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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Liberty Tire Recycling’s SmartMIX rubber asphalt additive (RMA) has taken centre stage as a key component as the Alabama Department of Conservation and Natural Resources (ADCNR), alongside Alabama State Parks and the Alabama Department of Environmental Management, was named a finalist in the Market Development Excellence category of the inaugural Circle of Change Awards launched by the Tire Recycling Foundation (TRF).

For its award-nominated project, Alabama State Parks selected Liberty Tire Recycling’s SmartMIX to resurface roads and parking areas at public parks. Unlike complex liquid modifiers, the SmartMIX additive from Liberty Tire Recycling offers a simpler, cost-effective solution that improves asphalt compaction, flexibility and overall durability. Manufactured entirely from recycled tyres, the material itself remains recyclable, helping Alabama’s project boost pavement longevity while generating steady, long-term demand for recycled tyre rubber.

The Tire Recycling Foundation launched this national recognition programme to honour efforts that create lasting, expandable demand for products derived from scrap tyres, integrating such materials into conventional infrastructure and public works. The award category recognises initiatives that embed recycled tyre materials into mainstream infrastructure and public works programmes.

Winners of the Circle of Change Awards, including the Market Development Excellence category, will be announced on 14 May 2026, during the Tire Recycling Conference Awards Luncheon in Denver, Colorado.

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Infiniteria has appointed Proman as its Engineering, Procurement and Construction partner for a circular tyre recycling facility in Uddevalla, Sweden. This collaboration marks a decisive move towards establishing what the company describes as Europe’s leading circular tyre recycling business, with the Uddevalla site serving as the cornerstone for a future network of industrial-scale plants across the continent.

The company specialises in transforming end-of-life tyres into high-value recovered materials, aiming to accelerate the transition to a more resilient circular economy. The Uddevalla facility stands as Infiniteria’s flagship project and represents the initial phase of a broader European expansion strategy.

Committed offtake agreements are already in place with major customers including Preem, Nokian Tyres and Michelin, underscoring strong industrial demand for the recovered materials.

Kajsa Ryttberg-Wallgren, CEO, Infiniteria, said, “Bringing Proman on board as our partner is a major step forward for Uddevalla. They have a proven track record in delivering complex industrial plants, and the discipline and capability they bring mark a decisive step towards starting operations. We are fully committed to Uddevalla as the long-term home of our flagship facility, to our customers and to building Europe’s leading circular tyre recycling business.”

Francisco Carlos, Managing Director, Proman Portugal, said, “We appreciate the confidence and trust placed in Proman by Infiniteria as we take on the role of Engineering, Procurement and Construction partner in the Uddevalla project. Proman brings strong global expertise and experience to the project, including project management, engineering, procurement, construction and commissioning of complex industrial facilities. We look forward to working with Infiniteria to progress the Uddevalla project towards successful completion.”

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Tyres Europe has released replacement tyre sales data for the first quarter of 2026, with the industry showing early signs of recovery according to an assessment by Secretary General Adam McCarthy. The figures from member companies reveal that consumer tyre segments, including passenger car, SUV and light commercial vehicle categories, rose by one percent compared to the first quarter of 2025. This modest growth follows a weak performance across the previous year.

McCarthy noted that the recovery was uneven across different tyre types. All Season tyres continued their strong momentum with a five percent increase, driven by consumer demand for year-round versatility, while summer tyres slipped by one percent as they lost further ground to all season alternatives. Winter tyres posted a sharp decline of 14 percent, which the Secretary General attributed to mild weather conditions across much of Europe. Members’ sales significantly outpaced imports, which were impacted by European produced tyres and possible regulatory action. Travel demand remained subdued during the quarter, with higher fuel prices linked to the Middle East conflict affecting the market from March.

Other segments reflected a mixed landscape. Truck and bus tyres edged up one percent, supported by improved freight activity and business sentiment before recent geopolitical developments and rising fuel costs created uncertainty. Agricultural tyres declined 11 percent amid continued caution in farm investment. In contrast, the moto and scooter tyre segment recorded a more positive six percent gain, according to the Tyres Europe report.

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Hankook Tire & Technology reported a sharp rise in first-quarter operating profit, supported by stronger sales of electric vehicle tyres and replacement tyres across key markets including Europe, Korea and China.

The South Korean tyre maker said consolidated revenue for the three months to March reached USD 3.63 billion, up 7 percent from a year earlier, while operating profit rose 42.9 per cent to USD 345.9 million.

Sales in the group’s tyre business increased 9.3 percent year-on-year to USD 1.75 billion. Operating profit in the division rose 31.1 percent to USD 298.6 million, representing an operating margin of 17.1 percent.

The company said demand for original equipment tyres supplied to electric vehicle and hybrid models, alongside higher replacement tyre sales, supported performance despite continued uncertainty linked to tariffs and elevated oil prices.

Hankook Tire said tyres measuring 18 inches and above accounted for 49.1 percent of total passenger car and light truck tyre sales in the quarter, up 2 percentage points from a year earlier. Electric vehicle tyres represented 29.6 percent of original equipment passenger car and light truck tyre sales, an increase of 6.6 percentage points year-on-year.

The company expanded original equipment tyre supply during the quarter for both internal combustion engine and electric vehicle models produced by Mercedes-Benz, BMW and Ford.

Hankook Tire said it currently supplies original equipment tyres to about 50 automotive brands across roughly 300 vehicle models, including Porsche.

The company also continued to expand its iON electric vehicle tyre range, which now covers about 300 specifications from 16-inch to 22-inch tyres.

Its thermal management subsidiary Hanon Systems reported first-quarter sales of USD 1.88 billion, up 5 percent year-on-year, while operating profit rose more than fourfold to USD 66.3 million.

Hankook Tire said it continued to expand production capacity at its Tennessee plant in the US and its Hungary facility in Europe as part of efforts to strengthen global supply capabilities.

The company said it aims to raise the proportion of high-inch tyres to 51 percent and electric vehicle tyres to more than 33 percent of passenger car and light truck original equipment tyre sales.

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