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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Hankook Tire has underscored the competitiveness of its winter and all-season portfolio through strong showings in two recent independent assessments. The Kinergy 4S 2 all-season tyre and the Winter i*cept RS 3 winter tyre both earned top-tier results in tests conducted by Auto Zeitung, in its issue 20/2026, and by the Automobilclub von Deutschland (AvD) in August 2026. The evaluations positioned the manufacturer’s products favourably across multiple performance and economic criteria.

In the Auto Zeitung all-season comparison, the Kinergy 4S 2 was assessed in the widely used 225/45 R 17 fitment and received the publication’s ‘Highly recommended’ designation. The tyre demonstrated notable composure on snow, with predictable cornering behaviour that testers described as making it a comfortable winter-capable option. It also excelled in aquaplaning resistance while cornering and recorded the quickest wet-handling lap on the circular track. On dry surfaces, the editorial team noted trouble-free behaviour at the limits, solid projected mileage, and strong value for money.

The AvD’s 2026 all-season test delivered similarly positive outcomes. Evaluated in size 225/50 R 17, the Kinergy 4S 2 claimed the best value-for-money ranking and performed strongly in the economy and environment category, earning 4.78 out of five stars overall. It achieved five stars each for mileage and fuel consumption, along with 4.9 stars for tyre wear. Against a twelve-tyre field, it also placed highly for aquaplaning and aquaplaning in curves, securing 4.20 stars in the final ranking and an overall ‘Good’ rating.

Separately, the Winter i*cept RS 3, tested in 225/45 R 17, received an overall ‘Good’ verdict with 4.26 stars in the AvD winter tyre evaluation. It performed particularly well in snow braking and traction, scoring 4.4 and 4.3 stars, and in aquaplaning in curves and straight-line aquaplaning, with 4.5 and 4.4 stars. The tyre also earned 4.43 stars across economic and environmental criteria, including 4.6 stars for weight and 4.5 stars each for fuel consumption, mileage and tyre wear.

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Bridgestone Corporation has confirmed it will become the exclusive tyre supplier for the ABB FIA Formula E World Championship, the foremost all-electric motorsport series, beginning with the 2026/27 season. The announcement positions the Japanese manufacturer at the centre of a championship that has grown into a global platform for electric racing since its founding in 2014.

The forthcoming season will mark the competitive debut of the GEN4 car, a machine that redefines performance boundaries. With permanent active All-Wheel Drive, remarkable torque and acceleration, the GEN4 reaches 100 kmph in 1.8 seconds and attains a top speed of 335 kmph, while producing a peak output of 815 bhp. These figures make it the quickest and most potent Formula E vehicle ever built.

(From left) Emilio Tiberio (WEST CTO, Bridgestone), Jeff Dodds (CEO, Formula E), Yasuhiro Morita (Global CEO and Representative Executive Officer, Bridgestone), Marek Nawarecki (Senior Circuit Sport Director, FIA) and Hiroshi Imai (Executive Officer, CPO, Global Motorsports, Bridgestone)

To harness this performance, Bridgestone has engineered the POTENZA GEN4 tyre, designed to deliver high grip, broad adaptability across varied road and weather conditions and durability that sustains performance throughout a race. A second specification, the POTENZA GEN4 for TYPHOON TYRE, has also been created to ensure stable handling and strong grip when heavy rain leaves substantial water on the track.

Sustainability features prominently in the tyre programme. Each GEN4 tyre incorporates a 65 percent allocation of recycled and renewable materials, including carbon black recovered from pyrolysis oil of end-of-life tyres and silica derived from rice husks. Natural rubber is drawn from supply chains subject to Bridgestone due diligence, compliant with the GPSNR Assurance System and verified by an independent third party. Manufacturing uses 100 percent renewable energy for both heat and electricity, while low-carbon logistics help curb CO₂ emissions, with chemical recycling of end-of-life tyres among wider value-chain initiatives pursued alongside partners.

Formula E, governed by the FIA, has expanded rapidly through street races in cities such as Monaco, Sao Paulo, Sanya and Tokyo, alongside traditional circuits. Its digital engagement and programmes such as FIA Girls on Track have helped build a fan base exceeding 400 million. Committed to Making Progress Thrilling, the championship demonstrates that electric racing can drive measurable change rather than merely inspire.

The Bridgestone Formula E World Premiere, held in Rome on 30 September ahead of the 2026/27 season, drew representatives from the FIA, Formula E, teams, drivers, international media and influencers. Global CEO Yasuhiro Morita shared his enthusiasm for the entry, while Chief Product Officer for Global Motorsports Hiroshi Imai and WEST Chief Technology Officer Emilio Tiberio detailed the tyre technology behind the GEN4. The new Bridgestone motorsport logo and design elements appeared on the GEN4 tyres for the first time, and Bridgestone’s Technical Center Europe subsequently offered demonstrations of the production site and the development work of engineers and test drivers.

Bridgestone will supply tyres for all races in the 2026/27 Season and will also serve as the title sponsor for the following four races:

Yasuhiro Morita, Global CEO and Representative Executive Officer, Bridgestone Corporation, said, “Our return to the FIA World Championship is an exciting re-entry that embodies Bridgestone’s history of passion and innovation. Under our Mission ‘Serving Society with Superior Quality’, we have continued to push the limits with an insatiable quest for performance and a sense of responsibility for a better future through motorsport activities. On the supreme stage of Formula E, we will further evolve the balance of performance and sustainability and pioneer a new future for mobility. Together with organisers, teams, drivers, partners and fans, we look forward to creating a new future.”

Jeff Dodds, CEO, Formula E, said, “We are delighted to welcome Bridgestone to Formula E as our sole tyre supplier for the 2026/27 Season and beyond. Combining rich motorsport heritage with cutting-edge sustainable innovation, Bridgestone is a fitting partner as we embark on this exciting new era. The GEN4 car represents the pinnacle of sustainable motorsport design, and we look forward to working with Bridgestone as we continue to redefine electric racing and lead the race for progress both on and off the track.”

Marek Nawarecki, Senior Circuit Sport Director, FIA, said, “Bridgestone’s appointment as the sole tyre supplier for the ABB FIA Formula E World Championship marks an exciting new chapter as we enter the GEN4 era. The tyres will play a key role in delivering the performance and efficiency expected from this new generation of Formula E cars. Building on the collaboration already established during the development of the GEN4 tyres, we look forward to continuing this work with Bridgestone, Formula E and the teams to deliver tyres that meet the demanding requirements of the ABB FIA Formula E World Championship and contribute to close, competitive racing for drivers and fans.”

Hiroshi Imai, Executive Officer, CPO, Global Motorsports, Bridgestone Corporation, said, “We are truly delighted to showcase Bridgestone’s technology and passion to the world on the new stage of Formula E. In developing POTENZA GEN4, we pushed the limits of our technology to fully unlock the overwhelming performance of GEN4. In particular, the newly introduced POTENZA GEN4 for TYPHOON TYRE represents a symbolic evolution for the GEN4 era, enabling drivers to confidently take on even wet conditions. By supporting the dramatically evolved GEN4 from the ground up, we are also advancing initiatives towards carbon neutrality and resource circulation, striving to realise sustainable motorsport. We will continue to deliver the superior quality to circuits around the world, bringing new excitement and inspiration to racing fans worldwide.”

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Kumho Tire USA celebrated a strong result at Round Seven of the Formula DRIFT PRO Championship, where KUMHO driver Jack Shanahan drove his E82 BMW to a third-place finish at The Bullring at Las Vegas Motor Speedway on KUMHO Ecsta V730 tyres. The Las Vegas podium was Shanahan’s third of the season, following a third-place result at the Streets of Long Beach opener and a second-place finish at Round Four in Stafford Springs, Connecticut.

After qualifying sixth, Shanahan advanced through the main competition by defeating Jhonnattan Castro in the Top 32, Ryan Tuerck in the Top 16 and Chris Forsberg in the Great 8. In the Final 4, he faced his younger brother, Conor, in a close battle that ended when Jack dropped two tyres off course in Zone 4. Despite the narrow loss, he remains fourth in the standings with one round left in Long Beach, California, on 23–24 October.

The KUMHO Ecsta V730 is an extreme-performance summer tyre designed for exceptional grip, responsiveness and consistency under demanding track conditions, making it a proven option for competitive motorsports and enthusiast drivers.

Ed Cho, CEO, Kumho Tire USA, said, "Jack's performance this season continues to demonstrate not only the determination and skill of our drivers but also the reliability of KUMHO tyres. In high-pressure situations, our drivers can rely on KUMHO tyres to deliver the traction, responsiveness and control they need to compete at their best."

Shanahan said, "It's been an exciting season, and I'm proud to have secured another podium finish with the consistent performance of the KUMHO Ecsta V730 tyres. The team and I are looking forward to carrying this momentum into the final round next month and fight for the Championship podium."

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Shalva Akhvlediani, Director of Tegeta Green Planet, took part in a training course titled ‘Circular Economy and Sustainable Business Models’, organised by the UN Global Compact Network Georgia on 17 September. He presented his organisation’s practical experience in applying circular economy principles and sustainable business models to the participants.

Tegeta Green Planet serves as Tegeta Holding’s environmental arm and operates as an Extended Producer Responsibility (EPR) organisation in Georgia. It focuses on collecting and recycling specific waste streams, including used tyres, waste oils and automotive batteries. Its work is grounded in circular economy principles, aiming to improve waste management, convert waste into resources and lessen environmental harm.

The UN Global Compact Network Georgia delivered a 10-hour training course across 16 and 17 September, designed to give businesses practical knowledge about circular economy principles and sustainable business models. Participants explored core circular economy concepts, ways to integrate them into business operations, modern waste management approaches, circular business models and Life Cycle Assessment (LCA) for products and materials. Giorgi Berechikidze, Environmental Manager at the UN Global Compact Network Georgia, led sessions on these main topics, offering practical approaches to circular economy, waste management and LCA.

International perspectives were provided online by Anders Ladefoged, a member of the European Economic and Social Committee (EESC) and representative of the European Circular Economy Stakeholder Platform (ECESP), who discussed European circular economy standards, and Dr Silke Megelski, a circular economy advisor at Deutsche Gesellschaft für Internationale Zusammenarbeit (GIZ), who presented the Circular City Lab approach and deposit return system pilot experiences in Georgia. The course concluded with certificates for participants, supporting the spread of practical knowledge and resource-efficient, sustainable, circular business models.

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