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.

Comments (0)

ADD COMMENT

Link Copied!

The German Rubber Industry Association (wdk) has issued a stark warning, throwing its full support behind a recent open letter from the metal and electrical sectors that urges the Federal Government to implement immediate industrial reforms. Association President Michael Klein stressed that the current situation poses a fundamental threat to the nation’s industrial foundation, prosperity and the very fabric of its democratic society. He insisted that the time for half-measures has passed and that decisive action can no longer be postponed.

The association’s concerns are particularly acute for Germany’s rubber sector, a systemically important industry whose products are vital to strategic fields like healthcare, mobility, defence and infrastructure. According to Klein, mid-sized member companies are buckling under the weight of exorbitant energy costs, excessive bureaucratic red tape and aggressive competition from non-European rivals. He described the industry as being in a state of free fall, which jeopardises national self-sufficiency in several critical areas. To reverse this trend, the wdk is calling for the suspension of reporting duties, the abolition of the national emissions trading system to lower energy prices and robust measures to secure domestic markets.

These urgent appeals are underscored by the latest economic data for the first half of 2026, which paints a grim picture of the industry's trajectory. wdk chief economist Michael Berthel reported significant declines across all major indicators, with production dropping by 5.4 percent to 530,000 tonnes and the workforce shrinking by five percent to 57,200 employees. Revenue also took a substantial hit, falling by 4.1 percent to EUR 5.2 billion compared to the same period in 2025.

Berthel further cautioned that without a rapid improvement in the general operating conditions, the situation will only deteriorate further, leading to the permanent closure of more production facilities. The association’s leadership maintains that creating a level playing field in international competition is not merely an option but an absolute necessity for the survival of the rubber industry in Germany.

Comments (0)

ADD COMMENT

Link Copied!

Pyrum Innovations AG has unveiled a comprehensive rebranding initiative, introducing a new logo, an updated corporate design and a fully redesigned website. This strategic overhaul publicly reflects the company’s significant evolution in recent years across technological, entrepreneurial and international dimensions.

Central to the new identity is the guiding principle ‘Rethink Resources’, which encapsulates Pyrum’s shift in perspective towards viewing waste as a valuable raw material source. No longer positioning itself solely as a tyre recycler, the technology firm employs its proprietary thermolysis process to recover and reintegrate valuable resources into the production cycle. The refreshed brand imagery is designed to articulate this vision clearly while fostering a cohesive identity to support ongoing global expansion and technological scaling.

Visually, the transformation features a modern aesthetic with a clear design language intended to boost brand recognition internationally. The new website serves as a central hub, making the company’s technology and vision more accessible. This corporate identity will be phased into operations gradually, with existing materials replaced only during regular updates to align with sustainable resource management principles.

Pascal Klein, CEO, Pyrum Innovations AG, said, “Pyrum has evolved significantly in recent years. With our new brand identity, we want to make this evolution visible to the outside world as well. Our new brand identity is not a break from our previous identity, but rather the next logical step. ‘Rethink Resources’ perfectly captures what drives us: rethinking resources, tapping into new sources of raw materials with our technology and thereby making an important contribution to greater resource independence. Pyrum aims to be one of the first brands that comes to mind when it comes to resource resilience.”

Comments (0)

ADD COMMENT

Link Copied!

Toyo Tire U.S.A. Corp. (Toyo Tires) has introduced the Proxes G-Tour, a new grand touring all-season tyre engineered for premium CUVs, SUVs and passenger cars. Positioned as an ideal original equipment replacement, the tyre features a contemporary design that prioritises fuel and range efficiency across gasoline, hybrid and electric vehicles. Compared to ultra-high performance or standard touring alternatives, it delivers superior driving comfort through reduced road noise and low rolling resistance.

The tyre’s asymmetrical tread design and five-variable pitch pattern work in concert to minimise pattern noise while ensuring dependable traction on wet, dry and light-snow surfaces throughout its lifespan. Bevelled tread blocks enhance water evacuation to maximise road contact, while high-stiffness centre ribs and outside blocks, paired with an advanced compound and multi-wave sipes, balance ride comfort with robust wet and dry handling. These elements also provide firm grip and cornering stability, with the compound further promoting even wear and extended tread life.

Optimised for long-distance travel, the Proxes G-Tour offers a quiet, comfortable ride and is tailored for maximum fuel and range economy. The multi-wave sipes not only reduce irregular wear for increased durability but also contribute to a smooth, silent performance in diverse weather conditions. The tyre will be manufactured in more than 70 sizes and load/speed combinations, accommodating 16- to 22-inch wheel diameters with speed ratings of T, H, V and W.

Initial sizes are slated for September availability, with additional fitments rolling out through the end of the year. Key applications include vehicles from Audi, BMW, Lexus, Tesla, Toyota, Honda, Ford and Volkswagen. The Proxes G-Tour carries a 65,000-mile treadwear warranty for T/H-rated versions and a 55,000-mile warranty for V/W-rated models, alongside the Toyo Tires No Regrets 45-Day or 500-Mile Trial Offer.

Cameron Parsons, Technical Field Manager and Business Development, Toyo Tire U.S.A. Corp., said, "The Proxes G-Tour is an exciting addition to the Toyo Tires lineup and a new benchmark in our grand touring all-season category. Through our latest innovations in tyre construction and compound technology, the Proxes G-Tour delivers long tread life with confident wet and dry performance for everyday driving."

Comments (0)

ADD COMMENT

Link Copied!

Yokohama Tire has reinforced its commitment to adaptive motorsports by extending its partnership with the High Fives Foundation for a fourth straight year. Through this collaboration, the company supplies its GEOLANDAR truck and CUV/SUV tyres to the Return to Dirt programme, which empowers individuals with mobility impairments to navigate off-road environments using specialised vehicles and instruction.

The Return to Dirt initiative organises driving excursions across diverse landscapes, ranging from icy lakes to wooded trails. Participants manoeuvre modified Polaris RZRs equipped with hand controls and outfitted with Yokohama’s GEOLANDAR M/T G003 SxS tyres, ensuring reliable traction in challenging conditions.

Professional off-road racer and Team Yokohama member Kristen Matlock attended a recent Return to Dirt gathering and described a profound personal impact. She arrived intending to motivate the adaptive athletes but left feeling transformed by their resilience and unwavering positivity. Matlock observed that the participants confronted obstacles with determination and authentic happiness, reshaping her understanding of strength and personal limitations.

Beyond outfitting the programme’s vehicle fleet, Yokohama supplies tyres for the foundation’s towing trucks and actively contributes to fundraising initiatives. The company involves its sales teams and customers in local High Fives events nationwide, broadening its support for the nonprofit’s mission.

Melissa Aguirre, Manager – Brand Marketing, Yokohama, said, “Yokohama fully supports and aligns with High Fives Foundation’s vision of creating a universal shift in adventure sports that expands what is possible for those who have faced life-changing injuries. We’re pleased to be a part of High Five’s athletes’ on- and off-road experiences through their Return to Dirt programme.”

Roy Tuscany, CEO and Founder, High Fives, said, “We value partnerships with like-minded brands and Yokohama is a brand that totally aligns with our core values. Yokohama supports the entire mission of the organisation and helps us achieve the vision of being the safety net of the outdoor sports community.”

Tim Burr, Program Manager, Return to Dirt, said, “Having Yokohama on-board lets us deliver experiences to our adaptive drivers that are unprecedented. We drive on ice with studs, access high mountain terrain in dirt and share desert experiences on rocks all thanks to Yokohama.”

Comments (0)

ADD COMMENT

Link Copied!