, PLEASE USE THIS DOCUMENT AS A GUIDE TO ANSWER YOUR ASSIGNMENT
QUESTION 1
1.1. Identify and describe the types of performance problems apparent in the HR Clerk’s
statement.
Types of Performance Problems in the HR Clerk’s Statement
In the HR Clerk's statement, several performance problems are identified that affect her ability to
effectively carry out her role. These issues can be categorized as follows:
1. Lack of Role Clarity
The HR Clerk mentions that when she started her position, the Office Manager did not clearly
explain her responsibilities. This lack of clarity creates uncertainty regarding what tasks she should
prioritize. When employees are unsure of their specific roles, it can lead to confusion, inefficiency,
and a general sense of disorganization in the workplace.
2. Lack of Guidance and Feedback
The HR Clerk also points out that she does not receive sufficient guidance or feedback on her
performance. This is a common performance issue, as employees who are not provided with regular
feedback may feel disconnected from their work and lack motivation to improve. Without feedback,
the HR Clerk cannot assess whether her work is being done effectively or where improvements are
needed.
3. Misallocation of Duties
The HR Clerk notes that she is often asked to answer the office telephone, a duty that is typically
assigned to the receptionist. This misallocation of tasks indicates that the responsibilities are not
properly distributed, leading to inefficiency. When employees are given duties outside their primary
responsibilities, it can result in time wasted on tasks that do not align with their job description,
ultimately affecting their core work.
4. Inefficient Work Processes
The HR Clerk mentions that she spends valuable time walking through the building to scan and send
HR documents to other departments. This inefficient workflow not only wastes her time but also
delays the completion of her primary tasks. An optimized work process, including digital solutions
or centralized document sharing systems, could mitigate this issue.
5. Interruption by Ad-Hoc Requests
Lastly, the HR Clerk is frequently interrupted by staff members asking her to make copies of training
or policy materials. These ad-hoc requests cause her to stop her work and divert her focus. Constant
interruptions can lead to reduced productivity, as employees are unable to complete tasks in a timely
manner or may experience difficulty in maintaining concentration on their assigned duties.
Conclusion
These performance problems – lack of role clarity, insufficient guidance and feedback, misallocation
of duties, inefficient work processes, and frequent interruptions – point to a need for improved
management practices and clearer organizational systems. Addressing these issues could
significantly enhance the HR Clerk’s productivity and job satisfaction.
QUESTION 1
1.1. Identify and describe the types of performance problems apparent in the HR Clerk’s
statement.
Types of Performance Problems in the HR Clerk’s Statement
In the HR Clerk's statement, several performance problems are identified that affect her ability to
effectively carry out her role. These issues can be categorized as follows:
1. Lack of Role Clarity
The HR Clerk mentions that when she started her position, the Office Manager did not clearly
explain her responsibilities. This lack of clarity creates uncertainty regarding what tasks she should
prioritize. When employees are unsure of their specific roles, it can lead to confusion, inefficiency,
and a general sense of disorganization in the workplace.
2. Lack of Guidance and Feedback
The HR Clerk also points out that she does not receive sufficient guidance or feedback on her
performance. This is a common performance issue, as employees who are not provided with regular
feedback may feel disconnected from their work and lack motivation to improve. Without feedback,
the HR Clerk cannot assess whether her work is being done effectively or where improvements are
needed.
3. Misallocation of Duties
The HR Clerk notes that she is often asked to answer the office telephone, a duty that is typically
assigned to the receptionist. This misallocation of tasks indicates that the responsibilities are not
properly distributed, leading to inefficiency. When employees are given duties outside their primary
responsibilities, it can result in time wasted on tasks that do not align with their job description,
ultimately affecting their core work.
4. Inefficient Work Processes
The HR Clerk mentions that she spends valuable time walking through the building to scan and send
HR documents to other departments. This inefficient workflow not only wastes her time but also
delays the completion of her primary tasks. An optimized work process, including digital solutions
or centralized document sharing systems, could mitigate this issue.
5. Interruption by Ad-Hoc Requests
Lastly, the HR Clerk is frequently interrupted by staff members asking her to make copies of training
or policy materials. These ad-hoc requests cause her to stop her work and divert her focus. Constant
interruptions can lead to reduced productivity, as employees are unable to complete tasks in a timely
manner or may experience difficulty in maintaining concentration on their assigned duties.
Conclusion
These performance problems – lack of role clarity, insufficient guidance and feedback, misallocation
of duties, inefficient work processes, and frequent interruptions – point to a need for improved
management practices and clearer organizational systems. Addressing these issues could
significantly enhance the HR Clerk’s productivity and job satisfaction.
