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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A new strategic partnership between Bridgestone and Kirkby Tyres is set to transform the availability and delivery of agricultural tyres throughout the UK. Kirkby Tyres, a celebrated wholesaler with over six decades in the industry, will now stock the entire Bridgestone and Firestone agricultural portfolio. This includes the acclaimed VT-TRACTOR, known for its soil-protective high flexion construction, the durable VX-TRACTOR, the newer VH-IND and VX-R TRACTOR models and the full Firestone line. The VX-R TRACTOR, for instance, is recognised for its stable performance across varying ground conditions and operator comfort.

The alliance prioritises the needs of end-users, including farmers, dealers and contractors, leveraging Kirkby Tyres’ formidable logistics and customer-centric philosophy. Operating from a substantial central facility in Liverpool, which features extensive covered warehousing, the company guarantees nationwide next-day delivery without mandating a minimum order. This capability ensures faster access and consistent year-round supply for customers.

Kirkby Tyres brings a distinguished reputation to this collaboration, having recently been named the UK's top tyre wholesaler by the National Tyre Distributors Association. Their proven expertise and reliable distribution network are central to this enhanced route to market, aiming to deliver products precisely where and when they are required.

David Almazan, Head of UK Region & Commercial Business Unit Director at Bridgestone, said, “This partnership is about putting farmers, our dealer network and contractors first. By working closely with Kirkby Tyres, we can ensure a more efficient access to our Bridgestone Agriculture products, backed by genuine expertise. Kirkby Tyres understands the realities of modern agriculture, and together we are perfectly positioned to support customers with premium tyre products that deliver performance, durability and confidence.”

Michael Rosenthal, Commercial Director, Kirkby Tyres, said, “Partnering with Bridgestone allows us to offer customers access to a historic premium brand and a complete agricultural tyre portfolio. By combining Bridgestone’s high-performance Agriculture tyres with our distribution expertise, we can help farmers reduce downtime and keep machines working when it matters most.”

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Ozzy Tyres has launched a new MONSTA all-terrain tyre, engineered to align with the actual driving patterns of modern Australians. As the nation's utility vehicle market expands, with models like the Ford Ranger dominating sales, a clear trend has emerged: most 4x4 owners primarily use their vehicles on sealed roads for daily commuting and family transport, venturing off-road only occasionally. Founder and Director Hussein Chahine identified this shift, noting a significant market gap for a tyre that delivers the rugged, aggressive aesthetic and off-road assurance drivers desire, but without the traditional compromises.

Conventional all-terrain tyres, optimised for extreme off-road conditions with large tread blocks, often generate excessive road noise, vibration and a harsh, stiff ride on pavement. Ozzy Tyres addressed this by rethinking the design from the ground up. After six months of dedicated research and development, the new MONSTA tyre features a pattern with narrower gaps and smooth, curved tread lines. This design maintains crucial off-road traction and durability while ensuring a quiet and stable on-road performance. Furthermore, engineered sidewalls provide greater compliance than typical all-terrain tyres, enhancing ride comfort and reducing strain on vehicle suspension.

This product underscores MONSTA’s unique position as the only Australian-owned tyre brand in the market, a status that enables a direct, customer-led approach to manufacturing. The company’s vertically integrated model allows it to respond swiftly to local driving trends and feedback, rather than relying on imported products designed for different conditions. Manufacturing has now commenced, beginning with 10 sizes and plans for more as demand grows. The brand’s organic international expansion into markets like Japan and New Zealand continues, but the new MONSTA tyre is distinctly born from an understanding of Australian habits.

Ultimately, the tyre is built for the reality of Australian lifestyles. It provides the confident, aggressive look and sidewall strength that 4x4 drivers want, coupled with the daily comfort of a smooth and quiet ride. Chahine emphasises that by designing and developing their own products, Ozzy Tyres maintains full control over quality and performance, ensuring the tyre resonates with drivers who no longer need to sacrifice on-road comfort for off-road capability.

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Yokohama Tire Corporation, a subsidiary of The Yokohama Rubber Co., Ltd., has become a supporting sponsor for the new American Off-Road Racing Championship (AORC), which launches in 2026 as North America’s top desert racing series. The company will also equip competitors with its GEOLANDAR brand tyres for SUVs and pickup trucks.

The championship is a collaboration between Unlimited Off-Road Racing and the Best in the Desert Racing Association, consolidating several premier events, including the historic Best in the Desert series and the Mint 400. This five-race points championship will traverse demanding US desert courses, commencing with the Parker 400 in Arizona. As a sponsor, Yokohama Tire Corporation will deliver marketing and motorsport support throughout the series.

The provided tyres will include racing specifications derived from the GEOLANDAR M/T G003 mud-terrain model and overseas-market GEOLANDAR SD off-road racing tyres. Building on the proven track record of GEOLANDAR tyres in events now forming the AORC, TEAM YOKOHAMA is focused on securing series championships.

AORC Schedule

14–18 January: Parker 400 (Arizona)
4–8 March: Mint 400 (Nevada)
22–26 April: Silver State 300 (Nevada)
23–26 July: Vegas to Reno Legends Rally (Nevada) *Not included in AORC series points
13–16 August: Vegas To Reno (Nevada)
15–19 October: Laughlin Desert Classic (Nevada)

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Emerging as a direct answer to the mining industry's most persistent durability challenge, Triangle Tyre has comprehensively launched its groundbreaking giant OTR tyre bonding protection solution: EnsureX Efficient Technology. This innovation is specifically engineered for the world's most punishing environments, such as the Deo Nai coal mine in Vietnam's Quang Ninh province. There, extreme heat, prolonged humidity and rugged lignite terrain traditionally cause severe tyre ageing and delamination, leading to high failure rates and operational risk.

The core of EnsureX is a material science breakthrough that solves the critical problem of adhesion failure between rubber polymers and steel cords under heavy load and complex conditions. It centres on an ultra-high-performance cobalt-free bonding system paired with a gradient adhesion-layer distribution. This combination delivers transformative performance through three key pillars: exceptional fatigue resistance to handle constant deformation, enhanced ageing resistance that boosts adhesion strength by over 40 percent and long-lasting corrosion protection suited for harsh climates.

Already proven in rigorous field testing, the technology has been applied to 49-inch and 57-inch tyre series with remarkable results. It acts as a resilient mechanical anchor within the tyre's structure, deeply securing each steel cord to create a far more integrated and robust assembly. This engineering advancement reduces delamination failures by more than 95 percent and extends overall tyre service life by over 15 percent, directly addressing the costly cycle of premature scrapping.

The successful deployment of EnsureX Efficient Technology marks a significant leap forward in OTR tyre capability. By providing a stronger, more durable and stable solution, it not only elevates safety and efficiency for mining operations but also solidifies a new standard of performance through independent innovation in high-end tyre manufacturing.

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