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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Prinx has announced an evolution in its enduring partnership with Garrett Truck Sport, marking a new chapter in their collaboration from the 2026 season onwards. The tyre manufacturer will assume lead brand status within the team’s motorsport programme, bringing a sharper brand focus and renewed drive to the initiative. This strategic shift is intended to strengthen the programme’s identity both on and off the track while elevating visibility for the Prinx brand and reinforcing the technical commitment that underpins the project. It also ensures closer integration between motorsport activities and the company’s wider commercial objectives across Europe.

The decision follows a strategic meeting in London, where Prinx representatives and the Garrett Truck Sport management team reviewed the 2025 season and aligned on the future direction. Driver Luke Garrett also took part in the discussions, which centred on creative alignment and the expression of the partnership throughout the 2026 season – from trackside presence to broader communications. With Prinx now taking the lead, the partnership aligns closely with the brand’s expanding footprint in the European commercial tyre sector and the ongoing rollout of its Truck and Bus range.

While Prinx assumes the flagship role, the wider brand portfolio remains integral to the programme. Austone Tires, Fortune Tires and Chengshan Tires continue to operate under the group’s unified motorsport platform, ensuring clarity and consistency for partners across Europe. From a commercial standpoint, the transition strengthens Prinx’s position in the European market.

Beyond track visibility, the partnership serves as a platform for genuine connection. Throughout the 2026 European Truck Racing Championship, Prinx will host selected partners and guests through a tailored hospitality programme at major events, fostering shared experiences and deeper collaboration within an authentic motorsport setting.

Ari Salah, Marketing Manager, Prinx, said, “This is a great opportunity for the PRINX brand to gain greater visibility and bring our portfolio into the spotlight. We are looking forward to the upcoming events and are pleased to share this journey with our partners. Updated Prinx flagship branding and livery will be revealed ahead of the 2026 season.”

Adrian Costache, Commercial Director, Prinx, said, “Taking the lead brand role allows us to focus the partnership more clearly on our commercial priorities in Europe and to support our partners with a strong, consistent presence throughout the season.”

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Scandinavian Enviro Systems (Enviro) has received court approval to initiate a formal company reorganisation process. The Gothenburg District Court granted the application submitted by the company on 26 February 2026, with the procedure applying specifically to the parent entity. This type of restructuring is initially granted for three-month intervals, with the first period now commencing. Johan Sölveland from Ackordscentralen has been appointed to oversee the process as reorganisation administrator.

The decision to seek this legal protection was driven by acute liquidity challenges. A primary factor was the financial strain from unfavourable contractual agreements tied to the Infiniteria joint venture. Additionally, costs stemming from disputes related to a domestic plant project, combined with ongoing arbitration proceedings, have hindered the company’s ability to attract new financing. Compounding these issues, the operational facility in Åsensbruk has not been generating sufficient cash flow to offset these pressures.

Through the reorganisation, the company aims to create necessary breathing room to negotiate with creditors and develop a sustainable long-term financial framework. Management is actively engaged in discussions with both suppliers and customers to maintain normal business operations throughout this period. A detailed plan outlining the proposed structural changes to the business will be presented in due course.

The board has confirmed that current liquidity is adequate to sustain operations for the initial three-month phase of the reorganisation. Efforts are underway to arrange additional funding within this timeframe, with the objective of presenting a fully financed restructuring plan that ensures the continuity of the business.

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Mitas has launched TERRAGUARD, a new generation of VF implement radial tyre, at the Commodity Classic in San Antonio, Texas, held from 25 to 27 February. This latest addition to the Mitas portfolio addresses the pressing demands of contemporary agriculture, including the need to accommodate larger, heavier implements, improve operational efficiency and prioritise soil health.

Engineered for high-capacity applications, TERRAGUARD is designed to bear significant loads while operating at reduced inflation pressures. This allows the tyre to conform to ground contours, ensuring stable handling, a consistent footprint and reliable performance across uneven terrain during both fieldwork and road transport. The tyre’s square shoulder design maximises the contact patch to boost stability, while reinforced sidewalls improve lateral stability, especially when traveling on roads.

A key attribute of the TERRAGUARD is its focus on efficiency. Its advanced VF radial construction and optimised tread geometry lower rolling resistance, facilitating smoother operation and better energy conservation. Furthermore, the tyre’s ability to spread weight evenly over a larger surface area reduces soil compaction, preserving soil structure and enhancing productivity during extended work periods.

The distinctive sawtooth tread pattern complements this by balancing rolling efficiency with controlled traction, minimising vibration and ensuring dependable performance across diverse cultivation tasks and conditions. By integrating high load capacity, operational efficiency and soil protection into one solution, the Mitas TERRAGUARD meets the needs of modern farming. Initially available in sizes VF 280/70R15 TL IMP 140D and VF 295/75R22.5 TL IMP 158D, the range is set to expand with additional sizes in the future.

Roberta D’Agnano, Marketing Director MItas at Yokohama TWS, said, “Modern agricultural operations require implement tyres that do more than simply carry weight. With TERRAGUARD, we combined advanced VF technology with an innovative tread design that actively supports efficiency and soil protection, helping farmers boost productivity in demanding applications. Presenting this product for the first time at Commodity Classic is especially meaningful for us, as the US market is at the forefront of large-scale, high-load farming applications. TERRAGUARD has been developed to meet the specific demands of American farmers, making this event the ideal platform for its global debut.”

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A landmark supply agreement was formalised at the PIF Private Sector Forum 2026 in Riyadh to advance local manufacturing in the Kingdom of Saudi Arabia. Saudi Basic Industries Corporation (SABIC) will provide polybutadiene rubber and carbon black to a joint venture established by the Public Investment Fund (PIF) and Pirelli. This partnership will supply the raw materials necessary to produce three and a half million tyres annually at a facility within the King Salman Automotive Cluster at King Abdullah Economic City.

This initiative marks a significant step for the NUSANED localisation programme by enhancing domestic content and establishing a comprehensive tyre production value chain within Saudi Arabia. The agreement is unprecedented as it enables the complete manufacturing of car tyres locally. It will result in the creation of a bespoke Saudi tyre brand specifically designed for passenger vehicles and regional car manufacturers, operating alongside the production of Pirelli-branded tyres.

The PIF Private Sector Forum serves as a vital platform connecting PIF-related companies, government entities and private firms to cultivate new partnerships. The event plays a crucial role in enabling the private sector to drive transformative projects. It facilitates the exploration of high-potential opportunities that support business expansion and contribute to shaping the nation's economic future, in direct alignment with the objectives of Saudi Vision 2030.

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