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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The Alliance for the Future of Tires (AZuR) is broadening its international footprint with a new European project group focused on tyre retreading. An inaugural online meeting for this initiative is scheduled for 22 July 2026, marking the first step in creating a pan-European network uniting companies, research bodies and sector specialists.

Retreading extends the lifespan of premium tyre casings, conserving raw materials and reducing CO₂ emissions while supporting Europe's circular economy. The sector faces regulatory shifts, including the ESPR Regulation, the Digital Product Passport and heightened traceability mandates.

The AZuR project group will serve as a permanent forum for retreaders, tyre makers, equipment suppliers, research institutes and associations. The agenda prioritises innovation, digitalisation, legislation, best practices and joint ventures, with the kick-off session defining the group's mission, thematic focus and structure.

The online meeting via Microsoft Teams on 22 July from 10:00 AM to 12:00 PM CEST invites existing AZuR partners and new European stakeholders. Retreaders, manufacturers, academic institutions and associations are encouraged to participate and shape the platform from its inception.

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Triangle Tyre has secured a position on the 2026 list of China’s 500 Most Valuable Brands, with a recorded valuation of RMB 65.156 billion (approximately USD 9.62 billion). The announcement came during the 23rd World Brand Conference, hosted by World Brand Lab in Beijing on 24 June. The company’s inclusion underscores a consistent upward trajectory in brand equity, driven by comprehensive operational capabilities and sustained industrial focus.

The annual ranking assesses brands through financial metrics, brand strength and consumer behaviour analysis. The entry threshold rose to RMB 5.089 billion (approximately USD 751.62 million), while the collective brand value of the top 500 reached RMB 45.29 trillion (approximately USD 6.69 trillion), a year-on-year increase of RMB 3.26 trillion (approximately USD 481.48 billion). These figures highlight the accelerating expansion and rising influence of indigenous Chinese brands.

Central to Triangle Tyre’s brand prominence is its commitment to proprietary research. The company holds over 1,000 active patents and has achieved breakthroughs in giant engineering radial tyres, direct-pressure vulcanisation and aircraft radial tyres, establishing a fully independent intellectual property system. In May 2026, its self-developed civil aviation tyre received technical authorisation from the Civil Aviation Administration, followed by AS9100D aerospace quality certification in June.

Triangle Tyre has also integrated green design and low-carbon manufacturing across operations, utilising smart factories to enhance digital lean production. These efforts have yielded quality and efficiency gains, while the company’s environmental strategy earned the EcoVadis Gold Medal and strengthened its ESG framework. The brand’s national recognition affirms its innovative capacity and market performance, and the company aims to consolidate its competitive position through continued technological and operational excellence.

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Liberty Tire Recycling, North America’s foremost tyre recycler, has announced that its Chief Executive Officer, Thomas Womble, has been selected as a recipient of the prestigious EY Entrepreneur Of The Year Award for 2026 in the East Central region. The honour, presented by Ernst & Young LLP, distinguishes visionary business leaders who demonstrate exceptional innovation, sustained growth and a commitment to creating lasting value within their industries.

An independent panel of judges recognised Womble for his transformative leadership at the helm of the nation’s largest tyre recycling enterprise. Under his guidance, the organisation has evolved from a regional operator concentrated along the East Coast and Midwest into the only fully integrated, coast-to-coast recycler of its kind in North America. His efforts have been pivotal in pioneering advanced, sustainable applications for scrap tyre materials.

Beyond operational expansion, Womble has spearheaded several industry-first initiatives that underscore his commitment to environmental stewardship. He co-founded the Tire Recycling Foundation and serves on its board while also overseeing the publication of the company’s inaugural Sustainability Report. Additionally, he has forged strategic partnerships to address the collection and recycling of specialised tyres, such as those from bicycles and mining equipment, across both United States and Canada.

Established in 1986, the EY Entrepreneur Of The Year programme subjects nominees to a rigorous evaluation process that weighs financial performance, strategic growth and personal dedication to community impact. Regional winners like Womble are celebrated for their role in reshaping industries and fostering long-term economic and social progress.

Womble said, “Being recognised as Entrepreneur of the Year is one of the highlights of my entire career. I think entrepreneurship is what the American dream is built on. It's certainly what my DNA is built on, and to be honoured with such people that are making such a difference in the world is quite an achievement.”

Shannon Crone, Entrepreneur Of The Year East Central Program Co-Director and EY Executive Director, said, "Through their vision, focus and commitment to growth, they are building companies that move markets forward, create opportunities for their teams and strengthen the communities around them.”

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Prometeon Tyre Group has published its 2025 Sustainability Report, reinforcing the company’s commitment to environmental, social, governance and economic priorities. The document illustrates how sustainability considerations are now embedded within operational frameworks and strategic planning across the global tyre manufacturer’s industrial, agricultural and off-the-road segments.

The report highlights notable energy achievements, with renewable and high-efficiency sources accounting for 51.5 percent of total consumption. Certified green electricity and biomass represented 31.3 percent, while combined heat and power systems contributed 20.2 percent. For electricity specifically, the renewable share reached 47.5 percent, with the Milan headquarters and Cinisello Balsamo R&D centre fully powered by certified green energy and a new 116 kWp photovoltaic installation.

The Gravataí plant in Brazil maintained carbon neutrality for Scope 1 and 2 emissions through renewable certificates and a biomass boiler for process steam. Overall energy intensity per finished tonne dropped 14.7 percent since 2016, supporting the company’s ambition to achieve climate neutrality by 2040, in line with the Science Based Targets initiative’s 1.5°C pathway, despite a challenging international policy environment.

Material circularity also advanced, with recycled content reaching approximately seven percent, driven by increased recycled steel, rice husk ash-derived silica and pyrolysis oil-based carbon black. From January 2025, Turkish-produced Coach C02 tyres incorporate 23 percent ISCC+ certified materials via mass balance. The Group also earned a B score for Climate Change and B- for Water Security from CDP, placing it at the Management level for structured environmental governance.

Supply chain oversight intensified with 21 supplier audits covering 18 percent of annual raw material expenditure, assessing labour standards, safety and association rights, while cumulative coverage since 2021 reached 99 percent. Prepared under Global Reporting Initiative standards, the report underscores Prometeon’s systematic approach to measuring and communicating its economic, environmental and social impacts.

Nicolas Marchi, Chief of Internal Audit, Compliance, Sustainability & Institutional Relations Officer, Prometeon, said, “The 2025 Sustainability Report confirms Prometeon’s ability to translate its ESG objectives into tangible and measurable results. The increase in the share of energy from renewable and high-efficiency sources, the growth in the use of recycled materials and the recognition achieved through the CDP assessment demonstrate the soundness of the strategy we are implementing. In a rapidly evolving global scenario, we continue to view sustainability as a key driver of competitiveness, innovation and attractiveness. For this reason, we remain firmly committed to our journey towards net zero by 2040, engaging the entire value chain and further strengthening our commitment to people, customers, partners and the communities in which we operate.”

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