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!

Continental has expanded its fifth-generation Conti Eco range for freight transport with the Conti Eco HT 5, a trailer tyre that joins the Conti Eco HS 5 steer and Conti Eco HD 5 drive products. The trio forms a coordinated package aimed at cutting operating costs, sustaining high mileage and lowering rolling resistance to support better fuel economy. Although trailer axles are not driven, their tyres still shape how efficiently a rig moves. By targeting that axle, Continental extends the Generation 5 advantages across the full vehicle combination for regional and long-haul duty. Less resistance at the trailer can translate into reduced fuel burn and, in turn, lower operational CO₂ output.

Because a trailer rolls on several tyres that never leave the road, those tyres directly affect stability, efficiency and day-to-day performance. In some configurations, they generate as much as half of a truck-trailer combination's total rolling resistance. Continental engineered the Conti Eco HT 5 to reconcile low rolling resistance with long tread life, encouraging uniform wear and dependable traction in a broad range of conditions. Optimised materials, a fresh sidewall design and advanced filler compounds underpin the tyre's fuel-saving characteristics.

Mileage and durability come from a new tread compound paired with a refined curing method, while a redesigned five-rib tread layout supports even wear, steady handling and consistent behaviour across shifting weather and road surfaces on both regional and long-distance routes. Tested against the Conti Hybrid HT3+, the Conti Eco HT 5 posted rolling resistance reductions of as much as 12 percent under specified conditions, offering fleets a path to lower fuel use, diminished CO₂ emissions and reduced tyre-related costs.

The Generation 5 Conti Eco portfolio sits within Continental's broader strategy of helping customers boost transport efficiency through technological innovation and tuned tyre performance. Uniting low rolling resistance, high mileage and long service life at every axle position, the range addresses industry pressures such as climbing fuel prices and stricter efficiency and emissions expectations. The Conti Eco HT 5 reaches the market in September 2026 in two sizes, 385/65 R 22.5 and 385/55 R 22.5.

Hinnerk Kaiser, responsible for the development of truck and bus tyres in the EMEA region at Continental, said, “Every tyre contributes to the efficiency and operating costs of a truck and trailer combination. While attention often focuses on the steer and drive axles, trailer tyres also play an important role in rolling resistance and fuel consumption. With the Conti Eco HT 5, we are extending the benefits of our fifth-generation Conti Eco portfolio to the trailer axle and helping fleets improve the efficiency of their transport operations. For the Conti Eco HT 5, our focus was on improving efficiency while maintaining durability. The combination of low rolling resistance, long service life and balanced wear characteristics can help fleets reduce tyre-related operating costs while maintaining reliable performance in demanding transport operations.”

Comments (0)

ADD COMMENT

Link Copied!

Titan International, Inc. has reached a definitive agreement to divest its Italtractor ITM undercarriage business (ITM) to USCO S.p.A., marking a significant strategic shift for the global off-highway wheel, tyre and undercarriage manufacturer. The deal positions Titan to concentrate on its core operations while securing substantial cash value from the sale.

Under the agreement, Titan will receive an initial purchase price of USD 207 million, with the potential for an additional USD 6 million in earnout proceeds contingent on ITM meeting specified performance targets for 2026. Customary adjustments tied to ITM’s net asset and financial position at closing are expected to add approximately USD 23 million in cash value. Combined with USD 49 million in dividends from ITM – USD 38 million already received in recent years and USD 11 million anticipated before closing – Titan projects total cash value of up to approximately USD 285 million, inclusive of the earnout.

The transaction allows Titan to sharpen its focus on its global wheel and tire operations serving agricultural, construction and consumer markets. According to Chairman Maurice M Taylor, Jr, the potential sale of ITM was first discussed with the board over a decade ago when an offer below USD 100 million was presented. He credited President and CEO Paul Reitz and his team for their patience in completing a deal that he described as fair for Titan and beneficial for USCO, which gains a strong manufacturing business with a good brand and skilled workforce. Taylor also praised Cecilia La Manna for nearly 30 years of service and leadership, noting that USCO is acquiring a strong management team along with the business and plants.

Reitz characterised the transaction as an important step in Titan’s transformation, delivering strong value while providing ITM with an owner that understands the undercarriage sector. He said the deal enables Titan to direct people, capital and resources towards core wheel and tyre operations, pursue accretive growth opportunities and reduce debt. The move supports portfolio reshaping, accelerated strategic investments, transformative acquisitions and partnership, and long-term shareholder value.

As part of USCO, ITM will build on its position as a global provider of undercarriage components and complete solutions, with added focus and resources for long-term growth, customer service, product innovation and geographic expansion. ITM designs, manufactures and distributes undercarriage systems for construction, mining, forestry, road-building and agricultural applications through an international network and is a pioneer in undercarriage sensor technology, including its TRUST ITM monitoring solution.

Titan intends to use a portion of the proceeds to reduce existing debt and strengthen its balance sheet, with future capital deployment towards key growth investments, including accretive acquisitions and strategic partnerships. The transaction is expected to close in early January 2027, subject to customary closing conditions and required regulatory approvals, with both companies continuing ordinary operations until then. Gianni & Origoni and Poggi & Associati advised Titan and ITM on legal and tax matters, while USCO received assistance from Eidos Partners, Simmons+Simmons, BDO and KPMG.

Comments (0)

ADD COMMENT

Link Copied!

NEXEN TIRE has unveiled the N’FERA Sport 2, an ultra-high-performance summer tyre succeeding the widely acclaimed N’FERA Sport. The original earned strong results in independent tests by leading DACH-region automotive publications, including ADAC and AUTO BILD, and secured multiple original equipment fitments. The new model adopts an updated tread pattern and revised construction to deliver sharper handling, shorter braking distances and dependable performance in both wet and dry conditions.

Structural rigidity has been raised by 15 percent over the predecessor, reducing tyre deformation and supporting stable behaviour during dynamic driving. NEXEN TIRE also incorporated Chamfer Technology, whose specially shaped block edges enlarge the contact area under braking and cornering. Meanwhile, the outer tread blocks are 5 percent wider, transferring vehicle power to the road more efficiently and improving cornering stability. A rim protector 7 percent wider than before adds protection against curb contact.

The tread design distributes pressure more evenly across the footprint, enlarging road contact and balancing handling, traction and braking while limiting heat buildup. Increased sidewall rigidity further cuts deformation and sharpens steering response, especially in high-speed corners. Collectively, these measures yield a 10 percent gain in cornering stiffness relative to the previous N’FERA Sport. Multi-width grooves and chamfered block edges widen the drainage area, helping evacuate water, lower aquaplaning risk and preserve wet-road grip.

Testing at Spain’s IDIADA Proving Ground demonstrated measurable gains over the outgoing tyre. NEXEN TIRE’s own results show an 11 percent shorter wet braking distance and a 2 percent shorter dry braking distance. Wet and dry handling improved by 7 percent, while cornering stiffness rose by 10 percent. The N’FERA Sport 2 is engineered to provide confident control across a broad range of road conditions.

Jeff Roh, Vice President of Europe Sales & Marketing, said, “Following the success of the N’FERA Sport, we expect the new N’FERA Sport 2 to deliver even stronger results. NEXEN TIRE has demonstrated proven quality and performance over the years, and with the improved capabilities of the new pattern, we aim to further enhance driving performance while helping drivers enjoy the thrill of driving with greater confidence and safety.”

Comments (0)

ADD COMMENT

Link Copied!

Dunlop concluded the 2026 FIM Endurance World Championship by celebrating its Superstock Trophy and Production Trophy title winners at the 89th Bol d’Or. The French endurance classic, held under largely clear skies at Circuit Paul Ricard, brought the season to a dramatic close with 43 teams relying on Dunlop’s KR racing slicks across every category. Throughout the year, Dunlop supplied its KR108 and KR109 slick options to all entrants, alongside a latest-generation medium front tyre known during development as G2_01 VAL3.

In the Dunlop-exclusive Superstock Trophy, the No. 77 Wójcik Racing Team claimed a maiden crown. Jordi Torres Fernandez, Milan Pawelec, Mateusz Molik and Hector Vicent Garzo finished sixth overall, lifting the Polish squad above the No. 38 Champion-Hert Powered by MRP entry, which ended 11th in class. The No. 36 3ART Best Of Bike Hamaguchi team took second in the standings, while reigning champions No. 44 Honda No Limits completed the top three after finishing third in the race. The No. 18 Team Pompiers Igol CMS Motostore also placed inside the overall top ten, meaning four Superstock crews finished among the leading ten after 24 hours.

The Production Trophy crowned its second-ever champion as 13 bikes formed the category’s largest grid of the season. The No. 96 Legacy Competition team sealed its first title by finishing second in class at the Bol d’Or. The No. 199 ARTEC squad, the 2025 champion, ended the year as runner-up, with the No. 16 HTC Racing team completing the championship podium.

Dunlop-backed privateer teams also impressed in the open-tyre Formula EWC class. The No. 6 ERC Endurance team, with Loris Baz, Marcel Schrötter, Kenny Foray and Jan-Ole Jähning, qualified fourth with a 1:51.524 lap, just six tenths off pole, and finished sixth in the final standings on 62 points despite retiring from the race. The No. 14 MACO RACING TEAM recovered from 21st on the grid to finish 8th and end the season 10th, while the No. 53 Mana-au Competition team climbed from 28th to 11th and secured 8th in the final class standings.

David Auerbacher, International Motorcycle Race Event Leader, Dunlop Motorcycle Europe, said, “Congratulations to the 2026 Superstock Trophy and Production Trophy champions, as well as the Dunlop-backed teams in the Formula EWC class that achieved amazing results. We’re proud and happy to have once again supported teams across all categories throughout the year. The Bol d’Or is always a demanding way to close the EWC season and this year was no exception. Across 24 hours, all teams and riders were pushed to their limits, making consistency just as important as outright performance. Seeing our partners fight at the front of the Superstock and Production Trophy fields, while also challenging in Formula EWC, is a great way to end the season. The results across the 2026 season demonstrate how our KR108, KR109 and latest-generation medium front specification meet the demands of our riders.”

Comments (0)

ADD COMMENT

Link Copied!