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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Dunlop Motorcycle Europe is celebrating a successful conclusion to the 2026 Campeonato de España de Superbike (ESBK) campaign, with five of its equipped riders securing titles at the Sunday finale at Circuito de Jerez Ángel Nieto. The brand claimed five of the series' eight championships, four of them in open-tyre competition classes, after a tightly contested season spanning Spain and Portugal.

The ESBK's open-tyre rules in several classes give Dunlop a direct benchmark against competing manufacturers. The company backed riders throughout the year in Superbike, Supersport, Supersport 300, Superstock 600, Superstock 1000 and Pre-Talent. Four of those classes allow any tyre brand, while Dunlop is the sole supplier for Supersport 300 and Pre-Talent.

The Superbike, Superstock 600 and Pre-Talent crowns all remained undecided going into Jerez. Honda Laglisse's Javier Palomera clinched Superbike ahead of Dunlop-backed Ivo Lopes of BMW Easyrace Team, runner-up in the open-tyre class; the same squad also took Superstock 1000 through Mauro González. José Luis Armario won the last Superstock 600 race of the year, and in Supersport, Team Speed Racing's Marcos Ludeña placed second with Team Honda Laglisse's Yeray Ruiz third, giving Dunlop two of three open-tyre podium slots. In the Dunlop-only classes, Marc Vich took Supersport 300 and the Kawasaki Ninja Spirit Trophy, while Marcos Vinagre won Pre-Talent at Jerez, leading an all-Dunlop podium alongside Javier Vigueras and Jose Luis Cagigas.

Dunlop's ESBK programme uses its KR racing slick line, covering both development and catalogue specifications, with wet tyres also available. Data from real race weekends helps the brand validate new products before they reach other championships and track-day use. Dunlop's racing footprint also takes in the Campionato Italiano Velocità, which produced six more Dunlop champions in 2026, and the FIM Endurance World Championship, where a fresh multi-year deal makes Dunlop the sole supplier to the Superstock and Production Trophy classes.

Roberto Finetti, Marketing Manager, Dunlop Motorcycle Europe, said, “It's great to see Dunlop-equipped riders achieve such strong results in the 2026 ESBK season, with championship titles secured across multiple categories and two all-Dunlop podiums in Supersport 300 and Pre-Talent. We're incredibly proud of what our riders and teams have achieved this season and of the role Dunlop has played in their success. These results are a testament to their dedication and hard work throughout the year. Congratulations to all the newly crowned champions.”

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Tegeta Green Planet, in partnership with the United Nations Development Programme (UNDP), organised an information and practical campaign titled ‘Don’t Throw It Away, Hand It In’ in Poti. Held on 29 October at a Tegeta Motors branch, the initiative sought to strengthen environmental responsibility and promote proper management of specific waste streams.

The campaign targeted local residents, vehicle owners, drivers and private sector representatives, encouraging their active involvement in waste management. Attendees learned about the environmental impact of automotive waste and correct disposal methods. A dedicated collection point at the branch allowed residents to hand in end-of-life tyres, used batteries and waste oils, offering a practical way to contribute to environmental protection through everyday actions.

A significant focus was placed on raising awareness about the Extended Producer Responsibility (EPR) system, including the role of EPR organisations, collection and subsequent management of specific waste streams and importers’ legally established obligations. Symbolic gifts encouraged participation. Tegeta Green Planet and UNDP continue to implement regional environmental campaigns and educational initiatives aimed at raising public awareness, fostering responsible waste management and promoting circular economy principles.

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Bridgestone’s Potenza Sport EVO has earned two independent test accolades, strengthening the tyre maker’s standing in the ultra-high-performance segment. The double success spans a victory in What Car?’s summer tyre test and a Recommended award from evo.

In What Car?’s evaluation of 11 summer tyres, the Potenza Sport EVO ranked first. Fitted to a Volvo XC60, it drew praise for predictable handling and secure performance in wet and dry conditions, along with communicative steering suited to a premium performance tyre.

The What Car? results also underscored tyre choice’s safety implications. In wet braking, the Bridgestone stopped 7.3 metres shorter than the Goodride competitor. The publication concluded that the Potenza Sport EVO justified its higher price, highlighting the value of investing in quality tyres.

The evo test delivered further recognition. The Potenza Sport EVO finished second overall but secured the Recommended award and was arguably the standout performer across individual disciplines, taking five first-place finishes. It earned top subjective ratings for polished, effortless behaviour, excelled in wet grip, traction and stability and set the fastest handling-course time, becoming the only tyre to break 51 seconds.

Drew Chapman, Consumer Sales Director, Bridgestone UK, said, "To achieve such outstanding results in two highly respected independent tyre tests is a fantastic endorsement of the Potenza Sport EVO and the engineering that has gone into its development. Winning the What Car? test against 10 other competitors, while also securing evo's Recommended Award and five individual test victories, demonstrates the tyre's exceptional breadth of capability. These results reflect exactly what we set out to achieve with the Potenza Sport EVO; delivering outstanding performance, control and confidence in a wide range of driving conditions. It's hugely rewarding to see that recognised by independent experts."

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Citira, a Sweden-based company specialising in circular tyre management, has expanded its UK commercial service network by acquiring G & S Tyres Ltd, a move that also brings a modern retreading facility in the London metropolitan area into the group. The deal advances Citira's push towards a national UK footprint, building on its recent purchase of Redpath Tyres in Scotland and its entry into UK market earlier this year via Tyrefix Group.

G&S's local knowledge, solid reputation and retreading strengths align closely with Citira's circular tyre management model, which covers retreading, rim refurbishment and fleet logistics and is already well established across the Nordics and Poland. The East London site is strategically positioned and employs around 45 people.

A two-generation family firm with more than four decades of service to UK customers, G&S will keep trading under its own name with its existing team. Gary, James and Billy Short will stay involved in the business and take shareholdings in the Citira Group.

Oliver Johnson, Head of UK at Citira, said, “G&S Tyres has earned a strong reputation across the UK through its reliability, service quality and close relationships with the fleets and customers it supports. That reputation provides an excellent foundation for the next stage of growth. Following our acquisition of Redpath Tyres in Scotland, G&S is a further step in our ambition to build a national commercial tyre service network with the best people and businesses in the UK.”

Gary Short, speaking on behalf of the Short family, said, “We are very happy to join a group whose ambitions for the UK align so well with our own. Citira is a great home for G&S and gives us the right platform to support the next generation, spearheaded by James and Billy, as they continue to grow and improve the business.”

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