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 enters the 2026 FIA European Rally Championship (ERC) season as the defending Tyres Manufacturer champion, with the opening round taking place from 17 to 19 April on the demanding asphalt roads of Rally Sierra Morena in Andalusia. A total of 62 crews will gather for the event, and more than 30 of them are expected to fight for the initial points of the European title race. The challenging route features 203.80 timed kilometres spread across 13 special stages, setting the scene for a competitive weekend.

To equip its teams for this gruelling asphalt challenge, Pirelli has prepared a selection of tyres from the P Zero range, specifically the hard RA5C and soft RA7+ compounds for dry conditions, complemented by the Cinturato RWD for wet weather. Among the leading contenders using Pirelli tyres are Andrea Mabellini, who secured third place in the overall championship last year and will drive a Lancia Y HF, along with reigning Italian champion Giandomenico Basso and Teemu Suninen, both piloting a Skoda Fabia RS.

Beyond the main European championship entries, Pirelli also serves as the sole supplier and technical partner for the M-Sport Fiesta Rally3 Trophy, now in its third season. This initiative has attracted 11 crews to Rally Sierra Morena, further highlighting Pirelli’s broad involvement in the event. The tyre allocation rules specify that drivers in RC2, RC3 and RGT categories receive 16 tyres, while those in RC4, RC5 and RC6 are allocated 12.

For crews taking part in Qualifying, the tyres used during that session count towards the overall allocation. However, tyres used during Free Practice and the Shakedown are not included in the total. With a strong field and Pirelli’s comprehensive technical support, the 2026 season opener promises intense competition on the Andalusian stages.

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Titan International has broadened its Black Rock branded Styled Wheels collection by launching a new range of aluminium wheels aimed at truck, SUV and Jeep enthusiasts who prioritise function and purpose-driven design. This expansion strengthens Titan’s dedication to products that blend toughness, adaptable fitment and striking modern aesthetics. It also supports the company’s ongoing expansion within specialty and off-road vehicle segments.

Engineered for genuine on- and off-road use, these new wheels cater to drivers with an outdoor lifestyle who refuse to compromise between high level performance and cutting edge looks. The Black Rock aluminium lineup includes multiple series and comes in a variety of finishes such as Gloss Black, Satin Black, Bronze and Gloss Silver Full Mach. These finishes offer a balance of classic and contemporary styling.

Available diameters include 17, 18 and 20 inches, covering popular bolt patterns, offsets and backspacing configurations for today’s most common trucks, SUVs and Jeeps. Designed as a function forward wheel solution, the Black Rock aluminium wheels provide the rugged styling and fitment options off road enthusiasts demand, all while maintaining uncompromised quality and performance.

Ryan Fuller, Styled Wheels & High-Speed Trailer Product Manager at Titan, said, “Customers want wheels that look great, fit right and hold up to real use. This launch expands the Black Rock aluminium offering with fresh styles and finishes while staying true to what the brand is known for: purpose-inspired designs.”

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DUNLOP (company name: Sumitomo Rubber Industries, Ltd.) has officially extended its exclusive tyre supplier and technical partnership with Two Wheels Motor Racing (TWMR) for the FIM Asia Road Racing Championship (ARRC). This renewed agreement will remain in force until the year 2031, continuing a collaboration that dates back to the very first season of the championship in 1996.

For nearly three decades, DUNLOP has worked alongside TWMR as the designated official tyre partner, helping to shape what is now Asia’s premier road racing series. Their joint efforts have consistently focused on delivering fair competition and world-class technical standards, ensuring that the championship remains a benchmark for motorcycle racing in the region.

Under the renewed contract, DUNLOP will supply high-performance racing tyres across all classes and provide comprehensive on-site technical support at every circuit. This long-term commitment reflects the deep trust between both organisations and their shared ambition to advance motorsports throughout Asia.

Ron Hogg, Promotion Director, TWMR, said, “I am delighted that we will be able to continue our partnership with DUNLOP through 2031. A collaboration spanning 30 years is a truly rare milestone and a testament to the unwavering passion both companies share for the development of motorsports in Asia. We are extremely proud of the strong relationship we have built over the years. As the championship continues to grow, we look forward to achieving even greater success together with DUNLOP for the future of motorsports in Asia.”

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Continental has responded to the changing landscape of modern gravel riding by adding a new 50 mm version of its Dubnital tyre to its product range. This tyre model first proved itself in fast paced cross country racing, where it became known for combining impressive rolling speed with dependable handling. Before this launch, gravel riders had already embraced the larger 55 mm Dubnital, and this slimmer 50 mm option now allows Continental to better serve those competing on increasingly aggressive and technical gravel courses.

Designed for surfaces ranging from dry to damp, including rocky trails, hardpack and medium loose dirt, the Dubnital 50 mm features a carefully arranged tread. Its smooth centre section keeps straight line riding efficient, while the raised shoulder knobs dig in to deliver strong braking traction and steady cornering when the ground turns rough or unpredictable. The tyre also incorporates Continental’s latest Tubeless Ready and hookless compatible designs, ensuring it works properly with current wheel systems without sacrificing the control or performance the Dubnital name stands for.

As gravel race routes become faster, rougher and more complex, this new 50 mm tyre is quickly becoming a top choice for cyclists seeking a genuine balance between speed, stability and toughness. For cross country and down country riding, the Dubnital remains a quick option for light mixed terrain and hardpack surfaces. But for gravel applications specifically, the 50 mm size unlocks a more aggressive setup, giving riders the confidence to handle tougher courses and unpredictable trail conditions.

Rosa Klöser, 2024 Life Time UNBOUND Gravel 200 winner and Continental Tires ambassador, said, “For me, the Dubnital 50 mm is one of the most anticipated tyres in gravel right now. Considering the clearance of most gravel bikes, adding a 50 mm Dubnital will make a lot of gravel fans very happy – including myself. The tyre inspires a huge amount of confidence, especially in corners where you can really maximise your speed thanks to its incredible grip and braking control. But what stands out for me is its versatility – it’s not just for technical gravel! It’s a fast, reliable all-rounder for riders who want extra comfort, grip and durability without sacrificing speed.”

Alexander Haenke, MTB and Gravel Product Manager, Continental Tires, said, “With the introduction of the Dubnital 50 mm, we are removing the boundaries between mountain biking and gravel once and for all. The Dubnital already surpassed its predecessor, the Race King, and now confidently straddles the line between the gravel and MTB segments. In this 50 mm dimension, it hits a distinct sweet spot for technically demanding off‑road races such as Traka, The Rift or Badlands. The Dubnital 50 mm delivers its well‑proven off‑road performance paired with low rolling resistance, high puncture protection and low weight — a trend born in the racing scene, now available to everyone.”

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