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.
TVS Srichakra reported higher revenue and profit for the financial year ended March 31, 2026, supported by stronger operating performance and exceptional gains.
The tyre maker reported standalone revenue from operations of INR 33.9 billion for FY26, compared with INR 30.2 billion a year earlier. Profit before tax rose to INR 1.1 billion from INR 486.1 million in FY25, while net profit increased to INR 827.1 million from INR 369.6 million.
For the quarter ended March 31, 2026, standalone revenue from operations rose to INR 9.1 billion from INR 7.5 billion in the corresponding period last year. Profit before tax increased to INR 456.2 million from INR 118.4 million, while quarterly net profit rose to INR 346.2 million from INR 105.9 million.
The company recorded an exceptional gain of INR 29. Million m for FY26, compared with an exceptional charge of INR 114 million in the previous year. During the March quarter, exceptional gains stood at INR 8.9 million.
TVS Srichakra said the exceptional items included grant income linked to investment promotion incentives sanctioned by the Government of Tamil Nadu through the State Industries Promotion Corporation of Tamil Nadu. The company also accounted for expenditure related to a voluntary retirement scheme and recognised an incremental obligation arising from the implementation of the Labour Codes.
Goodyear India reported higher profit for the financial year ended March 31, 2026, supported by an exceptional gain during the period.
The company posted profit before tax of INR 831.6 million for FY26, compared with INR 746.8 million a year earlier. Net profit for the year rose to INR 615 million from INR 551.2 million in FY25. Earnings per share increased to INR 26.66 from INR 23.90.
For the quarter ended March 31, 2026, Goodyear India reported profit before tax of INR 133.3 millon, against INR 333.5 million in the corresponding quarter a year earlier. Quarterly net profit stood at INR 96.9 million, compared with INR 245.3 million in the previous-year period. Earnings per share for the quarter declined to INR 4.20 from INR 10.68.
The company recorded an exceptional item of INR 217.7 million during FY26. In the March quarter, the exceptional item stood at INR 198.3 million.
Goodyear India said the exceptional item was linked to a reassessment of liabilities relating to gratuity and compensated absences under the Labour Codes. The reassessed amount relating to previous periods was reclassified from employee benefits expense to exceptional item in the financial results for the quarter ended March 31, 2026.
Kumho Tyre UK To Spotlight Mixed-Service Tyres At RTX 2026
- By TT News
- May 28, 2026
Kumho Tyre UK is set to return to the Road Transport Expo (RTX) 2026, scheduled from 30 June to 2 July at Stoneleigh Park. The company continues to emphasise dependable tyre solutions tailored for United Kingdom fleet operators, reaffirming its commitment to the commercial vehicle sector.
At Stand R37 in Exhibition Hall 1, attendees can examine Kumho’s latest commercial vehicle tyre range, engineered for applications spanning long-haul motorway driving to regional and local delivery routes. The display highlights the regional multi-performance lineup, including the KXA31, KXD31 and KXT31. Designed for mixed-use fleets navigating motorways, A-roads and urban settings, these tyres balance durability, mileage and efficiency to maximise performance across varied routes.
Also on show are the KMA12 and KMD41, developed for mixed service applications where robust construction is vital to maintaining uptime. Engineered for tougher conditions, they offer enhanced durability for demanding environments. Kumho’s RTX presence underscores its ongoing support for fleet operators with high-quality, value-driven solutions focused on performance, longevity and real-world reliability.
Kumho’s TBR sales team and executive management will be available throughout the event to discuss fleet requirements and the company’s growing retailer network. Visitors can enjoy refreshments while learning about the expanding CV portfolio.
Richard Lyons, Managing Director, Kumho Tyre UK, said, “We’re looking forward to returning to RTX and building on the conversations we started last year. It’s a great opportunity to meet with fleets face-to-face, showcase the strength of our CV range and demonstrate the quality and performance that underpins the Kumho brand.”
Prinx Chengshan Showcases Full Agricultural Tyre Lineup At 2026 Xinjiang International Agricultural Machinery Expo
- By TT News
- May 27, 2026
Prinx Chengshan has introduced a new line of agricultural tyres at the 2026 Xinjiang International Agricultural Machinery Expo, which opened in Urumqi on 25 May. The Chengshan brand showcased products specifically designed for tractors and combine harvesters, responding to the growing performance demands of large-scale machinery driven by agricultural modernisation.
As tyres play a critical role in equipment efficiency, Prinx Chengshan has developed a full-chain innovation system covering fundamental research, application development and pilot verification. With a newly launched green and intelligent off-the-road tyre plant, the company now offers agricultural tyres that excel in durability and load capacity, providing cutting-edge solutions for global customers.
The Chengshan TX series addresses specific operational needs. The TX600, for tractors, features large tread lugs and flexible sidewalls to ensure stability and comfort during high-speed relocation. The TX700 uses a reinforced carcass and belt structure to handle heavy combined loads without deformation. The TX800 incorporates an R-1W deep tread pattern and wear-resistant compound to withstand sharp stubble, gravel and roots, extending tyre life and lowering costs. For combine harvesters, the TX2000 uses proprietary IF technology to deliver 20 percent higher load ratings at the same pressure, reducing soil compaction and protecting topsoil.
Moving forward, Prinx Chengshan will continue its product plus service strategy, supporting modern agriculture alongside global partners. The company aims to advance green farming practices and contribute to a sustainable future.
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