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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Eurogrip Tyres, a prominent two- and three-wheeler tyre brand under TVS Srichakra Ltd., recently orchestrated a strategic trade engagement initiative in Mumbai. The event served as a platform to underscore the brand’s distinct European engineering heritage and to showcase its newly introduced, Europe-inspired product lineup, reinforcing its commitment to advanced mobility solutions.

Silvio Montanari, the Head of Design and R&D based in Milan, steered the session, offering a comprehensive overview of the company's foundational product development strategies. He elaborated on emerging tyre technologies and the robust engineering frameworks that underpin Eurogrip’s international portfolio while also updating trade partners on the pivotal innovations poised to define future tyre generations and address shifting rider demographics.

Concurrently, Eurogrip is executing an aggressive expansion of its distribution and retail footprint nationwide. This growth strategy ensures that its diverse range, encompassing radial, adventure, touring and commuter tyres, is now readily accessible to consumers across every region of India, thereby solidifying its market presence.

T K Ravi, Chief Operating Officer (COO), Eurogrip Tyres, said, "Today, Eurogrip is recognised globally as a specialist in 2‑wheeler tyres, and our premium range has found strong acceptance among biking communities in India and abroad. It is a privilege to bring our Milan team to India to demonstrate the engineering and technology behind our products. This engagement gives our trade partners the technical insights and market updates they need to better serve customers and riders, and they pave the way for a wider roll‑out of our Europe‑benchmarked products in India.”

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Cabot Corporation has officially released its 2026 Sustainability Report, which details the company’s environmental, social and governance performance throughout the 2025 calendar year. The document serves as a comprehensive account of the organisation’s measurable outcomes, culminating in the final assessment of its previous five-year sustainability strategy.

By the conclusion of 2025, the speciality chemicals firm had successfully achieved 14 of its 15 original sustainability targets established in 2020. Eleven of these objectives were completed ahead of the projected timeline, effectively fulfilling the company’s ambition to embed sustainable practices more deeply into its operational framework and corporate systems.

Looking forward, Cabot has transitioned to its newly established 2030 Sustainability Goals, which concentrate on six priority areas deemed most significant to its business model. Early progress includes a collaborative effort with the International Carbon Black Association to create a standardised lifecycle assessment methodology for furnace carbon black. The company intends to develop a certified internal tool for tracking product carbon footprints across its entire portfolio. Additionally, an initiative at the Franklin, Louisiana, facility has converted synthetic gypsum into a cement ingredient, slashing site landfill waste by 87 percent and contributing to a 70 percent global reduction in non-hazardous waste disposal.

The 2026 report has been prepared in alignment with the Global Reporting Initiative Standards and supports Cabot’s ongoing participation in the United Nations Global Compact. These disclosures mark a significant step in the company's continuing journey toward greater transparency and industrial responsibility.

Sean Keohane, President and CEO, said, “Sustainability is embedded in how we operate and underpins our purpose of creating materials that improve daily life and enable a more sustainable future. I am immensely proud of the unwavering commitment of our teams across the globe as we close out our 2025 Sustainability Goals while making headway on our next key priorities, delivering meaningful impact today and for future generations. As we advance in our efforts, we remain focused on strengthening the integration between our sustainability agenda and our Creating for Tomorrow strategy, ensuring sustainability remains a catalyst for value creation and differentiation.”

Jennifer Chittick, Senior Vice President, Safety, Health and Environment (SH&E) and Government Affairs, and Chief Sustainability Officer, said, “As we conclude our 2025 Sustainability Goals, we are entering the next chapter of our sustainability journey with momentum and clear direction. Building on our strong foundation of safety, innovation and operational excellence, we are making measurable progress towards our targeted 2030 Sustainability Goals through initiatives that reduce our environmental footprint and strengthen our overall impact across our value chain. Through collaboration, process optimisation and strategic investments in technology, I am confident that we will continue to advance our commitments and deliver long-term results for our stakeholders worldwide.”

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Tegeta Green Planet, in collaboration with Shine Energy, spearheaded an environmental education initiative at Lampari School-Lyceum on 8 May 2026. The programme targeted seventh through ninth-grade students, focusing on the interconnected themes of sustainable development, transportation and energy consumption under the theme ‘A Sustainable Future: Environment, Transportation and Energy’.

The session moved beyond traditional lectures, employing interactive presentations and hands-on activities to engage the young audience. Core topics covered included resource efficiency, waste management strategies and the significance of renewable energy sources, alongside an exploration of individual environmental responsibility. A significant portion of the discussion was dedicated to the Extended Producer Responsibility system, clarifying its mechanisms and vital function in safeguarding the environment.

The event’s interactive nature was underscored by a series of educational games and team challenges that saw enthusiastic participation from the students. To mark their involvement and completion of the programme, each participant received certificates and symbolic gifts, recognising their engagement with the material.

Established in 2022, Tegeta Green Planet stands as a pioneering authorised organisation in Georgia, operating under the Ministry of Environmental Protection and Agriculture’s EPR framework. The entity manages the complete lifecycle of used tyres, oils and batteries, adhering to circular economy principles. This school visit forms part of an ongoing series of educational meetings designed to cultivate an environmentally conscious generation and instil a culture of stewardship, which both organisations consider essential for long-term ecological sustainability.

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Continental’s presence at the 2026 Tour de France will be notably pronounced, with the German manufacturer supplying road bike tyres to six competing teams. From 4th to 26th July, more than a quarter of the peloton will rely on tyres produced at Continental’s Korbach plant in Hesse. Over the three-week event, the company will provide over 1,000 tyres, all manufactured and tested at the German facility.

The six teams utilising Continental rubber are Groupama-FDJ United, UAE Team Emirates – XRG, Movistar Team, Bahrain-Victorious, Decathlon CMA CGM and Uno-X Mobility. Teams have access to four tyre models for different stage conditions. The Grand Prix 5000 S TR serves as the primary option, offering balanced rolling resistance, puncture defence and weight.

For wet weather, the all-season Grand Prix 5000 AS TR provides superior grip. Time trial specialists favour the lightweight Grand Prix 5000 TT TR, while the Aero 111 tyre handles windy stages with its aerodynamic tread pattern. All models are tubeless-ready, allowing sealant to seal small punctures automatically.

Continental’s involvement extends beyond bicycles, as over 70 support vehicles and 30 motorbikes will use Continental tyres. As an official main partner, Continental will present stage winners with their trophies. The tyres are commercially available, allowing recreational cyclists to purchase the same products used by professionals.

The company develops tyres using both laboratory data and racing feedback. Test rigs measure rolling resistance and durability, while professional riders provide handling data under extreme conditions. Hannah Ferle, Continental’s product expert, has noted that racing exposes tyres to conditions impossible to replicate in the lab, and these insights directly inform product development.

Balancing low weight, high grip, low rolling resistance and puncture protection remains a central challenge. Continental addresses this through rubber compounding and reinforcing layers beneath the tread. Since the first Tour in 1903, average speeds have risen from 25 to over 40 kilometres per hour, reflecting ongoing technological evolution.

Ferle said, “The trust placed in us by the six teams is both an honour and an incentive. The Tour is decided by the smallest details: on every stage, in every kind of weather and on every surface. That is why we put so much time and effort into developing our tyres in close collaboration with the professional racing teams. And ultimately, recreational riders benefit as well.”

Pelayo Sánchez, a rider on the Movistar team, said, “Sometimes a race is decided by a fraction of a second. To focus on our legs, we need to be able to rely on tyres that deliver top performance at all times.”

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