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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Continental has introduced the ContiMotion EVO, the successor to its well-regarded ContiMotion sport touring tyre. The new model targets motorcyclists seeking a balanced blend of riding enjoyment, safety and longevity. It arrives with multiple product enhancements over the previous generation.

Technical upgrades include new carcass materials that deliver greater stability and consistency, translating into improved handling and more agile dynamics. Updated compounds further boost performance in both wet and dry conditions. The tyre also features Continental's EasyHandling technology for predictable steering, a hybrid silica tread compound for reliable grip, an advanced compound and dedicated pattern for extended mileage and ZeroDegree steel-belt construction with new carcass materials for high-speed stability.

The ContiMotion EVO suits sporty weekend riders and touring enthusiasts alike. It fits motorcycles such as the BMW R12 nineT, Triumph Daytona 660, Ducati Supersport 950, Honda CB 650R, Suzuki GSX-8TT and Yamaha MT-09. It can also be paired with the existing ContiMotion.

Christoph Ettenhuber, Head of Business Field Motorcycle Tires, Continental, said, “With the ContiMotion EVO, we’re offering a versatile sport touring tyre. It combines intuitive handling with reliable grip in both wet and dry conditions – all while delivering impressive mileage for everyday use. The ContiMotion EVO has been upgraded in key areas without losing the fundamental renowned qualities of its predecessor. Riders benefit from a tyre that is noticeably more agile. The ContiMotion EVO is compatible with a wide range of popular naked bikes, roadsters and modern classics.”

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The new AZuR CO₂ savings certificate gives commercial vehicle fleet operators a way to quantify and prove the emissions reductions they achieve through smarter tyre strategies. The tool turns calculated savings into transparent, verifiable documentation, allowing businesses to showcase their resource efficiency efforts. The certification sits within AZuR's wider vision of a closed-loop tyre economy, in which quality tyres are kept in service as long as possible through repair, retreading and regrooving, and materials are recovered through proper recycling channels only once further use is ruled out.

Three distinct levers form the basis of the assessment, and fleets may adopt them separately or together. Reusing sound tyre casings through retreading cuts demand for virgin materials and stretches each tyre's service life. Reprofiling technology from Bear-Machines adds as much as a quarter more mileage to compatible commercial tyres, depending on the tyre and how it is used, while simultaneously trimming fuel burn. Digital tyre management powered by CO2OPT analyses a fleet's tyre usage patterns through artificial intelligence, guiding the selection and deployment of suitable tyres; under the right operating conditions, this can shrink fuel consumption and its associated emissions by as much as 10 percent.

Reliability of the reported figures rests on a defined calculation framework applied to each fleet's own data. The retreading portion draws on life cycle assessment work from Fraunhofer UMSICHT, while the remaining measures follow their own established methodologies and fleet-specific inputs. The result is auditable evidence linking implemented tyre management practices to calculated CO₂ reductions.

Beyond emissions figures, the certificate reveals how deeply a fleet has embraced circular practices by showing its share of retreaded tyres. Three tiers structure this indicator: Category A covers fleets above 50 percent, Category B spans 25 to 50 percent and Category C captures 5 to 20 percent. Documented savings and a practical circularity measure are thus combined in a single certification.

Early adopters already illustrate the concept in action. Over a 12-month window, SIS Internationale Speditions GmbH calculated 31.99 tonnes of CO₂ saved through retreading, CO2OPT software and the fuel savings that followed, with retreaded tyres on more than half its vehicles, earning Category A. The Steinkühler Group, meanwhile, reached 44.72 tonnes of calculated savings in the same period using retreading, reprofiling, CO2OPT and resulting fuel reductions, landing in Category C.

Christina Guth, Network Coordinator, Alliance for the Future of Tires (AZuR), said, “Many companies are already investing in lower-emission vehicles and alternative drive systems. However, it is often overlooked that tyres can also make a quantifiable contribution to reducing greenhouse gas emissions. With the AZuR CO₂ savings certificate, we demonstrate how retreading, reprofiling and intelligent tyre optimisation can be combined in a joint tyre management strategy.”

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DUNLOP has premiered a new atmospheric short film titled ‘Taking the Line’, which centres on the brand’s participation in the 2026 ADAC RAVENOL Nürburgring 24 Hours. The two-minute production chronicles the journey of the black-and-yellow DUNLOP Porsche 911 GT3 R, car number 17, offering an emotive portrayal of the challenges faced during one of the world’s most gruelling endurance events.

The film, shot over a week at the legendary Nürburgring Nordschleife, employed two dedicated camera crews utilising digital cinema cameras, action cameras, car-to-car tracking and aerial drones to capture the action. The notoriously capricious Eifel mountain weather, with its fog, rain and dramatic lighting, serves as a dynamic backdrop, amplifying the drama and underscoring the circuit’s unique character.

Rather than focusing exclusively on track action, the narrative shifts following the retirement of the DUNLOP car to highlight the essential human element of the race. The production pays tribute to the mechanics, marshals, support crews, drivers and devoted fans, emphasising that the event’s spirit relies on these individuals. This approach also connects to DUNLOP’s deep-rooted heritage in motorsport, blending tradition with innovation since the invention of the pneumatic tyre.

In a notable technical achievement, the filmmakers utilised advanced artificial intelligence to reconstruct a historically accurate sequence depicting the car without using any archive footage. This innovative process, informed by extensive visual documentation and historical references, successfully bridges more than four decades of DUNLOP’s racing history, creating a new and authentic representation of its enduring legacy at the Nürburgring.

Evropi Dionysiadou, Brand Communications Specialist at Dunlop Tyre Europe GmbH and responsible for the production, said, “One of the film’s most memorable moments creates a bridge between the past and the present. As a tribute to DUNLOP’s heritage, a Porsche 962 C appears on the start-finish straight for a few seconds, bearing the same number 17 that raced at the Nürburgring on DUNLOP tyres in 1986 and 1987.”

Dennis Wilstermann, Marketing Manager, Dunlop Tyre Europe GmbH, said, “With ‘Taking the Line’, DUNLOP underlines its deep roots in motorsport. For decades, experience gained in racing has been transferred into the development of road tyres, helping us create products capable of performing in the most demanding conditions and regularly earning recognition in independent tyre tests. An icon of 24-hour racing, DUNLOP has also contributed to 34 victories at Le Mans, a legacy that continues to inspire and drive us today.”

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The German Rubber Industry Association (wdk) has issued a stark warning, throwing its full support behind a recent open letter from the metal and electrical sectors that urges the Federal Government to implement immediate industrial reforms. Association President Michael Klein stressed that the current situation poses a fundamental threat to the nation’s industrial foundation, prosperity and the very fabric of its democratic society. He insisted that the time for half-measures has passed and that decisive action can no longer be postponed.

The association’s concerns are particularly acute for Germany’s rubber sector, a systemically important industry whose products are vital to strategic fields like healthcare, mobility, defence and infrastructure. According to Klein, mid-sized member companies are buckling under the weight of exorbitant energy costs, excessive bureaucratic red tape and aggressive competition from non-European rivals. He described the industry as being in a state of free fall, which jeopardises national self-sufficiency in several critical areas. To reverse this trend, the wdk is calling for the suspension of reporting duties, the abolition of the national emissions trading system to lower energy prices and robust measures to secure domestic markets.

These urgent appeals are underscored by the latest economic data for the first half of 2026, which paints a grim picture of the industry's trajectory. wdk chief economist Michael Berthel reported significant declines across all major indicators, with production dropping by 5.4 percent to 530,000 tonnes and the workforce shrinking by five percent to 57,200 employees. Revenue also took a substantial hit, falling by 4.1 percent to EUR 5.2 billion compared to the same period in 2025.

Berthel further cautioned that without a rapid improvement in the general operating conditions, the situation will only deteriorate further, leading to the permanent closure of more production facilities. The association’s leadership maintains that creating a level playing field in international competition is not merely an option but an absolute necessity for the survival of the rubber industry in Germany.

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