HRD4801 Assignment 4 2025
2 2025
Unique Number:
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).
DISCLAIMER & TERMS OF USE
Educational Aid: These study notes are intended to be used as educational resources and should not be seen as a
replacement for individual research, critical analysis, or professional consultation. Students are encouraged to perform
their own research and seek advice from their instructors or academic advisors for specific assignment guidelines.
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these study notes, the seller does not guarantee the completeness or correctness of all content. The buyer is
responsible for verifying the accuracy of the information and exercising their own judgment when applying it to their
assignments.
Academic Integrity: It is essential for students to maintain academic integrity and follow their institution's policies
regarding plagiarism, citation, and referencing. These study notes should be used as learning tools and sources of
inspiration. Any direct reproduction of the content without proper citation and acknowledgment may be considered
academic misconduct.
Limited Liability: The seller shall not be liable for any direct or indirect damages, losses, or consequences arising from
the use of these notes. This includes, but is not limited to, poor academic performance, penalties, or any other negative
consequences resulting from the application or misuse of the information provided.
, For additional support +27 81 278 3372
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).
2 2025
Unique Number:
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).
DISCLAIMER & TERMS OF USE
Educational Aid: These study notes are intended to be used as educational resources and should not be seen as a
replacement for individual research, critical analysis, or professional consultation. Students are encouraged to perform
their own research and seek advice from their instructors or academic advisors for specific assignment guidelines.
Personal Responsibility: While every effort has been made to ensure the accuracy and reliability of the information in
these study notes, the seller does not guarantee the completeness or correctness of all content. The buyer is
responsible for verifying the accuracy of the information and exercising their own judgment when applying it to their
assignments.
Academic Integrity: It is essential for students to maintain academic integrity and follow their institution's policies
regarding plagiarism, citation, and referencing. These study notes should be used as learning tools and sources of
inspiration. Any direct reproduction of the content without proper citation and acknowledgment may be considered
academic misconduct.
Limited Liability: The seller shall not be liable for any direct or indirect damages, losses, or consequences arising from
the use of these notes. This includes, but is not limited to, poor academic performance, penalties, or any other negative
consequences resulting from the application or misuse of the information provided.
, For additional support +27 81 278 3372
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).
