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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Scandinavian Enviro Systems AB (publ) has disputed a request from Infiniteria Sweden AB and Infiniteria Europe Sàrl to terminate the company’s ongoing reorganisation. In a statement submitted to the Gothenburg District Court on 22 April, Enviro argued no grounds exist to end the process, originally approved on 27 February 2026. A creditors’ meeting on 18 March saw no opposition to the reorganisation continuing.

The dispute stems from Enviro’s decision to terminate the joint venture agreements with Infiniteria under Swedish law, calling them burdensome and loss‑making. Infiniteria filed a termination request on 15 April, which Enviro answered on 22 April. Enviro disputes the request and several supporting claims.

Enviro states the joint venture caused its financial difficulties, while its business plan shows opportunities to build a profitable enterprise using its patented technology. Infiniteria has asserted a preliminary damages claim of approximately EUR 84 million, but Enviro notes the claim is unsubstantiated and partially overlaps with ongoing arbitration announced on 6 February.

Enviro points to contractual liability caps, including EUR 3 million in the marketing and agency agreement and EUR 2 million in the license agreement. Infiniteria has not shown why these caps should not apply. Regarding the license agreement under English law, Enviro maintains termination was lawful, meaning Infiniteria’s exclusive right to Enviro’s technology has ceased.

Despite the legal conflict, Enviro reports strong global interest. A North American feasibility study is progressing faster than expected, and licensing dialogues are ongoing with around 10 stakeholders. Enviro remains determined to build long‑term value without the former joint venture’s constraints.

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Hankook Tire has released a new brand film titled ‘Formula E Rewind’, inspired by the ABB FIA Formula E World Championship. The company serves as the exclusive tyre supplier for the global all-electric racing series, which is organised by the Fédération Internationale de l’Automobile. The latest cinematic work follows a previous Formula E brand film introduced in April last year.

That earlier production focused on Hankook’s advanced motorsports technologies and research supported by cutting-edge infrastructure. Its high production quality earned a Silver Prize in Sound Design at the Seoul Video Advertising Festival 2025, one of South Korea’s largest advertising awards. The newly unveiled film employs a distinctive rewind visual technique, shifting attention from racing outcomes back to the origin of technology. It emphasises that every race starts with the tyre while promoting the innovative ‘iON’ brand, the world’s first full lineup of electric vehicle tyres.

The film dynamically showcases the next-generation electric racing machine GEN3 Evo, which reaches 322 kilometres per hour and accelerates from zero to 100 kilometres per hour in just 1.86 seconds. It also features the official electric racing tyre ‘iON Race’, delivering a powerful sense of speed. By reconstructing race sequences in reverse, the video creates a fresh narrative that boosts viewer immersion. The slogan ‘Where it all begins’ and a composite logo reinforce Hankook’s positioning as a key Formula E partner.

The brand film will be distributed across Hankook’s owned media platforms, including its global website, YouTube and Instagram, aiming to engage motorsports fans, EV users and future mobility consumers.

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Solvay has significantly expanded a global framework agreement with IMI, accelerating the installation of connected industrial sensors throughout its worldwide manufacturing network. Under the extended partnership, IMI remains Solvay’s preferred supplier, with over 5,000 sensors already deployed across 25 sites in 11 countries. The ongoing rollout is enhancing operational reliability and efficiency while simultaneously lowering costs and reducing the company’s environmental impact.

The connected devices, classified as Industrial Internet of Things sensors, continuously monitor vibration and temperature on critical machinery. This real‑time data allows Solvay teams to track asset performance, prevent unexpected breakdowns, and schedule maintenance precisely when needed. The group intends to expand the sensor network to 9,000 units by 2027, reinforcing its shift from traditional time‑based maintenance to a predictive, data‑driven approach.

This sensor initiative is central to Solvay’s Essential for Generations strategy, which prioritizes operational excellence and sustainability. By leveraging real‑time information, the company predicts equipment failures, cuts repair expenses, and limits energy losses and waste. Having scaled from just a few hundred sensors in 2023 to more than 5,000 installed globally, Solvay is building a more resilient and reliable industrial footprint across all regions.

Lanny Duvall, Chief Operations Officer at Solvay, said “Digitalisation is reshaping the way we run our plants. Expanding the use of connected sensors helps us make quicker and better-informed decisions that improve safety, reliability and energy efficiency – while also making our operations more competitive and cost‑effective. It’s a concrete accelerator of the operational excellence transformation we’re driving across Solvay as part of our Essential for Generations strategy.”

Diana Garcia, Global Business Development Manager, Digital Products at IMI, said, “The complexity of modern plant operations, coupled with constant pressure on margins, means the chemical industry cannot rely on manual inspections to ensure maintenance operations are efficient and effective. Our technology provides real‑time insights that support Solvay’s move towards predictive maintenance. We are pleased to deepen this successful collaboration.”

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Nexen Tire America has detailed how original equipment tyre development has shifted from a standalone process to an integrated engineering effort conducted alongside new vehicle design. The company explains that modern vehicle complexity, driven by electrification and advanced driver systems, requires tyre engineering to begin in parallel with suspension, chassis and electronic control development. This earlier collaboration allows tyre performance to be optimised for hybrid and electric vehicle demands such as noise reduction, load capacity and rolling resistance.

Aaron Neumann, Head of the Nexen Tire America Technical Center, describes how suppliers must now adopt faster development cycles and deeper technical collaboration. The traditional model of selecting off-the-shelf tyres has been replaced by purpose-built designs tuned to specific safety, handling and efficiency targets. Electric vehicles have added further criteria including range optimisation and tyre noise mitigation.

To manage these demands, Nexen has expanded its use of simulation and modelling technologies. Finite element analysis and data-driven tyre modelling allow engineers to evaluate performance early in the development cycle, reducing the number of physical prototypes required. Despite this digital focus, physical testing remains extensive and includes laboratory procedures such as high-speed endurance, rolling resistance, uniformity, noise and flat-spotting assessments.

On-road validation involves instrumented traction and braking tests, ride and handling evaluations, treadwear analysis and durability testing across varied surfaces and climates. Each tyre’s tread pattern, construction, footprint and profile are refined through iterative testing specific to the target vehicle. While some materials overlap with replacement tyres, original equipment fitments are engineered to balance performance, efficiency and comfort.

Over the past decade, Nexen Tire has more than doubled its original equipment portfolio in North America. This growth is attributed to an engineer-to-engineer collaboration model emphasising transparency and responsiveness. Many technologies developed for original equipment programmes, including advanced compounds and tread designs, are later incorporated into replacement tyres.

For consumers, these behind-the-scenes engineering efforts result in tyres more precisely matched to vehicle performance. Neumann notes that modern tyres rank among the most complex vehicle components, having to deliver safety, efficiency and comfort simultaneously across a wide range of conditions, even if that complexity remains largely invisible to drivers.

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