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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Plaza Tire Service, a brand within the Sun Auto Network, has expanded its Missouri footprint by opening a new location strategically serving drivers along the Highway 65 corridor. The expansion now reaches motorists across Ozark, Nixa and the greater Springfield area, reinforcing the company’s presence in Christian County, recognised as one of the fastest-growing regions south of Springfield.

Operating under the Plaza Tire Service name, the newest storefront upholds the brand’s Driver Commitment, which emphasises clarity, confidence and attentive customer care. To enhance the service experience, the facility offers 24/7 online appointment scheduling, digital vehicle inspections, nationwide warranties and immediate access to leading tyre brands. Same-day service is available alongside a full range of automotive maintenance and repair work, including alignments, brake service, oil changes, battery replacements and preventative maintenance.

Michael Loa, Regional Vice President, said, "Missouri continues to be an important market for us. This location allows us to strengthen our presence in the Springfield area while continuing to deliver the consistent, expert know-how our customers expect."

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Hankook Tire, the exclusive tyre supplier to the FIA World Rally Championship (WRC), successfully completed the sixth round of the 2026 season, the Vodafone Rally de Portugal, where its Dynapro R213 rally tyre played a central role in managing the event’s punishing conditions. The tyre was engineered to absorb impacts from rough gravel and rocky terrain while delivering consistent grip and durability across the rally’s demanding stages.

Held from 7 to 10 May around Matosinhos in northern Portugal, the competition covered 23 Special Stages totalling approximately 345 kilometres. The surface began as soft, sandy gravel but progressively turned into sharp rocks and deeply rutted terrain due to repeated passes, making tyre durability and stability essential for performance. Hankook provided the Dynapro R213 in Hard and Soft compounds, allowing teams to balance high grip from the soft version with the hard compound’s resilience on changing surfaces.

After a fierce battle, Hyundai Shell Mobis World Rally Team driver Thierry Neuville secured overall victory, marking his team’s first win of the 2026 season. He took the lead in the closing stages and delivered a commanding performance to finish on the top step of the podium. In the Drivers’ Championship standings, Toyota GAZOO Racing’s Elfyn Evans leads with 123 points, followed closely by teammate Takamoto Katsuta on 111 points.

Throughout the event, Hankook operated a Brand World booth in the service park, featuring a motorsport heritage exhibition, racing simulators, branded merchandise and photo zones to enhance its premium global image. The 2026 WRC season now moves to Round 7, the FORUM8 Rally Japan on 28–31 May, a tarmac event on narrow mountain roads requiring precise steering and high-speed stability. Hankook continues to integrate WRC driving data into its R&D, advancing high-performance tyre technology as the exclusive supplier for all WRC classes since 2025.

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DUNLOP Motorsport is all geared up for the 2026 ADAC RAVENOL 24h Nürburgring, scheduled to be held from 14 to 17 May 2026. At the legendary Nordschleife, the team will debut a Porsche 911 GT3 R bearing start number 17, marking the black-and-yellow car’s first appearance at the Eifel classic. A quartet of experienced drivers has been assembled to share the cockpit, including Frenchmen Julien Andlauer and Dorian Boccolacci, Belgian Alessio Picariello and Nordschleife specialist Nico Menzel.

A series of preparatory runs within the ADAC RAVENOL Nürburgring Endurance Series allowed the team to gather vital operational intelligence. Despite a rain‑affected delay to the opening round, the group managed to cross the line inside the top ten overall during its very first race. That outcome, combined with methodical calibration of the Porsche's suspension and aerodynamics, improved the squad's command of DUNLOP tyre behaviour under race conditions.

Unpredictable factors such as sudden showers, evolving asphalt grip and heavy lapped traffic frequently decide outcomes at the Nürburgring. Success therefore hinges on error‑free driving and disciplined strategic calls. The selected drivers bring precisely those attributes: Andlauer from his tenure in elite GT and prototype series, Boccolacci and Picariello from repeated Nordschleife campaigns, and Menzel from years of local expertise.

Several other entrants have also chosen DUNLOP rubber. Saugmotoren Motorsport will run the distinctive BMW Z4 E89, steered by Nordschleife veterans Ralf Schall and Christian Scherer. BLACK FALCON Team FANATEC, collaborating with Gran Turismo, enters a Porsche 911 GT3 Cup whose cockpit will be shared by Manuel Metzger, online personality Misha Charoudin and sim racers Steve Brown and Jimmy Broadbent. For spectators, the Boulevard area presents an interactive zone where Gran Turismo simulators offer virtual Nordschleife laps. A Porsche 962 C on loan from the Porsche Museum, winner of all five Supercup races in 1987 and that year's champion, will also be exhibited.

The ADAC RAVENOL 24h Nürburgring starts Saturday 16 May at 3:00 pm. Fans unable to attend can watch live via the official stream or on RTL Nitro. DUNLOP Motorsport also shares regular updates and content from the Eifel region through its social media channels.

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Pirelli has developed a new rear tyre solution for the fifth FIM Superbike World Championship round at the Czech Republic’s Most circuit. The track is known for unusually high mechanical strain on rubber, particularly at the rear axle. To address this, Pirelli created the F0468 medium compound rear specification. Its compound matches the D0922, a tyre used at Most in 2025 and at Phillip Island across the previous two seasons. However, the F0468 features an entirely new internal structure for better race-long consistency and improved stability.

This newcomer evolves the E0829 specification, which shared the same compound and appeared at Phillip Island earlier this year. Riders who dislike the F0468 can still choose the D0922 development rear tyre. That option has already proven itself at the unique Czech layout and at Phillip Island, another tyre‑killing circuit. For qualifying and the Superpole Race, Pirelli has designated the standard soft SC0 as the reference rear tyre.

Beyond the premier class, Supersport and SportBike World Championship competitors will also race at Most. Supersport riders receive the same front choices as Superbike: soft SC1 and medium SC2. At the rear, Supersport entries can pick the soft SC0 or the medium SC1. SportBike competitors have used that same medium SC1 on both axles all season.

The tyre lineup thus gives every category familiar options alongside the new F0468. By blending a proven compound with a revised structure, Pirelli targets greater performance consistency without forcing riders to abandon the trusted D0922. Most’s punishing layout will serve as the ultimate test for both solutions.

Giorgio Barbier, Pirelli Motorcycle Racing Director, said, “Over more than two decades as supplier to the Superbike World Championship, Pirelli has built an extremely solid and versatile tyre range. The SCX supersoft rear solution now represents an absolute benchmark for riders and is used in most races on the calendar, with the soft SC0 becoming a valid alternative on some occasions. There are, however, some circuits that are particularly demanding on tyres, such as Phillip Island and Most, which by virtue of their layout and intrinsic characteristics require more specific solutions and more durable compounds, typically medium options.

“In these cases, development work focuses on improving key parameters such as performance and consistency over race distance: objectives that guided the design of the new rear solution in F0468 specification. To complete the allocation, riders will in any case also have the well-proven D0922 option available, which has shown that it can effectively handle the particular stresses imposed by this circuit. It will be interesting to assess whether the new F0468 medium will be able to raise the performance level beyond that of the D0922 further still.”

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