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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wdk, the German Rubber Industry Association, and the ADK, the German Rubber Industry Employers’ Association, hosted their annual Rubber Industry Day in Berlin on 28 April 2026. The event saw wdk President Michael Klein issue an urgent call for industrial policy measures, warning that pressure on Germany’s manufacturing base remains relentless. He argued that the country can no longer afford strategic delays, insisting that declarations of intent must be replaced by immediate action to reduce bureaucracy and energy costs for businesses.

Citing fresh member survey data, Klein reported that sales, revenue and production levels in Germany’s rubber industry are predominantly declining compared to the previous year. He described this downturn as a clear warning signal, noting that companies have exhausted their potential at domestic sites. Without political support, he added, only foreign markets remain viable alternatives, while Germany continues to lose industrial substance.

The wdk president stressed that the federal government’s failure to implement countermeasures risks permanent damage to the nation’s industrial base. He expressed bafflement that political decision-makers have long known what needs to be done yet have failed to act for an extended period. Klein concluded that proactive intervention is now essential, as the erosion of Germany as a production location must finally be stopped to preserve the manufacturing sector as the backbone of the economy and a guarantor of prosperity.

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Bridgestone Americas has concluded the first phase of a joint research initiative with Penske Transportation Solutions, known as the Decarbonisation Lab, which focused on identifying commercially ready methods for reducing carbon emissions in real-world commercial fleet operations. The partnership confirmed that both companies intend to continue their collaboration with a second phase of testing in 2026, building on the operational data gathered during the initial stage.

Working alongside Dynamon, a specialist in advanced data analytics, the Lab’s first phase involved logging more than 500,000 fleet miles to assess three specific operational areas. The use of low-rolling-resistance retreads, continuous tyre pressure monitoring and Bridgestone casings on Penske vehicles produced a measurable gain of 6.35 percent in fuel economy. In a separate track, the partners tested renewable diesel in Tennessee, a state outside the usual Low Carbon Fuel Standard markets, to study long-term maintenance needs and efficiency results.

A third work stream saw Penske and Bridgestone engineering teams jointly redesign aspects of Bridgestone’s automotive tyre retail distribution network, with the goal of cutting roughly 152,000 miles from that logistics system. Scaling that approach across the entire dedicated fleet operated by the two companies would correspond to a four to six percent drop in CO₂ emissions, according to the project’s projections.

The overall findings from the Decarbonisation Lab reinforce the idea that meaningful near-term sustainability gains require a combination of proven technologies, rigorous data collection and close industry cooperation rather than isolated efforts. Representatives from both organisations are scheduled to present the first-phase results at ACT Expo 2026 in Las Vegas on the afternoon of 4 May.

Erik Seidel, head of sustainability for Bridgestone in the Americas, Europe, Middle East and Africa, said, “Our Bridgestone team is proud to have partnered with Penske for more than a decade, from IndyCar racing to deploying millions of retreaded tyres across the Penske fleet. The Decarbonisation Lab is a testament to how sustainable transformation can be accelerated when we work together.”

Bill Combs, Senior Vice President, Partnership & Sustainability Strategy, Penske, said, “We are honoured to collaborate with Bridgestone to bring the Decarbonisation Lab to the marketplace. Our companies have enjoyed a successful history of uncovering great solutions that benefit our customers and the industry.”

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Maxion Wheels will showcase a low‑carbon commercial vehicle steel wheel at IFAT Munich as part of the Daimler Truck–led reECONIC concept vehicle. The component demonstrates how circular material strategies and advanced engineering can significantly cut carbon footprints at the individual part level.

For the reECONIC project, Maxion Wheels developed a 22.5-inch x 9.00-inch steel wheel that achieves a CO2 footprint reduction of more than 50 percent compared with conventionally manufactured counterparts. The wheel weighs 32.5 kilogrammes and was produced using electric arc furnace steel with a high proportion of post‑consumer recycled scrap.

The wheel’s cradle‑to‑gate CO2 footprint fell from 132.7 kilogrammes to 61.4 kilogrammes per wheel through a combination of CO2‑reduced steel, optimised design and responsible material selection, all without compromising functionality, performance or safety. Given that steel wheels are safety‑critical and among the heaviest parts of a commercial vehicle, their mass and material composition make them a key lever for emissions reduction and overall vehicle efficiency.

Maxion applied its proprietary Lightweighting Process, which integrates performance, safety and production parameters into advanced structural design and simulation tools. This enabled a 2-kg weight saving compared with previous designs, lowering material demand and further reducing the carbon footprint. However, the majority of the emissions reduction came from material circularity, since raw materials account for roughly 75 to 85 percent of a steel wheel’s CO2 footprint.

Using high‑share post‑consumer recycled scrap via the electric arc furnace route lowers primary raw material demand, reduces iron ore mining and cuts energy‑intensive processing steps. The wheel was engineered at Maxion’s Global Engineering Center and plant in Königswinter, Germany, using industrially proven processes suitable for future scale‑up. Daimler Truck intends the reECONIC project as a pathway to series production, with real‑world testing starting in the second half of 2026.

The reECONIC vehicle will be unveiled at IFAT Munich from 4–7 May 2026, where it will be displayed and demonstrated as part of Daimler Truck’s circular‑economy initiative. The project confirms that circular design and recycled materials can be applied to high‑volume, heavily loaded parts, offering tangible CO2 savings within existing manufacturing frameworks.

Karl Rode, Director of Engineering at Maxion Wheels, said, “The reECONIC project allowed us to apply our engineering and material expertise to a clearly defined circular‑economy objective. By combining recycled‑material‑rich steel with targeted design optimisation, we were able to more than halve the CO2 footprint of a safety‑critical steel wheel using industrially feasible processes.”

Stan Mommers, Vice President Sales EMEA at Maxion Wheels, said, “Working with Daimler Truck on reECONIC shows how suppliers and OEMs can jointly translate circular‑economy principles into measurable results. Component‑level innovations like this steel wheel are essential for enabling lower‑carbon commercial vehicles in the future.”

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Linglong Tire unveiled a Sustainable Concept Tyre made from 85 percent sustainable materials during the World Business Council for Sustainable Development (WBCSD) gathering held from 27 to 30 April 2026 in Montreux, Switzerland. The WBCSD, a board-led organisation dedicated exclusively to business and sustainable development, shares a sustainability vision closely aligned with Linglong’s internal strategy. The Chinese tyre manufacturer has committed to significantly reducing CO2 emissions by 2030 and achieving climate neutrality by 2050, a full decade ahead of the Paris Agreement timetable for Chinese companies and matching the ambitions of both the WBCSD and the European Union.

Linglong is already cutting carbon emissions through efficient energy use, sustainable tyre development and intelligent supply chain management. The company targets a reduction of more than 50 percent by 2035, with climate neutrality no later than 2050. Five core elements drive this effort: new materials, advanced technologies, modern processes, smart machinery, and sustainable energy. A 35‑megawatt solar system is being installed at a new tyre factory under construction in Brazil as part of this transition.

By 2040, all Linglong tires are to be made entirely from sustainable materials. The concept tyre presented by Chief Executive Officer Lingkun ‘Andy’ Zhou relies on bio‑based feedstocks such as biotechnical itaconate rubber, rice husk ash and corn‑based silica to replace traditional petroleum‑based raw materials, reducing carbon emissions by up to 35 percent. Linglong became the first Chinese tyre manufacturer to join the Global Platform for Sustainable Natural Rubber (GPSNR) and supports FSC‑certified natural rubber projects to protect forests, support rubber farmers’ livelihoods and safeguard the rights of workers, indigenous peoples and local communities. In resource recycling, the company promotes liquid waste rubber and pyrolysis carbon black to close the loop on waste tyres.

Zhou emphasised that the dual‑carbon roadmap revolutionises the entire production process, not merely representing an environmental pledge. Linglong will do everything possible to meet its climate goals while providing consumers worldwide with environmentally friendly, sustainable and high‑quality mobility solutions, aiming to leave a clean and liveable planet for generations to come.

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