Lerato stressed that People's Bank has to look at all those structural things to ensure people have career opportunities at the bank. Striking the right balance can be tricky, which is why People's Bank is focusing on addressing career and talent management as early as possible. The earlier an employee can jump aboard, the longer their trajectory upwards will be. As part of this approach, People's Bank annually offers a management development programme for a maximum of 20 potential managers. The aim is to have a pool of trained managers available when the need arises. What makes this programme different, is that 14 (70%) of the participants are nominated by their managers, while the other six participants nominate themselves. They need to be motivated by why they feel they have the potential to become a manager and how they see their career trajectory at People's Bank over the next five years. 1. Identify four management functions and explain how do HRD managers who oversee all HRD activities including the offering of courses such as the management development program, practice these four management functions in their jobs? Provide a brief explanation and suitable example from the case study for each of the management functions from the perspective of the HRD manager. (12)