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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Bridgestone has reported a significant shift in UK consumer sentiment regarding electric vehicles, with new data indicating a sharp rise in drivers who reject the technology. The tyre manufacturer's survey reveals that 26 percent of motorists now declare they will never purchase an EV, up from 17 percent in 2025, while only 16 percent plan to acquire one within the coming year.

Persistent operational anxieties continue to overshadow the market. Battery durability and replacement costs trouble 55 percent of respondents, half worry about charging expenses and 44 percent express unease over range limitations and high sticker prices.

Infrastructure inadequacies further compound hesitancy, as 43 percent feel public charging stations remain insufficient and 41 percent are deterred by prolonged recharging times. Despite these barriers, 53 percent anticipate purchasing an EV within five years, while seven percent remain undecided.

Bridgestone is reinforcing its commitment through 'EV Ready' tyres like the Turanza 6, engineered for efficiency, safety and wear life across electric and combustion vehicles. These innovations align with the company's E8 Commitment and Ecology pillar, advancing sustainable tyre technologies and mobility solutions.

Drew Chapman, North Region Consumer Sales Director at Bridgestone, said, "Electric vehicles are becoming an increasingly familiar sight on our roads, but our research shows that many drivers still have genuine questions and concerns about making the switch. While some of the barriers are gradually reducing, issues such as battery life, charging costs and infrastructure remain front of mind for many motorists. The industry has made significant progress, but it's clear there is still work to do in building confidence among consumers.

"Whether drivers are behind the wheel of an EV, hybrid or conventional vehicle, they want products they can trust. Our focus is on helping motorists get the very best from their vehicles today while supporting the mobility solutions of tomorrow."

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The Yokohama Rubber Co., Ltd. has secured its place in three major global ESG stock indexes, marking over two decades of sustained recognition in sustainable investing. The company’s inclusion in the FTSE4Good Index Series now extends to 22 consecutive years, while its presence in the FTSE JPX Blossom Japan Index has reached a 10th year and the Sector Relative Index a 5th year.

Developed and administered by FTSE Russell, a London Stock Exchange Group subsidiary, these benchmarks serve distinct investment purposes. The FTSE4Good Series is widely utilised by international investors as a reference for responsible portfolios. Meanwhile, the two Japan-specific indexes, designed to highlight domestic firms with exemplary ESG performance, have been adopted by the Government Pension Investment Fund to steer its own sustainable asset allocation.

Under the corporate sustainability motto of caring for the future, Yokohama Rubber continues to integrate social problem-solving into core business operations, thereby generating shared value. This longstanding index qualification reflects the firm’s consistent commitment to transparent governance, environmental stewardship and social responsibility, reinforcing its strategic focus on long-term value creation through ethical business conduct.

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Apollo Tyres Ltd has launched the Apollo Altrust Winter van tyre, a new addition to its commercial vehicle lineup engineered to deliver extended durability alongside reliable snow and wet-weather traction. Scheduled for European release in July 2026, this winter variant finalises the Altrust family, which already includes the popular summer and all-season iterations.

Developed entirely within Europe, the tyre achieves a top wet grip classification of ‘A’ and a noise rating of ‘B’ at 72 decibels. Offered in 15 size options across 15- to 17-inch rim diameters, the Altrust Winter is designed to accommodate a broad spectrum of vans and light commercial vehicles, including contemporary models such as the Ford Transit, Mercedes Sprinter and IVECO Daily.

Superior handling on snow, ice and rain-soaked roads stems from several engineering innovations. A multi-pitch tread pattern optimises block sizing and spacing for consistent performance, while three-dimensional sipes enhance road biting capability. Additionally, the centre and shoulder lateral grooves have been strategically configured for swift water dispersal, which bolsters wet grip and lessens aquaplaning risks.

For fleet operators, longevity and reduced wear are critical to lowering total cost of ownership. Apollo’s research division formulated a compound with a balanced polymer-and-filler mix to boost abrasion resistance and curb material degradation. Reinforced shoulder tie-bars preserve a stable contact patch under heavy use, promoting even tread wear and sustaining all-weather effectiveness over the tyre’s lifespan. Noise management was also prioritised, with careful tuning of pitch sequences and shoulder block bridges to minimise acoustic output.

Udyan Ghai, Group Head – Marketing, Apollo Tyres Ltd, said, “Our research and development team in Enschede, The Netherlands, spent over two years exploring the needs of van owners and users, creating a winter van tyre that delivers an optimal balance of performance and value. They focused on those attributes that matter most to fleet operators and van drivers: safety, durability and low operating costs. We know that wet-weather performance is becoming increasingly important for operators across Europe, so we are particularly pleased to see the tyre secure an A rating for wet grip.”

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AI mobile data capture company Anyline has reported that approximately 15 percent of tyres inspected across United States during National Tire Safety Week, observed from 29 June to 5 July 2026, registered tread depths below the critical safety threshold of 3/32 of an inch. The analysis was derived from all professional-grade inspections conducted nationwide using the company’s TireBuddy application during that seven-day period.

Industry observers suggest the actual prevalence of unsafe tyres on American roads may be significantly higher, as motorists who voluntarily participate in inspection events typically exhibit greater safety awareness than the general driving population. This self-selection bias implies that the overall percentage of worn tyres among all vehicles likely exceeds the recorded figure.

The data emerges against a backdrop of approximately 11,000 annual tyre-related traffic incidents documented by the National Highway Traffic Safety Administration, many of which involve tyres that showed no prior visible warning signs. National Tire Safety Week was established as an educational initiative to address this gap, given that gradual tread wear remains one of the most easily preventable contributors to highway accidents yet often goes unnoticed by drivers.

On 2 July 2026, Giti Tire collaborated with Anyline to host a complimentary inspection event at its North American headquarters in Charlotte, North Carolina. Participants received an artificial intelligence-powered tread measurement via the TireBuddy app alongside a pressure check, with both metrics compiled into a single visual report. The U.S. Tire Manufacturers Association advises motorists to conduct such evaluations at least once every two months.

William Estupinan, Vice President – Technical Service, Giti Tire, said, “We believe tyre maintenance education is most effective when it's personal. Providing drivers with a tread scan and air pressure reading for their own tyres brings tyre maintenance messages to life in a way that's meaningful and actionable.”

Christoph Braunsberger, CEO, Anyline, said, “Road safety is built from small, routine decisions and few are overlooked as tyre condition. National Tire Safety Week brings that risk into focus and reminds drivers how much a simple check can reveal. Our role is behind the scenes: giving the technicians who carry out inspections a more accurate, consistent way to measure tread depth. Precision like that is what safer roads are built on.”

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