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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Sailun Group has received an upgraded ESG rating from the internationally recognised index provider MSCI, moving from A to AA. This latest assessment cements the company’s top position within China’s tyre industry on MSCI’s ESG rankings and places it among the highest-rated tyre manufacturers worldwide.

Following its previous upgrade to an A rating in 2025, Sailun Group’s further rise to AA signals strong endorsement from global capital markets regarding the firm’s ESG governance, execution capabilities and ability to generate long-term value. This progress stems from the company’s sustained effort to integrate sustainability principles across its entire operations, including global expansion, research and development, manufacturing, labour management and supply chain oversight.

Looking forward, Sailun Group intends to press ahead with its eco-friendly sustainable development strategy, using its industry leadership to help steer the global tire sector towards a new phase of high-quality and sustainable growth.

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FORNNAX TECHNOLOGY PVT LTD recently convened its Fornnax Annual Meet 2026, a landmark gathering that celebrated the organisation’s complete achievement of its targets. The event brought together top professionals from across the company for a day focused on leadership development, recognition of excellence and strategic planning. The atmosphere was marked by a shared sense of pride and purpose, with activities ranging from intensive leadership sessions to an emotional award ceremony and a vibrant celebration reflecting the firm’s core spirit.

The keynote address was delivered by Director and CEO Jignesh Kundaria, who traced the company’s journey from its earliest days without a formal blueprint to its current status as a globally recognised multi-division original equipment manufacturer. Kundaria spoke of building the enterprise through relentless determination and engineering excellence, emphasising that Indian-made machinery could set worldwide standards. His narrative highlighted grit and growth, weaving together humble origins with the firm’s present stature as an internationally respected brand.

Kundaria also presented a detailed review of Fornnax’s major recent accomplishments, including the launch of the R-MAX3300, described as the world’s largest secondary shredder. This engineering breakthrough demonstrates the company’s ability to lead at the highest levels of industrial performance. Additionally, he showcased the development of Fornnax’s largest New Product Development centre and demo plant, a facility designed to accelerate innovation and allow customers to experience solutions at full operational scale. A new state-of-the-art manufacturing facility was also unveiled, aimed at boosting capacity and meeting rising global demand.

A defining segment of the annual meet involved forward-looking roadmaps presented by heads of four key functional pillars. The Head of Sales outlined an ambitious market expansion strategy for deeper geographical penetration and customer-centric growth. The Design Department head focused on accelerating product development cycles and expanding differentiated solutions. The Production Department leader presented plans for capacity optimisation and quality enhancement using the new facility. Meanwhile, the Project and E&I Department head detailed strategies to strengthen project execution and reduce delivery timelines. The Service Department head committed to building a responsive post-sales ecosystem with faster turnaround times and proactive maintenance support.

The event also featured leadership training sessions that encouraged ownership and accountability among participants. An awards ceremony recognised individuals and teams who had driven the company’s complete achievement, with each honour reflecting real effort and tangible results. The gathering served as a reminder that behind every milestone are people who refused to settle for mediocrity.

All departmental roadmaps collectively converge on an ambitious financial target: achieving INR 5 billion in revenue by 2030. The Fornnax Annual Meet 2026 thus stood as both a celebration of past performance and a strategic launchpad for future growth, underscoring the organisation’s commitment to innovation, operational excellence, and customer-centric engineering on a global scale.

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Zeon has confirmed its participation at Chemspec Europe, the premier international exhibition for fine and speciality chemicals, taking place in Cologne from 6 to 7 May 2026. The event gathers global manufacturers, suppliers and industry experts to foster connections and explore innovations across the chemical value chain.

At the trade fair, Zeon aims to engage with both current and potential partners. Discussions will centre on pressing challenges and future trends within the speciality chemicals sector while also identifying fresh avenues for collaboration and technological advancement.

Attendees of Chemspec are invited to visit Zeon for an exchange of ideas. The company’s representatives will be located at Booth D89 within Hall 8, ready to discuss opportunities and industry developments in person.

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NEXEN TIRE has secured a role as an original equipment supplier for the 2026 Jeep Cherokee, which introduces Stellantis’ first hybrid system. The new Cherokee is estimated to achieve 37 miles per gallon and travel over 500 miles on a single tank of fuel.

The tyre chosen for this model is NEXEN’s ROADIAN GTX, engineered specifically for SUVs and crossover vehicles. Its advanced compound maintains stable braking performance across both summer and winter conditions, while an optimised tread pattern enhances stopping power on dry and snowy roads. Improved mileage extends replacement intervals, and a zigzag tread design distributes road pressure evenly to prevent sudden load shifts, thereby increasing driving stability. Additional benefits include low noise, snow traction and overall ride comfort.

Having already been selected as original equipment for multiple SUV models from global automakers, the ROADIAN GTX demonstrates the quietness and driving stability required for hybrid SUVs. Its technology suite meets the specific demands of electrified vehicles, reinforcing NEXEN TIRE’s reputation for quality and performance in the original equipment market.

“By supplying OE tyres for Jeep’s first hybrid SUV in North America, we have once again demonstrated our competitiveness in the future mobility market. We will continue to strengthen our supply to global automakers through ongoing R&D and strong partnerships,” a NEXEN TIRE official said.

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