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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Niutech Environment Technology Corporation (Niutech), a China-based company specialising in continuous pyrolysis technology for recycling waste tyres, plastics and oil sludge, marked a major milestone on 24 March 2026 as its majority owned subsidiary, Shandong Hesheng Environment Technology Co., Ltd., broke ground on a significant expansion. This project will add 100,000 tonnes of annual tyre pyrolysis capacity, raising Hesheng’s total processing volume from 60,000 to 160,000 tonnes per year. With this increase, Hesheng becomes the world’s largest operation for collecting, processing and comprehensively utilising scrap tyres through pyrolysis technology.

At the heart of this expansion is Niutech’s latest generation of high capacity, continuous intelligent pyrolysis equipment, which delivers better performance in per unit output, system reliability and automation compared to conventional designs. These improvements are expected to reduce operating costs per tonne and strengthen the overall financial viability of the project. Solving the challenge of large scale, uninterrupted commercial pyrolysis has long been a central goal for the industry. This project proves Niutech’s progress not only in advanced equipment development but also in making continuous pyrolysis practical for widespread industrial use.

On the product quality side, Hesheng has drawn on Niutech’s research capabilities to steadily improve the consistency and performance of its pyrolytic outputs. The tyre derived oil has already earned international certifications, giving it access to demanding global markets. At the same time, through ongoing technical innovation, the pyrolysis carbon black is being upgraded towards standardised, higher value applications. These efforts directly address customer needs for uniform quality, reliable handling and strong application specific performance.

With the circular economy gaining speed worldwide, major tyre producers, chemical companies and material buyers are seeking greater volumes of high-grade pyrolysis oil and carbon black. Once the expanded facility is online, Hesheng will be equipped to meet that demand with stable, large-scale supply of dependable recycled materials. Niutech has also stated that it will continue using its public company strengths in technology and capital to drive further equipment upgrades and broader deployment of pyrolysis systems, supporting global waste tyre recycling and low carbon development.

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Sun Auto Network has expanded its footprint in Southern Indiana and the Greater Louisville market with Carmerica in Sellersburg, Indiana, officially becoming part of the network on 6 April 2026. This integration strengthens Sun Auto’s regional presence while bringing new resources to the local shop. Carmerica will retain its full range of automotive services, including tyre replacement, alignments, brake work, oil changes and preventative maintenance, ensuring that loyal customers continue receiving the same trusted care.

Under Sun Auto’s guidance, Carmerica now benefits from enhanced tools such as round the clock online appointment scheduling and digital vehicle inspections. These additions are backed by Sun Auto’s Driver Commitment, which emphasises clarity, confidence and genuine customer care. The acquisition reflects Sun Auto’s broader growth strategy of partnering with established operators in markets with strong long-term potential and easy customer access.

With over 575 locations nationwide, Sun Auto Network stands as one of the largest independent tyre and automotive service platforms in the country. By combining trusted local brands like Carmerica with the scale and support of a national organisation, Sun Auto continues to build a network rooted in both community reputation and operational excellence.

Rob Kingery, Regional Vice President, said, "This acquisition reflects a disciplined approach to expanding in high-opportunity regional markets where we can build density and deliver a consistent, high-quality experience. Sellersburg helps us deepen our presence in Southern Indiana and better support drivers throughout the Greater Louisville area."

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Apollo Tyres Ltd has announced two significant achievements underscoring its dedication to sustainability and responsible business practices. The company secured an improved EcoVadis Gold Rating, reaching the 98th percentile in FY26. Additionally, the Science Based Targets initiative (SBTi) has officially validated Apollo Tyres’ near-term and net-zero emissions reduction targets, marking a major step in its environmental journey.

These accomplishments highlight how Apollo Tyres continues to embed sustainability throughout its value chain while advancing its environmental, social and governance performance. The recognitions are not isolated but reflect steady, organisation-wide progress in aligning with global standards for responsible growth and climate action.

In its latest EcoVadis assessment for 2026, Apollo Tyres raised its overall score from 76 in 2025 to 84 in 2026, firmly staying within the Gold category. This improvement reflects intensified efforts in environmental stewardship, ethical governance, human rights practices and responsible sourcing across global operations. The company’s consistent benchmarking against international peers reinforces its position among leading organisations committed to continuous improvement and climate responsibility.

On climate targets, the SBTi validation confirms that Apollo Tyres’ greenhouse gas emission goals align with climate science. The company commits to net-zero emissions across its value chain by FY2050. Near-term, it aims to cut absolute scope 1 and 2 emissions by 58.8 percent by FY2035 from a FY2025 baseline, while reducing scope 3 emissions from key categories by 37.5 percent. Long-term, Apollo Tyres targets a 90 percent reduction in both scope 1, 2 and specified scope 3 emissions by FY2050.

Rajeev Kumar Sinha, Chief Manufacturing and Sustainability Officer, Apollo Tyres Ltd, said, “Achieving an improved EcoVadis Gold Rating and securing SBTi validation for our climate targets are significant milestones in our sustainability journey. These recognitions reflect our unwavering commitment to responsible growth and our determination to align with global climate goals. We remain focused on driving meaningful impact across our operations and value chain while collaborating with our partners and stakeholders to build a more sustainable and resilient future.”

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Magna Tyres is set to participate in two major industry events in May 2026: IFAT 2026 in Munich from 4 to 7 May and TOC Europe 2026 in Hamburg from 19 to 21 May. The company will present its specialised tyre solutions at both gatherings, which serve as key platforms for their respective sectors in Europe.

IFAT 2026, held in Munich, is the world’s leading trade fair for environmental technologies and recycling. Global visitors attend to explore innovations in waste management and sustainable solutions. At this event, Magna Tyres will highlight its tyre products designed specifically for recycling and waste management equipment, with the company stationed at Hall C5, Stand 146 to engage with current and prospective partners.

Later in the month, Magna Tyres will head to Hamburg for TOC Europe 2026, the premier European conference and exhibition for the port and shipping industry. The event gathers port operators, shipping lines, equipment suppliers and industry experts to discuss emerging trends and technologies shaping logistics and terminal operations.

At TOC Europe, Magna Tyres will showcase its tyre solutions for port handling and terminal equipment, aiming to connect with existing and potential collaborators. The company invites industry professionals to visit Stand C26 to explore partnership opportunities and discuss how its products support efficient and sustainable operations.

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