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HRD4801 Assignment 4 2025 (Answer Guide) - Due 13 October 2025
VERIFIED AND CERTIFIED ANSWERS. WRITTEN IN REQUIRED FORMAT AND WITHIN
GIVEN GUIDELINES. IT IS GOOD TO USE AS A GUIDE AND FOR REFERENCE, NEVER
PLAGARIZE. Thank you and success in your academics.
UNISA, 2025
Contents
Question 1 ...................................................................................................................................2
1.1 Identification and description of performance problems (10 marks) ........................2
1.2 Recommended performance intervention, selection, and justification (10 marks) .3
Conclusion ..............................................................................................................................6
Question 2: The Fourth Industrial Revolution and Its Impact on Learning
Organisations (10 marks) ......................................................................................................6
Question 3: Six Sigma as a Quality Management Approach in the HRD Department
(10 marks) ................................................................................................................................9
Question 4: Return on Investment (ROI) in HRD and Practitioner Reluctance (10
marks) .................................................................................................................................... 12
References ............................................................................................................................ 14
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Question 1
1.1 Identification and description of performance problems (10 marks)
A diagnostic analysis of the HR Clerk’s statement reveals multiple performance
problems that stem from organisational, managerial, and work-design deficiencies
rather than individual incompetence. Using the Human Performance Technology
(HPT) framework, these issues can be classified into five main categories: role
ambiguity, lack of feedback, role conflict, process inefficiency, and excessive
interruptions (ISPI, 2024).
1. Role ambiguity (unclear job expectations)
The HR Clerk notes that her responsibilities were never clearly explained by the Office
Manager, leading to uncertainty about priorities. This reflects role ambiguity, which
occurs when employees lack clarity on tasks, authority, and performance standards.
Role ambiguity reduces motivation and productivity because employees struggle to
align their efforts with organisational goals (Parker, 2024). It also increases anxiety and
job dissatisfaction, undermining accountability.
2. Lack of feedback and managerial support
She further reports receiving minimal guidance or feedback, which prevents her from
assessing her effectiveness. In performance management theory, continuous
feedback is a core mechanism for reinforcing desired behaviour and correcting
deviations (McKinsey & Company, 2024). Without timely feedback, employees may
persist with ineffective practices, experience low confidence, and disengage from
performance improvement processes.
3. Role conflict and task overload (role creep)
The Clerk frequently performs receptionist duties answering the main telephone while
processing HR records. This is a form of role conflict or role overload, where
competing tasks blur boundaries and exceed one’s job capacity. Research shows that
HRD4801 Assignment 4 2025 (Answer Guide) - Due 13 October 2025
VERIFIED AND CERTIFIED ANSWERS. WRITTEN IN REQUIRED FORMAT AND WITHIN
GIVEN GUIDELINES. IT IS GOOD TO USE AS A GUIDE AND FOR REFERENCE, NEVER
PLAGARIZE. Thank you and success in your academics.
UNISA, 2025
Contents
Question 1 ...................................................................................................................................2
1.1 Identification and description of performance problems (10 marks) ........................2
1.2 Recommended performance intervention, selection, and justification (10 marks) .3
Conclusion ..............................................................................................................................6
Question 2: The Fourth Industrial Revolution and Its Impact on Learning
Organisations (10 marks) ......................................................................................................6
Question 3: Six Sigma as a Quality Management Approach in the HRD Department
(10 marks) ................................................................................................................................9
Question 4: Return on Investment (ROI) in HRD and Practitioner Reluctance (10
marks) .................................................................................................................................... 12
References ............................................................................................................................ 14
, 2|Page
Question 1
1.1 Identification and description of performance problems (10 marks)
A diagnostic analysis of the HR Clerk’s statement reveals multiple performance
problems that stem from organisational, managerial, and work-design deficiencies
rather than individual incompetence. Using the Human Performance Technology
(HPT) framework, these issues can be classified into five main categories: role
ambiguity, lack of feedback, role conflict, process inefficiency, and excessive
interruptions (ISPI, 2024).
1. Role ambiguity (unclear job expectations)
The HR Clerk notes that her responsibilities were never clearly explained by the Office
Manager, leading to uncertainty about priorities. This reflects role ambiguity, which
occurs when employees lack clarity on tasks, authority, and performance standards.
Role ambiguity reduces motivation and productivity because employees struggle to
align their efforts with organisational goals (Parker, 2024). It also increases anxiety and
job dissatisfaction, undermining accountability.
2. Lack of feedback and managerial support
She further reports receiving minimal guidance or feedback, which prevents her from
assessing her effectiveness. In performance management theory, continuous
feedback is a core mechanism for reinforcing desired behaviour and correcting
deviations (McKinsey & Company, 2024). Without timely feedback, employees may
persist with ineffective practices, experience low confidence, and disengage from
performance improvement processes.
3. Role conflict and task overload (role creep)
The Clerk frequently performs receptionist duties answering the main telephone while
processing HR records. This is a form of role conflict or role overload, where
competing tasks blur boundaries and exceed one’s job capacity. Research shows that
