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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Continental has significantly broadened its Gravity mountain bike tyre lineup by introducing 13 new combinations, thereby offering riders extensive customisation options for aggressive trail riding, enduro racing and downhill disciplines.

The expanded portfolio now includes novel size, casing and compound pairings for the Argotal, Kryptotal Front, Kryptotal Rear and Xynotal models. Additional Trail Soft and Enduro SuperSoft variants are available for 29-inch and 27.5-inch wheels, while the trusted mixed-conditions tread remains accessible for 20-, 24- and 26-inch sizes.

This strategic enlargement underscores Continental’s dedication to providing gravity riders with tailored flexibility in balancing grip, control, durability and rolling efficiency. The Enduro casing with SuperSoft compound offers peak traction for demanding trails, whereas the Trail casing with Soft compound delivers a stable and durable option for aggressive riding.

Alexander Haenke, Product Manager for MTB & Gravel at Continental Tires, said, “MTB riders have very different needs depending on where and how they ride. With these 13 new tyre combinations, we are giving riders even more ways to find the perfect balance of grip, control and durability for their individual setup. Whether they are racing enduro, pushing their limits on technical trails or simply looking for maximum confidence on the descents, our expanded Gravity range offers the performance and flexibility they need.”

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AZuR partner Hofdmann Runderneuerungstechnik GmbH, based in Wittmund, has announced a significant expansion of its operational capabilities. The company, already well-known for its cold retreading services, is now integrating hot retreading for truck tyres into its production portfolio. This development follows the recent extension of the firm’s ECE R109 approval, and the first batches of hot-retreaded commercial vehicle tyres are already in production and entering the market.

This strategic move broadens Hofdmann’s technical expertise within the retreading sector and reinforces the tyre circular economy across Germany. As a longstanding member of the AZuR network, the company contributes deep knowledge in tyre repair, casing management and retreading processes. The addition of hot retreading complements the prevalent cold retreading method used in the commercial vehicle industry, offering enhanced options for specific tyre designs and applications, while both methods aim to extend the lifecycle of premium casings.

By diversifying its production programme, Hofdmann demonstrates that industry players are actively investing in retreading technologies and strategically scaling existing operations. This expansion not only bolsters the sector’s competitive position but also ensures a more reliable supply of retreaded tyres for fleet operators and commercial end-users. The process involves meticulous inspection of high-quality used casings before applying a new tread, significantly prolonging tyre usability prior to eventual material recovery or recycling.

The company’s capacity growth coincides with broader AZuR initiatives, including a recently launched European project group designed to strengthen collaboration among businesses, research bodies and value-chain stakeholders. With approximately 90 network partners, AZuR continues to pioneer solutions for maximising tyre usage and recovering raw materials. Hofdmann’s latest investment underscores that retreading remains a vital and enduring component of this sustainable industrial evolution.

Christina Guth, Network Coordinator of the Alliance for the Future of Tires (AZuR), said, “Every investment in retreading strengthens the European tyre circular economy. By expanding its hot retreading capabilities, Hofdmann is broadening its offering and creating additional opportunities to keep high-quality commercial vehicle casings in circulation for longer. This sends an important signal to the entire industry.”

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Citira, a Sweden-based company specialising in circular tyre management, has announced the acquisition of First Däckstop i Lomma, a prominent service point located just north of Malmö in southern Sweden. This transaction significantly bolsters Citira’s expanding service coverage in the region, securing a crucial location along the E6 highway and in close proximity to Malmö. The establishment is recognised for its rapid, premium-quality service and a customer-friendly atmosphere.

The local operation will remain under the continued management of Patrik Nilsson, retaining the existing team and premises while benefiting from Citira’s broader resources and network for future growth. Jonas Åkesson and Patrik Nilsson, who together cultivated the service point’s strong reputation for customer loyalty and referrals, will acquire co-ownership stakes in Citira as part of the agreement.

Urban Tibbelin, Head of Sweden at Citira, said, “What stands out with First Däckstop is how efficiently Jonas and Patrik run things, without ever losing the personal touch that makes customers feel welcome. That's the kind of culture we want more of in Citira, and it will serve our customers in Skåne well.”

Patrik Nilsson of First Däckstop said, “Joining Citira feels like finding a group of like-minded colleagues who share our approach to service. Jonas and I are proud of what we've built here, and we're looking forward to what comes next.”

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Apollo Tyres reported consolidated revenue of INR 73.98 billion for the quarter ended June 30, 2026, marking a 13 percent increase from INR 65.61 billion a year earlier, as steady growth in India and resilient performance in Europe supported the top line.

Operating profit stood at INR 8.68 billion, broadly unchanged from the same period last year, while net profit rose sharply to INR 3.49 billion from INR 0.13 billion, which had been affected by restructuring and impairment costs linked to its Netherlands plant.

Total income for the quarter was INR 74.56 billion, while profit before tax came in at INR 4.68 billion. 

The company reported total expenses of INR 70.12 billion, with raw material costs accounting for INR 40.90 billion and employee benefit expenses at INR 9.63 billion, underlining continued cost pressures across operations.

Profit before exceptional items and tax was INR 4.44 billion, while exceptional items had a negative impact of INR 0.24 billion during the quarter.

Regionally, revenue from the Asia-Pacific, Middle East and Africa (APMEA) segment reached INR 55.29 billion, while Europe contributed INR 20.39 billion, reflecting stable demand across key markets.

The company said Indian operations recorded steady growth, while European operations remained resilient despite a challenging business environment.

Onkar Kanwar said the company delivered “healthy revenue growth” supported by demand across segments and high-capacity utilisation. “We continue to pursue profitable growth by strengthening execution, enhancing operational efficiency and staying closely aligned with customer requirements,” he said.

The company also announced the resignation of its chief financial officer, Gaurav Kumar, who will step down to pursue other opportunities. He said it had been “terrific to be part of the incredible journey at Apollo Tyres” and that he hoped to have contributed during his tenure.

Neeraj Kanwar said Kumar had played a critical role in the company’s growth over two decades and wished him well for the future.

Apollo Tyres said it is in the process of appointing a new chief financial officer.

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