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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New research findings from a doctoral dissertation by Dr.-Ing. Sebastian Bogdahn examine how end-of-life tyres can yield high-quality recovered carbon black (rCB) through pyrolysis while delivering substantial environmental benefits. The work, titled ‘Production and Environmental Assessment of High-Quality Carbonaceous Materials from End-of-Life Tyre Pyrolysis’, was presented in condensed form at an AZuR Chemical Recycling Project Group meeting in Dillingen/Saar on 1 October 2026.

The dissertation tackles how end-of-life tyres can be recovered and recycled to maximise their value. Pyrolysis is identified as a complementary technology that helps close recycling gaps in the circular economy and offers an alternative to fossil-based carbon black, a material that plays a crucial role in determining tyre properties.

In the pyrolysis process, rubber granules from processed tyres undergo thermal decomposition without oxygen, producing three main streams: solid rCB, tyre pyrolysis oil and pyrolysis gas. Previous evaluations of such technologies often separated technical and environmental perspectives, relied on secondary data and lacked standardised methodologies, making findings difficult to compare.

Image credit: Dr.-Ing. Sebastian Bogdahn

Bogdahn overcomes these limitations by integrating a technology-specific process model with a detailed life cycle assessment model. This combination enables a scientifically robust environmental evaluation of pyrolysis and its secondary raw materials using reliable primary data. A central component is a process model that mathematically describes material conversion by combining reaction kinetics, reactor behaviour and mass and energy balances.

Starting with laboratory-scale experiments, the model was scaled up and validated using a pilot-scale rotary kiln at the Institute of TH Köln. Comprehensive laboratory analyses of feedstocks and products supported development and validation. Optimal conditions for the investigated system were found at 650 degrees Celsius with a residence time of about one hour, achieving complete material conversion and high-quality recovered carbon black. Product distribution was roughly 40 percent rCB, 37 percent TPO and 23 percent pyrolysis gas by weight.

Image credit: Dr.-Ing. Sebastian Bogdahn

Using validated primary data, Bogdahn conducted a comprehensive environmental assessment and developed a methodological matrix covering relevant standards and guidelines to address inconsistent approaches. In the rotary kiln baseline scenario, one metric tonne of recovered carbon black results in a global warming potential over 100 years of about 918 kilogrammes of carbon dioxide equivalents, compared with the International Carbon Black Association’s global industry average of 3,910 kilogrammes for conventional fossil-based carbon black, a reduction of approximately 77 percent. Even after a quality adjustment for lower carbon content, the reduction remains about 70 percent. The study followed ISO 14067 and underwent independent external critical review under ISO 14071, also covering TPO and sustainable carbon black.

Further improvements remain possible. Emissions mainly stem from electricity consumption and gas combustion, with rCB processing accounting for about 44 percent, pyrolysis gas cleaning and combustion about 36 percent and tyre shredding about 19 percent. Sensitivity analysis confirms that renewable electricity offers substantial additional greenhouse gas reductions, reinforcing that a circular economy achieves genuine sustainability only when powered by renewable energy. Enhancing material quality through demineralisation and activation could enable higher substitution rates for fossil-based carbon black.

Image credit: Dr.-Ing. Sebastian Bogdahn

A central conclusion extends beyond pyrolysis itself. Raw materials, tyre manufacturing, the use phase and recovery pathways form an interconnected system spanning the entire tyre life cycle, closely linked to the carbon black, chemical, steel and energy sectors. Achieving circularity requires collaboration across systems and industries, along with greater methodological harmonisation and stronger integration of industrial value chains. The AZuR network’s work reflects this need, recognising that extended tyre use, repair, regrooving, retreading, mechanical recycling and appropriate chemical recycling must all function as interconnected elements of the value chain.

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Tyres Europe, as part of a coalition of 10 European associations representing consumers and automotive and mobility service providers, has issued a joint press release welcoming the latest CARUSO Connected Vehicle Field Test assessing the EU Data Act’s implementation across 29 major vehicle manufacturer groups. The findings confirm the legislation established important principles for accessing vehicle-generated data and encouraged some manufacturers to engage for the first time. One year on, however, the framework remains insufficient alone to enable a competitive, innovative connected mobility market.

Covering 15 automotive use cases across 28 vehicle manufacturer groups, the study concludes that while data access has improved, conditions for competitive, scalable, multi-brand services are still lacking. Access remains fragmented, inconsistent and often commercially or technically impractical across the car parc. Limited third-party access, differences in data scope, quality and coverage, and restrictive commercial terms continue to undermine the business case for innovative services. Genuine multi-brand development remains unattainable, preventing consumers and businesses from fully benefiting from connected mobility.

For many manufacturers, implementation has become a compliance exercise rather than a genuine effort to enable market access. Independent providers face limited datasets, restrictive terms, manual approvals, manufacturer-specific consent mechanisms and inconsistent technical solutions. Such approaches may satisfy the Data Act’s broadly defined obligations but are incompatible with the real-time, automated access modern digital services require.

Strong enforcement matters. Manufacturers respond faster where national authorities investigate complaints and apply enforcement mechanisms. Without consistent, harmonised, proactive enforcement across the European Union, Data Act rights risk remaining largely theoretical for a significant share of Europe’s vehicle fleet.

The coalition urges European Union institutions and Member States to enforce the Data Act consistently, issue clear guidance on fair, reasonable and cost-based compensation and use forthcoming reviews to reinforce rather than weaken it. Dedicated automotive legislation should establish common access conditions, interoperability requirements, initial technical and data delivery standards and safeguards against discrimination. Effective access must cover vehicle-generated data and the in-vehicle functions and resources needed to develop, scale and deliver digital mobility services, enabling fair competition, growth and investment.

According to the coalition, the Data Act was an important first step, but horizontal legislation alone cannot create a workable multi-brand market. Implementation varies widely: of 28 manufacturers, nine (32 percent) have barely implemented the Act; 18 (64 percent) lack adequate third-party pricing; 18 (64 percent) lack adequate data provision; and 19 (68 percent) lack an adequate API solution. Sixteen manufacturers (57 percent) enable none of the use cases, while only nine support the most feasible ones. Without stronger enforcement and dedicated automotive legislation, Europe will fall short of its innovation, consumer choice and fair competition ambitions.

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CEAT reported a 26 percent year-on-year increase in consolidated revenue to INR 47.62 billion in the second quarter of the 2026-27 financial year, while net profit stood at INR 1.12 billion as higher raw material costs continued to weigh on the tyre maker.

The company’s consolidated earnings before interest, tax, depreciation and amortisation (EBITDA) margin was 9.5 percent, according to its unaudited results for the quarter ended 30 September.

Arnab Banerjee, Managing Director and Chief Executive, said revenue growth was supported by premium segments across business units. He added that the conflict in West Asia had kept raw material costs high, prompting the company to tighten cost controls.

CEAT expects to deliver double-digit revenue growth in the second half of the financial year, alongside further price increases, Banerjee said.

On a standalone basis, revenue rose 23 percent year on year to INR 45.48 billion. EBITDA margin was 10.14 percent, while net profit reached INR 1.64 billion.

Kumar Subbiah, Chief Financial Officer, said commodity costs were expected to remain elevated in the third quarter. The company would continue to pursue measured price increases and improve its product mix to manage cost pressures.

Subbiah said debt increased during the quarter, largely because of capital expenditure of close to INR 4.9 billion to expand capacity in areas with high utilisation, as well as dividend payments.

He added that CEAT would maintain financial discipline while investing to meet demand and support profitable growth.

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Michelin has strengthened its retail presence in India by launching two Michelin Tyres & Services outlets in Delhi, located in Dwarka and Karol Bagh. The openings make Michelin's premium tyre range, including the Made-in-India Primacy 5, accessible to customers in west and central Delhi, alongside professional fitment and tyre care. The Dwarka facility was inaugurated by Benjamin Coesnon, Marketing Director India.

The Dwarka outlet, operated with Excellent Tyres, covers 1,500 sft and caters to one of Delhi's largest planned residential sub-cities and its expanding south-west corridor. Excellent Tyres, established in 1994, brings over 30 years of experience in the capital's tyre trade. Meanwhile, the Karol Bagh store, run with Rana Tyres, spans 1,000 sft in a prominent automotive trade hub. Founded in 1977 and now led by its third generation, Rana Tyres contributes nearly five decades of technical knowledge and a loyal clientele.

The expansion reflects Michelin's sustained commitment to India. Its distribution network now exceeds 800 points of sale, while over INR 28 billion has been invested in the Chennai manufacturing plant. A further INR 6.86 billion went into a passenger car tyre line that now produces the Primacy 5 for Indian buyers. The new stores aim to deliver safer, more durable and higher-performing mobility.

Shantanu Deshpande, Managing Director, Michelin India, said, " Delhi is one of the largest premium car markets in the country. Expanding our presence in Delhi will provide accessibility to today's customers and serve the next wave of premium car owners. With the Made-in-India Primacy 5 now available at these stores, customers in the capital can get Michelin's globally benchmarked safety and longevity, backed by expert service from trusted partners. India remains a key growth market for Michelin, and Delhi is central to how we continue to build our presence."

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