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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Oak Group Holdings has reaffirmed its strategic growth ambitions following a transformative business update centred on the acquisition of Exhaust, Tyres and Batteries (ETB). The move makes Oak the sole owner of ETB, adding two wholesale sites and 52 retail shops across the Midlands, Wales and Southwest England to its existing portfolio.

With the acquisition complete, Oak is now prioritising improvements to stock availability throughout the ETB network to align with the high service standards characteristic of the family-run enterprise. Supporting this effort is the launch of Oak’s new 155,150 square feet storage and distribution hub in Newport, which can hold over 250,000 tyres. A dedicated fleet of heavy goods vehicles will enhance service and product access for brand dealers across the southwest and South Wales.

Financial and tax advisory services for the deal were provided by Grant Thornton, covering corporate finance and due diligence. Legal counsel was led by Michael Hudson of DLA Piper, while CG Professional, under managing partner Louise Myers, handled all employment aspects of the acquisition and continues to support Oak Group Holdings on a retained basis post-transaction.

Peter Cross, Commercial Director, Oak Tyres, said, “The first quarter of 2026 has been transformational for our family business in many ways. We have grown our wholesale network even further and we are working with the fantastic team at ETB to develop the service offer and stock availability to the retail trade across the region. We are committed to ensuring these developments enhance the quality service we always strive to deliver for our customers.”

Mike Tillson, Partner at Grant Thornton Corporate Finance, said: “It’s been a pleasure to work with Oak and the Cross family on this exciting and transformational acquisition. We are sure that the combined Group will go from strength to strength and that ETB will be successful into the future under their ownership.”

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Michelin has inaugurated PolMixLab, a new associated research laboratory (LabCom), on 22 April 2026, in collaboration with the National Centre for Scientific Research (CNRS), INSA Lyon, Lyon 1 University and Jean Monnet University. The primary objective of the joint initiative is to invent the rubber of the future by accelerating innovation in polymer materials for multiple industrial uses. The partnership leverages the combined scientific and industrial expertise of all parties to balance performance, durability, and energy efficiency.

Against a backdrop of ecological transition and rising industrial demands, polymer materials like elastomers are a critical research frontier. Their applications span automotive, aeronautics, healthcare and construction, requiring continuous improvements in durability, recyclability, energy sobriety and advanced functionality. To address these challenges, research teams from the Polymer Materials Engineering Laboratory – representing the CNRS, INSA Lyon, Lyon 1 University and Jean Monnet University – have joined forces with Michelin to develop next-generation polymer materials.

Academic and industrial researchers will pursue three main goals over the course of four years. The first involves reducing manufacturing energy for elastomers through digital simulation and improved blend quality. The second focuses on creating new elastomers that exceed current performance limits via innovative structures. The third aims to boost environmental performance by integrating short-loop recycling directly into the polymer formulation phase. The resulting rubbers are intended for strategic applications in mobility, medical devices, aeronautics and high-performance industrial equipment.

PolMixLab represents a structural initiative rooted in Michelin’s 130 years of materials science expertise, spanning chemistry, material transformation, composite design and use-case knowledge from basic research to industrialization. The laboratory marks the 10th active associated research laboratory between the CNRS and Michelin, underscoring a long-term commitment to reducing carbon footprints, extending material lifespans and optimising performance for contemporary industrial and environmental needs.

Mehdi Gmar, Chief Innovation Officer, CNRS, said, “The CNRS is pleased with the creation of PolMixLab, a new associated research laboratory with Michelin, a leading partner with which it has a longstanding relation of trust since the 1990s, one that is structured by a framework-agreement renewed multiple times and nearly forty collaborations each year. This associated research laboratory, which also includes INSA Lyon, Lyon 1 University and Jean Monnet University, marks a new stage in this cooperation by developing polymer materials that offer higher performance, and are more recyclable and sober in energy.”

Christophe Moriceau, VP – Advanced Research, Michelin Group, said, “With PolMixLab, Michelin is strengthening its ability to anticipate and accompany major industrial and environmental issues connected to materials. By combining our unparalleled expertise in materials science and polymer composites with the academic excellence of our partners, we strive to invent rubbers that offer higher performance and are more durable and sober in energy. This research indeed includes the development of materials from biosourced resources, as well as control over material life cycle assessment, with a view to creating innovative solutions offering reduced environmental impact in the service of mobility, along with numerous industrial applications beyond tyres.”

Bruno Lina, President, Lyon 1 University, said, “PolMixLab illustrates the capacity of Lyon 1 University to develop structural research partnerships where scientific excellence meets industrial and environmental issues. By mobilising our expertise in materials science alongside our academic partners and Michelin, we help develop innovative solutions for materials that offer higher performance and are more suitable for the uses of the future.”

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Hankook Tire, the exclusive tyre supplier to the FIA World Rally Championship (WRC), is supporting Round 5 of the 2026 WRC season, Rally Islas Canarias, taking place from 23 to 26 April across Spain’s Canary Islands. For the event, Hankook is providing its Ventus Z215 and Ventus Z210 tarmac rally tyres, with the former engineered for precise handling on abrasive asphalt and the latter designed for wet-road traction and water evacuation.

Celebrating its 50th anniversary in 2026, Rally Islas Canarias returned as an official WRC round for the second consecutive year after joining the calendar for the first time the previous season. Based on Gran Canaria Island, home to the capital Las Palmas, the rally featured 18 special stages covering a competitive distance of 322.61 kilometres, all on asphalt. The opening day’s highlight was the Super Special Stage at the BP Ultimate - Circuito Islas Canarias, where drivers competed in a head-to-head time-attack format.

Regarded as one of the championship’s most iconic tarmac events, the rally is defined by the abrasive, high-grip asphalt and dramatic elevation changes of Gran Canaria’s volcanic terrain. While the consistent surface grip allows circuit-like, high-speed precision driving, it also subjects tyres to intense physical stress. Maintaining grip under high surface temperatures and adapting to unpredictable mountain weather is expected to make tyre performance a decisive factor in the rally’s outcome.

Since the 2025 season, Hankook has served as the exclusive tyre supplier for all WRC classes, reinforcing its role as a key technical partner in global motorsport. By leveraging data from top-tier series such as the ABB FIA Formula E World Championship and the WRC, alongside advanced R&D infrastructure, Hankook continues to drive innovation in high-performance tyre technology while strengthening its global premium brand position.

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Continental is providing comprehensive tyre support to Royal Den Hartogh Logistics, a Dutch family-owned leader in container-based bulk transport for the chemical and food industries. With a history of collaboration exceeding 60 years, the tyre manufacturer now supplies professional tyre management and rolling resistance optimised tyres from the Conti Eco Gen 5 family to the logistics firm’s European fleet of over 900 vehicles.

Peter Rodenburg, Senior Technical Manager at Den Hartogh, has identified safety, costs and the energy transition as the biggest challenges in the company’s Europe wide operations. His assessment highlights the need for more fuel-efficient driving and emission reductions. Meanwhile, Hinnerk Kaiser, Head of Product Development for Bus and Truck Tires at Continental, notes that the fifth generation of the Conti Eco tyre family is specifically designed to address transport sector customer needs and Europe’s dynamic regulatory environment.

The vehicle fleet operates across Europe with the latest generation tyres, supported by Continental’s Pull Point tyre monitoring, breakdown analysis and cost evaluation. Rodenburg has confirmed that the Eco tyre’s optimisation for rolling resistance delivers significant benefits in fuel efficiency and overall performance. The Conti Eco HD 5 has demonstrated its value in both fuel economy and mileage while also performing reliably under varying road and weather conditions.

Rodenburg has reported that after one year of joint fleet monitoring, the first impression of tyre performance and wear is positive. The switch to this tyre, combined with other vehicle optimisations, has yielded measurable cost savings. He states that with the complete package in place, the company has seen significant improvements in average fuel consumption of up to eight percent, making the move to the Conti Eco HD 5 a positive decision.

Looking ahead, Rodenburg acknowledges that the energy transition is taking shape, though the speed of fleet electrification remains uncertain. He emphasises that energy is becoming more expensive and must be used as efficiently as possible, with rolling resistance and air resistance representing losses to be minimised. An optimal tyre, he concludes, brings measurable benefits at every stage of the fleet’s transformation, an area where the rolling resistance optimised Conti Eco Gen 5 excels in contributing to fleet optimisation.

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