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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Plaza Tire Service, a prominent tyre and automotive service provider in the Midwest and member of the Sun Auto Network, has expanded its footprint with a new store in Mattoon, Illinois. The addition strengthens the company's presence in the state and offers drivers throughout Central Illinois improved access to trusted tyre and vehicle maintenance services.

The Mattoon location provides motorists with a convenient destination for tyres, preventive maintenance and automotive repair. Customers can choose from an extensive inventory of leading tyre brands while accessing a full range of services, including oil changes, brake service, batteries, alignments, steering and suspension repair and other routine maintenance.

Plaza Tire Service emphasises selection, convenience and value through its Price Match Guarantee and signature 4 Tires in 1 Hour Guarantee, with broad in-stock inventory available for same-day installation. Founded in Missouri in 1963, the company has become one of the Midwest's largest tyre and automotive service providers, operating across five states while combining regional heritage with the resources of the more than 600-location Sun Auto Network.

Rob Kingery, Regional Vice President, Sun Auto Tire & Service, said, "We're excited to bring Plaza Tire Service to Mattoon and introduce more drivers to the convenience, value and trusted service that have defined our brand for more than 60 years. This location allows us to serve the community with the tyre expertise, same-day service and comprehensive automotive care that customers have come to expect from Plaza Tire Service."

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Bridgestone has unveiled the BATTLAX ADVENTURE A42, an adventure motorcycle tyre slated for sequential release across global markets beginning 1 January 2027. Conceptualised as the answer to road-going adventurers, the tyre targets riders who predominantly stay on pavement, aiming to blend peace of mind, economy and comfort. Whether navigating city streets, expressways or winding roads, it seeks to harmonise wet performance and wear life while curbing ride noise to support comfortable long-distance touring.

Adventure motorcycles are prized for their versatility, spanning urban commuting to extended travel. In Europe, demand for tyres in this segment has climbed 45 percent over the past decade. Bridgestone originally addressed this growing category with the BATTLAX ADVENTURE A41 in December 2017, responding to rider priorities such as wet-weather grip during sudden downpours, wear resistance and long-haul comfort.

The new A42 builds on that foundation with measurable gains in three areas. Under straight-line acceleration, tyre slip ratio drops 14 percent versus the prior model, aiding stability in rain. Wear life extends by 18 percent at the front and 25 percent at the rear. A larger contact patch enhances stability and comfort, and internal testing showed a 15 percent reduction in tyre noise.

These improvements stem from new tread compounds, an adventure-inspired tread pattern and optimised construction that carries forward core BATTLAX lineage details with materials tailored to road-oriented adventure bikes. The front compound employs a flexible polymer for road grip, while the rear uses a polymer boosting wear resistance and mileage – both feature tuned silica and carbon content. The aggressive yet refined pattern, inheriting the latest BATTLAX design language, incorporates Pulse Groove water drainage technology and a revised groove layout that raises pattern stiffness, balancing wet performance, wear life and quietness.

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Apollo Tyres Ltd's premium Vredestein brand has reinforced its all-season reputation after the Quatrac Pro 2 and Quatrac delivered strong results across three German group tests by Auto Bild, Auto Bild Allrad and Auto Motor und Sport, with the Quatrac Pro 2 earning Exemplary ratings in both Auto Bild evaluations and the Quatrac securing a Very good rating and a Price Performance recommendation from Auto Motor und Sport.

Auto Bild placed the Quatrac Pro 2 joint second in size 225/45 R 17. Thirty tyres entered wet and dry braking qualification, with 15 advancing to full testing in a Volkswagen Golf and Golf GTI. The tyre produced the best snow performance, with the shortest snow braking distance at 25 metres from 50 kmph, the fastest snow handling at 55.6 kmph and the highest snow slalom lateral acceleration at 2.51 m/s². It recorded the second shortest wet braking distance at 42.8 metres from 100 kmph and the lowest pass-by noise at 69.6 dB(A).

In Auto Bild Allrad's SUV test, the Quatrac Pro 2 finished joint second among 12 products in size 225/55 R 18 on a MINI Countryman, recording the shortest wet braking distance at 51.8 metres from 100 kmph and strong aquaplaning results, sharing second in the snow slalom at 4.70 m/s², recording joint third snow braking at 25.9 metres from 50 kmph, ranking fourth in dry braking at 39.4 metres from 100 kmph and achieving the lowest pass-by noise at 68.2 dB. Launched this year, the Quatrac Pro 2 covers 17- to 24-inch rims, with widths up to 355mm, speed ratings up to 300 kmph and high-load options, while its longitudinal and directional groove tread supports an A wet grip rating.

Auto Motor und Sport tested the Quatrac in size 195/55 R 16 on a Hyundai i20, where it stopped in 30.4 metres from 80 kmph on wet roads, recorded the second fastest wet handling at 88.5 kmph and ranked third in the wet circle at 7.71 m/s². On dry roads the Quatrac recorded the second fastest handling at 115.9 kmph, with testers noting agile steering and stability in avoidance manoeuvres, while it showed balanced snow handling at 88 kmph. Vredestein has been recognised for all-season tyres since the 1990s and now offers one of the market's most comprehensive portfolios.

Yves Pouliquen, Vice President, Commercial EMEA at Apollo Tyres Ltd, said, “Drivers choosing all-season tyres want confidence that they can cope with changing conditions throughout the year. These independent test results demonstrate the strength of our all-season range, from the Quatrac for mid-sized family cars and SUVs, to the Quatrac Pro 2 optimised for high-performance vehicles of all types. These products are the result of enduring commitment to the all-season category, as well as our focus on designing and developing tyres in Europe to meet the needs of European drivers.”

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TBC Corporation, one of North America’s largest marketers of automotive replacement tyres through wholesale and franchise operations, has expanded its Multi-Mile Tires lineup with the Multi-Mile Matrix 4S, an all-weather tyre designed to deliver dependable, durable traction across diverse terrains and weather conditions. The addition broadens a portfolio that now covers nearly 90 percent of the vehicle market, positioning dealers to address virtually any customer requirement.

The Matrix 4S incorporates an advanced all-weather tread compound paired with a distinctive asymmetric tread pattern for strong grip and stable handling. It holds 3-Peak Mountain Snowflake severe snow certification, while turned tread blocks help minimise road noise for a quieter, smoother ride. The tyre comes in 24 sizes spanning 15 to 20 inches, accommodating a broad range of passenger cars and CUVs.

Multi-Mile, a prominent name in the replacement tyre market, offers touring, high-performance and broad-line products for passenger cars, light trucks and SUVs. Every Multi-Mile tyre is supported by the Mile After Mile Protection Plan, encompassing three-year roadside assistance, three-year road hazard protection and a 60-day satisfaction guarantee.

Rachel Tibor, Chief Marketing Officer for TBC Wholesale, said, “The Matrix 4S adds to a Multi-Mile Tires portfolio that has produced durable, reliable and cost-effective tyres for more than 70 years. Multi-Mile Tires deliver the safety and performance drivers have come to expect and the product options dealers demand. We continue to expand our portfolio to provide the right tyres at the right time for any type of vehicle or application.”

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