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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Tana is poised to deliver a compelling presence at IFAT 2026, scheduled for 4–7 May, where the central invitation for attendees is to Feel the Energy through live displays of high-performance machinery, recent innovations and advanced digital tools. This year’s exhibition focuses on how intelligent technology and powerful waste processing equipment can work together to achieve both efficiency and operational excellence.

Visitors can experience the TANA Hammerhead, a mobile shredder engineered for demanding waste environments with a focus on maximising uptime and productivity. On the first day of the show, Tana will also unveil an exciting new product, representing a major leap in waste management technology through innovative engineering and practical operational benefits. Live demonstrations of the TANA Shark shredder will take place daily at 10:30, 12:00, 14:30, and 16:00 at the stand of German distributor VENETO Schwenter GmbH (FS.911/1).

Another highlight is the Tana Wingman, a live digital operator assistant that improves visibility, safety and efficiency. It provides real-time machine data and a live hopper camera view on a tablet interface without needing cloud services or internet, keeping all data secure on site. This system enhances situational awareness during loading and feeding, helping operators react quickly to blockages or irregular material flow while reducing the need to leave the operating area.

Tana is also piloting an AI-driven proof of concept called the TanaConnect Smart Assistant, developed with spogen.ai, which enables hands-free, voice-activated interaction for operators and service teams. This assistant offers intuitive, context-aware access to machine information, reducing time spent searching manuals. At Stand 227 in Hall B5, Tana welcomes IFAT attendees to an interactive space where experts are available to discuss how these solutions can improve productivity and workflows, offering a firsthand look at the future of waste management technology.

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The Alliance for the Future of Tires (AZuR) is preparing a major presence at THE TIRE COLOGNE 2026, the world’s leading tyre industry trade fair running from 9 to 11 June 2026. Building on its successful collaborative model, AZuR will return with an even larger network of partners representing all facets of the sustainable tyre circular economy. At the joint exhibition stand located in Hall 7.1, nineteen AZuR members from across the tyre and recycling sectors will showcase their work while the alliance takes on an intensive role within the fair’s event programme.

By bringing together industry, small businesses, trade and recycling specialists once again, AZuR demonstrates the full circular value chain under one roof. Visitors to the stand can explore sustainable new tyre production alongside repair, retreading, and both mechanical and chemical recycling processes.

The 2026 fair will place a special emphasis on promoting tyre retreading as a proven method to save resources, slash CO₂ emissions and reduce costs through multiple reuse of quality casings. To help retreading gain wider traction, AZuR is inviting European retreaders to attend and is integrating the topic into dedicated events and new dialogue formats spanning the entire value chain.

Among the fresh initiatives is a municipal dialogue connecting city decision-makers with experts to showcase retreaded tyres for public fleets, waste management and transit systems, highlighting CO₂ savings and up to 30 percent lower operating costs. An educational project called Retreading Goes to School will train tyre dealers, auto shops and their staff on the safety, quality and economic benefits of this technology.

THE TIRE COLOGNE 2026 thus offers AZuR and its partners an unmatched platform for presenting innovations, best practices and concrete solutions. The joint stand will also serve as a meeting hub for policymakers, scientists and business leaders to discuss advancing retreading, new uses for recycled materials, chemical recycling progress like pyrolysis and better political frameworks.

AZuR network coordinator Anna-Maria Guth said, “Our joint stand demonstrates the strength of the industry when it works together on solutions. The increasing number of partners participating confirms our approach and the relevance of the tyre circular economy.”

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HS HYOSUNG ADVANCED MATERIALS marked the 46th Disability Day by organising a sports day and donation event on 16 April 2026 at Yeongnak Aenea’s House, a residential care facility for children with severe disabilities in Yongsan-gu, Seoul. Employees paired one on one with the children, who have limited chances for outdoor activities, and together they took part in various sports and recreational programmes, creating meaningful experiences.

The donation will be used to replace wheelchair inner seats, purchase specialised rehabilitation equipment and upgrade the facility’s environment. This partnership began in 2012, and this year marks its 15th anniversary. Through regular in person volunteering such as assisting with walks and supporting sports events, the company has consistently worked to improve quality of life and promote independence for people with severe disabilities.

This initiative reflects the company’s commitment to the social contribution slogan Value Together, emphasised by Vice Chairman H.S. CHO, who states that providing practical support to marginalised neighbours is a corporate responsibility. In recognition of its efforts, HS HYOSUNG ADVANCED MATERIALS has been selected for seven consecutive years under the Community Contribution Recognition Program, received a Minister of Health and Welfare Commendation and achieved the highest S Grade rating.

Since its establishment, the HS HYOSUNG Group has carried out various social contribution activities, including cultural programmes for people with disabilities and initiatives for national veterans. Moving forward, the group plans to further expand its efforts to create social value based on its management philosophy of mutual growth with local communities.

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Tyrecycle, led by CEO Jim Fairweather, has responded to a recent federal inquiry into end-of-life tyres, conducted by the House of Representatives Standing Committee on Industry, Innovation and Science, by stressing that the industry’s successes should not hide its failures. While the inquiry focused on commercial and economic aspects of tyre recycling, Fairweather argued that any regulatory changes must target specific market gaps rather than burdening parts of the sector that already work well. Tyrecycle supports mandatory market-based regulation and increased government procurement, and Fairweather described illegal tyre dumping as completely unacceptable.

The recovery rate for passenger and truck tyres in Australia stands at 96 percent, yet off the road tyres, or OTRs, tell a different story. Only two percent of OTRs are recovered, despite these large tyres from mining and agriculture accounting for about 29 percent of Australia’s tyre market. Fairweather highlighted regional disparities, noting Western Australia produces 60,000 of OTRs out of a national total of 155,000 tonnes, while Queensland and New South Wales together contribute another 75,000 tonnes. He warned that a complete system overhaul could raise consumer prices with little benefit.

Fairweather explained that passenger and truck tyres benefit from established state-based regulations and infrastructure, but OTRs require targeted intervention. Policy must differentiate between working markets and those needing genuine help. Fairweather reiterated that Tyrecycle is prepared to process every tyre in Australia, provided the correct supporting system is in place.

A critical shortage of domestic end markets for recycled tyre materials is a central problem. Tyrecycle collects around ninety thousand tyres daily, yet viable markets remain limited. Fairweather cautioned against over reliance on extended producer responsibility schemes, arguing they do not inherently create market demand. Australia needs market-based solutions that enable recyclers to find commercially viable applications. Tyre derived fuel provides an outlet, but more recycled products should be used domestically rather than exported. Other applications face limited demand, and collection alone does not close the waste loop.

On illegal dumping, Fairweather argued that schemes funnelling money through a central authority risk inflation and reduced competition. Better alternatives include rigorous enforcement of accreditation and monitoring systems that maintain direct customer relationships. He supported a mandatory scheme requiring manufacturers to contribute to waste management costs, though he prefers a market-based approach over a strict extended producer responsibility framework.

Fairweather stated that existing state-based regulations are sufficient; no new laws are needed, only proper enforcement. Where enforcement is weak, non-compliant operators undercut legitimate recyclers, reducing investment confidence. High quality enforcement supports market integrity, competition, lower prices and greater consumer choice. He placed tyre issues in the context of end-of-life vehicles, noting Australia processes 850,000 vehicles annually, generating 1.36 million tonnes of waste.

Fairweather concluded that only a combination of effective regulation, infrastructure investment and genuine end market development can achieve a circular economy for tyres. Without these measures, even well-intentioned schemes cannot deliver sustainable outcomes. Tyrecycle supports stronger compliance, expanded domestic consumption of recycled products and targeted fixes for off the road tyres, with Fairweather simply wanting the right regulation properly enforced.

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