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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Dunlop Motorcycle Europe has extended its partnership with the Federazione Motociclistica Italiana (FMI), confirming it will remain title sponsor and exclusive tire supplier to the Campionato Italiano Velocità (CIV). The renewal, announced on Thursday 5 November at EICMA in Milan, follows three years in the role at one of Europe’s most competitive motorcycle racing championships. The new agreement covers another four seasons beginning in 2027.

Riders across the Superbike, Supersport, Sportbike, Moto3 and Moto4 classes will continue to use Dunlop tyres and receive backing from the company’s trackside support engineers. The announcement comes weeks after Dunlop was confirmed to continue supporting the FIM Endurance World Championship, and this sustained involvement in highly competitive series underlines Goodyear’s long-term investment in European motorcycle racing through its Dunlop Motorcycle Europe business.

CIV remains central to Dunlop’s development of racing and track day tire specifications and technologies that inform the next generation of road tyres. In 2027, the company will introduce the KR111 front tyre, successor to the KR109, following validation in real-world CIV conditions; a version raced by Supersport teams this year carried the development name G2_01 VAL4.

The KR111 has a different profile and construction and will be available to racers and track day riders at all levels, while Supersport teams will also run a new development KR108 rear tyre next year. The 2027 season opens on 24–25 April at Misano before visiting Mugello, Cremona, Imola and Vallelunga, with a July return to Misano for the CIV Racing Night.

Roberto Finetti, Marketing Manager Motorcycle Europe, Goodyear, said, “We are proud to extend our partnership with FMI to support the continued growth of CIV, which is firmly established amongst Europe’s most competitive championships. In the past three years, we have worked closely with riders and teams at every level with a combination of proven and development tyres. CIV provides an unparalleled environment for our engineers to evaluate new technologies, as demonstrated by the development of our new KR111 front tyre. We look forward to continuing this work and bringing the benefits of our CIV partnership to even more riders.”

Giovanni Copioli, President, FMI, said, “We are delighted to announce the renewal of our partnership with Dunlop Motorcycle Europe as title sponsor of the CIV and exclusive tyre supplier to the Championship. Over the past three years, Dunlop and the CIV have built a highly successful relationship, contributing to the continued growth and development of the championship. The support of an industry leader such as Dunlop Motorcycle Europe has played an important role in this journey. Together, we are ready to embrace new challenges and continue raising the profile of the CIV, including further strengthening its international reach and appeal. I would like to thank Dunlop Motorcycle Europe for the trust, commitment and support it has shown throughout our partnership, and which it continues to provide as we look ahead to the future together.”

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Kuraray America, Inc. (KAI) took part in the Women's Leadership Luncheon organised by the Economic Alliance Houston Port Region's Women In Alliance, held at San Jacinto College. The gathering drew women from throughout the Houston Port Region to exchange professional experiences, build connections and encourage the next generation of women leaders.

Andrea Cavalier, Principal Engineer at Kuraray America, Inc., noted that as she nears the later stages of her career, she has come to value how much can be learned from people at different points in their professional journeys. Her remarks underscored KAI's view that leadership growth is an ongoing process enriched by connections across career stages.

The event's centerpiece was a fireside chat titled ‘Beyond the Arena: Saddled for Success’, featuring Pat Mann Phillips, past Chairman of the Board for the Houston Livestock Show and Rodeo, with Nellie Baktashi Macaluso moderating. The conversation explored leadership, career development and spotting chances for personal and professional growth, highlighting three lessons: building trust through credibility and authenticity, embracing challenges by stepping outside familiar situations and knowing one's worth by recognising individual strengths and contributions.

Cavalier further stressed that leadership extends beyond personal success to using experience to create opportunities for others. That outlook mirrors Kuraray America's emphasis on mentorship, collaboration and continuous learning, where employees at all stages share knowledge and support one another.

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Pirelli has unveiled the ANGEL GT III, a new radial Sport Touring tyre that combines easier, improved handling with enhanced wet-weather capabilities and more consistent performance across its service life while retaining the brand's sporting DNA. The rear tyre is built for greater durability and reduced rolling noise compared with other ANGEL family products, thanks to a new tread pattern, and it carries a high-contrast sidewall with the ANGEL symbol and Gran Turismo lettering.

Scheduled for availability from early 2027, the tyre is the fourth generation of the ANGEL family, which began with the ANGEL ST and evolved through the ANGEL GT and ANGEL GT II. Over the past 15 years, the range has helped raise standards in the radial Sport Touring segment for riders seeking a balance of sporty performance, riding enjoyment and long-distance touring capability, supporting Pirelli's steady expansion in one of the European market's most important segments. Each generation has brought technological and performance advances, earning growing rider recognition and strengthening the brand's presence.

Designed for modern mid- and large-displacement Sport Touring, Crossover and Naked motorcycles, the ANGEL GT III pursues a clear objective: Pirelli's interpretation of the Gran Turismo riding experience, with high levels of control, comfort and riding enjoyment. Dedicated work to reduce rear-tyre rolling noise further enhances touring comfort, an especially important consideration for long-distance riders, with the resulting reduction in fatigue benefiting both journey enjoyment and overall control.

The tyre's standout characteristic is improved easier handling, a trait particularly valued by riders in this category. Pirelli's designers aimed to make motorcycles feel more intuitive, smoother and less demanding in everyday use and on long journeys while preserving the precision and responsiveness of the brand's sporting DNA. Wet performance also received particular attention, with the tyre designed to deliver confidence and control on wet, low-grip roads, raising standards set by previous generations.

Consistency throughout the service life was another key focus. Extensive development work sought more uniform dynamic characteristics over time, even as wear increases, so riders retain high levels of control and enjoyment. While improving comfort and ease, the tyre remains true to Pirelli's heritage, its focus on sport performance, steering precision and support during spirited riding reaffirming a distinctive character over long distances.

Aesthetically, the ANGEL GT III evolves the family's visual identity, its new tread pattern reinterpreting signature ANGEL graphic elements while expressing clear stylistic evolution. The high-contrast sidewall, with the iconic ANGEL logo and Gran Turismo lettering, references an Italian motorcycling concept of travelling swiftly, comfortably and in style. Pirelli frames the launch as a new Sport Touring chapter and a renewed commitment to innovation and raising segment standards.

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Sri Trang Group has earned the CAC Change Agent Award 2026 from the Thai Private Sector Collective Action Against Corruption (CAC), with the honour collected by Veerasith Sinchareonkul, Chief Executive Officer of Sri Trang Agro-Industry Public Company Limited (STA), alongside Vitanath Sincharoenkul, Chairman of the Executive Committee of Sri Trang Gloves (Thailand) Public Company Limited (STGT). The presentation formed part of the CAC Annual Conference 2026, convened around the theme of business integrity and collective action for Thailand's OECD journey, and was presided over by Rapee Sucharitakul, Chairman of the Thai Institute of Directors Association and of CAC, at the Stock Exchange of Thailand on 4 November 2026.

The award represents a fourth successive year of recognition for STA, while STGT secures its second. Across the Group, anti-corruption serves as a foundational corporate policy shaping the conduct of directors, executives and employees through explicit guidelines and measures that undergo periodic review to stay attuned to shifting circumstances and applicable standards. The Group further encourages cooperation with suppliers and business partners, nurturing a culture of transparency and accountability that reinforces confidence among all stakeholders.

Bestowed upon organisations that meaningfully advance transparency and sound corporate governance while carrying collective anti-corruption action into supplier networks and the wider business community, the accolade mirrors Sri Trang Group's resolve to lift responsible business conduct standards and weave anti-corruption collaboration across its entire value chain.

Veerasith Sinchareonkul, Chief Executive Officer, STA, said, “Receiving the CAC Change Agent Award 2026 is a source of pride that reflects our commitment to conducting business transparently, upholding good corporate governance and consistently combating corruption. It also recognises our role in extending collective action to suppliers and business partners to raise standards of ethical business conduct throughout the value chain. We firmly believe that good corporate governance is the foundation of sustainable growth and that trust must be earned through action.

“As a group whose operations span the entire natural rubber industry, from upstream to downstream, we are committed to driving change from within by embedding transparency and accountability in every process. We also cultivate a culture of zero tolerance for corruption and extend these principles to our suppliers and business partners, encouraging them to uphold the same ethical standards. We place particular emphasis on whistleblowing and encourage employees, suppliers and other stakeholders to remain vigilant and report suspected corruption so that concerns can be appropriately investigated and addressed.

“Translating good corporate governance into tangible outcomes is central to the role we embrace as a Change Agent. Creating a transparent and fair business environment requires collaboration and action across all sectors. This award provides further impetus for Sri Trang Group to strengthen corporate governance, reinforce a culture of transparency and expand anti-corruption collaboration throughout the value chain. Through these efforts, we aim to ensure that business growth goes hand in hand with stakeholder confidence while contributing to the long-term strength and sustainability of Thailand’s business sector.”

Vitanath Sincharoenkul, Chairman of Executive Committee of STGT, said, “Receiving the CAC Change Agent Award for the second consecutive year is an honour and a source of pride for our organisation. This achievement reflects the collective efforts of our people to uphold integrity and transparency in the way we conduct business. It is the result of everyone’s commitment to good corporate governance and to fulfilling their responsibilities transparently, ethically and accountably – principles that have become an integral part of our corporate culture. I would like to thank everyone who has contributed, especially our suppliers and business partners, for helping translate our commitment into tangible results. For STGT, trust is something we must uphold at every stage of our business. This award motivates us to continually raise our standards by building employee awareness, promoting accountable and verifiable work processes, and encouraging everyone to stand up for what is right, ensuring that anti-corruption principles are put into practice throughout the supply chain.

“Our commitment to transparency and anti-corruption is fundamental to putting our ‘Clean World Clean Gloves (CWCG)’ approach into practice. Environmental and social responsibility must be grounded in ethical, transparent and accountable business conduct. We therefore strive to apply good corporate governance principles at every level of our operations, ensuring that the delivery of quality rubber gloves goes hand in hand with building trust in our organisation. This prestigious award further motivates STGT to advance its corporate governance standards and strengthen a culture of integrity, transparency and accountability in line with our core values, supporting stable, long-term growth.”

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