HRD seeks to constantly maintain maximum efficiency and effectiveness by examining employee functions in their jobs. To increase the performance of a company, HRD focuses on elements such as staff satisfaction, compensation, and incentives to keep up morale in order to achieve the highest possible performance from the employees HRD covers the role of recruitment, job analysis, performance appraisals, and skill inventorying to gain a competitive advantage. The extracted data during HR Planning are required to keep track of the human capital functioning within the company. While the task of compiling accurate data may be difficult, advances in technology play a major role in today’s HR function to help automate the work and make it easier.

In the digital era, current human resource planning is leaning toward a more machine-based system. The benefits of cutting-edge technology can help HR planners greatly increase the efficiency and their ability to forecast future needs and wants. The future of HR lies in data analytics that compiles all the information on employees, including their upbringing, experience, performance, and skill sets and monitors them via a computerised interface. Human resource planning is creating strategies around machine run data. The resulting benefit makes artificial intelligence (AI) an important asset that would decrease the time spent on recruitment and increasing its effectiveness while also providing applicants with a fair assessment.

It is with a great sense of admiration mixed up with a dash of amazement, that I scan the current HRD scenario to witness the giant strides made in this field. Yet amongst the glamour and glitter orchestrated by many organisations, which apparently looks like the tip of the iceberg, perhaps it could be my imagination at this late stage of life, I notice a sense of undue stress and dissatisfaction among the staff at all levels in most companies I happen to visit during my consultancies. It makes me to wonder whether we are better off nowadays and motivates me to recollect the scenarios that existed half a century ago during my formative years

As the well quoted words of Mark Antony in Julius Caesar of Shakespeare:

  Friends, Romans, countrymen, lend me your ears;

  I come to bury Caesar, not to praise him,

My aim is not to glorify the so-called good old days, but to glimpse at some of the best practices used which were appropriate in those bygone days, and some which in my opinion can still be practically valid.

When I faced the first interview at the Bata Shoe Company of Ceylon Ltd in 1969, the very first question I was asked by the Personnel Manager was why I have stipulated a low salary. You should never underestimate yourself. I was reminded. By that time, I had a little over one years’ experience in one of the footwear companies and I was studying part-time for LIRI ( UK ). We joined as trainees under the Management Development Personnel (MDP), and the very  first document we were given was a printed leaflet about learning principles (which I still have filed). It started with the famous ancient Chinese quote:

Give a Man a Fish, and You Feed Him for a Day. Teach a Man to Fish, and You Feed Him for a Lifetime.

The type of training was truly hands-on. Whichever functional area we were selected, be it Production, Technical, Purchasing, Marketing, HR or Engineering, we were assigned to the sales outlets and showrooms for one week to familiarize with customer requirements and to learn the shoe sizes by practice. It was a very practical way of understanding customer perception on which there are a multitude of techniques available these days. In the technical and production area which I preferred, our training programme included actual learning and practice of milling, the internal mixer, and other rubber processing machinery, including moulding , and later, working alongside the operators ( sitting next to Nellie) , in the footwear conveyors. The injection molding techniques were not available in the Sri Lanka factory by that time. This reminds me of the Genba  (real place)  concept, of the Japanese which I  happen to familiarize, much later in life. The “Baptism by Fire” became a guiding light in shaping my career in the rubber industry. We were also given a small ring bound hardcover pocket notebook, where we were compelled to list down the daily tasks, mark the ones accomplished and carry forward the balance to the next day. Every operational division used a “Workshop Balance Sheet '' which gave a record of hourly production against target, and the reasons for any shortfall had to be corrected promptly. It was also required to show the material and machine availability for the following day’s production requirement and get the signature of the responsible persons. This was a simple yet effective way of assigning responsibility and accountability. Internal Memos were delivered by hand and the signature of the recipient was taken on the original, and in retrospect, I think that this was a more reliable mode than the emails when considering accountability.

 It was an era where there no ICT, and other paraphernalia, computers, electronic calculators, smartphones and APPs that a young person has at his disposal The fastest mode of communication was the Telex, and photocopier (Xerox) and the Facsimile, were  yet to see the dawn of the day. We were given a large record book similar to a modern wedding photographic album, which was called the Wellington Book, (named after the Duke of Wellington, of the Battle of Waterloo fame), to record all our learning experiences, which the Personnel Manager discussed with us during the weekly counselling sessions. At a time when the now famous ISO 9001 Procedures and SOPs were not heard of, the organization used standard procedures, and other working documents and formats, including standard formula cards, in its worldwide network of about 110 factories.

 We were encouraged to learn from direct observations which include cleanliness and housekeeping also, reminiscent of the power of observations of Sherlock Holmes, which generally ended up with the comment “elementary my dear Watson”. Although the systemized data analysis and virtual access were m not available, my opinion is that the power of observation and hands-on experience enhances the brain functioning, which even some of the modern research has shown to be diminishing with the automation and Artificial Intelligence.

The importance of Tacit (implicit) knowledge or knowing how was given a prominent position during those days, while Explicit knowledge (knowing what), codified and digitalized, plays a more important role nowadays. A parallel from the field of medical examination seems suitable to cite at this juncture.  Competent   Ayurvedic physicians are capable of diagnosing many physical illnesses, acutely by feeling the pulse of the patient (which even some Western practitioners used to do in our young days), while modern specialists are heavily dependent on tests and techniques and numbers, and yet the general status of physical wellbeing of the people  is no better.

Another important aspect of HRD during those days was providing opportunities for representing the company in regional conferences, where we had to present and discuss the technical and other productivity improvements with our counterparts. The only equipment available were the slide projectors and the Flip Charts, which made it a challenging task. It was also an opportunity to interact with people of different nationalities and cultures, which the current tele -conferences and the most recent webinars cannot fulfil adequately. Evaluation of such training was initially done by way of a presentation to the Senior Management and a component of the annual increments was determined by the productive activities one completed after the training, apparently was “no free lunch”.

Some of the leading rubber and chemical raw material suppliers of the yesteryears, Bayer, Monsanto, Rheine Chemie, Polysar,ICI and Vanderbilt , to name  few played a leading role in improving the knowledge  base of the personnel engaged  in the industry. Their Handbooks, and Technical Notes were invaluable treasures. The three-week residential Customer Technical Training Programme of Bayer India was in the Annual HR Agendas during those daysI had the fortune of participating in this programme in 1978, and it was very  efficiently handled by Ms R.R Pandit ( diseased ) , SN Chakravarthi.

During my subsequent career progress with companies in Nairobi, Kenya and Sri Lanka, I have made an endeavor to use some of these proven methods to develop the technical and production staff in the companies I have worked. One of the effective methods that can be cited is the compulsory training in Banbury Mixing given to trainees from the universities in Sri Lanka during their In-Plant Training and it gives me a great satisfaction to see that most of them have done very well in their careers and are holding high positions in the industry. Working in an environment with carbon black is a useful learning method, which will be helpful in our professional as well as personal lives.

Not all human resources managers are created equal. In fact, they come from a variety of backgrounds on their way to higher-level HR positions. Still, despite these different paths, many still share basic HR manager responsibilities. The most vital aspect is the importance of the personal touch and the “people centeredness” with respect to the interphases, which the modern techniques seem to be fast obliterating  

The vital message I would wish to the industry is the dire importance of the 3Bs, namely, going back to the base at whatever technology level we are engaged, reinforce the base and sustain the base.

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Wallace Instruments has launched Wallace Instruments West Africa, a new Abidjan-based entity extending the UK materials testing equipment maker’s support for natural rubber producers across the region. The operation places servicing, calibration, spare parts and technical expertise closer to an established West African customer base that depends on Wallace instruments for plasticity, PRI and viscosity testing. The move is intended to shorten turnaround times and foster lasting local relationships.

Côte d’Ivoire, West Africa’s foremost natural rubber producer, ranks among the world’s leading exporters of technically specified rubber (TSR), supplying tyre and rubber product manufacturers globally, including the Americas. Properly maintained and calibrated instruments generate consistent, traceable results at source, strengthening confidence in shipment quality throughout the supply chain.

The Abidjan facility will feature a laboratory and training centre where customers can observe Wallace equipment in action and receive hands-on testing and technical guidance. Technicians trained by Wallace will use OEM calibration kits for fully compliant work, while customs-cleared spare parts stocks will cut lead times. An exclusive local partner will also provide servicing and calibration for other plantation and processing equipment across West Africa.

Chris Norval, Managing Director, Wallace Instruments, said, "Our aim is to bring trusted, traceable quality measurement closer to natural rubber production. Establishing Wallace Instruments West Africa helps our customers maintain reliable testing and strengthen quality control while giving the wider supply chain greater assurance in the test data. We're excited to be building our team locally and look forward to growing with the region."

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A new Bridgestone report released ahead of Tyre Safety Month 2026 reveals a troubling gap between UK motorists’ stated safety priorities and their actual tyre maintenance habits. While two-thirds of drivers rate safety as extremely important when replacing tyres, nearly half only think about their tyres once a year, and almost a third continue driving on them until an MOT failure forces action.

The manufacturer’s survey of 2,000 motorists found that 47 percent check their tyres only when an MOT is due, while 31 percent wait until being told their car will fail. One in five drivers admits to buying potentially deadly part-worn products despite being warned of the risks. Three in five motorists never check their tyres at all, even though 87 percent claim to know how to do so.

These findings arrive alongside TyreSafe estimates that 6.1 million tyres on UK roads are illegal or dangerously worn at any given time, typically because tread depth falls below the 1.6 mm legal limit. Department for Transport figures show that people killed or seriously injured in collisions involving illegal, defective or underinflated tyres rose from 169 in 2024 to 201 in 2025.

Bridgestone has conducted thousands of complimentary tyre checks across the UK over the past year and runs its Be a Bridgestone Road Safety Hero campaign, which offers drivers practical guidance on tread depth, pressure and tyre condition. The company also advocates mandatory tyre replacement as a penalty for driving on illegal tyres, a stance supported by 30 percent of survey respondents.

Helen Roe, Senior Manager for Brand, Events, Product and Digital Marketing, described the research as a timely reminder of the need to educate motorists. She noted that while drivers recognise tyre safety as the most important purchase factor, life-saving checks still are not happening, possibly because tyres remain an afterthought or because drivers lack confidence in performing them. She emphasised that tyres are the only contact points with the road and that part-worn products carry unknown histories and potential damage.

Bridgestone urges drivers to check pressures monthly when tyres are cold, inspect surfaces for lumps, bulges, cuts and cracks and verify tread depth exceeds 1.6 mm using a gauge or the 20p test. Motorists uncertain about their tyres should seek a qualified professional, with many garages offering free checks. The company says its community campaigns, educational resources and retailer partnerships aim to make correct safety decisions easier and to highlight how essential well-maintained tyres are to preventing accidents and saving lives.

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DUNLOP has unveiled a cashback promotion timed to coincide with the autumn motoring season, offering drivers a financial incentive of as much as EUR 80 on qualifying tyre purchases. The campaign runs from 1 October through 30 November 2026 and covers car, SUV and light commercial vehicle tyres. The exact rebate a customer receives is determined by how many tyres are bought and the diameter of those tyres in inches.

The initiative launches simultaneously across Germany, Austria and Poland, with France, Italy and Spain set to join in stages thereafter. Beyond the immediate price advantage, the company intends the promotion to showcase the breadth of its tyre portfolio. All DUNLOP tyres measuring 16 inches or larger bought within the promotional window qualify, while French customers can also claim on 15-inch tyres. In total, 891 products spanning 15 to 22 inches fall within the eligible range, 804 of them from 16 inches upward.

The eligible line-up spans winter, summer and all-season options suited to varied driving needs. Winter offerings include the DUNLOP WINTER, WINTER SPORT 5, SP WINTER SPORT 4D and SP WINTER SPORT 3D, alongside the year-round ALL SEASON 2 and summer tyres such as the SPORT MAXX RT2 and the BLUE RESPONSE TG launched in March. These cover small cars, compacts, estates, SUVs, motorhomes and light commercial vehicles, as well as horse boxes, boat trailers and caravans.

Summer tyres extend the range further, serving everything from daily commuting and long-distance travel to holiday journeys on country roads and motorways. Claiming the cashback is designed to be simple: purchasers register online at cashback.dunloptyres.com, submit their proof of purchase, and receive the corresponding amount once verification is complete.

Markus Bögner, President and Managing Director, Dunlop Tyre Europe GmbH, explains, “A price advantage alone does not sell a tyre – it is ultimately its quality, safety and performance that are decisive. With the cashback promotion, we are creating an additional purchase incentive and giving potential customers the opportunity to experience the strengths of our tyres for themselves. If this leads to long-term customer relationships, we will have achieved our goal. At the same time, we are supporting our retail partners with their sales and strengthening the profile of the DUNLOP brand in the market together.”

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Liberty Tire Recycling has continued its push to keep scrap tyres out of British Columbia landfills and illegal dump sites through a series of community collection events held in September. Working alongside Tire Stewardship BC and Duka Environmental Services Ltd., the company supported roundups in both Kelowna and Prince George that together diverted more than 3,000 unwanted tyres from the waste stream.

The Kelowna event, part of a wider provincial effort to expand recycling access, saw 939 tyres gathered in just four hours. In Prince George, a major transportation and trucking hub in central British Columbia, crews collected over 2,100 tyres during a similar four-hour window while speaking with residents about recycling and sustainability.

Beyond simply accepting tyres, Liberty Tire Recycling uses these events to engage directly with community members. Team members in Prince George spent the day answering questions about how scrap tyres are processed and how recycled rubber feeds into a circular economy, helping raise awareness of responsible tyre management across the province.

Improperly discarded tyres remain a common problem in rural areas, where they create visual blight and public health risks. Old tyres collect rainwater that can serve as breeding grounds for mosquitoes, and abandoned piles threaten farms, acreages and natural spaces. Recycling addresses these issues while supporting resource recovery.

Under Tire Stewardship BC's province-wide programme, collected tyres are transformed into playground surfacing, running tracks, livestock mats, safety flooring and other rubber products. The Regional District of Central Okanagan's annual tyre recycling event has removed more than 15,000 unwanted tyres from local properties over the past decade.

Liberty Tire Recycling entered Canada in 2010, though its British Columbia facility has operated since 1989, reflecting more than 37 years of combined tyre recycling experience. The company processes tyres in Alberta, British Columbia, Saskatchewan and Ontario, and through the Return to Retailer programme, hundreds of locations across British Columbia accept up to four clean, off-rim tyres per resident, with officials recommending a call ahead to confirm capacity. 

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