HRD4801
Assignment 4 2025
Unique number: 819183
Due Date: 13 October 2025
QUESTION 1
1.1 Performance Problems in the HR Clerk’s Statement
The HR Clerk’s statement shows several performance problems that affect both her
productivity and the efficiency of the department.
1. Poor prioritising and scheduling
The clerk admits she is not sure what tasks should come first. This shows weak planning
and scheduling, which leads to delays in completing important assignments. When priorities
are unclear, time and resources are wasted (Heslop et al., 2005).
Terms of use
By making use of this document you agree to:
Use this document as a guide for learning, comparison and reference purpose,
Terms of use
Not to duplicate, reproduce and/or misrepresent the contents of this document as your own work,
By making use of this document you agree to:
Use this document
Fully accept the consequences
solely as a guide forshould you plagiarise
learning, reference,or and
misuse this document.
comparison purposes,
Ensure originality of your own work, and fully accept the consequences should you plagiarise or misuse this document.
Comply with all relevant standards, guidelines, regulations, and legislation governing academic and written work.
Disclaimer
Great care has been taken in the preparation of this document; however, the contents are provided "as is" without any express or
implied representations or warranties. The author accepts no responsibility or liability for any actions taken based on the
information contained within this document. This document is intended solely for comparison, research, and reference purposes.
Reproduction, resale, or transmission of any part of this document, in any form or by any means, is strictly prohibited.
, +27 67 171 1739
QUESTION 1
1.1 Performance Problems in the HR Clerk’s Statement
The HR Clerk’s statement shows several performance problems that affect both her
productivity and the efficiency of the department.
1. Poor prioritising and scheduling
The clerk admits she is not sure what tasks should come first. This shows weak
planning and scheduling, which leads to delays in completing important
assignments. When priorities are unclear, time and resources are wasted (Heslop et
al., 2005).
2. Lack of clarity in job expectations
The Office Manager did not explain the clerk’s responsibilities properly. This has
caused confusion and overlapping tasks. Without clear expectations, employees
cannot focus on the core aspects of their roles, which reduces effectiveness (Heslop
et al., 2005).
3. Limited feedback and guidance
The clerk mentions that she does not receive regular feedback, so she cannot judge
if she is performing well. Feedback is essential for correcting mistakes and improving
performance. Without it, uncertainty grows, and motivation decreases.
4. Role conflict and inappropriate task allocation
She is often asked to answer the telephone and make photocopies, which are not
part of her HR duties. This role conflict wastes time and prevents her from focusing
on specialised HR work, creating frustration and inefficiency.
5. Inefficient work processes
The clerk spends time walking across the building to scan and send documents. This
is a process issue that reduces productivity and shows poor systems support.
Inefficient processes are often a hidden cause of performance problems (Heslop et
al., 2005).
Disclaimer
Great care has been taken in the preparation of this document; however, the contents are provided "as is"
without any express or implied representations or warranties. The author accepts no responsibility or
liability for any actions taken based on the information contained within this document. This document is
intended solely for comparison, research, and reference purposes. Reproduction, resale, or transmission
of any part of this document, in any form or by any means, is strictly prohibited.
Assignment 4 2025
Unique number: 819183
Due Date: 13 October 2025
QUESTION 1
1.1 Performance Problems in the HR Clerk’s Statement
The HR Clerk’s statement shows several performance problems that affect both her
productivity and the efficiency of the department.
1. Poor prioritising and scheduling
The clerk admits she is not sure what tasks should come first. This shows weak planning
and scheduling, which leads to delays in completing important assignments. When priorities
are unclear, time and resources are wasted (Heslop et al., 2005).
Terms of use
By making use of this document you agree to:
Use this document as a guide for learning, comparison and reference purpose,
Terms of use
Not to duplicate, reproduce and/or misrepresent the contents of this document as your own work,
By making use of this document you agree to:
Use this document
Fully accept the consequences
solely as a guide forshould you plagiarise
learning, reference,or and
misuse this document.
comparison purposes,
Ensure originality of your own work, and fully accept the consequences should you plagiarise or misuse this document.
Comply with all relevant standards, guidelines, regulations, and legislation governing academic and written work.
Disclaimer
Great care has been taken in the preparation of this document; however, the contents are provided "as is" without any express or
implied representations or warranties. The author accepts no responsibility or liability for any actions taken based on the
information contained within this document. This document is intended solely for comparison, research, and reference purposes.
Reproduction, resale, or transmission of any part of this document, in any form or by any means, is strictly prohibited.
, +27 67 171 1739
QUESTION 1
1.1 Performance Problems in the HR Clerk’s Statement
The HR Clerk’s statement shows several performance problems that affect both her
productivity and the efficiency of the department.
1. Poor prioritising and scheduling
The clerk admits she is not sure what tasks should come first. This shows weak
planning and scheduling, which leads to delays in completing important
assignments. When priorities are unclear, time and resources are wasted (Heslop et
al., 2005).
2. Lack of clarity in job expectations
The Office Manager did not explain the clerk’s responsibilities properly. This has
caused confusion and overlapping tasks. Without clear expectations, employees
cannot focus on the core aspects of their roles, which reduces effectiveness (Heslop
et al., 2005).
3. Limited feedback and guidance
The clerk mentions that she does not receive regular feedback, so she cannot judge
if she is performing well. Feedback is essential for correcting mistakes and improving
performance. Without it, uncertainty grows, and motivation decreases.
4. Role conflict and inappropriate task allocation
She is often asked to answer the telephone and make photocopies, which are not
part of her HR duties. This role conflict wastes time and prevents her from focusing
on specialised HR work, creating frustration and inefficiency.
5. Inefficient work processes
The clerk spends time walking across the building to scan and send documents. This
is a process issue that reduces productivity and shows poor systems support.
Inefficient processes are often a hidden cause of performance problems (Heslop et
al., 2005).
Disclaimer
Great care has been taken in the preparation of this document; however, the contents are provided "as is"
without any express or implied representations or warranties. The author accepts no responsibility or
liability for any actions taken based on the information contained within this document. This document is
intended solely for comparison, research, and reference purposes. Reproduction, resale, or transmission
of any part of this document, in any form or by any means, is strictly prohibited.
