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 signed on as a global partner of the International Biathlon Union (IBU), with the agreement set to run from the 2026/27 season through 2029/30. The deal, negotiated by the IBU’s exclusive global marketing partner Infront, covers the LaVita IBU World Cup, the IBU World Championships and the Loop One Festival.

Biathlon’s close ties to winter make it a fitting fit for the tyre maker, which frames the sport as a natural setting for a partnership rooted in a positive view of the cold season. Athletes contend with shifting snow, weather and course conditions, blending endurance with shooting precision, a combination that mirrors Continental’s emphasis on preparation and confidence.

The tie-up places Continental inside one of EMEA’s strongest winter sports properties. The IBU calendar features 54 LaVita World Cup races and 12 World Championship races, many staged in key European winter markets, with Germany, France and Sweden among the largest EMEA television audiences for the sport. Beyond reach, European biathlon fans show a strong affinity for individual mobility, as 88 percent own at least one car, 80 percent drive at least semi-regularly and 59 percent drive regularly.

For the IBU, the cooperation adds an internationally established mobility brand to a partner platform that accompanies athletes and fans across the season, opening chances to develop fan experiences and market activities around major competitions. The deal extends Continental’s longstanding sports engagement in EMEA, giving it a season-long platform that links biathlon’s emotional pull with winter mobility relevance, on the idea that proper preparation turns winter conditions into possibilities rather than limits.

Alexandra Gaillard, Head of Marketing, Continental, said, “Our partnership with the International Biathlon Union brings together two organisations that share a common belief: challenging and unpredictable conditions do not have to limit what is possible. They can create opportunities for those who are prepared. Whether on the biathlon course or on winter roads, determination and the right equipment make all the difference when conditions change. Together with the IBU, we want to inspire people to rediscover winter and embrace the possibilities it offers, helping them navigate changing conditions safely and confidently.”

Ferdinand Hoyos, Head of Business Area EMEA, Continental, said, “Biathlon is a natural fit for Continental: success in the sport depends on the perfect combination of performance, precision and control in winter conditions, just as it does for our winter tire portfolio. For decades, biathlon has been one of the most popular and successful winter sports on the Olympic stage, and throughout those decades, Continental has remained a trusted leader in winter tyre technology. This shared commitment to excellence, performance and reliability makes for a great partnership and provides a strong platform to engage with fans, customers and retail partners across EMEA.”

Felix Bitterling, Commercial & Marketing Director, IBU, said, “With Continental, we are welcoming a strong and renowned brand to the biathlon family. The company’s commitment to quality, innovation and performance resonates perfectly with the values of our sport and federation. Biathlon provides an excellent platform for global visibility while creating meaningful engagement opportunities with our passionate fan base.”

Marco Sautner, Managing Director, Infront Germany, said, "Continental has seen firsthand the value that winter sports can create for leading brands. Biathlon's passionate fan base, strong presence in key European markets and range of activation opportunities provide an excellent platform to build on that success. It is hugely satisfying to bring together two organisations that stand to benefit from a long-term collaboration."

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Sun Auto Tire & Service has entered a strategic partnership with Interstate Batteries, designating the company as the primary battery provider for the Sun Auto Network. The announcement marks a significant development for one of United States’ largest independent automotive service providers.

Operating over 600 locations across 27 states, the Sun Auto Network encompasses more than 70 local and regional automotive service brands. This partnership represents another step in Sun Auto's ongoing efforts to strengthen operations and enhance customer experience through leading category partners.

Interstate Batteries, a battery specialist with national scale and strong consumer awareness, brings dedicated category expertise, marketing resources and nationwide support to the network. The company's products are now available at Sun Auto locations nationwide, combining Sun Auto's growing service footprint with Interstate's specialised expertise and distribution capabilities to create greater consistency in product availability, promotions and warranty support.

With over 70 years of industry presence, Interstate Batteries is recognised as one of North America's most trusted consumer battery brands. Sun Auto locations will support Interstate's warranty coverage, offering customers convenient access to warranty service across the network. The partnership advances Sun Auto's broader strategy of leveraging national network strength to improve products, resources and support for its local brands.

Tony Puckett, Chief Executive Officer, Sun Auto Network, said, "As we grow the Sun Auto Network, we're continually looking for ways to use our scale to make our local brands stronger and deliver more value to our customers. That means aligning with partners who bring deep expertise in their category and can support us consistently across the country. Interstate Batteries brings a trusted brand, specialised battery expertise and nationwide capabilities that make them a strong fit for our network and the customers we serve."

Lain Hancock, President and Chief Executive Officer, Interstate Batteries, said, "Interstate Batteries is proud to partner with Sun Auto Network and serve one of the nation's largest automotive service networks. Sun Auto's scale, customer-first approach and commitment to excellence make them an ideal partner. This agreement creates an exciting opportunity to support more than 600 locations operating under trusted local brands while ensuring drivers have access to dependable battery solutions wherever they travel."

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Lassa Tyres has launched its new Snoways 5 and Competus Winter 3 winter tyres to address shifting demands across passenger car and SUV markets. Both products carry the company's EV Ready designation, confirming their compatibility with electric, hybrid and conventional vehicles. The Snoways 5 has additionally secured the TÜV Performance Mark, recognising its strength in key winter and wet handling criteria.

Designed for improved control on snowy and wet surfaces with enduring performance, the Snoways 5 surpasses its predecessor in snow, wet and wear results, as verified by independent TÜV testing. It also improves its rolling resistance label by one grade, cutting energy loss for more efficient driving. TÜV SÜD testing found measurable gains over the competitor average in snow acceleration, snow braking, lateral snow grip, aquaplaning, wet braking and lateral wet grip, alongside lower rolling resistance. Notable improvements include roughly 4 percent better aquaplaning and 3 percent gains in both snow acceleration and lateral snow grip.

The Competus Winter 3 brings this winter design to SUVs, tailoring the Snoways 5 pattern and technologies for larger, heavier vehicles. It offers assured braking and controlled handling on snow and wet roads, with next-generation winter technology delivering stronger snow and wet performance plus greater fuel efficiency. Its EV-Ready construction suits electric and hybrid SUVs while keeping drivers confident throughout winter.

Lassa has expanded its winter range in response to growing demand for larger rim sizes. Snoways 5 comes in 46 sizes spanning 15 to 21 inches, while Competus Winter 3 offers 42 sizes from 16 to 21 inches. This brings European passenger car and SUV winter fitment coverage to 84 percent, with 18-inch and larger fitments reaching 75 percent. Both tyres will launch across Lassa markets for the 2026 winter season.

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New research findings from a doctoral dissertation by Dr.-Ing. Sebastian Bogdahn examine how end-of-life tyres can yield high-quality recovered carbon black (rCB) through pyrolysis while delivering substantial environmental benefits. The work, titled ‘Production and Environmental Assessment of High-Quality Carbonaceous Materials from End-of-Life Tyre Pyrolysis’, was presented in condensed form at an AZuR Chemical Recycling Project Group meeting in Dillingen/Saar on 1 October 2026.

The dissertation tackles how end-of-life tyres can be recovered and recycled to maximise their value. Pyrolysis is identified as a complementary technology that helps close recycling gaps in the circular economy and offers an alternative to fossil-based carbon black, a material that plays a crucial role in determining tyre properties.

In the pyrolysis process, rubber granules from processed tyres undergo thermal decomposition without oxygen, producing three main streams: solid rCB, tyre pyrolysis oil and pyrolysis gas. Previous evaluations of such technologies often separated technical and environmental perspectives, relied on secondary data and lacked standardised methodologies, making findings difficult to compare.

Image credit: Dr.-Ing. Sebastian Bogdahn

Bogdahn overcomes these limitations by integrating a technology-specific process model with a detailed life cycle assessment model. This combination enables a scientifically robust environmental evaluation of pyrolysis and its secondary raw materials using reliable primary data. A central component is a process model that mathematically describes material conversion by combining reaction kinetics, reactor behaviour and mass and energy balances.

Starting with laboratory-scale experiments, the model was scaled up and validated using a pilot-scale rotary kiln at the Institute of TH Köln. Comprehensive laboratory analyses of feedstocks and products supported development and validation. Optimal conditions for the investigated system were found at 650 degrees Celsius with a residence time of about one hour, achieving complete material conversion and high-quality recovered carbon black. Product distribution was roughly 40 percent rCB, 37 percent TPO and 23 percent pyrolysis gas by weight.

Image credit: Dr.-Ing. Sebastian Bogdahn

Using validated primary data, Bogdahn conducted a comprehensive environmental assessment and developed a methodological matrix covering relevant standards and guidelines to address inconsistent approaches. In the rotary kiln baseline scenario, one metric tonne of recovered carbon black results in a global warming potential over 100 years of about 918 kilogrammes of carbon dioxide equivalents, compared with the International Carbon Black Association’s global industry average of 3,910 kilogrammes for conventional fossil-based carbon black, a reduction of approximately 77 percent. Even after a quality adjustment for lower carbon content, the reduction remains about 70 percent. The study followed ISO 14067 and underwent independent external critical review under ISO 14071, also covering TPO and sustainable carbon black.

Further improvements remain possible. Emissions mainly stem from electricity consumption and gas combustion, with rCB processing accounting for about 44 percent, pyrolysis gas cleaning and combustion about 36 percent and tyre shredding about 19 percent. Sensitivity analysis confirms that renewable electricity offers substantial additional greenhouse gas reductions, reinforcing that a circular economy achieves genuine sustainability only when powered by renewable energy. Enhancing material quality through demineralisation and activation could enable higher substitution rates for fossil-based carbon black.

Image credit: Dr.-Ing. Sebastian Bogdahn

A central conclusion extends beyond pyrolysis itself. Raw materials, tyre manufacturing, the use phase and recovery pathways form an interconnected system spanning the entire tyre life cycle, closely linked to the carbon black, chemical, steel and energy sectors. Achieving circularity requires collaboration across systems and industries, along with greater methodological harmonisation and stronger integration of industrial value chains. The AZuR network’s work reflects this need, recognising that extended tyre use, repair, regrooving, retreading, mechanical recycling and appropriate chemical recycling must all function as interconnected elements of the value chain.

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