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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Goodyear is significantly broadening its award-winning UltraGrip Performance 3 tyre line, expanding the range to 344 stock-keeping units across Europe. The addition of 66 new SKUs marks a major milestone, as the company now offers the most extensive winter tyre coverage available from a single tread pattern. This strategic move simplifies the selection process for customers while extending proven performance to a wider array of vehicles.

The European automotive landscape now encompasses everything from compact city cars to high-performance electric vehicles and large SUVs. With this expansion, Goodyear is establishing a new benchmark for how comprehensively a singular winter tyre design can address this evolving market. By achieving this broad coverage through one pattern, the brand differentiates itself from competitors who often require multiple designs.

The newly introduced SKUs represent entirely new fitment opportunities, allowing Goodyear to serve vehicle models previously beyond its winter portfolio. Over 90 percent of the new additions are in sizes of 19 inches and above, with the entire range now spanning from 14 to 23 inches to accommodate Europe's changing vehicle parc.

This growth reinforces Goodyear's presence in both replacement and original equipment markets, featuring 59 new replacement SKUs and 7 OE fitments. The replacement segment now includes options for models like the Volvo EX60 and BMW X3 M50, as well as electric vehicles such as the Škoda Elroq RS. New OE partnerships have been secured with major manufacturers, including the BMW iX3, Porsche Cayenne Electric and Mercedes-Benz GLC EQ.

The tyre's reputation is validated by securing first place in the ADAC Winter Tire Test for both 2024 and 2025, with ADAC predicting a lifespan of 76,500 kilometres. Strong braking and handling on snow, wet and dry roads are achieved through Snow Protect and Wet Grip technologies. Designed for both electric and traditional vehicles, the tyre also features reduced rolling resistance and lower interior noise for a refined driving experience.

Ben Glesener, Senior Technology Director, Product Development Consumer EMEA Goodyear, said, “Today’s winter tyre market is more complex than ever, with more vehicle types, sizes and requirements than before. By offering 344 SKUs within a single winter tyre pattern, UltraGrip Performance 3 cuts through that complexity, making it easier to choose a tyre that delivers proven performance across a wide range of vehicles.”

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Bridgestone has extended its market leadership in Thailand’s automotive sector by securing the ‘Marketeer No.1 Brand Thailand 2026’ award in the car tyre category, marking its 15th consecutive year of top consumer preference. The accolade, determined through a nationwide opinion poll, underscores the brand’s enduring resonance with Thai motorists. Yusuke Kosami, Division Manager of Business Planning at Bridgestone Sales (Thailand) Co., Ltd., formally accepted the trophy from Marketeer Magazine’s Editor and Founder, Permpol Popermhem, during a ceremony held at the Chadra Ballroom of Siam Kempinski Hotel in Bangkok.

The annual recognition programme, organised by Marketeer magazine, derives its findings from extensive research conducted by Marketing Move Co., Ltd., a specialised research and consultancy firm. This year’s survey assessed consumer sentiment across 123 distinct product categories, drawing on responses from over 6,500 participants located throughout the country. The comprehensive methodology was designed to pinpoint the most favoured brands among Thai consumers for the calendar year 2026.

With this latest honour, Bridgestone reaffirms its dominant position in Thailand’s competitive tyre industry, demonstrating consistent brand strength and consumer trust over more than a decade. The award not only highlights the company’s product quality but also reflects its successful long-term engagement with local customers, as validated by independent market research.

Kosami said, "Winning the Marketeer No.1 Brand Thailand Award for the 15th consecutive year is a reflection of the trust that Thai consumers have placed in Bridgestone over many years. We sincerely thank our customers, business partners, employees and all stakeholders for their continued trust and support. For nearly six decades, Bridgestone has been proud to grow together with Thailand. Guided by our mission of 'Serving Society with Superior Quality’, we will continue to deliver high-quality products and trusted services that meet the evolving needs of Thai consumers.

“Recently, we introduced the new BRIDGESTONE POTENZA SPORT EVO, our latest premium sports tyre designed for both ultra-high-performance vehicles and electric vehicles (EV Ready). The launch reflects our commitment to providing advanced mobility solutions that combine safety, outstanding performance and driving confidence. Beyond our products, we will continue to enhance customer experiences through our nationwide COCKPIT service network, providing reliable and comprehensive automotive services across Thailand. This prestigious recognition inspires us to continue creating greater value for Thai consumers while contributing to a safer and more sustainable mobility society for future generations. Every journey begins with trust, and we look forward to continuing that journey together with Thai consumers for many years to come."

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Michelin reported a resilient performance in the first half of 2026 despite unfavourable exchange rates and continued weakness in original equipment (OE) tyre markets, as strong demand for premium replacement tyres and lower raw material costs supported profitability. The French tyre maker also reaffirmed its full-year guidance, expressing confidence in its ability to navigate geopolitical uncertainty and competitive pressures.

Group revenue stood at EURO 12.69 billion, down 2.6 percent from a year earlier on a reported basis. However, at constant exchange rates, revenue grew 0.5 percent, with a stronger euro reducing reported sales by 3.1 percent.

Michelin's core operating performance improved during the period. Segment operating income stood at EURO 1.45 billion, with the operating margin improving to 11.4 percent  from 11.1 percent  a year earlier. Excluding currency movements and changes in business scope, operating income rose 7 percent , driven by premium product sales, better pricing and lower raw material costs.

Cash generation also strengthened significantly. Free cash flow before mergers and acquisitions improved to EURO 282 million, compared with a negative EURO 102 million in the first half of 2025, while gearing remained at 26 percent , reflecting a net debt position of EURO 4.55 billion.

Premium replacement demand offsets OE weakness

Michelin said sales of MICHELIN-branded replacement tyres increased 5 percent, supported by premium products and larger rim-size tyres. The company said higher sales of premium tyres and the acquisitions of Cooley Group and Flexitallic helped offset weaker OE demand and lower volumes in Tier-2 and Tier-3 brands.

Lower raw material costs also boosted profitability, offsetting higher manufacturing, logistics and tariff-related expenses. However, net income declined to EURO 766 million from EURO 840 million due mainly to a lower contribution from equity-accounted companies.

Consumer business leads performance

The Consumer segment remained Michelin's largest earnings contributor, reporting revenue of EURO 6.93 billion and an operating margin of 12.5 percent , supported by strong replacement demand, particularly for the MICHELIN Primacy 5 Energy and Pilot Sport 5 Energy ranges.

The Transportation division improved its operating margin to 5.9 percent  despite continued weakness in North America's truck OE market, while the Specialty segment maintained a 14.1 percent  operating margin as strong mining and aircraft tyre demand offset weakness in agricultural OE markets.

The Polymer Composite Solutions business delivered the fastest revenue growth, rising 14 percent  to EURO 728 million, largely due to acquisitions, although margins were affected by weaker demand for conveyor products.

Regional tyre markets remain mixed

Michelin said global passenger car and light truck OE demand declined 3 percent, while the replacement market grew 1 percent during the first half.

Europe

• OE demand declined 1 percent
• Replacement demand fell 2 percent

North and Central America

• OE demand declined 1 percent
• Replacement demand fell 4 percent

China

• OE demand contracted 7 percent
• Replacement demand increased 9 percent

The company attributed China's OE weakness to lower government subsidies for new vehicles, while Europe experienced slower economic activity and North America was affected by tariff-driven vehicle price increases and weaker EV incentives. In Europe, replacement demand was also influenced by dealers building inventories ahead of anti-dumping duties on Chinese tyre imports.

In truck tyres, the global market excluding China grew only 1 percent , with sharp regional differences:

• Europe: OE +4 percent , Replacement +9 percent
• North & Central America: OE -12 percent , Replacement -13 percent
• South America: OE -11 percent , Replacement +32 percent

Michelin said North American demand remained subdued as fleet operators delayed purchases, while South America's replacement market expanded rapidly due to increased low-cost tyre imports.

Acquisitions and innovation

Michelin completed three acquisitions during the first half, including Tex Tech Industries, following earlier purchases of Cooley Group and Flexitallic, strengthening its Polymer Composite Solutions portfolio in higher-value industrial markets.

The company also unveiled a universal AI-powered digital tyre twin capable of predicting tyre behaviour using real-time vehicle data and introduced new tyres containing up to 75 percent  renewable and recycled materials.

Workforce restructuring continues

Michelin plans to adapt its workforce in France through voluntary measures, with up to 1,500 positions potentially affected over the next three years.

In the United States, the company will progressively wind down production at its BFGoodrich plant in Tuscaloosa, Alabama, consolidating production at Fort Wayne, Indiana, resulting in approximately EURO 220 million in non-recurring charges during 2026.

Outlook

Michelin maintained its full-year guidance and continues to expect growth in segment operating income at constant exchange rates and business scope, while targeting more than EURO 1.6 billion in free cash flow before M&A during 2026.

Florent Menegaux, Michelin's Managing Chairman, said the company's improved sales momentum reflected continued innovation, stronger brand appeal and disciplined execution despite a challenging geopolitical and competitive environment.a

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Tegeta Green Planet contributed to a recent youth initiative in Bakuriani by partnering with the Georgian Institute of Public Affairs for its annual summer camp. The collaboration featured a targeted environmental workshop designed to instil stronger ecological values and sustainable habits among the student participants.

A central figure in the proceedings was Tamar Dolidze, Head of the Occupational Safety and Environmental Protection Department at Tegeta Holding. Her address to the attendees covered the mounting pressures of climate change, the finite nature of key resources and the collective duty of citizens to mitigate environmental harm.

Beyond the lecture, the organisation’s team delved into forward-thinking approaches to waste reduction, the operational logic of circular economic models and the regulatory significance of producer responsibility schemes. An open forum followed, enabling the young audience to pose questions and exchange viewpoints, while a subsequent interactive contest added a lighter touch and was accompanied by small prizes.

Long-term engagement with educational spheres remains a cornerstone of Tegeta Green Planet’s outreach, encompassing schools, universities, and seasonal camps. The enterprise views such programmes as vital for bridging theoretical instruction with real-world behavioural change, reinforcing that environmental literacy and enthusiastic youth involvement are fundamental drivers of a more resilient and resource-conscious future.

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