2. Development Function:
Development function is the process of improving, moulding and changing the skills, knowledge, creative ability, aptitude and values of the employees. The development function can be viewed along three dimensions:
(a) Employee Training:
Training is the process of imparting to the employees the technical and operating skills and knowledge. It also includes changing of attitudes among workers.
(b) Management Development:
Management development is primarily concerned with knowledge acquisition and the enhancement of an executive’s conceptual abilities.
It is the process of designing and conducting suitable executive development programmes so as to develop the managerial and human relations skills of employees.
(c) Career Development:
Career development is the continual effort to match long- term individual and organisational needs.
When human resources have been developed effectively, one can expect to have competent employees with up-to- date skills and knowledge.
3. Motivation Function:
The motivation function begins with the recognition that individuals are unique and that motivation techniques must reflect the needs of each individual.
It is an area of management that deals with integrating people into work situation in a way that motivates them to work together productively, co-operatively and with economic, psychological and social satisfaction.
4. Maintenance Function:
The maintenance function is concerned with providing those working conditions that employees believe are necessary in order to maintain their commitment to the organisation. The objective of the maintenance function is to retain people who are performing at high levels.
This requires that the organisation provide safe and healthy working conditions and satisfactory labour relations.
If these activities are performed effectively, we can expect to have competent employees who are committed to the organisation and are satisfied with their jobs.