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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Linglong Tire has confirmed its continued role as the Official Tyre Partner of Chelsea Football Club for the 2026/2027 campaign, a season that commenced with a 3-2 away victory for the Blues over Fulham FC. The renewed agreement ensures the brand’s prominent visibility throughout the upcoming fixtures.

As a Global Tyre Partner, Linglong’s branding will feature extensively on digital perimeter boards at Stamford Bridge during all Premier League, FA Cup and League Cup home matches, alongside additional placements on static partner boards and the club’s official website. The comprehensive sponsorship package also includes regular match tickets, VIP hospitality allocations, co-branding rights and deep integration into club media content. Furthermore, the partnership extends to Chelsea Women’s home games, with joint digital activations designed to strengthen fan engagement.

Initial social media contests on Linglong’s European channels have already launched, with winners set to attend the upcoming home fixture against Brighton & Hove Albion. Founded in 1905, Chelsea stands as one of England’s most historic and decorated clubs, boasting over 30 major trophies, including six league titles, two UEFA Champions League crowns and a FIFA Club World Cup victory, underscoring the prestige of Linglong’s ongoing association.

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Italian bicycle tyre manufacturer Vittoria has solidified its prominent status in mountain biking by securing a role as an Official Partner of Val di Sole Bikeland for the 2026 UCI Mountain Bike World Championships. The prestigious five-day competition is being held from 26 to 30 August 2026 at the Daolasa Arena in Commezzadura, a venue renowned as one of the sport’s most iconic global destinations.

The world championships will feature a comprehensive programme of elite racing, with world titles and the coveted rainbow jerseys on the line across multiple disciplines. Events will include Cross-country Olympic, Cross-country Short Track, the Team Relay, Downhill and E-MTB Cross-country, drawing the planet’s top riders to the Trentino valley for a week of high-stakes competition.

Beyond its partnership with the event, Vittoria’s deep-rooted commitment to the sport is evidenced by its long-term support of prominent national cycling federations. The brand currently backs the Italian Cycling Federation, USA Cycling, the Royal Dutch Cycling Union and the Japan Professional Cyclist Association, underlining its dedication to fostering mountain biking at the elite level. With these four national bodies and a roster of world-class athletes relying on its products, Vittoria is poised to be a central figure throughout the championships.

At the venue, Vittoria will operate a dedicated exhibition space in the heart of the action, offering athletes, media, industry insiders and fans a chance to explore its latest technological innovations and view the equipment used by top competitors. This presence reflects Vittoria’s enduring history in international racing and its ongoing investment in developing high-performance tyres and accessories for cyclists of all levels, from professional racers to dedicated amateurs across every cycling discipline.

Stijn Vriends, Chairman & CEO, Vittoria, said, "Being part of the 2026 UCI Mountain Bike World Championships while also supporting some of the world's leading national cycling federations is a tremendous source of pride for us. Val di Sole is one of the true landmarks of international mountain biking and the perfect stage to celebrate our passion for this sport together with athletes, partners and fans from around the world."

Fabio Sacco, General Manager of Apt Val di Sole and Grandi Eventi Val di Sole, said, “The presence of an international brand such as Vittoria alongside the World Championships represents an important recognition for Val di Sole and for the work we have been carrying out for many years to promote and develop mountain biking. Collaborating with leading companies in the industry that share our vision and passion for this sport further strengthens the value of an event that will put Val di Sole and Trentino in the global spotlight. We are proud to welcome Vittoria to Daolasa di Commezzadura and to offer athletes, teams and fans an unforgettable experience in a region where mountain biking has become a fundamental part of its identity.”

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DUNLOP (company name: Sumitomo Rubber Industries) has formalised a collaborative research initiative in Bangkok, Thailand, under the Hevea Research Platform in Partnership. Signed on 7 August 2026, the joint agreement brings together the Rubber Authority of Thailand, the French Agricultural Research Centre for International Development and two Thai academic institutions, Khon Kaen University and Kasetsart University.

The project will examine the impact of reduced-frequency latex collection, known as low-frequency tapping systems, on the material properties and internal structural integrity of natural rubber. The research will also evaluate practical obstacles farmers encounter when transitioning to these methods, alongside enabling factors for broader uptake. The goal is to accelerate the company's commitment to sustainable raw material sourcing.

Southeast Asian rubber producers face volatile prices, climatic shifts and a critical deficit of plantation labour. Thailand, in particular, suffers from an acute shortage of skilled tappers, forcing smallholders to rely on an ageing workforce and migrant labourers. The low-frequency approach directly addresses this constraint by reducing collection frequency, offering a potential solution to a regional challenge.

Prior investigations have shown that tapping every three days, combined with a plant growth regulator, can maintain productivity and quality comparable to the conventional two-day interval. However, extended cycles of 4, 6 or 10 days remain poorly understood regarding rubber characteristics. Socioeconomic ramifications, including cost structures and physical workload, also require deeper exploration.

This project will systematically assess technical outcomes of various tapping frequencies and human dimensions of their implementation. Insights will support Sumitomo Rubber Industries' broader strategy, which pursues productivity gains through tissue culture technology for seedlings and improvements in processing facility conditions, ensuring a resilient and responsible supply chain.

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Radar Tires introduced its newest all-terrain offerings, the Renegade A/T and Renegade A/T Trail, during an exclusive gathering held from 24th to 27th June 2026 in northern Portugal’s Gerês region, near Peneda-Gerês National Park. The event united distributors from North and South America for an immersive introduction to the flagship products against a landscape blending performance driving with scenic exploration.

Across four days, participants navigated mountain roads, rocky sections, gravel paths and shifting terrain, evaluating on-road composure and off-road resilience. The location carries deep motorsport significance, hosting historic Rally de Portugal stages like Vieira do Minho and Fafe, providing a fitting atmosphere for an event centred on capability and partnership.

Technical seminars led by R&D head Olli Seppälä offered distributors insight into the engineering behind the new models. President and CEO G S Sareen outlined the company’s strategic vision, while recreational activities reinforced the organisation’s commitment to strong relationships alongside product excellence.

The Radar Renegade A/T is a Three-Peak Mountain Snowflake certified tyre for SUVs and light trucks, combining aggressive traction with stable road manners. Dense siping, stone ejectors, side lugs and a fortified sidewall deliver wet grip and resistance to cuts and chips while minimising puncture risks. It will be offered in 89 sizes from 15- to 24-inch rims, with 44 currently available and 45 more in Q3 2026.

The Renegade A/T Trail is engineered for crossovers and SUVs, blending off-road capability with everyday comfort. It features a Trail King tread, temperature-adaptive compound, and Tri-Armor System with stone ejectors and tie bars. It comes in 42 sizes from 15 to 22 inches, with 19 ready now and 23 debuting in Q3 2026.

Both ranges include a Road Hazard Warranty and 30-Day Guarantee. P-metric sizes carry a 55,000-mile treadwear warranty, while LT sizes have 50,000 miles. Shared technologies like the Circle of Tread Life indicator and reinforced sidewalls enhance durability and personalisation, underscoring Radar Tires’ commitment to innovation and partnership.

G S Sareen, President and CEO, Radar Tires, said, "We are very confident in our new flagship range of products. We've tested them rigorously against leading premium brands, and the results speak for themselves. The Renegade A/T and A/T Trail deliver top-tier performance and durability but come without the hefty price tag, reinforcing our mission of providing premium accessibility to drivers the world over."

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