Description
HRD4801 Assignment 4 Memo | Due 13 October 2025. All questions fully answered. 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)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)
QUESTION 2
Dlamini Solutions is a leading global technology company specialising in artificial intelligence, robotics, and intelligent automation systems. With the rapid advancements associated with the Fourth Industrial Revolution, the company has undergone substantial transformations in its operations, products, and workforce. As the HRD Manager at Dlamini Solutions, you are responsible for examining the impact of the Fourth Industrial Revolution on the organisation and its HRD functions. Your findings will inform the company’s learning and development strategies, ensuring that employees can adapt effectively to the evolving technological environment. Discuss the Fourth Industrial Revolution (2 marks) and analyse its impact on learning organisations (8 marks) using Dlamini Solutions as a scenario. Highlight how HRD functions can support organisational adaptation and continuous learning in this rapidly changing context.
(10)
QUESTION 3
Consider your organisation, or an organisation of your choice, and discuss the quality management approach, Six Sigma, used by the HRD department (5 marks) and explain the reasons why that particular approach is used (5 marks). (10)
QUESTION 4
At the University of South Africa, the HRD department has developed communication and interpersonal skills training programmes for its employees. Employees have provided positive feedback and managers have observed improvements in employees. However, the HR Executive Director has requested evidence of the financial value of these programmes. When asked to calculate the Return on Investment (ROI), HRD practitioners expressed reluctance. They cited difficulties in linking training outcomes directly with business results, limited resources to conduct detailed evaluations, and concerns that ROI calculations may undervalue the broader, long-term benefits of HRD interventions, such as employee engagement, retention, and organisational culture. In the context of this scenario, discuss why you think many HRD practitioners are hesitant to calculate ROI for training programmes (5 marks). Explain how these challenges can be addressed in practice (5 marks). (10)
TOTAL = [50]
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