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.
Toyo Tires Secures CDP ‘A List’ Recognition For Actions Against Climate Change
- By TT News
- January 10, 2026
Toyo Tires has made its way to the annual A-List of CDP for its climate change mitigation efforts. This premier recognition, awarded for the first time to the company in the 2025 evaluation, reflects the company’s comprehensive decarbonisation efforts, which include validated science-based targets for cutting greenhouse gas emissions and a shift towards renewable energy at its production sites. CDP’s annual assessment is a key benchmark for corporate sustainability across climate, water and forests.
The assessment also highlighted Toyo Tires' commitment to transparency, as verified by independent third-party data reviews. Viewing its business activities as intrinsically connected to society and the future, the Toyo Tires Group treats reducing environmental impact as a top operational priority.
Moving forward, the company is dedicated to advancing decarbonization across all its manufacturing processes and broader supply chain, aiming to support a sustainable global society.
Apollo Tyres Expands Vredestein Gravel Tyre Range With Aventura Core Series
- By TT News
- January 10, 2026
Apollo Tyres Ltd has introduced a new and more affordable range of gravel tyres under the Vredestein Aventura Core Series. This new-generation family consists of three distinct models: the Aventura Seta Core, Aventura Core and Aventura Grezzo Core. Engineered in Europe, these tyres are built for enhanced durability and dependable performance across diverse surfaces, offering riders a cost-effective upgrade for adventure biking.
The series is constructed around a streamlined Core platform, which incorporates a robust 60 TPI casing for increased puncture resistance and stable handling on uneven terrain. While utilising the proven tread patterns of existing Vredestein gravel tyres, this refined construction delivers high-end capability at a more accessible price point.
Each model is tailored for specific riding conditions. The Aventura Seta Core is designed for speed, with a race-optimised tread for fast rolling on asphalt and high-speed gravel, complemented by shoulder knobs for technical cornering. For versatile, everyday use, the Aventura Core offers a balanced blend of rolling efficiency and predictable grip across tarmac, hardpack and gravel roads. Finally, the Aventura Grezzo Core provides confidence on loose and rugged terrain, featuring an aggressive tread for enhanced traction in sand and soft surfaces, while its chained centre tread maintains efficiency on harder ground.
The Aventura Core Series will be available starting 1 February 2026. The Aventura Seta Core comes in 40, 45 and 50-622 sizes. The Aventura Core is offered in 50-584 and 40, 45, 50-622 sizes. The Aventura Grezzo Core is available in 50-584 and 40, 45, 50-622 sizes. Colour options include black/black and black/transparent sidewalls.
Nic Knippers, Division Head – Vredestein Two Wheel Tyres, Apollo Tyres Ltd, said, “The Aventura Core Series marks an important expansion of our gravel offering within the Vredestein range. By introducing three purpose-designed tyres built on a shared durable foundation, we can better support riders across the full spectrum of gravel terrain – from high-speed racing to off-road exploration and everyday mixed-surface riding.”
Continental Expands HDR 5 And HSR 5 Tyre Lines With New Size
- By TT News
- January 10, 2026
Continental Tires Americas has expanded its HDR 5 and HSR 5 19.5-inch product lines with a new 245/70R19.5 size, specifically engineered for urban and regional delivery fleets.
These tyres are built to endure high-scrub environments and the demanding stop-and-go cycles typical of city routes. Key advancements include a reformulated tread compound that reduces rolling resistance for better fuel economy while also extending tread life. The redesigned sidewall enhances durability to support multiple retreads, maximising the value of each tyre casing. Furthermore, both models are validated for use on electric and hybrid vehicles, as well as traditional combustion engines.
This size extension provides a practical option for fleets seeking to improve operational cost-efficiency and tyre longevity under rigorous driving conditions, continuing the proven performance of the existing series with targeted upgrades.
NIRT Silver Jubilee Celebrations Commence In Kottayam
- By TT News
- January 10, 2026
The Silver Jubilee of the National Institute for Rubber Training (NIRT) commenced on the morning of 9 January 2026 at Kottayam's Hevea Hall. Union Minister of State George Kurian formally inaugurated the event, with Member of Parliament K Francis George presiding. Attendees also heard an address from MLA Chandi Oommen.
A wide array of activities marked the inaugural programme. These included unveiling a commemorative monument, honouring former NIRT Directors and recognising student cohorts. Several publications and materials were launched, such as a Silver Jubilee souvenir and tutorial videos for stakeholders. The new jubilee logo was revealed, and a memorandum of understanding was signed between the Rubber Board and the Government of Nagaland.
The ceremony further involved prize distributions for earlier competitions and celebrated the Diamond Jubilee of Rubber magazine. The day's schedule continued with a curated panel discussion and a dedicated exhibition at the NIRT campus.
Comments (0)
ADD COMMENT