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HRD4801 Assignment 4
(COMPLETE ANSWERS)
2025 - DUE 13 October
2025
NO PLAGIARISM
[Pick the date]
[Type the abstract of the document here. The abstract is typically a short summary of the contents of
the document. Type the abstract of the document here. The abstract is typically a short summary of
the contents of the document.]
,Exam (elaborations)
HRD4801 Assignment 4 (COMPLETE
ANSWERS) 2025 - DUE 13 October 2025
Course
Strategic Human Resource Development (HRD4801)
Institution
University Of South Africa (Unisa)
Book
Strategic Human Resource Development
HRD4801 Assignment 4 (COMPLETE ANSWERS) 2025 - DUE 13 October 2025;
100% TRUSTED Complete, trusted solutions and explanations. Ensure your
success with us..
QUESTION 1 In a meeting with the Director of Human Resource, the Human
Resource (HR) Clerk outlined the challenges she has been experiencing in
her role: “When I started in this position, the Office Manager did not clearly
explain my responsibilities, so I have often been uncertain exactly what I
should prioritise. I also do not receive much guidance or feedback, so I am
never sure whether I am handling my work effectively. In addition to
processing employee records and applications, I am often asked to answer
the main office telephone, even though this duty is normally assigned to the
receptionist. I also lose time walking through the building to scan and send
HR documents to other departments, which slows my progress. In addition to
this, staff members regularly ask me to make copies of training or policy
materials for them, and I usually stop what I am doing to fulfil those
requests.” 1.1 Identify (5 marks) and describe the types of performance
problems apparent in the HR Clerk’s statement (5 marks). (10) Open Rubric
LEARNING OUTCOMES On completion of this assignment, you should be able
to: • identify and describe the types of performance problems in the mini
case study. • make recommendations on an appropriate performance
intervention to address the performance problems. • describe the Fourth
Industrial Revolution • assess the impact of the Fourth Industrial Revolution
on the learning organisation. • discuss the quality management approach
used by the Human Resource Development (HRD) department in an
organisation of your choice. • discuss the reasons for the lack of return on
investment (ROI) of an HRD intervention in an organisation. 2 1.2 Make
recommendations on an appropriate performance intervention to resolve
these human performance problems. How would you select your intervention
(5 marks)? Justify the intervention that you have selected (5 marks). (10)
, 1.1 Performance Problems
The HR Clerk's statement reveals several distinct human performance problems.
Type of Performance
Description (5 marks)
Problem (Identification)
The clerk states, "the Office Manager did not clearly explain my
Lack of Clear responsibilities, so I have often been uncertain exactly what I should
Expectations / Role prioritise." This is a foundational issue where the employee does not
Clarity have a clear understanding of the goals, tasks, and standards of their
job.
The clerk mentions, "I also do not receive much guidance or
feedback, so I am never sure whether I am handling my work
Lack of Feedback and effectively." This issue is rooted in the system's failure to provide
Guidance essential information about performance quality, leading to
uncertainty and an inability for the employee to self-correct or
improve.
The clerk is "often asked to answer the main office telephone, even
though this duty is normally assigned to the receptionist," and staff
Conflicting/Non-Core
"regularly ask me to make copies... and I usually stop what I am
Duties (Role
doing to fulfil those requests." These tasks are outside the core HR
Overload/Conflict)
role, creating role conflict (doing tasks that clash with her primary
role) and role overload (too many tasks, both core and non-core).
The clerk notes, "I also lose time walking through the building to scan
Inefficient Work and send HR documents to other departments, which slows my
Processes / progress." This identifies a problem in the work environment or
Environmental Barriers process flow, where physical barriers or outdated technology impede
efficiency and slow down core tasks.
By saying, "staff members regularly ask me to make copies... and I
usually stop what I am doing to fulfil those requests," the clerk
Lack of Prioritization
indicates a difficulty in setting boundaries, saying 'no,' or effectively
Skills / Interruption
prioritizing core tasks over non-essential, interruptive requests. While
Management
driven by external requests, the response is an individual performance
gap in work management.
Export to Sheets
1.2 Performance Intervention Recommendations
The most appropriate performance intervention to resolve these human performance problems is
a comprehensive Performance Analysis and Management Redesign. This intervention is
selected because the identified problems are a mix of systemic (management/process) and
individual (skill/motivation) issues, requiring a multi-faceted approach rather than a simple
training solution.
HRD4801 Assignment 4
(COMPLETE ANSWERS)
2025 - DUE 13 October
2025
NO PLAGIARISM
[Pick the date]
[Type the abstract of the document here. The abstract is typically a short summary of the contents of
the document. Type the abstract of the document here. The abstract is typically a short summary of
the contents of the document.]
,Exam (elaborations)
HRD4801 Assignment 4 (COMPLETE
ANSWERS) 2025 - DUE 13 October 2025
Course
Strategic Human Resource Development (HRD4801)
Institution
University Of South Africa (Unisa)
Book
Strategic Human Resource Development
HRD4801 Assignment 4 (COMPLETE ANSWERS) 2025 - DUE 13 October 2025;
100% TRUSTED Complete, trusted solutions and explanations. Ensure your
success with us..
QUESTION 1 In a meeting with the Director of Human Resource, the Human
Resource (HR) Clerk outlined the challenges she has been experiencing in
her role: “When I started in this position, the Office Manager did not clearly
explain my responsibilities, so I have often been uncertain exactly what I
should prioritise. I also do not receive much guidance or feedback, so I am
never sure whether I am handling my work effectively. In addition to
processing employee records and applications, I am often asked to answer
the main office telephone, even though this duty is normally assigned to the
receptionist. I also lose time walking through the building to scan and send
HR documents to other departments, which slows my progress. In addition to
this, staff members regularly ask me to make copies of training or policy
materials for them, and I usually stop what I am doing to fulfil those
requests.” 1.1 Identify (5 marks) and describe the types of performance
problems apparent in the HR Clerk’s statement (5 marks). (10) Open Rubric
LEARNING OUTCOMES On completion of this assignment, you should be able
to: • identify and describe the types of performance problems in the mini
case study. • make recommendations on an appropriate performance
intervention to address the performance problems. • describe the Fourth
Industrial Revolution • assess the impact of the Fourth Industrial Revolution
on the learning organisation. • discuss the quality management approach
used by the Human Resource Development (HRD) department in an
organisation of your choice. • discuss the reasons for the lack of return on
investment (ROI) of an HRD intervention in an organisation. 2 1.2 Make
recommendations on an appropriate performance intervention to resolve
these human performance problems. How would you select your intervention
(5 marks)? Justify the intervention that you have selected (5 marks). (10)
, 1.1 Performance Problems
The HR Clerk's statement reveals several distinct human performance problems.
Type of Performance
Description (5 marks)
Problem (Identification)
The clerk states, "the Office Manager did not clearly explain my
Lack of Clear responsibilities, so I have often been uncertain exactly what I should
Expectations / Role prioritise." This is a foundational issue where the employee does not
Clarity have a clear understanding of the goals, tasks, and standards of their
job.
The clerk mentions, "I also do not receive much guidance or
feedback, so I am never sure whether I am handling my work
Lack of Feedback and effectively." This issue is rooted in the system's failure to provide
Guidance essential information about performance quality, leading to
uncertainty and an inability for the employee to self-correct or
improve.
The clerk is "often asked to answer the main office telephone, even
though this duty is normally assigned to the receptionist," and staff
Conflicting/Non-Core
"regularly ask me to make copies... and I usually stop what I am
Duties (Role
doing to fulfil those requests." These tasks are outside the core HR
Overload/Conflict)
role, creating role conflict (doing tasks that clash with her primary
role) and role overload (too many tasks, both core and non-core).
The clerk notes, "I also lose time walking through the building to scan
Inefficient Work and send HR documents to other departments, which slows my
Processes / progress." This identifies a problem in the work environment or
Environmental Barriers process flow, where physical barriers or outdated technology impede
efficiency and slow down core tasks.
By saying, "staff members regularly ask me to make copies... and I
usually stop what I am doing to fulfil those requests," the clerk
Lack of Prioritization
indicates a difficulty in setting boundaries, saying 'no,' or effectively
Skills / Interruption
prioritizing core tasks over non-essential, interruptive requests. While
Management
driven by external requests, the response is an individual performance
gap in work management.
Export to Sheets
1.2 Performance Intervention Recommendations
The most appropriate performance intervention to resolve these human performance problems is
a comprehensive Performance Analysis and Management Redesign. This intervention is
selected because the identified problems are a mix of systemic (management/process) and
individual (skill/motivation) issues, requiring a multi-faceted approach rather than a simple
training solution.
