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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The Association of Natural Rubber Producing Countries (ANRPC) recently welcomed Dr Satya Tripathi, Secretary General, Global Alliance for a Sustainable Planet (GASP), for a courtesy visit to its Secretariat. During this engagement, Dr Tripathi held discussions with ANRPC’s Secretary General, Dr Suttipong Angthong, as well as Secretariat members Dr Lekshmi Nair and Riska Pujiati. This initial dialogue marked the beginning of conversations aimed at fostering collaboration between ANRPC and GASP to advance sustainability within the natural rubber industry.

Both groups acknowledged systemic challenges facing rubber producing nations, including environmental harm, climate instability and economic volatility. They agreed the industry must embrace the global Green Transition, ensuring rubber enters markets through transparent, ethical, and sustainable supply chains.

The dialogue explored partnerships to strengthen sector resilience and ethical integrity, with special emphasis on supporting smallholders through transformative initiatives that deliver environmental and social impact. The meeting highlighted how high-impact collaboration drives climate adaptation, resilient ecosystems, sustainable livelihoods and inclusive prosperity. Dr Tripathi, a renowned development economist and former UN Assistant Secretary General, also participated in ANRPC’s COP30 side event promoting smallholder projects for net zero and beyond.

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Hankook Tire has announced a major brand advertising campaign set to run throughout the 2026 Major League Baseball (MLB) regular season, targeting fans across 26 stadiums in North America, including both United States and Canada. This initiative is designed to elevate the premium positioning of its globally unified ‘Hankook’ brand within the local market. The effort kicked off following the Opening Day game between the San Francisco Giants and the New York Yankees at Oracle Park in San Francisco on 25 March.

To broaden customer engagement, Hankook Tire will feature not only its core ‘Hankook’ brand identity but also its pioneering electric vehicle tyre lineup called ‘iON’, which is the world’s first full range of EV tyres, alongside the ‘Dynapro’ SUV tyre brand. A notable expansion this season is the inclusion of the Toronto Blue Jays’ home stadium in Ontario, Canada, allowing the company to extend its brand presence across the entire Canadian region for the first time.

Throughout the 2026 regular season, Hankook Tire plans to display its branding on major LED boards located in high-traffic areas such as behind home plate, along the first base line and on outfield fences. By integrating branding into these prominent ballpark locations, the company aims to naturally boost awareness of the ‘Hankook’ name among sports fans while strengthening its competitive edge in North America, a key global market for both SUVs and electric vehicles.

Since 2018, Hankook Tire has built on roughly five years of official MLB sponsorship to implement targeted sports marketing for local customers, reinforcing its premium image in the region. Following the successful World Baseball Classic, which showcased Major League talent, the company expects to enhance the innovative and dynamic image of its brand for both live spectators and baseball fans worldwide. Key markets featuring this high-visibility signage include New York, Boston, Atlanta and Toronto, among others, for the entire 2026 season.

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Magna Tyres has unveiled the M-TRUCK RG22, a commercial tyre aimed at the drive axle position of trucks engaged in regional haulage. This model is calibrated for shorter, repetitive routes where weather and road conditions change frequently. The tyre prioritises dependable grip and extended wear life, helping fleet operators achieve fewer replacements and more consistent handling.

The RG22 comes in sizes 295/60R22.5 and 315/60R22.5, with an 18 or 20 ply rating. Load and speed indices are 150/147K or 154/150L, and the tread carries both M+S and the three-peak mountain snowflake symbol. Fuel efficiency is rated C, wet braking grip is B, and noise output is 73 decibels, falling under the quietest A classification.

The RG22 effectively pushes water away from the contact patch, reducing aquaplaning risk on soaked regional roads. Its tread pattern promotes even wear, helping transport companies stretch mileage budgets. A sturdy internal construction withstands the stop-start stresses of regional work, offering a balanced solution where traction, longevity and all-weather reliability meet.

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TyreSafe, UK’s charity dedicated to raising tyre safety awareness, has launched Easter campaign to remind all road users that proper tyre maintenance is essential for a safe Easter getaway. With families carrying extra passengers, luggage and holiday treats, vehicles face increased strain, making tyre condition and pressure more critical than ever. Tyres are the only part of the car in contact with the road, so their health directly influences braking, handling and overall journey security.

Easter remains one of the busiest travel periods, and early signs point to another crowded weekend on British roads. According to the VisitEngland Domestic Trip Tracker 2025, a quarter of adults in Britain definitely planned an overnight Easter trip, with nearly one in five still undecided. As more families opt for UK breaks and rural staycations, the volume of traffic rises, and so does the reliance on tyres to cope with heavier loads and longer distances.

Carrying extra luggage, pushchairs, bikes and camping gear places significant additional weight on vehicles. Underinflated tyres under such loads lead to longer stopping distances, reduced stability, poorer steering control, greater risk of tyre failure and increased fuel consumption. Vehicle manufacturers provide specific pressure recommendations for fully loaded cars, yet many drivers overlook these adjustments before long journeys. Properly inflated tyres are vital to managing these risks.

Rural roads, popular for Easter escapes, remain the most dangerous in UK. A recent European Transport Safety Council report revealed that rural roads accounted for 59 percent of all UK road deaths in 2022, with over 10,100 fatalities in the past decade. While overall road deaths have fallen slightly, rural fatalities have not improved. Hazards such as sharp bends, narrow lanes, agricultural vehicles, poor lighting, potholes and slippery spring surfaces mean tyres must provide maximum grip and stability at all times.

TyreSafe’s own tread depth survey estimates that six million tyres on UK roads are illegal, meaning many vehicles are already unsafe before departure. To prevent Easter plans from unravelling, TyreSafe urges every driver to include tyre checks in their holiday routine, alongside packing and route planning, by embracing the simple ACT protocol: regular checks of air pressure, condition and tread depth.

Stuart Lovatt, Chair of TyreSafe, said, “Easter is a time for family, fresh air and making memories – but it’s also one of the busiest times on our roads. Heavily loaded vehicles, long journeys and rural routes can all increase risk if tyres aren’t properly maintained. Something as simple as adjusting your tyre pressures for a full car can make a significant difference to safety and performance. Before you hop off on your Easter adventure, take a few minutes to ACT – check your Air pressure, Condition and Tread. It’s a small step that could make a life-saving difference.”

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