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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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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Hankook Tire has further solidified its global reputation for innovative product design after securing three Winner awards in the Product Design category at the prestigious Red Dot Design Award 2026. The recognition from the internationally acclaimed competition underscores the company’s commitment to advancing tire technology through aesthetic and functional excellence.

The honoured products include the ultra-high-performance Ventus evo, the all-terrain iON AT developed for electric SUVs and pickup trucks and Laufenn’s summer performance tyre, the S FIT2. Each design was evaluated for its innovation, aesthetics, functionality and overall quality, with Hankook Tire standing out among global contenders in this year’s selection.

The Ventus evo was distinguished by its sharply defined centre wheel groove that enhances steering precision and reduces road noise, while a chamfer design and an AI-powered sustainable compound improve mileage by up to 32 percent. Its sidewall also features a Vanta Velvet graphic with an ultra-fine texture, combining visual appeal with practical performance. Meanwhile, the upcoming iON AT integrates key electric vehicle attributes such as energy efficiency, extended mileage and low noise into an off-road focused structure, with an optimised tread pattern and compound that minimise energy loss, heat generation and wear.

The S FIT2 from Laufenn earned recognition for its Numeric Sidewall design, which aligns with the brand’s minimalist philosophy while strengthening visual identity. Its asymmetric tread pattern ensures precise handling and effective drainage, while added features like the Alignment Indicator and EV Mark enhance user convenience. Environmentally conscious technologies also extend tread life and reduce noise. Organised by Germany’s Design Zentrum Nordrhein Westfalen, the Red Dot award is one of three major international design accolades – alongside the iF Design Award and the IDEA – where Hankook Tire continues to earn consistent recognition, reinforcing its premium brand image through innovation-driven design.

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HS HYOSUNG Group has officially released its inaugural Sustainability Report, marking a significant milestone since the conglomerate’s establishment. The comprehensive document provides a transparent overview of the organisation’s Environmental, Social and Governance management activities, detailing both ongoing initiatives and notable accomplishments across its operations.

The publication consolidates ESG data from the holding entity, HS HYOSUNG Corporation, and extends to major subsidiaries such as HS HYOSUNG USA, Inc., HS HYOSUNG TOYOTA Co., Ltd. and HS HYOSUNG GLOBAL LOGISTICS VINA CO., Ltd. Furthermore, the report incorporates the ESG performance of key affiliates, including HS HYOSUNG ADVANCED MATERIALS Corporation and HS HYOSUNG INFORMATION SYSTEMS Corporation, ensuring a holistic representation of the group’s sustainability efforts.

Central to the report is the introduction of the group’s sustainability vision, ‘Rooted in Value, Growing Together’, which is supported by three strategic pillars: Growth Value, Shared Value and Trusted Value. To guide its strategy, the group synthesised double materiality assessments from various units, identifying five Group-wide priorities: customer satisfaction, occupational health and safety, compliance, eco-friendly portfolio and climate change response. The report systematically details the management frameworks, current progress, key achievements and forward-looking plans for each of these critical areas.

An HS HYOSUNG official said, "Publishing our first Sustainability Report as we celebrate the second anniversary of HS HYOSUNG makes this milestone especially meaningful. Going forward, we will continue to respond proactively to a changing business environment while creating greater value and building stronger trust with our stakeholders."

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Tegeta Green Planet, in collaboration with Shine Energy, recently conducted an environmental awareness session at Edison School ‘Novatsia’, drawing the participation of approximately 60 students. The gathering was designed to illuminate the core tenets of the green economy, renewable energy and circular economic models, aiming to instil a robust sense of environmental stewardship among the younger generation.

The initiative sought to cultivate a collective sense of duty regarding the preservation of natural resources and the urgent challenges posed by climate change. Attendees were briefed on the deployment of modern technologies and innovative strategies to mitigate ecological footprints while also exploring the corporate sector's role in fostering a sustainable future. The discourse underscored that sustainable development transcends mere environmental conservation, integrating economic vitality and social equity.

Tegeta Green Planet’s representatives delved into the specifics of the Extended Producer Responsibility system and the intricacies of managing particular waste streams, alongside the foundational principles of the circular economy. Concurrently, Shine Energy’s team elaborated on the pivotal function of renewable sources in the ongoing energy transition, highlighting the societal and ecological advantages of solar power and other clean energy alternatives. The session was notably enriched by the proactive engagement of 10th-grade students.

These students delivered presentations on Earth Day, tracing its historical origins, its evolution into a global movement and the critical importance of individual action in resource preservation. The dialogue reinforced that every societal member contributes to this balanced vision. Tegeta Green Planet and Shine Energy remain committed to expanding such educational projects across various institutions, viewing them as essential to nurturing an environmental culture and responsible behaviours that are fundamental for the well-being of future generations.

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