, M, Gable RA. The power of virtual coaching. Educational Leadership. 2011; 69(2): 42-48.

[15] Hakim C. Virtual coaching: Learning, like time, stops for no one. The Journal for Quality and Participation. 2000; 23(1): 42-44.

[16] Geissler H, Hasenbein M, Kanatouri S, Wegener R. E-coaching: Conceptual and empirical findings of a virtual coaching programme. International Journal of Evidence Based Coaching and Mentoring. 2014; 12(2): 165-187.

[17] Bucur M. Enhancing organizational performance through E-coaching sessions: quantitative approach. In Conference Proceedings of E-Learning and Software for Education. 2018; 1(14): 370-375.

[18] Warner T. E‐coaching systems: Convenient, anytime, anywhere, and nonhuman. Performance Improvement. 2012; 51(9): 22-28.

[19] Ahrend G, Diamond F, Webber PG. Virtual coaching: using technology to boost performance. Chief Learning Officer. 2010; 9(7): 67-76.

[20] Boyce LA, Hernez-Broome G.. E-coaching: Consideration of leadership coaching in a virtual environment. In D. Clutterbuck, Z. Hussain (Eds.), Virtual coach, virtual mentor (p. 139–174). IAP Information Age Publishing.2010.

[21] Rezaei-Zadeh M. An analysis of core entrepreneurial competencies, their interdependencies and their cultivating approaches in virtual education using a collective intelligence methodology[ dissertation]. Ireland : University of Limerick; 2014.

[22] Rezaei-Zadeh M, O'reilly J, Hogan M, Cleary B, Murphy E. Designing an E-cooperative group presentation tool to be embedded in E-learning platforms: A schematic storyboard.. ELearning & Software for Education. 2013; (2), p 416-421.

[23] Sommerville I. Software Engineering. 9th Ed, United States of America: Pearson Education; 2011.

[24] Hashemi Taba N. [Trans of Software Engineering; an Approach for a Technician]. Persman R S (author). Tehran: Spreading Basic Sciences Publications; 2008.

[25] Rashidi H. Software Engineering with a Programming Approach. Tehran: Allameh Tabataba'i University Press; 2009. Persian.

[26] Stephens R. Beginning software engineering. US: John Wiley & Sons; 2015.

[27] Nielsen J. How many test users in a usability study?

[28] Barari N, RezaeiZadeh M, Khorasani A, Alami F. Designing and validating educational standards for E-teaching in virtual learning environments (VLEs), based on revised Bloom’s taxonomy. Interactive Learning Environments. 2020; 1-13.

[29] Alikahni P, Rezaei Zadeh M, Vahidi-Asl M. The analysis of “Fetch! Lunch Rush” as an augmented reality multi-player game in cooperative learning. The Journal of New Thoughts on Education. 2018; 13(4): 39-62.

[30] Chenari Z, Rezaei Zadeh M, Mohammadi Elyasi G, Bandali B. identifying and explaining ways to improve the coaching process in managing organizational talent. Career and Organizational Counseling. 2021; 12(45): 177-200.

[31] Rahimi S, Khorasani A, Rezaeizadeh M, WaterWorth J. The virtual human resource development (VHRD) approach: an integrative literature review. European Journal of Training and Development. 2021.

[32] Jafari Far Z, Khorasani A, Rezaei Zadeh M. Identifying and anking the challenges of learners in virtual education and improvement of human resources (case study: Shahid Beheshti University). Technology of Education Journal (TEJ). 2016; 11(1): 1-20.

[33] Fazel HM, Mohammadi EG, Rezaei ZM. Identifying and modeling iranian large enterprises performance management system in implementing motivators in their Human Resources Divisions. Journal of Training and Development of Human Resources. 2015; 2(6): 167-194.

[34] Jafari F Z, Khorasani A, Rezaeizadeh M. Identifying and ranking learners ' challenges in a virtual human resource development environment. Journal of Technology and Education. 2017; 11 (2): 85-104.

[35] Shams G, Tari F, Rezaeezadeh M. Identification of fundamental and managerial challenges of applying E-learning in human resources education. Research in Teaching. 2019; 7(3): 116-91.

[36] Mafi B, Mohammadi Elyasi G, Rezaezadeh M. The effects of coaching methods on entrepreneurial behavior of nascent entrepreneurs in accelerator centers. Journal of Entrepreneurship Development. 2020; 13(1): 81-100.