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!

Sumitomo Rubber Industries will rename a number of its overseas subsidiaries to carry the Dunlop brand as the company moves to unify its global tyre business and strengthen brand value across key markets.

The changes, approved by the board on 27 November, follow Sumitomo Rubber’s acquisition earlier this year of the Dunlop trademark and related rights for four-wheel tyres in Europe, North America and Oceania. The company said the rebranding supports its long-term strategy, “R.I.S.E. 2035,” which places Dunlop at the centre of its global operations. The move is still subject to approval at each subsidiary’s extraordinary shareholders’ meeting.

With the new rights in place, the firm aims to present a consistent brand message to customers around the world. It said Dunlop’s value should be reflected not only in products but also in services, user experience and corporate identity. Subsidiaries across Europe, the US, Australia, Latin America, the Middle East and Taiwan will adopt new Dunlop-branded names from January 2026, with one change planned for February.

In Europe, Falken Tyre Europe GmbH in Germany will become Dunlop Tyre Europe GmbH, while Srixon Sports Europe Ltd. in the UK will be renamed Dunlop Golf Europe Ltd. In the US, Sumitomo Rubber North America, Inc. will become Dunlop Tires North America, Inc., and in Australia, Sumitomo Rubber Australia Pty. Ltd. will take the name Dunlop Tyre Australia Pty. Ltd. Subsidiaries in Chile, Taiwan and the Middle East will also adopt the Dunlop identity.

Sumitomo Rubber said the rebranding is expected to strengthen customer recognition and help build Dunlop into a brand “chosen by customers” across regions. The company is also seeking to reinforce brand management as it expands globally, particularly in the competitive replacement tyre market.

The firm clarified that use of the Dunlop brand continues to carry certain regional exclusions, such as India and parts of Southeast Asia for four-wheel tyres, and India, Europe and Oceania for motorcycle tyres. Nevertheless, the company said it intends to apply a unified brand approach wherever possible to support long-term growth.

Comments (0)

ADD COMMENT

Link Copied!

Bridgestone has introduced a new addition to its Potenza ultra-high-performance line: the RE-71RZ extreme summer tyre. Designed specifically for grassroots racing, this tyre succeeds the acclaimed RE-71RS model. It aims to deliver quicker lap times and sharp, responsive handling, empowering drivers to maximise their performance on the circuit. A cornerstone of its design is the incorporation of ENLITEN technology, Bridgestone's next-generation platform focused on enhancing durability and advancing sustainable product design.

The tyre's development directly targets key performance metrics. On-track testing at Japan's Tsukuba Circuit demonstrated significant improvements, with the RE-71RZ achieving lap times approximately three-quarters of a second faster than its predecessor in both dry and wet conditions. This gain is attributed to several advanced engineering features. A new high-grip rubber compound, developed using insights from motorsports and proprietary NanoPro-Tech, enhances traction at a molecular level. The tread pattern has been redesigned with a stiffer construction and a larger outside shoulder to improve grip and stability, while a strategically placed main groove on the inside edge helps suppress uneven wear for longer track life. Furthermore, Bridgestone utilised its unique ULTIMAT EYE digital modelling tool to optimise the tyre's structure, creating a more uniform contact area for superior cornering grip.

Professional drivers Masahiro Sasaki and Yuji Tachikawa provided critical feedback during development, their expertise helping to refine the tyre's track-focused characteristics. The Potenza RE-71RZ builds upon a legacy that began in 1979, crafted for enthusiasts who demand competition-ready performance that transitions from daily driving to weekend motorsports. It has been approved for competition use by the Sports Car Club of America (SCCA) and will be eligible for Solo and Time Trials events starting in 2026. The tyre will be offered in 45 sizes and is scheduled to launch in the North American market on 31 December 2025.

Sasaki said, “As its strong point, the Potenza RE-71RZ achieves a high level of performance in both grip and controllability. It delivers improved dry and wet performance for street use while also achieving faster lap times and better wear resistance on the track. This tyre delivers high performance in various situations, making it enjoyable and easy to handle for both everyday driving and track use.”

Tachikawa said, “This tyre is designed for easy handling, allowing anyone to experience precise control along with excellent grip. The tyre is focused on quick warm-up for immediate, high-grip performance as well as reliable wet grip, resulting in a well-balanced tyre suitable for various driving conditions.”

Comments (0)

ADD COMMENT

Link Copied!

Prometeon Tyre Manufacturing is in discussions with Egypt’s Ministry of Investment and Foreign Trade over a planned US$400 million expansion, as the company moves to scale up production and strengthen its position in one of its key regional hubs.

A senior delegation from parent company China National Tire & Rubber Company met Minister Hassan Al-Khatib in Cairo to outline Prometeon’s growth plans for its Amreya factory in Alexandria. The group included chairman Wang Jian Jun, vice president Sun Deng, Prometeon Egypt chairman Omar Mehna, deputy general manager Yuan Liang, Africa–Middle East CEO Stefano Ziliani and CFO Hisham Abdel-Hadi.

During the meeting, Al-Khatib commended the pace of Prometeon’s development efforts, saying the ministry “will spare no effort to meet the company's requirements, in the context of preparing a conducive climate for investment and to protect the competition”. He also said Prometeon would receive continued backing through the China Unit at the General Authority for Investment and Free Zones to ensure the company has “all the necessary information and required data”.

Prometeon executives told the minister that the planned investment aims to increase its investments by $400 million, which is in production of 1 1 one million additional car tires and upskill the existing factory efficiency.

 Prometeon’s Alexandria complex currently produces about 5.2 million tyres annually, and the expansion would introduce new manufacturing technologies to raise output and improve capability.

As part of its proposal, the company is seeking an additional 200,000 square metres of land adjacent to its current site to support the enlarged facility. Prometeon is also exploring the establishment of a dedicated free zone to serve its export-focused operations.

For Prometeon, the investment aligns with its strategy to reinforce Egypt as a central platform for supplying markets across Africa, the Middle East and Europe. The company views the country’s manufacturing base and export access as key strengths as global demand patterns shift.

The talks signal the company’s intention to deepen its long-term commitment in Egypt, subject to final approvals and land allocation.

Comments (0)

ADD COMMENT

Link Copied!

Yokohama Rubber Co. has opened a new passenger-car tyre plant in Hangzhou, completing the project one month ahead of schedule and marking the first major milestone under its fast-build manufacturing strategy in China.

The company held an opening ceremony recently, attended by local government officials and community representatives. Yokohama Rubber was represented by President and COO Shinji Seimiya, who praised the speed of construction and stressed the plant’s role in the group’s long-term ambitions.

In his remarks, Seimiya said he was grateful for the support that allowed the project to finish ahead of plan. He also noted that the new plant is a very important project for Yokohama Rubber's sustainable growth in the future and that every effort will be made to quickly achieve mass production and deliver high-quality, high-value-added products to the Chinese market as soon as possible.

The Hangzhou facility is the first plant built under the company’s “1-year plant” challenge, a core initiative in its medium-term strategy, Yokohama Transformation 2026. The programme aims to speed up factory construction while lowering production costs and improving efficiency. Work on the new plant began in December 2024, with operations now starting in November 2025.

The project also fulfils a request from the Hangzhou government to relocate an older plant as part of the city’s environmental plans. The new factory will have an annual capacity of 9 million tyres—about 3 million more than the site it replaces—positioning Yokohama to meet rising demand for passenger-car tyres in China. Full-scale production is expected by the second quarter of 2026.

The expansion strengthens the company’s supply of high-value tyres for China’s fast-growing new energy vehicle market, including EV-focused designs and larger rim sizes.

Alongside the rapid-build initiative, Yokohama is pushing to raise the share of premium products in its consumer tyre business by expanding sales of its ADVAN and GEOLANDAR brands, winter tyres, and 18-inch and larger tyres. The company is also rolling out regional product strategies to tailor development and sales to market-specific trends.

The opening of the Hangzhou plant underscores how Yokohama Rubber is trying to sharpen its competitive position in Asia’s largest tyre market while keeping pace with shifts in vehicle technology and local regulations.

Comments (0)

ADD COMMENT

Link Copied!