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 is preparing to appear at this year’s TOC Europe with a combined offering of advanced tyres and digital management tools. The company’s presence at the event will emphasise its drive to make port logistics both high-performing and resource-conscious.

The exhibition lineup is built around the theme ‘Driven by Excellence’, featuring the ContiConnect digital tyre platform alongside the new DockMaster Radial tyre. The latter is a purpose-built product for harsh port environments, including automated guided vehicles, reach stackers and heavy forklifts. A company representative has explained that every solution is tailored directly to real customer needs in port operations, blending tyre engineering with data services to enable more energy-efficient and digitally managed workflows.

TOC Europe 2026 will run from 19 to 21 May at the Hamburg exhibition grounds. Continental will receive visitors in Hall B6 at Booth B44, where the focus will fall on operational safety, sustainability and efficiency gains.

ContiConnect plays a central role in cutting tyre management costs and streamlining fleet operations. Properly managed tyre pressure can lower fuel use by up to two percent, while continuous monitoring extends tyre life by as much as 20 percent, simultaneously reducing carbon emissions and operating expenses. The system comes in two forms. ContiConnect Lite is a mobile, app-based entry tool requiring no extra infrastructure, whereas ContiConnect Pro delivers real-time data, automated reports and system integration for large fleets.

The DockMaster Radial tyre stands out for its durable, efficient and robust design. A large footprint and maximised tread volume prolong service life, while the radial build lowers heat buildup over long travel distances. Its rolling resistance is lower than that of bias-ply tyres, improving energy efficiency. An integrated sensor tracks both temperature and inflation pressure, while a specialised rubber compound resists cuts, abrasion and cracking. This makes the tyre especially suitable for intense applications with extended operating ranges and punishing ground surfaces.

Beyond products, Continental offers a data-led tyre consulting service to lower total ownership costs and improve resource use. Experts analyse operational data including distance, speed and active cycle time to advise on vehicle deployment, route planning and tyre selection. Detailed usage studies help match the right tyre to each application, reducing premature failures, extending tyre life and delivering clear efficiency improvements for port operators.

Federico Jiménez, Head of Business Development and Product Management for Continental’s Commercial Specialty Tires, said, “We consistently align our solutions with the requirements of our customers in port operations. With our combination of innovative tyre technology and data-driven services, we enable more energy-efficient, digital, and therefore more efficient operations.”

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Pirelli returns to the Nürburgring for the 2026 edition, building on strong results from the previous year. In the SP9 class for GT3 cars, several high-profile entries have selected Pirelli P Zero tyres, including the Porsche entries from Dinamic, three Aston Martins from Walkenhorst and Dörr’s number 69 McLaren featuring a Michael Schumacher tribute livery. A historic BMW Z4 GT3 and numerous GT4 cars, such as Dörr’s number 59, are also equipped with Pirelli rubber.

Beyond sharing Pirelli P Zero tyres, some cars will also display the manufacturer’s signature yellow and black colours through special liveries. The two Dinamic Porsches, one Walkenhorst Aston Martin and Dörr’s number 59 will race with these designs, highlighting a deep technological collaboration with Pirelli. For wet conditions, crews have Pirelli Cinturato tyres available, while the GT4 cars use standard DHG and WHB tyres designed for all GT categories.

AUTO BILD will celebrate its 40th anniversary at the Nürburgring 24-hour race, welcoming selected guests inside the Pirelli Hospitality area in the paddock.

Matteo Braga, Pirelli Racing Activity Manager, said, “The Nürburgring has traditionally been a benchmark for everyone and the ideal track on which to test innovative and demanding solutions, as well as an opportunity to consolidate our research work side by side with professional partners who this year have chosen to celebrate our collaboration by bringing Pirelli colours onto their liveries. In this edition of the 24 Hours, the level of competitiveness and the record number of cars entered will make the weekend particularly demanding. As always, I expect a closely fought race in every category, full of uncertainty and open to every possible outcome until the very end. We are supporting combative, high-quality teams that have everything they need to make their mark.”

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Sri Trang Agro-Industry Public Company Limited (STA) recently hosted the ‘Sri Trang Exclusive Night 2026’ at the Hard Rock Cafe Chidlom in Bangkok. The gathering served as a gesture of gratitude towards the company’s global customers and business partners while showcasing STA’s future vision centred on artificial intelligence, innovation and sustainable development within an atmosphere of international camaraderie.

The event featured senior leadership, including group Chief Executive Officer Veerasith Sinchareonkul, executive directors Chaiyos Sincharoenkul and Vitchaphol Sincharoenkul, Sri Trang International CEO Lee Tristan Chee-Zen and Chief Marketing Officer Nattee Thiraputhbhokin. Together, they welcomed partners from numerous countries worldwide.

A central theme, ‘Empowering AI’, highlighted STA’s strategic direction to integrate AI and data analytics across supply chain management, market analysis and customer solution development. This approach aims to respond accurately and flexibly to shifting global markets. STA also reinforced its role as a collaborative business partner, working with customers to solve problems, enhance efficiency, reduce risks and build sustainability throughout the supply chain, thereby strengthening Thailand’s natural rubber industry globally.

Additionally, STA underscored its commitment to transparency, traceability and responsible supply chain practices for long-term stability. As the company approaches its 40th year, the event not only acknowledged loyal support but also demonstrated STA’s readiness to advance through technology, innovation, and global cooperation.

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Titan International has formally entered the rubber track market, a strategic expansion of its product lineup long requested by its customer base. The new Titan Rubber Tracks represent the brand’s first move beyond wheels and tyres, specifically engineered for compact track loaders and mini excavators. This launch introduces an entirely new category for the company, aiming to meet rising demand in tracked compact equipment applications.

The role of tracked machinery continues to grow across construction and rental sectors, where traction and uptime are paramount. Rather than follow industry norms, Titan developed a proprietary premium rubber compound for its tracks, prioritising durability through internal and field evaluations. Extensive testing across varied conditions and multiple regions gathered positive user feedback, with thousands of operational hours confirming reliable performance and longevity.

Both equipment dealers and end users stand to gain from the new line. Dealers receive a high-quality track solution suitable for recommendation, stocking and service support, while operators benefit from a design focused on minimising downtime. The launch encompasses nearly 60 SKUs spread across five tread patterns, fitting over 950 machine models and more than 1,500 specific fitments.

Tread options address mixed surfaces, soft ground, high-impact job sites and general-purpose use. Inventory will reside at Titan’s Des Moines facility to ensure prompt service for OEM and aftermarket needs. Following internal previews at Titan University 2026 and a public debut at the 2026 National Farm Machinery Show, Titan Rubber Tracks are now available for ordering.

Travis Little, General Manager, Ag, Construction and Industrial, said, “Our customers have been asking for Titan to enter this space, but we needed to make sure our tracks are as tough as our tyres. We’ve combined our rubber and engineering expertise to develop a rubber track option that meets our standards and works for our customers. We could have entered the rubber track market sooner, but we wanted to take the time to launch a product worthy of the Titan name. By working with our rubber compounding and engineering teams, we focused on providing a track designed for long-term performance, and we’re confident this is the product our customers have been looking for.”

Chris Smith, Product Engineer, Agriculture, Construction and Industrial, said, “Across all field tests, we have no reports of carcass delamination, guide separation or structural failure, even beyond the above-average expected hours in multiple cases. Testing was also conducted at blue-chip OEM manufacturers where Titan Rubber Tracks exceeded testing requirements on internal durability and high-stress conditions testing.”

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