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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Fornnax Technology has received the Special Export Award – Rubber Machinery for 2025–26 from the All-India Rubber Industries Association (AIRIA). The recognition stems from the company recording the highest export volume of tyre recycling plants to Europe, marking a significant achievement in its international trade performance.

For more than 10 years, Fornnax has driven innovation within India’s tyre recycling sector. The firm now holds a 90 percent share of the domestic market, while exports constitute 30 percent of its operations, serving regions such as Europe, Australia and the GCC. Its integrated, high-capacity recycling lines and shredding systems support a more circular ecosystem.

The company’s approach centres on complete infrastructure rather than standalone equipment, combining multiple shredding and size-reduction stages to boost throughput and reliability. Fornnax aims to expand its global footprint and advance technologies suited to rising international recycling demands.

Jignesh Kundaria, Founder and Director, Fornnax, said, “This honour from AIRIA is a reflection of an incredible journey we have undertaken over the years. When we started Fornnax, there was no established recycling industry in India to follow. We chose to build for the future instead. Today, when you see India’s tyre recycling sector, it has already transformed into a dynamic, high-growth industry, and we are proud to have played our part in building it.”

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Apollo Tyres Ltd has expanded its industrial tyre portfolio with the introduction of the AWE 733 flotation tyre, engineered for mobile excavators working on soft and sensitive ground. Developed in Europe, the product reflects the company’s ‘Engineered for Tough Conditions’ approach, combining minimal surface compaction with high traction and durability.

The tyre, offered in size 600/50-22.5, targets construction, infrastructure and utility duties requiring low ground pressure and dependable off-road manoeuvrability. Its wide flotation tread incorporates rounded lugs and shoulders to reduce ground disturbance while preserving grip.

A steel-belted bias construction supports stability during lifting and digging, and a reinforced carcass with steel breaker guards against cuts and punctures. High flotation and a durable tread compound extend service life and cut downtime. Global sales begin in the fourth quarter of 2026.

Bernhard Schmolz, Division Head OHT Europe, said, “The AWE 733 flotation tyre is an important addition to our proven excavator portfolio. It combines flotation, traction and durability in a purpose-built solution, enabling operators to work productively in challenging conditions while reducing ground impact. It is another example of Apollo Tyres’ commitment to providing reliable and application-focused solutions for industrial equipment operators.”

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Hankook Tire has entered a five-year partnership with Racing America, a US motorsports company, becoming the official tyre partner and exclusive racing tyre supplier for its major series from 2027 through 2031. The agreement was signed at Hankook’s Tennessee plant on 25 September local time.

Under the deal, Hankook will exclusively supply racing tyres to Racing America’s major series while collaborating on technical and engineering support, trackside services and joint marketing initiatives. The company will begin supporting Trans Am, a leading US road racing series, and International GT, a premium sports car racing series. It will also renew partnerships with Racing America’s Formula ladder series, which it has backed since 2019.

Trans Am, established in 1966, is a historic series featuring muscle cars with nearly six decades of competition. International GT showcases premium sports cars, while Racing America’s Formula ladder focuses on developing the next generation of formula drivers. Through the partnership, Hankook aims to display its racing tyre technology across North American motorsports and strengthen its premium brand position. Fan engagement will expand through exclusive tyre supply, technical and trackside support, event branding, digital and broadcast exposure and social media activities.

Globally, Hankook supplies racing tyres and supports teams at more than 70 motorsports events, including the FIA World Rally Championship. In North America, it continues expanding its premium presence through partnerships with major events such as the off-road racing event King of the Hammers.

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Dr Suttipong Angthong, Secretary-General of the Association of Natural Rubber Producing Countries (ANRPC), served as a panellist at the Economic Forum 2026, hosted by the Royal Thai Embassy in Kuala Lumpur on 25 September 2026 at the Imperial Lexis Hotel. The event, titled ‘Bridging the Two Borders: Elevating Thailand – Malaysia Resilient Value Chains in Halal and Rubber Industries’, gathered government agencies, industry players, chambers of commerce, academia and think-tanks from both nations. H.E. Ms. Lada Phumas, Thailand's Ambassador to Malaysia, delivered welcoming remarks, followed by opening remarks from YB Tuan Haji Akmal Nasrullah bin Mohd Nasir, Malaysia's Minister of Economy.

Dr Angthong participated in Panel Session 2, titled ‘Strategic Partnership in Action: Advancing Thailand–Malaysia Sustainable Rubber Value Chain’, moderated by the Centre for IMT-GT Subregional Cooperation. Fellow panellists represented the Industrial Estate Authority of Thailand, Thai Eastern Group Holdings PCL, the Northern Corridor Implementation Authority and the Malaysian Rubber Board. Discussions centred on upstream-downstream cooperation, border economic corridors, joint research and development, international standards compliance and safeguarding smallholders and grassroots stakeholders.

Dr Angthong outlined the natural rubber market landscape and challenges confronting ANRPC member nations, including sustainability and traceability demands in importing markets, price volatility and the imperative to increase value addition within producing countries.

“ANRPC welcomes cooperation among its member countries that supports a sustainable and resilient natural rubber sector. Regional dialogue of this kind helps members share experience on value addition, standards compliance and smallholder welfare. ANRPC will continue to support its members with statistics, market analysis and a platform for cooperation,” said Dr Angthong.

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