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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Cooper Tires has unveiled the all-new Discoverer HT, a highway mixed-terrain tyre engineered for drivers who depend on their vehicles daily. Designed specifically for popular trucks and SUVs, the tyre was created to handle the tasks that let drivers take full advantage of their vehicle's potential.

The tyre features tall, straight sidewalls and an optimised footprint that places a maximum amount of tread in contact with the road, helping provide confident handling and stability even when carrying heavy loads. Engineered for long-lasting value without compromising performance, the mixed-terrain tyre carries a 70,000-mile/115,000-km limited treadwear warranty on Metric sizes and a 55,000-mile/90,000-km limited treadwear warranty on LT-Metric sizes. Its durable construction is designed to support hauling, towing and carrying heavy loads, while the optimised tread footprint and sidewall design deliver stable handling. 3D Micro-Gauge technology enhances traction throughout the tyre's life, and the long-wearing tread is designed for durability and a quiet ride even on rough and uneven surfaces.

The Discoverer HT will be available in 19 popular sizes beginning in October 2026, with an additional 16 LT sizes anticipated in the first quarter of 2027. Rim sizes range from 16 to 22 inches, and the tyre is offered at local Cooper authorised retailers and online store. It is manufactured at three US facilities: Texarkana, Arkansas; Findlay, Ohio and Tupelo, Mississippi. Cooper also introduced a refreshed brand identity signalling strength, purpose, and confidence, with branded merchandise and apparel available through a dedicated page on the Goodyear website.

Brad Heim, Vice President – Product Development Global Consumer, Goodyear, said, "The toughest jobs aren't always the biggest ones. They're the ones you show up for every day. Constructed for today's truck and SUV owners, the Cooper Discoverer HT combines everyday comfort with dependable highway performance, helping drivers stay confident whether they're pulling a trailer, carrying a heavy load, driving across town or covering hundreds of miles in a single day."

Alain Kohnen, Vice President, Global Manufacturing, said, "The Cooper Discoverer HT reflects more than a century of US manufacturing expertise behind the Cooper brand. This new tyre showcases what our teams do best: build high-quality, US-made products that deliver the durability and dependable performance drivers count on every day."

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DUNLOP (company name: Sumitomo Rubber Industries) will present its latest innovations at the Rubber & Elastomer Technical Exhibition, scheduled for 3–6 November at the Aichi International Convention & Exhibition Center (Aichi Sky Expo). The event runs concurrently with the International Rubber Conference 2026 (IRC2026 AICHI), marking the first time in a decade that the conference is held in Japan since IRC 2016 Kitakyushu.

The company’s booth (#82) will highlight efforts to generate new value in mobility, sports, healthcare and daily life through its proprietary Rubber and Analytical Technology, refined over many years. Under its Long-term Corporate Strategy R.I.S.E. 2035, the firm envisions continuing to deliver new experiential value born from rubber to everyone. The exhibition will feature latest technologies tied to further innovation originating from rubber, identified as a growth driver for that vision.

Attendees will be able to observe how the proprietary technology is being applied across the four fields. A key tyre display is the SYNCHRO WEATHER, a next-generation all-season tyre using Active Tread Technology that lets rubber properties change with road conditions. Also featured is the WINTER MAXX ICE Pro, a new studless winter tyre engineered to maximise on-ice performance through newly developed rubber compounds and a new tread pattern design, alongside a reference exhibit of sustainable tyres made with Russian dandelions as a raw material.

Additional exhibits span several categories. In sports, a reference exhibit of the SRIXON Z-STAR +e80 golf ball carries a sustainable materials content of 82 percent. Industrial products include MIRAIE, a vibration damper for detached wooden houses that reduces building vibration amplitude during earthquakes via high-damping rubber, and safe, high-quality rubber parts for medical applications developed with polymers, rubber-processing technology and clean technology. New business displays comprise reference exhibits of rubber materials for 3D printing that retain rubber’s inherent elasticity, resilience and durability, and space-grade rubber materials, showcasing R&D initiatives and prototype materials for harsh space environments.

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Michelin has introduced the Michelin X Multi Energy Z2, a new truck and bus tyre developed and tested for Indian road conditions.

The new products are manufactured at the company’s facility in Chennai, and the tyres will be available across India from 1 November 2026.

The Michelin X Multi Energy Z2 is designed for all-position fitment on commercial vehicles and incorporates the Carbion tread compound blend alongside InfiniCoil and Duracore technologies.

Testing conducted by Michelin indicates fuel savings of up to six percent in the 295/80R22.5 dimension and up to 13 percent in the 295/90R20 dimension compared to commercial competitors. The design delivers a footprint up to five percent larger to improve grip in wet and dry conditions, alongside an 11 percent increase in summit strength and up to 25 percent longer tread life.

In terms of sustainability, the tyres contain up to 30 percent recyclable materials, and the Chennai manufacturing plant operates using 45 percent renewable energy. The model will be distributed through Michelin Tyres & Service stores and 300 authorised dealerships nationwide.

Shantanu Deshpande, Managing Director, Michelin India, said, "India’s commercial vehicle sector is the backbone of the nation’s economy, and fleet owners are increasingly looking beyond the upfront cost of a tyre to its overall value throughout its life. Developed for Indian highways, the MICHELIN X Multi Energy Z2 addresses these needs by combining fuel efficiency, longer tyre life and enhanced robustness to help reduce Total Cost of Ownership (TCO). With up to 13 percent fuel savings, 25 percent higher mileage and 11 percent better ply strength enabled by our Duracore technology, it is designed to help fleet operators optimise operating costs, improve productivity and strengthen their margins. At Michelin, we are committed to being a performance partner to Indian fleet owners, bringing advanced, locally relevant mobility solutions that help make every kilometre count."

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Pirelli has chosen the softest trio in its range for the Mexico City Grand Prix, with the C3 as Hard, the C4 as Medium and the C5 as Soft. This departs from last year, when a compound step using the C2 as Hard proved less appealing than the softer alternatives. The second round of the Americas triple-header takes place at the circuit named after brothers Pedro and Ricardo Rodríguez, unique on the calendar due to its altitude of over 2,000 metres.

A large portion of the circuit has been resurfaced, covering Turn 16 to Turn 1 and Turn 7 to Turn 16, leaving only the first sector largely unchanged. New asphalt normally brings higher grip and lower roughness, though its actual characteristics will need assessment during the opening stages. The track is often dirty early on, with grip improving lap after lap, and that evolution could be more pronounced this year.

The Autódromo Hermanos Rodríguez has traditionally been one of the least demanding circuits on tyres, with low-speed corners and limited lateral loads keeping wear under control. The thin air reduces aerodynamic load, increasing tyre slip and making graining a factor to watch, possibly more so with the smoother asphalt. The circuit's low severity could favour a one-stop race, though tyre management to extend stints will remain important, particularly for the rear axle.

Strategy may depend more on driver confidence in a compound than on genuine tyre life limitation, with some teams favouring softer compounds for grip and others the Hard for consistency. The Soft could play a central role, having shown strong characteristics on low-severity circuits. Braking performance also warrants monitoring, as the altitude reduces aerodynamic efficiency and the long main straight into Turn 1 could increase lock-up risk. Last year's grid was split between one-stop and two-stop strategies. This will be the sixth Grand Prix under the Mexico City Grand Prix name, with Max Verstappen the most successful driver at the venue with five victories, matching Red Bull. The Pirelli Podium Cap celebrates Día de los Muertos, which falls on race Sunday.

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