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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MICHELIN Connected Fleet has introduced an artificial intelligence (AI) assistant directly within its MyConnectedFleet web platform, designed to enhance operational efficiency for fleet managers. The new tool delivers immediate, data-driven responses to user queries, significantly reducing the time traditionally spent on manual research and data compilation. By integrating seamlessly into the existing portal, the assistant provides a streamlined approach to managing complex fleet information.

The AI system transforms raw fleet usage data into actionable insights, enabling managers to make quicker, more informed decisions. It supports a wide range of practical requests, from generating reports on driver fuel efficiency and identifying trucks requiring tyre maintenance to checking vehicle availability and calculating monthly fuel costs. The assistant is built as a closed, secure system to ensure the confidentiality of all fleet data, addressing key concerns about information security.

Functioning as a comprehensive partner for managers of heavy goods vehicles, passenger transport and light commercial vehicles, the tool offers real-time analysis of fuel consumption, driver behaviour and journey metrics. It provides immediate answers for both simple safety and cost-related questions and more complex analytical tasks, presenting findings in text or visual formats. Future updates to the solution will be guided by direct customer feedback, ensuring its continuous evolution.

The MICHELIN AI Assistant is currently available to customers across 10 countries, including United Kingdom, United States and several European nations. It leverages over a century of mobility expertise and three decades of data science experience, responding to the belief of most fleet managers that AI will transform their sector. The assistant can also be paired with other technologies, such as onboard cameras and tyre inspection systems, to form a cohesive, practical solution for modern fleet operations.

Sophie Foucque, CEO, MICHELIN Connected Fleet, Europe, Africa and Australia, said, “The AI Assistant is the natural evolution of our DNA, which is built around supporting our customers. Co-developed with some of our largest customers, it offers a more intuitive way to interact with vehicle usage data while removing the need to generate multiple reports. Augmented fleet managers can therefore focus fully on the performance of their operations.”

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Continental Tires Americas has introduced Sensor Ready commercial tyres, designed to streamline digital monitoring for fleets of all sizes. Leveraging over a decade of expertise and more than 121,000 connected wheel positions in the Americas, the company continues expanding its data-driven portfolio. The initial rollout features the Conti Coach HA3 product line, underscoring the manufacturer's commitment to digital-first solutions.

A defining characteristic is the integration of a dedicated sensor pocket directly into the tyre during curing, eliminating aftermarket gluing that previously took up to 14 minutes per installation. The pocket securely holds Continental's proprietary sensor, a key ContiConnect ecosystem component that transmits critical metrics like pressure, temperature and mileage. A clear Sensor Ready logo on the sidewall provides immediate visual confirmation of compatibility for fleets, dealers and retreaders.

The new system significantly reduces installation time and labour requirements at maintenance facilities and retread shops while ensuring consistent, reliable sensor placement. Fleets can choose tyres with sensors pre-installed from the factory or opt for quick, tool-free installation later. The Sensor Ready logo facilitates swift decision-making across the tyre's lifecycle, and the integrated pocket remains intact during retreading, allowing efficient sensor reinstallation without compromising casing performance.

Digital monitoring delivers measurable business impact, including reduced fuel consumption, extended tyre life and fewer roadside incidents. For smaller operations, Continental offers ContiConnect Lite, a mobile application providing a plug-and-play monitoring solution. This advancement reinforces Continental's vision of a connected, intelligent tyre ecosystem that enhances safety, sustainability and cost management.

Renato Sarzano, Head of Truck Tires Americas, Continental, said, “Digital tyre monitoring is becoming essential for improving fleet safety, efficiency and sustainability. With Sensor Ready tyres, we are offering one of the most advanced and user-friendly solutions on the market – reducing installation time, improving reliability and making it easier than ever for fleets to adopt connected tyre technologies.”

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Scandinavian Enviro Systems AB (publ) has secured a three-month extension of its ongoing company reorganisation, as approved by the Gothenburg District Court on 30 June 2026. The revised deadline now extends to 27 August 2026, with Johan Sölveland of Ackordscentralen continuing as the appointed reorganisation administrator. The initial reorganisation proceedings commenced on 27 February 2026.

The extension is strategically designed to facilitate the finalisation of critical long-term financing negotiations and the completion of a formal reorganisation plan. Enviro’s internal timeline projects that the plan will be ready for presentation in August 2026, concurrently with a comprehensive financing package to support its implementation. A key component of the proposal will involve a debt write-down, with non-priority creditors preliminarily offered a minimum 25 percent settlement, payable three months post-plan ratification, though this figure remains subject to revision.

The company maintains that the progress achieved during the initial phase has laid a solid foundation for a successful restructuring. Enviro’s preliminary assessment indicates that the current trajectory supports the ultimate goal of establishing a sustainable, long-term capital framework, with the reorganisation plan proceeding according to schedule.

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International environmental company Genan has entered into a definitive agreement to acquire ESTATO Umweltservice's mechanical tyre recycling facility in Weiden, southeastern Germany, from the ATU Group, a major domestic chain for automotive service and repair. The transaction includes a concurrent long-term cooperation pact designed to secure a consistent supply of end-of-life tyres for the plant, which currently processes approximately 45,000 tonnes of such material each year.

This acquisition marks a significant expansion for Genan, which already operates six recycling facilities across Denmark, Germany, Portugal and United States. The company’s existing operations collectively yield an annual production capacity exceeding 400,000 tonnes of processed tyres, establishing it as a substantial player in the international recycling sector.

The strategic move aligns with Genan’s broader growth objectives, particularly its focus on markets offering the most promising long-term prospects. By integrating the Weiden site, the company aims to bolster its footprint in Germany while gaining access to attractive markets in Central and Eastern Europe. A key element of the deal is the partnership with ATU, which guarantees a steady inflow of used tyres collected from the group’s workshops in Weiden and Werl that are unsuitable for direct reuse.

Poul Steen Rasmussen, Genan’s Group CEO, outlined an ambitious investment plan for the Weiden factory, committing a double-digit million-euro sum for a comprehensive upgrade over the coming year. The intention is to construct a technologically advanced production line on the existing premises, leveraging the company’s expertise in industrialising recycling processes. This approach mirrors a previous successful transformation in Portugal, where capacity, efficiency and environmental performance were significantly enhanced.

For ATU, the agreement ensures the professional, long-term processing of the vast quantities of used tyres generated by its workshops. The CEO of ATU Group expressed confidence that the partnership with Genan provides an excellent future for the Weiden site and its employees, combining industrial scale with a clear dedication to sustainable recycling. Both parties view the collaboration as a vital contribution to the circular economy, transforming waste into valuable raw materials.

The acquisition is also seen as a bellwether for the European recycling industry, signalling a phase of consolidation and heightened focus on circularity. Genan’s leadership noted that increasing political emphasis on waste management will drive demand for high-quality recycled materials, a need that requires significant investment in production technology. The group’s operations, which recycle rubber, steel and textile fibres for use in flooring, asphalt and industrial goods, are positioned to capitalise on this growth trajectory. The agreement is currently pending regulatory approval and is anticipated to be finalised shortly.

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