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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Pirelli has confirmed the C2, C3 and C4 compounds as Hard, Medium and Soft for Formula 1’s return to Sepang International Circuit after a nine-year absence. The Malaysian venue replaces the Bahrain Grand Prix, which was not staged in April, and will test teams with machinery and tyres far removed from those used at the last race there in 2017.

Situated near Kuala Lumpur, the 5.543-kilometre circuit mixes long straights with high-speed corners, especially through the middle sector. Its medium energy demands place it in a severity range similar to Spa-Francorchamps and Shanghai, while ambient and track temperatures will make thermal degradation a central concern across the weekend.

Pirelli’s slightly more aggressive selection, compared with a more conservative harder trio, aims to broaden strategic options and narrow the gap between one-stop and two-stop approaches. Sepang’s abrasive surface is comparable in roughness to Bahrain, although grip is expected to be low on Friday before improving as the track evolves. Managing heat across both axles will be a principal difficulty.

The circuit has been modified in recent years, including resurfacing between Turns 6 and 12 in 2023 and further work around Turn 9. Additional levelling began in early September to remove asphalt irregularities, alongside cleaning to improve conditions. Pirelli engineers recently found the surface’s overall characteristics still closely matched those recorded in 2017.

Teams face a shortage of relevant data for the current car generation, making Friday practice unusually important for drivers familiarising themselves with a track many know only from simulators and for teams assessing balance and tyre behaviour. Afternoon thunderstorms, intense heat and high humidity could add further complexity, while Sepang hosts its 20th Grand Prix and remains a venue where Sebastian Vettel leads with four wins, Ferrari tops teams with seven and Michael Schumacher and Lewis Hamilton share the pole record.

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The Association of Natural Rubber Producing Countries (ANRPC) participated in CSCAP 2026, a regional forum on Accelerating Sustainable Consumption and Production for Climate Justice and Value Chain Resilience in Asia-Pacific. The event took place on 23–24 September 2026 at the United Nations Conference Centre in Bangkok, Thailand. ANRPC was represented by Secretary-General Dr Suttipong Angthong upon the organisers' invitation.

The two-day forum was organised by AFMA, FeedUP@UN, Sustainism and the Rubber Authority of Thailand (RAOT). It gathered policymakers, industry leaders, smallholder cooperatives, civil society organisations, climate scientists and development practitioners from across Asia-Pacific. Discussions centred on SDG 12, SDG 13 and SDG 15, emphasising links between high-level policy and practical implementation in natural rubber, coconut and sugarcane sectors.

Rubber figured heavily in the discussions. On day one, a high-level panel examined sustainable rubber and derivatives, traceability and deforestation-free supply chains, weighing how producing countries handle the EU Deforestation Regulation, cross-border compliance and national biodiversity frameworks from farm to tyre. Later sessions explored affordable monitoring, reporting and verification tools for smallholders, sustainability-linked finance and a rights-based approach to climate justice.

Dr Angthong shared ANRPC's perspective on conditions in producing countries, where smallholders account for the vast majority of global output. He emphasised that sustainability requirements must be paired with practical support, fair pricing and affordable traceability solutions. This, he argued, would ensure smallholders are not shut out of sustainable markets but instead benefit from the transition.

Dr Angthong said, “Natural rubber is the livelihood of millions of smallholder families across our member countries. The shift towards deforestation-free, low-carbon supply chains is an opportunity for our sector – but only if it is inclusive. CSCAP 2026 provided a valuable platform for producers, buyers, regulators and financiers to work together on solutions that are credible, affordable and fair to farmers. ANRPC will continue to serve as the voice of producing countries in shaping these solutions.”

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Pirelli & C. S.p.A. (Pirelli) and ABET High Tech Solutions S.r.l. (ABET HTS) were formally notified on 28 September 2026 of a Prime Ministerial Decree approved on 24 September 2026. The measure followed a Golden Power Procedure initiated by the Prime Minister’s Office after the two companies submitted a joint notification concerning their defence-sector activities and related plans.

Central to that notification was a co-development agreement announced on 5 August 2026. The arrangement covers joint technological work on remote-controlled electric ground vehicles intended for rescue operations in particularly difficult and extreme environments and on challenging surfaces.

The decree identified as strategically significant for Italy’s defence system, under Article 1 of Legislative Decree No. 21 of 2012, both the defence-related work of Pirelli and ABET HTS and the co-development agreement itself. Consequently, the Cabinet exercised special powers over the matter.

Acting on maximum precaution and to safeguard fundamental national defence and security interests, the decree imposed techno-organisational measures on both firms. These are designed to protect industrial property rights, know-how, products and related data of strategic value while ensuring continuity and standards in their research and development activities in the sector, both current and future. Pirelli and ABET HTS received the decision favourably.

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Titan International, Inc. is celebrating the 10th anniversary of its Titan Strong Seller Associate Dealer Program, a decade defined by partnership, expansion and mutual achievement with its Associate Dealers and Master Distributors. What began as a dealer engagement initiative has grown into a central pillar of the company’s strategy, now counting hundreds of additional Associate Dealers and more than double the participation seen in its first full year. Over 30 percent of current members have remained with the programme since its early days, underscoring its success in retention, consistency and lasting value.

Associate Dealers in the programme consistently deliver strong results, supported by a broad set of benefits built to drive business growth and operational excellence. These include uncapped earning potential through volume incentives, priority access to new products and pre-order opportunities that offer a critical time-to-market edge and ongoing training and education. Hundreds of dealers receive instruction through Titan University and Advanced TIA Tire Service Training, while marketing support and sales tools are available via Titan’s dealer portal, THE HUB. Members also gain access to hundreds of products across multiple segments, opening new revenue streams and customer opportunities. Together, these elements form an ecosystem connecting dealers to Titan’s expertise, innovation and support network.

Titan’s industry partners demonstrate proper demounting techniques during the 2024 Advanced TIA Ag and OTR Tire Service Training.

Adaptability has been central to the programme’s longevity. Instead of remaining static, Titan has continually refined the initiative to keep it competitive, relevant and valuable amid rapid market change. To mark the milestone, the company unveiled a new ‘Decade of Strength’ emblem and updated marketing materials. Anniversary initiatives include a lowered first-tier incentive threshold, allowing dealers to begin earning rewards earlier in the year, special recognition for founding Associate Dealers and exclusive events such as a dedicated Associate Dealer and leadership dinner during Titan University in January and an upcoming event at the Farm Progress Show.

Looking ahead, Titan remains committed to strengthening its dealer network through continued investment in training, product innovation and programme improvements. The Titan Strong Seller Associate Dealer Program will keep serving as a strategic growth platform, helping dealers expand into new segments, seize emerging opportunities and stay competitive in a shifting marketplace.

Kendra Mann, Director of Aftermarket Sales, said, “For the past decade, the Titan Strong Seller Associate Dealer Program has reflected our unwavering commitment to our dealers’ success. This is not a transactional programme; it is a true growth partnership. By continuously investing in training, expanding product access and refining incentives, we’ve built a model that empowers dealers to grow their businesses while staying closely connected to Titan.”

Sam Morrison, Sales Programs and Promotions Manager, said, “What makes this programme unique is the combination of direct access to Titan and the strong partnerships we’ve built with our Master Distributors. Together, we’re able to provide Associate Dealers with the support, expertise and resources they need to succeed in their local markets.”

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