Implementation Employee Wellbeing: Analysis of Work-Life Balance, Resilience, Assessment, and Coaching

This scientific article is to provide an overview of existing scientific articles from the point of perception of researchers. The method used as this reflection uses a graphic writing style; analysts gather the necessary data from additional sources before analyzing and refining it properly, Information for research is collected using additional data collection methods, additional details are collected from books, articles, research papers, lecture notes, and the Internet.  A selection of related scientific articles are selected, investigated, and revised during the literature review. The variables explained with the results and discussion meet the answerability in accordance with the purpose of this scientific article, which is to describe by providing perspective, and this variable is followed by other variables that can be used as differentiators, as well as the object of research, as well as the model of the results of the study.

This scientific article is to provide an overview of existing scientific articles from the point of perception of researchers. The method used as this reflection uses a graphic writing style; analysts gather the necessary data from additional sources before analyzing and refining it properly, Information for research is collected using additional data collection methods, additional details are collected from books, articles, research papers, lecture notes, and the Internet. A selection of related scientific articles are selected, investigated, and revised during the literature review. The variables explained with the results and discussion meet the answerability in accordance with the purpose of this scientific article, which is to describe by providing perspective, and this variable is followed by other variables that can be used as differentiators, as well as the object of research, as well as the model of the results of the study.

INTRODUCTION
have a strong emphasis on worker welfare because they are carried out in more conventional hierarchical organizations (Fey et al., 2022), Improving employee well-being through coaching or training is effective, from improving emotional intelligence to developing job skills, training can cover a wide range of topics.
Training can assist workers in overcoming obstacles, creating healthy coping mechanisms, and better career planning in the context of employee wellbeing, to meet the needs of a particular group or individual, businesses can offer training programs, It has been argued that practicing mindfulness through coaching can provide benefits comparable to those achieved through training, with Mindfulness provides benefits for the coach, specific clients, and the coach-client relationship as a whole, preparing for coaching, staying focused during coaching, managing emotions during coaching, and teaching client awareness are four ways these advantages can occur (Passmore, 2019). The description above, with the existence of an idea in this article with the support of the phenomenon, the purpose of this article is to provide an overview of existing articles in a review of existing scientific articles, from the results of research and from the point of perception of researchers.

THEORETICAL REVIEW
Evaluation or appraisal is the stage of assessing or evaluating an employee's performance over a period of time in relation to the company's success in achieving its goals. Evaluations typically use a particular methodology that serves as a parameter or measure of an employee's success during the evaluation phase (Susanto, Parmenas, et al., 2023). Resilience is a person's ability to overcome and endure stressful events and get back on track. This ability is very important for coping with the stresses of everyday life. People who are good at developing resilience skills will be better able to overcome the challenges of life they face. (Susanto, Soehaditama, et al., 2023); (Susanto, Parmenas, et al., 2023). Coaching is the action of helping someone change for the better in order to achieve set goals. Coaching is key to unlocking human potential and maximizing performance by helping people learn rather than teach. ; (Susanto, Sawitri, Ali, et al., 2023); (Susanto, 2021); ; (Susanto &;; (Z. Rony &; Aryanto, 2020); (Z. T. Rony et al., 2019). Climate Ergonomics Assessment can give businesses a basic evaluation of the value generally placed on ergonomics and help prioritize areas to improve operational performance and employee well-being (Hoffmeister et al., 2015), it is an assessment variable with existing employee wellbeing, then will be a coaching variable with employee wellbeing variables where Little data showed that at six months, compared to twelve months, people who were coached had a much better perception of the effect of coaching on job satisfaction and their general wellbeing.
During those two time periods, there was no change in how they perceived the effects of coaching on their job satisfaction or engagement (Hicks et al., 2013), further work-life balance with employee wellbeing (Kashyapa Shilpy et al., 2016) the organization can maintain its business results, it is now understood that its employees must be in good health and experience high levels of overall life satisfaction both in life both professional and personal. Their gendered reactions to the effects of job and resource demands on wellbeing can help guide HR practices intended to increase resilience (Huang et al., 2019)

METHODOLOGY
This reflection uses a graphic writing style; Information for research is collected using additional data collection methods, Additional details are collected from books, articles, research papers, lecture notes, and the Internet. A selection of related scientific articles are selected, investigated, and revised during the literature review. The PICO framework (population/problem, intervention, comparison) with scores was used to determine the scope of the study. Table 1 reviews the literature from a number of current journals and lists the scope of research limitations, Table 2, explanation and explanation of the use of metrics in research articles along with the conclusions of the article. The formulation of research questions, literature search, and selection of studies are just some of the steps in the research process, including determining feasibility requirements and conducting quality assessments. The research paper also states the research questions they will answer, as well as the literature search they will conduct using existing journal databases, employee wellbeing, work-life balance, assessment, coaching, resilience, Articles selected based on eligibility requirements, systematic review proposals and used in the selection of Meta-analysis literature sources).
Eligibility requirements include inclusion and exclusion standards, which include: 1) research articles written in International Languages ; 2) research articles published in English or Indonesian journals or research articles are not considered; Published articles are not limited to the year when searches increased; Figure

RESULTS
From the metric table above will be variables related to research variables, it illustrates the representativeness of all variables in this study such as assessment variables with employee wellbeing variables, then the study from (Hoffmeister et al., 2015) research results increased reports of pain in the workplace associated with a larger gap between measures of operational performance and employee well-being, none of the difference was which aspect was rated higher because the direction of this difference was not significantly related to occupational pain, both studies from (Sorensen et al., 2018) The evaluation took into account six key factors that have been identified as essential for best practice to safeguard and promote worker safety, health, and well-being: leadership commitment, participation, policies, programs, and practices that foster supportive working conditions, comprehensive and collaborative strategies, compliance with federal and state regulations and ethical standards, and data-driven change, subsequent studies of (Tomo & De Simone, 2019) personality research results facilitate addressing the negative effects of workplace regulation and that job resource-demand models can explaining differences in work environments, subsequent studies relating to assessment variables from (Faez et al., 2021) The results of ergonomic climate research can give organizations a starting point to prioritize their values and identify areas to improve organizational performance and employee health , the researcher's perspective relates to the article as a reference that this variable is in accordance with the purpose of this article, there are all references from the scientific article with other variables that follow.
The next variable is the coaching variable with employee wellbeing variables starting from the study (Boyatzis et al., 2013) with the results of compassionate training research can improve organizational adaptability by creating norms and relationships of care and development, further studies from (O'Connor &;Cavanagh, 2013) with the results of coaching research with wellbeing variables in one article result with the method used is qualitative, the next study from (Yocum &;Lawson, 2019) states that coaching shows a significant increase in measures of goal achievement, transformational leadership, and psychological well-being, the next study from (Onyishi et al., 2021) with the results of coaching research with wellbeing variables in the field of Health with qualitative methods used, subsequent studies (Jeannotte et al., 2021) the results of workplace research and increasing resilience continued to increase during instruction, but the gains were greater in the second half of the intervention (β = 0.08-0.18), requiring the entire duration of the intervention to achieve maximum growth, subsequent studies of (Jarosz, 2021) The relationship with the ongoing covid 19 with coaching and wellbeing variables.
The next study from (Fey et al., 2022) with the results of coaching research in organizations or companies as the key to management replacing traditional organizations, the next variable is work-life balance with employee wellbeing where studies from (Nabawanuka &;Ekmekcioglu, 2021) PSS positively affect Work -Life Balance, which in turn influenced Employee Wellbeing, a subsequent study from (Stankevičienė et al., 2021) work -life balance as a moderator variable, a subsequent study from (Stankevičienė et al., 2021) with the results of helping employees achieve a better WLB, which in turn helps employees feel satisfied with their overall well-being at work. The current study expands the role of WLB as a mediator in organizations, further studies from (Kurnia &;Widigdo, 2021) with the results of work-life balance research and work demands have a positive and significant effect on employee welfare. Job insecurity has a negative and significant effect on employee welfare. Work-life balance has a positive and significant effect on employee performance. Work demands have a negative and significant effect on employee performance, while job insecurity has a negative and insignificant effect on employee performance. Employee welfare has a positive and significant effect on employee performance. The mediation results show that employee well-being can partially mediate the effect of work-life balance and job insecurity on employee performance, while employee well-being can fully mediate the effect of job demands on employee performance, these two variables directly there are supporting articles from this scientific article with diverse results and different research methods, goals and objects, So as to answer the purpose of this scientific article.
The next variable between resilience and employee wellbeing studies from (Athota et al., 2020) where the results of virtue and universalism, or compassionate values, underlie biological resilience mechanisms through the moral foundation of individual justice or concern for losses, further from (Rurkkhum, 2023) where Employee well-being was found to play a partial mediating role in the relationship, highlighting the important implications of some HR practices during the recent pandemic. This variable is like other variables there are scientific articles that exist, so the purpose of this scientific article is fulfilled with the same answer.

DISCUSSION
From the results above, the representation of scientific articles found and described in this study is appropriate, employee wellbeing variables with variables of assessment, coaching, resilience, work-life balance and resilience are jointly fulfilled, it's just that the research method model, as well as other variables, and different research objects.

CONCLUSIONS AND RECOMMENDATIONS
The variables explained with the results and discussion meet the answers in accordance with the purpose of this scientific article, which is to describe by providing perspective, and these variables are followed by other variables that can be used as differentiators, as well as the object of research, and as well as the model of the results of the study. At present it can be a reference for other researchers who need for their research materials.

FURTHER STUDY
This article adds references for science and knowledge, especially in the field of Human Resources, and as an additional reference for other researchers for the variables in this article in creating research results at other times.

ACKNOWLEDGMENT
With the completion of this article, I feel grateful to God, as well as the institution to which I devote myself, for the strength and motivation given.