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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Sri Trang Agro-Industry Public Company Limited (STA) has been named a Sustainability Yearbook Member in the Auto Components category for the first time. The recognition took place on 11 May 2026 at the S&P Global Sustainability Yearbook Distinction Ceremony hosted by S&P Global at the Eastin Grand Hotel Phayathai, where Thai companies featured in the Sustainability Yearbook 2026 were celebrated. From over 9,200 firms assessed in the 2025 Corporate Sustainability Assessment (CSA), only 848 earned Yearbook membership.

STA’s inclusion highlights its strengths in the Social Dimension, particularly human rights, occupational health and safety and employee development. Environmentally, the company has committed to achieving net zero greenhouse gas emissions by 2050, with a short-term target of reducing Scope 1 and 2 emissions per product unit by 10 percent by 2026, compared to the 2021 baseline.

The S&P Global assessment reaffirms STA’s leadership in the integrated rubber industry under its Sri Trang Green Rubber vision. The company drives product quality while managing environmental, social, governance and emerging risks, thereby creating stakeholder value and strengthening trust among partners and consumers.

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American tyre brand General Tire has released a new all-season tyre aimed at drivers who refuse to compromise between on-road precision and off-road toughness. The Grabber Cross A/S achieves this balance by marrying an unusually stiff tread pattern with a rubber mix explicitly formulated to resist cutting and chunking on harsh terrain.

For drivers who spend time on rocky or uneven terrain, the tyre’s hexagonal tread blocks deliver grip through sharp biting edges, while chamfered groove edges further boost off-road traction. A highly resistant crossover compound protects against tread damage on rough ground. Meanwhile, transverse and longitudinal sipes carved into the blocks provide wet and snowy road grip, and an open shoulder design rapidly channels water away to prevent aquaplaning. On dry roads, internal support elements between the blocks create an extra-stiff tread that distributes pressure evenly, allowing precise steering and sustained high-speed running without sacrificing mileage. Importantly, that stiffness does not come at the cost of comfort, as the tyre also delivers low rolling noise and a smooth ride.

Certified for winter use, the Grabber Cross A/S carries both the M+S marking and the three-peak mountain snowflake symbol, the latter being mandatory in Germany and France since 2024. General Tire offers the model in 44 sizes spanning 16 to 22 inches in diameter, with top speed approvals reaching 240 kmph depending on the size. The tyre fits a broad range of two- and four-wheel-drive vehicles, including popular SUVs such as the VW Tiguan, KIA Sorento, Ford Kuga, Mazda CX 90 and Volvo XC90. An ‘EV Compatible’ sidewall logo also confirms its readiness for electric vehicles.

The Grabber Cross A/S is now reaching dealer shelves and service centres. According to the EU tyre label, this all-season 4x4 tyre earns a rolling resistance rating of C or D, a wet grip score of C and a B classification for rolling noise – positioning it as a versatile option for SUV and EV owners who want one tyre for all seasons.

Matthias Bartz, Business Development Manager for General Tire in Europe, the Middle East and Africa, said, "The Grabber Cross A/S is General Tire's entry into a new product segment. The tyre is designed for high speeds on fast roads but also offers excellent off-road performance in challenging terrain. With our extensive size portfolio, we can offer tyres for about 85 percent of the most popular crossover SUVs.”

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Portronics has launched a compact portable tyre inflator named the Vayu Nano, designed specifically to address the space constraints faced by bicycle and motorcycle commuters. Weighing just 185 grammes, the device easily fits into a jacket pocket, small bag or scooter storage compartment. Its matte-black finish and short 7.5-centimetre air hose make it suitable for two-wheelers and minor pressure top-ups rather than inflating car tyres from scratch.

The Vayu Nano delivers up to 120 PSI, sufficient for motorcycles requiring around 45 PSI, bicycles needing approximately 35 PSI and standard sports balls. It can fill a tyre from zero to 35 PSI in under five minutes. A digital display shows pressure in PSI or BAR alongside a battery indicator, while preset modes for various inflatables and a manual custom setting are included. An auto shut-off function stops the device once the target pressure is reached to prevent over-inflation.

Power comes from a dual 600 mAh battery setup with USB-C charging, allowing use with existing phone chargers or power banks. A built-in LED light features an SOS mode for low-light conditions. Priced at INR 4,999, the Vayu Nano is available at a launch price of INR 2,999. It comes with a 12-month warranty and can be purchased through the company’s website or at ecommerce websites and standard offline stores.

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Hankook Tire has secured the International Sustainability & Carbon Certification (ISCC) PLUS for its Jiaxing Plant in Zhejiang Province, China. This globally recognised voluntary certification verifies the sustainability of bio-based and recycled materials while ensuring full supply chain transparency. The certification imposes strict verification standards across every stage, from raw material sourcing and manufacturing to the final product output.

The Jiaxing facility’s achievement marks the company’s fourth ISCC PLUS certification. Hankook first earned the distinction for its Geumsan Plant in 2021, becoming the first in the tyre industry to do so. The Rácalmás Plant in Hungary followed in 2023, and the Daejeon Plant received certification in 2025. With this latest addition in China, Hankook has significantly expanded its sustainable manufacturing network across both Asia and Europe.

The Jiaxing Plant has enhanced its production capabilities by increasing the use of sustainable materials and optimising processes. It has established a stable system for products incorporating bio-based and recycled inputs, operating a quality management system based on the mass balance approach. Under its circular economy strategy named E.Circle, Hankook continues to raise the share of sustainable materials. For example, the iON evo tyre, supplied as original equipment for the Porsche Taycan, contains around 45 percent sustainable materials, while the iON GT for the European replacement market has raised that share to up to approximately 77 percent.

Hankook is also applying sustainable materials to tyres used in the FIA World Rally Championship and the ABB FIA Formula E World Championship, reinforcing its technology leadership in global motorsports. Through open innovation with global partners, the company is advancing low-carbon raw materials. Its sustainability efforts have earned it inclusion in the Dow Jones Sustainability Indices World and the highest EcoVadis rating. Looking ahead, Hankook plans to transform the Jiaxing Plant into a key sustainable manufacturing hub in China while continuously upgrading production systems across its global facilities to strengthen supply chain sustainability and ESG competitiveness.

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