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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Dow will invest approximately USD 100 million by the end of 2027 to expand its specialty silicones manufacturing and research capabilities in the US, China and Japan, as the chemicals group seeks to meet rising demand from the mobility, electronics and healthcare sectors.

The investments will increase production capacity for liquid silicone rubber and engineered silicone materials, while also expanding research facilities focused on thermal management technologies.

The company said the projects would strengthen regional supply chains and support customers through local manufacturing and technical capabilities.

“These investments underscore Dow’s focus on scaling specialty silicones materials and bringing innovation closer and faster to our customers,” said Brendy Lange, president of Performance Materials & Coatings. “By expanding manufacturing and innovation capabilities in these strategic regions, we are investing to meet increasing consumer demand, strengthening our global supply chain capabilities, and enabling customers to move faster from innovation to commercialisation.”

Dow plans to expand liquid silicone rubber manufacturing facilities in Carrollton, Kentucky, and Zhangjiagang, China. The facilities are expected to begin operations in 2027 and will support applications in mobility, electronics and healthcare.

The company is also increasing capacity for engineered silicone materials used in electronics applications, including power electronics, semiconductor packaging, thermal management and electrical protection.

New capacity in Songjiang, China, and Fukui, Japan, is scheduled to come on stream this year. Additional expansions in Auburn, Michigan, and Zhangjiagang are expected to be completed in 2027.

Dow expanded its Cooling Science Labs in Shanghai earlier this year and opened additional facilities in Midland, Michigan, in June. The facilities are intended to support the development and scale-up of thermal management technologies.

The investments complete the series of silicones projects outlined during Dow’s 2024 investor day. The company said project timelines had been updated to reflect market conditions and affordability considerations.

Dow said demand for specialty silicones continues to grow in mobility, electronics and medical applications, where supply reliability, technical support and product performance remain important considerations.

In mobility and electronics markets, the expanded capabilities are intended to support applications including mobility intelligence modules, data centres, microelectronics, energy electronics, consumer electronics components and advanced safety systems.

In medical applications, the company said regional manufacturing capabilities support local supply requirements for regulated products.

Dow said local manufacturing and technical support would help customers improve supply reliability, accelerate commercialisation and meet evolving qualification requirements.

The company said its integrated silicones manufacturing network across the Americas, Europe and Asia positions it to serve growing demand in specialty materials markets.

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CEAT Kelani Holdings has been recognised as the Best Tyre Manufacturer in the Component Manufacturer category at Sri Lanka’s inaugural Automobile Industry Awards, a distinction that underscores its dominant role within the nation’s expanding vehicle assembly sector. The awards, organised by the newly established Automobile Industry Council, were presented during a formal ceremony at Temple Trees, drawing a distinguished audience of government ministers, senior bureaucrats and key industry stakeholders.

The company’s commanding presence is particularly evident in the original equipment segment, where it supplies tyres for over 90 percent of all vehicles assembled domestically. Since initiating its original equipment supply chain in 2012, CEAT Kelani has grown to become the preferred partner for assemblers, delivering more than 150,000 tyres annually for a broad spectrum of vehicles, from passenger cars to commercial trucks. Its products are now fitted as standard equipment on more than 30 locally assembled models across 11 international brands.

This position of strength is further validated by the company’s attainment of the IATF 16949:2016 certification, marking it as the first tyre manufacturer in Sri Lanka to achieve this globally respected automotive quality standard. The tyres supplied to vehicle makers undergo exhaustive validation processes, demonstrating superior outcomes in critical areas such as safety, braking performance and durability while also exhibiting low rolling resistance to improve driving efficiency.

Beyond its industrial achievements, CEAT Kelani contributes substantially to the national economy by conserving foreign exchange through import substitution and sustaining the livelihoods of over 10,000 rubber cultivator families through domestic natural rubber sourcing. The Automobile Industry Council, which hosted the awards, functions as a private-sector-led entity established with government support to foster sustainable growth and collaboration between public and private stakeholders.

The inaugural awards ceremony forms part of the Council's broader mission to promote global best practices and governance standards within the local industry. As Sri Lanka's leading tyre brand, the company sells over 1.2 million tyres annually and maintains a presence in more than 110 countries, including US and Europe.

Ranked as the country's most valuable tyre brand by Brand Finance, CEAT Kelani has invested over INR 8.5 billion in Sri Lanka over the past decade, with a further INR 4.5 billion recently committed. The manufacturer supplies approximately half of Sri Lanka's automotive tyre demand while exporting around 20 percent of its output to 16 nations, reinforcing its status as a vital contributor to the national economy.

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Vittoria has expanded its Gravel Endurance Range by introducing new 700×50c and 700×55c tyre sizes across the Terreno T10, T30, T50 and T70 models. The gravel cycling discipline has transformed from a niche mixed-terrain activity into a multifaceted sport encompassing competitive racing, multi-day journeys, bikepacking and increasingly technical routes.

Although 40 mm and 45 mm options remain effective benchmarks in certain conditions, adoption of 50 mm and 55 mm widths is accelerating across racing and adventure circles. A wider footprint delivers improved traction on loose terrain, greater stability on descents, lower pressure capabilities and enhanced comfort during prolonged rides.

Within the racing segment, the trend towards larger tyres is unmistakable, with some competitors turning to mountain bike rubber for rugged courses. Tyre pressure management emerges as critical, as reduced pressure absorbs vibrations and maintains control on unpredictable surfaces. The average weight increase of approximately 70 grammes represents a modest compromise relative to performance gains.

For bikepacking and touring, wider tyres prove invaluable for managing heavier loads, delivering superior stability and cushioning over extended distances. The flexibility to adjust pressure enables navigation of both paved roads and isolated gravel routes. This preference aligns with frame design developments, as manufacturers produce bicycles with ample tire clearance to accommodate diverse styles.

The Terreno tread patterns are purpose-built for gravel surfaces and outperform traditional mountain bike designs. With the new sizes, the Vittoria Gravel Endurance Range now addresses the full spectrum from competitive racing to wilderness adventures, empowering cyclists to select optimal configurations for their ambitions across any terrain.

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Titan International has introduced the ITP CrossTrax tyre, a new product developed to enhance utility task vehicle performance in demanding agricultural settings. The company translated direct feedback from dealers and farmers into engineering specifications, addressing the specific operational challenges faced on modern farms. This initiative underscores a strategic move to tailor equipment for the evolving role of UTVs as essential workhorses beyond simple transportation.

The genesis of the CrossTrax tyre stemmed from field observations rather than laboratory work. During the Titan University Summit in early 2025, dealers highlighted persistent issues with tyre durability and machine downtime. Concurrently, farmers at agricultural shows reinforced these concerns, emphasising the need for a tyre built exclusively for farm work, distinct from recreational models, given that UTVs are now routinely used for hauling heavy supplies across fields, gravel and hard-packed roads.

The engineering response targeted the most frequent user complaints, namely flats from crop stubble and accelerated wear from mixed-terrain use. To combat these issues, the CrossTrax features an aramid-reinforced ply layer for enhanced puncture resistance against debris. It also incorporates a low void-to-tread ratio to improve stability across varying surfaces and utilises large tread blocks to promote even wear, thereby extending service life and reducing operational disruptions.

Reinforcing Titan’s commitment to customer-driven development, the new tyre line is now available in nine sizes, covering popular models like the Polaris Ranger, Kawasaki Mule and John Deere Gator, with three additional sizes forthcoming. Early field evaluations have reportedly affirmed the design priorities, with positive feedback on improved ride stability and durability. The CrossTrax ultimately aims to increase operator confidence while minimising downtime and replacement frequency.

Todd Hinson, Powersports Product Manager, Titan Specialty Division, said, “Hearing this input directly from dealers and farmers was really eye opening. CrossTrax is the result of taking those conversations seriously and acting on them. We built a tyre around what is actually needed for farm work today. CrossTrax reflects who Titan is, a tyre manufacturer with boots on the ground, staying close to our dealers and customers. We spend a lot of time understanding how equipment is actually being used on farms and building solutions around those needs. That approach has always shaped how we innovate, and it will continue guiding us moving forward.”

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