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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Nokian Tyres has named Rhea County High School graduates Jesus Hernandez-Santiago and Josiah Shibley as the recipients of its 2026 college scholarship. The two students were selected based on their strong academic records, interest in STEM fields and commitment to excelling in extracurricular activities.

Now in its seventh year, the scholarship programme supports the company’s broader goal of preparing skilled professionals for the Southeast Tennessee workforce. Complementary initiatives include a robust apprenticeship programme, a work‑based learning scheme and a summer internship partnership.

Hernandez‑Santiago plans to study mechanical engineering at The University of Tennessee at Chattanooga, having already taken college‑level math courses since his junior year through a dual enrolment programme. Shibley will attend Tennessee Tech to pursue civil engineering with an environmental concentration, aiming to combine his passion for the outdoors with his interest in construction.

Nokian Tyres also runs an apprenticeship with Cleveland State Community College, where six apprentices complete 8,000 hours of on‑the‑job training and 42 classroom credits. A work‑based learning partnership with Rhea County High School places two to four students annually at its high‑tech factory, while a separate internship with Bryan College offers mentorship and project experience.

Since opening its Dayton Factory in 2019 to serve North American markets, the tyremaker has earned multiple awards and became the world’s first tyre production facility to achieve LEED v4 Silver certification.

Nokian Tyres North America Human Resources Director Blake Markham, who serves as chairman of the Southeast Tennessee Workforce Development Board, said, “We are passionate about fuelling the employment pipeline in Rhea County and beyond. Our region benefits from strong partnerships between businesses, educational institutions and local governments that strengthen companies and change lives.”

Hernandez-Santiago said, “I feel so blessed to receive this scholarship because I have always loved the STEM field. Nokian Tyres has always been involved with the community, so I will do what I can to succeed and impact the community with the opportunity I have been given."

Shibley said, “I’ve lived in Dayton my whole life, and this opportunity has shown me what it looks like when a company invests in its community. This scholarship will help me worry less about money and focus more on school, and it means a lot that it’s coming from a company in my hometown.”

Maintenance Apprentice Emily Goodwin said, “Seeing the things in the classroom that I’ve already worked on has helped a lot. It feels like a once‑in‑a‑lifetime opportunity. This has changed my life.”

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Tyres Europe has formally responded to the European Commission’s consultation on the draft Delegated Regulation amending Annex I of the EU Deforestation Regulation. The association views the proposed text as a constructive and proportionate measure to enhance both operability and legal certainty.

A key focus of the submission is tyre retreading. Tyres Europe endorses the plan to limit the regulation’s scope to tyre treads, the only new rubber component added during retreading, while excluding used casings and finished retreaded tyres. This distinction aligns obligations with actual new rubber introduction, reduces administrative burdens on small and medium-sized enterprise retreaders and supports circular economy goals.

The association also welcomes clarifications on products for testing or analysis, used items and waste. Given ongoing supply chain preparations, Tyres Europe urges the Commission to adopt and publish the Delegated Regulation swiftly before the summer break to ensure legal certainty and implementation readiness.

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Scandinavian Enviro Systems AB (publ) has signed a letter of intent with an unidentified partner to license its proprietary pyrolysis technology for one pilot plant and multiple full-scale facilities in Brazil. The agreement focuses on converting end-of-life tyres into valuable raw materials.

The letter establishes a joint assessment of the project’s commercial and technical feasibility. This study will help the potential licensee evaluate key conditions for a possible long-term licensing deal and broader collaboration.

Brazil’s large scrap tyre market presents substantial long-term opportunities for sustainable recycling. While this potential partnership would strengthen Enviro’s role as a circular technology leader, any final agreements depend on the study’s outcome and further negotiations. There is no guarantee that binding deals will follow.

Fredrik Aaben, CEO, Scandinavian Enviro Systems, said, “We continue to see very strong and growing interest in Enviro’s technology, and this Letter of Intent is another clear indication of the commercial potential for our offering. Interest is coming from all major regions of the world, reflecting the increasing global demand for Enviro’s sustainable and scalable solutions for end-of-life tyres.”

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Apollo Tyres has earned five major industry honours at the JioStar Reimagine Awards 2025–26 and the Abby Awards 2026, recognising the strength of its recent advertising efforts. The company secured three Gold trophies at the JioStar Reimagine Awards for Best Use of Sports Talent, Best Content Integration – TV and Best Use of Multi-Screen Campaigns. It also captured two Bronze awards at the Abby Awards within the Audio Visual – TV category for both the Automotive and Corporate segments.

The acclaimed ‘Har Safar Mein Dum Hai’ campaign, rooted in Apollo Tyres’ ‘Go the Distance’ philosophy, transformed a traditionally low-interest product category into an emotionally compelling narrative. Instead of relying on standard celebrity endorsements, the campaign celebrated perseverance over mere victory and used cricket as a shared cultural connector to build authentic audience bonds.

Leveraging A R Rahman’s enduring anthem ‘Maa Tujhe Salaam’, the campaign was conceptualised by Simran Kanwar and became the fourth most discussed brand during the recent T20 World Cup. It outperformed competitors with triple the advertising spend, earning top honours across content, sports integration, film craft and multi-platform categories through sharp insight and distinctive execution.

Udyan Ghai, Group Head, Marketing, Apollo Tyres Ltd, said, “To see our campaign being celebrated by the industry at the JioStar and Abby Awards is an immensely proud moment for all of us. Winning for 'Har Safar Mein Dum Hai' is a beautiful tribute to our team’s hard work in creating stories that truly move people. It proves that our focus on emotional storytelling, strategic sports associations and multi-platform integration is exactly what resonates with today's audience.”

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