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) was among 16 industrial organisations recognised for climate action during a recent Bangkok seminar. The event, held on 18 August 2026 at the Thailand Institute of Justice, marked the conclusion of the ‘Project to Promote Greenhouse Gas Emission Target Setting for the Industrial Sector towards Net Zero using the Science Based Target Approach (Phase 3)’, organised by the Thailand Greenhouse Gas Management Organization and Thammasat University's Center of Excellence in Energy Efficiency.

STA participated in developing a Net Zero Pathway aligned with updated certification criteria. The sustainability team shared insights on embedding Net Zero objectives into operations, highlighting management and employee roles in advancing the environmental agenda. A formal certificate was presented to Dr Saranthinee Mongkolratthe, the company's Sustainability Division Manager.

STA targets a 23 percent reduction in Scope 1 and 2 emissions by 2030 from a 2024 baseline, aiming for Net Zero by 2050. Initiatives include energy efficiency improvements, renewable energy adoption and emission reduction plans across factory and group levels. Digital technology and artificial intelligence are deployed for carbon management, enabling performance monitoring and data analysis to support long-term decisions.

STA is also developing low-carbon natural rubber throughout its supply chain to meet global demand for sustainable products. The company's project involvement and recognition demonstrate its commitment to translating targets into action, positioning the business for low-carbon growth while contributing to Thailand's national sustainability objectives.

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Titan International is set to deliver a comprehensive experience for attendees at the 2026 Farm Progress Show, running from 1 to 3 September 2026. At Booth #24S, the company will showcase its extensive portfolio of off-highway tyres and tracks, offer exclusive savings opportunities and provide interactive tools designed to help farmers evaluate the financial benefits of its Low Sidewall Technology. The booth will also serve as a hub for meeting prominent agricultural personalities and supporting future farming leaders through a charitable initiative.

Visitors to the Titan booth can take advantage of a promotional offer providing USD 200 off a qualifying tyre purchase of USD 1,000 or more. Company representatives will be on-site to discuss eligible brands and products and to assist with the redemption process. Additionally, farmers are invited to use the interactive LSW Payback Calculator to assess the potential return on investment for their specific operations. Titan notes that in most scenarios, these tyres can pay for themselves in less than 18 months.

The booth will feature appearances by well-known figures from the agricultural and racing worlds. NASCAR driver and eighth-generation watermelon farmer Ross Chastain is scheduled to appear on Wednesday from 9 am to 12 pm, offering attendees a chance to see his racecar and discuss his farm's use of Titan and Goodyear tyres. Throughout the show, social media personalities will also be present, including the Welker Family and Cole the Cornstar, who will showcase their equipment and discuss their experiences with Titan products.

A highlight of the show will be the first-ever Farm Progress After Hours event on 2 September. Hosted in partnership with Van Wall Equipment and John Deere at Booth #24S, the evening will feature a concert by Iowa country artist Jason Brown and a pyrotechnic drone light show. The event is included with show admission and will commence after the exhibition booths close for the day.

Titan is reinforcing its commitment to rural communities through a tyre raffle benefiting Iowa FFA chapters. Attendees can purchase raffle tickets from FFA students at the booth for a chance to win a set of four tyres, with winners able to choose from Carlstar, Titan or ITP branded products. Proceeds from the raffle will be distributed to participating Iowa FFA chapters, supporting the next generation of agricultural leaders.

As a one-stop shop for off-highway wheel and tyre solutions, Titan will display products from its family of brands, including Goodyear Farm Tires, Carlstar and ITP. With over 40 product lines and 100 tyres on display, the booth aims to provide solutions for various equipment needs.

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PT Bridgestone Tire Indonesia (Bridgestone Indonesia), a subsidiary of Japan’s Bridgestone Corporation, marked its golden anniversary with a formal ceremony in Jakarta on 24 August. The event served as a platform to acknowledge the critical role played by various partners and stakeholders in the company’s five-decade journey within the nation.

The commemorative gathering was honoured by the presence of Minister of Trade Budi Santoso, alongside representatives from the Indonesian government, the automotive industry association GAIKINDO and a broad network of clients and business associates. This assembly of industry leaders underscored the strong collaborative ecosystem that has been fundamental to the company's operations.

Bridgestone’s operational history in Indonesia dates back to 1976 with the establishment of its first production facility in Bekasi. The subsequent opening of a second plant in Karawang in 1999, which includes a global-standard proving ground, significantly enhanced production capacity and technical capabilities to meet rising domestic and regional demand. Presently, the company serves diverse market segments, including passenger, commercial and specialty tyres, by integrating global manufacturing standards with local market insights.

Looking ahead, Bridgestone Indonesia is intensifying its commitment to advanced technologies and sustainable mobility, exemplified by the 2026 local supply of B-Silent tyres for a global automaker’s electric vehicles. Building on its robust local research, design and manufacturing foundation, the company aims to further leverage its global network to deliver safer and more efficient solutions. As a key market for Bridgestone Corporation, which operates in over 150 countries, Indonesia remains central to the company’s regional strategy, with a steadfast focus on fostering long-term value for the nation's economy and automotive sector.

Budi Santoso, Minister of Trade of the Republic of Indonesia, said, "We extend our appreciation and congratulations on Bridgestone's 50th anniversary in Indonesia. We are highly receptive to future investment and collaboration opportunities involving Indonesian investors and Bridgestone. The Government of Indonesia remains open to receiving ongoing input and engaging in strategic discussions aimed at strengthening domestic market dynamics, maximising global export opportunities and advancing investment policy proposals.”

Nobuyuki Tamura, Member of the Board, Representative Executive Officer, EAST CEO, Bridgestone Corporation, said, "As Bridgestone Indonesia celebrates its 50th anniversary, we are proud of the strong foundation built together with our employees, customers and partners over the past five decades and deeply grateful to all of our stakeholders for their longstanding trust and support. Indonesia is both an important market and a strategic manufacturing and export base within Bridgestone's global network. Guided by our unchanging Mission, 'Serving Society with Superior Quality’, we remain committed to growing together with Indonesia and creating greater value for customers and society in the decades ahead."

Mukiat Sutikno, Managing Director, Bridgestone Indonesia, said, "Over the past five decades, Bridgestone Indonesia has grown alongside the country's automotive industry, supported by the trust of our customers, partners and communities. As we look ahead, we will build on this strong foundation by deepening our local capabilities, responding to the evolving needs of the market and delivering solutions that make mobility safer, more efficient and more sustainable. Our commitment to Indonesia remains as strong as ever, and we look forward to continuing this journey together with our stakeholders.”

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The Yokohama Rubber Co., Ltd. has initiated the full-scale deployment of a proprietary generative artificial intelligence system, which became operational in August 2026. This advanced platform employs Retrieval-Augmented Generation (RAG) technology to sift through the company’s extensive internal repository of technical documentation. The primary objective is to furnish development engineers with rapid and precise access to critical information, thereby streamlining decision-making processes in areas such as material innovation and tyre design.

This system represents a significant expansion of Yokohama Rubber’s existing HAICoLab AI framework, first established in October 2020. While the company had previously introduced AI tools for predicting rubber properties, generating novel compounds and assisting mould design, a persistent challenge remained in efficiently navigating the vast collection of regulatory texts, manuals, reports and case studies that constitute essential domain knowledge. The new generative AI system was developed specifically to address this gap, enabling swift retrieval of pertinent data aligned with specific development goals.

In practice, engineers pose questions tailored to their project’s specific context and the AI searches for the most relevant information from internal records to formulate its answers. To further refine accuracy, an integrated AI agent interprets the user’s intent and autonomously cycles through planning, information retrieval and evaluation steps. Moreover, the system provides direct links to the original source documents, allowing staff to confirm the validity of the AI-generated responses and incorporate them into their analytical and strategic work. This functionality effectively integrates accumulated technical knowledge into the HAICoLab-driven development environment.

Concurrent with these technological advancements, Yokohama Rubber is actively cultivating digital transformation personnel proficient in utilising the HAICoLab platform. The company remains committed to enhancing the system’s capabilities and leveraging its internal data and intellectual assets to foster the creation of innovative products, processes and services moving forward.

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