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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Maxam Tire has introduced the MT152 Rubber Track, a new product featuring an enhanced Z-Lug design. This track is engineered to provide exceptional traction, durability and extended service life for compact track loaders operating in demanding environments.

Building on the proven performance of traditional Z-Lug rubber tracks, the MT152 combines aggressive traction with increased tread depth and a larger footprint. This design improves wear life without sacrificing performance. It is intended for construction, site preparation and general earthmoving applications, excelling in loose ground conditions while offering the stability and durability contractors rely on daily.

The MT152 features a heavy-duty carcass for enhanced machine stability and long-lasting structural integrity under demanding workloads. Its stepped tread pattern improves self-cleaning by allowing mud and debris to expel more efficiently, maintaining consistent traction throughout the workday. A cut and tear-resistant tread compound further boosts durability in harsh conditions, while the increased tread depth and optimized net-to-gross ratio deliver longer tread life and greater overall value.

Matt Fagan, Director – Research & Development, Maxam Tire, said, “The MT152 was developed to give equipment owners aggressive traction and the durability they need to maximise uptime. By enhancing the traditional Z-Lug design with a deeper tread, larger footprint and reinforced carcass construction, we’ve created a rubber track that delivers outstanding performance, extended wear life and dependable operation across a wide range of challenging jobsite conditions.”

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Birla Carbon will use its presence at RubberTech China 2026 to demonstrate how its operations across Asia, including China, are being scaled up to meet demand from both regional and international customers. The manufacturer of high-quality carbon materials will exhibit at the Shanghai New International Expo Center from 15 to 17 September 2026 at Booth No. W5B467.

Growth in manufacturing capacity and geographic reach underpins the company's push for greater supply reliability, responsiveness and consistency. Thailand's Rayong facility and an additional high-output Indian plant both commence operations this year. Across key Asian markets, these additions bolster dependable volume availability, sharpen the company's ability to react swiftly to changing customer demands and shorten delivery timelines by operating nearer to buyers.

A broad solutions portfolio awaits exhibition attendees. Engineered materials for mechanical rubber goods (MRG) deliver enhanced hose durability, superior belting abrasion resistance and reliable performance in anti-vibration and sealing systems. Tyre-focused carbon black grades extend product lifespan while improving fuel and energy efficiency, with Euro 7-inspired and EV-designed options covering PCR, LT and TBR applications. Low PAH grades hold certification for skin-contact and export markets, functioning as drop-in ASTM replacements. Continua SCB and SCM products permit elevated recycled and bio-based content as drop-in substitutes for conventional ASTM grades, assisting customers in advancing circularity goals without sacrificing performance.

Amit Kumar, President, Asia, Birla Carbon, said, “The Asia region is increasingly viewed as a manufacturing hub for the world, with China playing a central role in the growth of high-value MRG and tyre markets.  This is making performance, supply reliability and sustainability more critical than ever for the region. At Birla Carbon, we are strengthening our regional material capacity and footprint to be closer to our customers and respond more effectively to their evolving needs. With expanded capacity and innovative solutions spanning MRG, tyres, including Euro 7-inspired and EV-designed performance materials low PAH applications, and sustainable offerings, we are well positioned to help customers enhance product performance, build more resilient supply chains and advance their sustainability goals.”

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Bridgestone has expanded its road safety efforts in Scotland by hosting its inaugural dedicated tyre safety event in the region. The initiative, held at Betty’s Diner off Westfield Road in Motherwell, drew such a strong response from local motorists that additional visits north of the border are already being arranged.

Working alongside Auchinlea Tyres, the company inspected over 100 tyres during the event while offering drivers guidance on tyre safety and the value of routine checks and maintenance. The results underscored the need for such efforts, with 16 percent of tyres requiring urgent attention and a further 24 percent flagged for close monitoring.

To encourage awareness of basic tyre checking practices, ‘Become a Bridgestone Road Safety Hero’ bags were distributed, and the firm’s branded VW Buzz drew considerable interest when parked at the site. Organised by Chris Liddle, Key Account Manager for Consumer and Commercial Products, the event forms part of Bridgestone’s wider Become a Road Safety Hero campaign, which sees colleagues across the UK engaging with motorists to promote essential tyre safety messages.

Recent data reinforces the campaign’s urgency. TyreSafe estimates that 6.1 million tyres on UK roads are illegal or dangerously worn at any given time, often because tread depth falls below the 1.6 mm legal limit. Meanwhile, the Department for Transport’s Reported Road Casualties Great Britain: Final Results 2025 report showed that people killed or seriously injured in collisions involving illegal, defective or underinflated tyres rose from 169 in 2024 to 201 in 2025. For Bridgestone, events like the Scottish check transform safety messaging into practical advice, letting motorists have their tyres inspected while learning simple self-checks.

Liddle said, “This was a really important event for us because it was the first time we have taken our road safety outreach into Scotland in 2026 and the response was fantastic. We inspected 25 vehicles and 100 tyres during the event, giving us a great opportunity to speak directly to motorists about the importance of checking their tyres and making sure they are safe and properly maintained. The feedback we've received since our visit has been extremely positive, and we've already been asked if   we could hold similar events with Auchinlea Tyres. That's a great indication of how successful the day was. We're now looking at the possibility of taking the Road Safety Buzz to different locations across Scotland before the end of the year, working with Scottish dealers to help engage local communities. The Buzz certainly attracted plenty of attention. It's a real head-turner and a great way of starting conversations with people about tyre safety.”

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Maxion Wheels has reaffirmed its dedication to responsible business practices, operational excellence and environmental stewardship by strengthening a resilient and sustainable global supply chain. The company emphasises that collaboration with suppliers sharing its values is vital for delivering long-term value to customers, communities and stakeholders while maintaining high expectations for performance in quality, delivery, sustainability, innovation and ethical conduct. The 2025 Maxion Wheels Supplier Awards recognise exceptional partners whose contributions have advanced the business and reinforced its supply chain worldwide.

Among the honourees, Akzo Nobel Coatings Ltda of Brazil received the Supplier of the Year award for the Americas. A global leader in paints and coatings, AkzoNobel supports Maxion facilities in Brazil and Argentina with liquid and powder coating technologies. In 2025, it earned an ‘A’ rating in the annual Supplier Performance Evaluation for its commitment to quality, innovation, sustainability and supply reliability.

For Asia, JSW Steel Limited of India was named Supplier of the Year. Part of the O.P. Jindal Group, JSW Steel is one of India’s leading steel manufacturers, with an annual production capacity of 35 million tonnes across six plants. As a strategic partner for Maxion India, it supports product development, operational flexibility and business growth. Its senior leadership engagement and strong collaboration helped it meet all environmental, social and governance requirements, securing an ‘A’ rating.

In the EMEA region, FreiLacke, a brand of Emil Frei GmbH & Co KG, received Supplier of the Year honours. The family-owned German coatings specialist, based in the Black Forest, supplies powder and liquid coatings to several Maxion aluminium wheel plants and supports development for both aluminium and steel applications. FreiLacke achieved Supplier Performance Evaluation scores above 97 and met all quality, ESG and governance requirements, earning an ‘A’ rating.

The Green Wheel Award for 2025 went to Akzo Nobel Coatings CZ of the Czech Republic. Based in Opava, the company is part of the AkzoNobel group and serves as a key supplier to Maxion Wheels Ostrava, providing high-quality coating solutions for wheel manufacturing while demonstrating responsible business practices.

Akzo Nobel Coatings CZ was recognised for outstanding sustainability performance, achieving a Supplier Performance Evaluation sustainability score of 24 out of 25 and full compliance with Maxion’s ESG, governance and responsible sourcing requirements. Supported by AkzoNobel’s ambitious sustainability agenda and strong transparency, the company exemplifies leadership in environmental stewardship and sustainable value creation across the supply chain.

Pia Schütz, Vice President – Global Purchasing, Maxion Wheels, said, “At Maxion Wheels, we view our suppliers as strategic partners in our success. Their dedication to quality, innovation, sustainability and operational excellence enables us to better serve our customers and continuously improve our performance. These awards recognise organisations that have distinguished themselves through exceptional collaboration and a shared commitment to creating long-term value.”

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