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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Hankook Tire has secured a notable second-place finish in the Auto Bild winter tyre test published in issue 44 dated 29th October 2026, with its Winter i*cept RS 3 earning an overall score of 1.4 and an ‘Exemplary’ rating in the widely used 205/55 R 16 size. The strong showing placed the premium manufacturer's offering second among the 14 winter tyres evaluated.

The German motoring publication conducted its assessment using a Volkswagen Golf as the test vehicle, examining each contender's braking, handling and safety performance across snow, wet and dry surfaces. Rolling resistance and drive-by noise formed part of the broader evaluation programme as well.

The Winter i*cept RS 3 proved especially formidable in aquaplaning disciplines, recording the field's best lateral acceleration in curves and the second-highest aquaplaning onset speed, prompting testers to describe it as an aquaplaning specialist while also noting its fair price. It ranked among the top three for snow traction and snow slalom, and stopped from 50 kmph on snow in 24.1 metres, with wet braking from 100 kmph measured at 47.4 metres, underscoring balanced everyday winter capabilities.

The tyre's design incorporates a generous shoulder zone for improved traction and lateral guidance during snow-covered cornering, while an inverse V-shaped tread and special 3D sipes deliver short snow braking distances. High tread rigidity bolsters safety on icy roads, and fine tread grooves on the blocks facilitate rapid water evacuation to reduce aquaplaning risk.

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The German Rubber Industry Association (wdk) has urged policymakers in Berlin and Brussels to give the rubber sector a more prominent role in industrial, security and raw materials strategy. Speaking at the association's autumn conference in Frankfurt am Main before roughly 200 company representatives, wdk President Michael Klein argued that rubber serves not only mobility but also security and defence.

Elastomer products such as seals, hoses, membranes and vibration dampers are essential to the operation of modern industrial plants as well as military vehicles, aircraft and logistics infrastructure. Though frequently overlooked, their failure can cripple entire technical systems. Klein therefore called for the rubber industry to be included in security and defence planning at an early stage, particularly regarding the safeguarding of production capacity, raw material supplies and technological know-how. He described industrial resilience as an integral part of national resilience, warning that capabilities not maintained in peacetime cannot be restored quickly during a crisis.

The wdk identifies raw material supply as a pressing concern, contending that Germany and Europe need an independent rubber raw materials strategy covering both civilian and military crisis preparedness. Such a strategy would entail long-term, diversified supplier relationships, strategic reserves of critical raw materials and intermediate goods and the preservation of European processing and blending capacity.

Klein also renewed calls for a sustained improvement in industrial location conditions, citing competitive energy prices, faster permitting, meaningful reductions in bureaucracy and dependable investment frameworks as prerequisites for retaining industrial value creation in Germany. He stressed that economic growth stems from trust rather than regulation.

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The Goodyear Tire & Rubber Company closes its FIA World Endurance Championship campaign this weekend as the 6 Hours of Monza returns, marking the final race for the current Goodyear Racing Eagle LMGT3 tyre specification. Although the Milan-area circuit has appeared on the WEC calendar before, this is its debut in the LMGT3 era, and the November scheduling should deliver markedly cooler conditions than the series encountered during its July 2023 visit to the circuit known as ‘The Temple of Speed’.

Designed for swift warmup, the Goodyear Racing Eagle Medium compound should give professional and amateur drivers alike the assurance to push hard immediately upon leaving the pit lane despite lower temperatures. The layout's long straights and tight chicanes echo Le Mans, and Goodyear engineers have leaned on prior experience at Spa-Francorchamps and Silverstone to ready for the colder weather. Every LMGT3 team will have a designated Goodyear track support engineer on hand to advise on setup and race strategy across the weekend.

Single-stint tyre strategies are expected to be popular, mirroring last month's 6 Hours of Barcelona. If rain falls, the wide transition window of both the slick and wet tyres could open up intriguing strategic options on a drying surface. Beyond closing the third LMGT3 season in WEC, the weekend marks the last appearance of the current Racing Eagle slick and wet tyres; from next season, LMGT3 cars in WEC and the European Le Mans Series will race on new-specification tyres containing 66 percent sustainable material.

Across the Atlantic, Goodyear Racing Eagles will also be in action this weekend in the NASCAR Championship Races at Homestead-Miami Speedway. In addition, the NHRA Mission Foods Drag Racing Series wraps up next weekend at Pomona Dragstrip.

Stephen Bickley, Goodyear Endurance Program Manager, said, “Monza presents an interesting challenge to round out a competitive WEC season, particularly with the cooler conditions we expect at this time of year. Getting tyres up to temperature quickly will be important, but the fast warmup characteristics of our Goodyear Racing Eagle Medium should give drivers the confidence they need from the start of each stint. This weekend is a significant milestone for Goodyear as we conclude three seasons with our current LMGT3 tyre specification. After last month’s 6 Hours of Barcelona, teams have started testing our new tyres, which we’re looking forward to seeing in racing action next year.”

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Kuraray America, Inc. is commemorating 10 years of production at its Bayport facility, a milestone shaped by a workforce assembled from widely differing backgrounds. Since operations commenced in 2016, the site has drawn staff from the oil and gas sector, from other Kuraray America locations and from Kuraray Group operations in Singapore and Japan as expatriates. That blend of experience and perspective formed the groundwork on which the site was built.

Across its first decade, Bayport has delivered enduring value to the company and its customers, powered by employees who gave their time, passed on expertise, assisted colleagues and helped steer the site towards success. The occasion gains further meaning from its proximity to the Kuraray Group's 100th anniversary in June 2026.

Kuraray America thanked the employees and customers whose backing sustained Bayport through its opening decade and will remain crucial going forward. Jacqueline Unzueta received special mention for leading the anniversary event's coordination, while Hans Vandommele, Charles Neal, Nelson Rodriguez, Takehiro Kanno and Frank Taylor were also recognised in connection with the celebration. The company affirmed its commitment to carrying forward the teamwork, expertise and shared purpose that have characterised Bayport's first 10 years.

Reflecting on the site's growth and his own professional journey, Raymond Myska, Plant Manager at Kuraray America's Bayport site, said, "My own journey at Bayport began in 2017. I joined as Maintenance Manager, and in 2025, I had the privilege of stepping into the role of Plant Manager. Although I wasn't here when the doors first opened, I've had the opportunity to grow alongside this team, witness how far we've come and contribute to the success stories we're celebrating today."

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