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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Maxxis has expanded its mountain bike lineup with two major innovations, one addressing the demands of modern cross-country racing and the other exploring entirely new terrain in wheel design. The brand introduces the Aspen AT, a tyre built for rougher and more variable XC courses, alongside a pioneering family of 32-inch mountain bike tyres.

The Aspen AT draws from the trusted Aspen family’s speed but adds a revised tread profile that boosts control and confidence on uneven ground. It sits between pure racing tyres and aggressive trail models, giving riders a single option for the varied demands of today’s XC and down-country riding. While the Aspen AT addresses the present, Maxxis looks further ahead with its new 32-inch platform. Larger wheel diameter improves rollover capability, traction and high speed stability on rough trails, offering a fresh choice for those who want to keep momentum and smooth out feedback without replacing current wheel sizes.

The initial lineup includes Aspen ST, Aspen and Aspen AT tread patterns, with Forekaster and Dissector versions following in the third quarter. Key features of the Aspen AT include a fast-rolling XC tyre with broader all-terrain capability, a revised tread for better grip in rough sections and construction suited to modern racing disciplines. The tyres deliver increased rollover for a smoother ride over obstacles, improved efficiency on rough surfaces and a larger contact patch that translates into greater stability and grip.

By adding the Aspen AT and introducing the 32-inch tyre family, Maxxis continues to lead the evolution of mountain biking, supporting riders from competitive starts to the very edge of what is possible on two wheels.

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Goodyear is all set to launch the new Kwik Fit British Touring Car Championship (BTCC) season this weekend at Donington Park’s National circuit. A 21-car grid marks the beginning of a campaign defined by a changed race structure, one that puts a stronger focus on how teams manage their tyres and prepare for each session rather than raw pace alone.

For the Donington rounds, competitors will receive four sets of the standard Goodyear Racing Eagle Medium tyre plus one set of the softer option compound. Throughout the season, every event will include both the standard tyre and one set of the option rubber, which must be used in at least one of the three races held over the weekend.

The most significant strategic shift comes from the revised weekend schedule. There is now only a single free practice session before qualifying and the newly introduced Race to Pole on Saturday. This compressed timeline is expected to reshape tyre strategies dramatically, rewarding those who can best adapt to limited track time.

In wet conditions, teams can turn to the Goodyear Racing Eagle Wet tyre, designed with a tread pattern that clears standing water to deliver grip. Beyond the BTCC, Goodyear Racing Eagle tyres will also be in action this weekend at the FIA World Endurance Championship’s Six Hours of Imola, as well as in the NASCAR Cup Series and the NASCAR O’Reilly Auto Parts Series races at Kansas Speedway.

Michael Butler, Goodyear’s BTCC event leader, said, “This season, teams will have more preparation to do, but less time to do it in. The changes put a lot of pressure on drivers to make the most of free practice, as it’s the only real opportunity to understand how the tyres are working before dialling in a setup that needs to perform in qualifying and the Race to Pole.

“Typically, teams will add a degree or even a degree and a half of extra negative camber for qualifying to maximise one-lap performance. However, with parc fermé conditions in place between qualifying and the Race to Pole, what will make a strong strategy is finding a setup that works across both sessions, or choosing to favour one and accepting a compromise in the other. That’s where tyre management and understanding how the different compounds behave will be key.”

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Kumho Tire USA has kicked off the 2026 Formula DRIFT PRO Championship season with a strong statement, as their driver Jack Shanahan secured third place in the opening round. Competing on Kumho’s Ecsta V730 tyres, Shanahan piloted an E82 BMW that was assembled in only 16 days. His podium finish demonstrated remarkable skill and precision throughout each battle, setting a positive tone for the season ahead.

After earning second place in qualifying, Shanahan moved confidently through the main competition, defeating Rudy Hansen, Jeff Jones and Aurimas Bakchis in successive rounds. However, when engine troubles arose during his Top Four matchup against Fredric Aasbo, Shanahan made the difficult but honourable decision to withdraw rather than risk spilling oil onto the track. This unfortunate mechanical failure also denied spectators the potential excitement of a final round showdown between Jack and his brother.

Shanahan first joined the Formula DRIFT PRO Championship in 2025, quickly establishing himself as a serious competitor. His rookie season was exceptional, as he finished sixth overall and earned Rookie of the Year honours while supported by Kumho tyres. Now in 2026, he aims to build on that momentum with clear goals of reaching more podiums and contending for the championship, steadily proving himself among the world’s elite drifters.

Ed Cho, CEO, Kumho Tire USA, said, "We are absolutely thrilled with Jack Shanahan's impressive performance on the Streets of Long Beach, where he put our Ecsta V730 tyres to the ultimate test at the highest level of competitive drifting. His podium finish is a powerful testament to the exceptional performance and unwavering reliability of KUMHO tyres, and we are excited to have him as a returning driver for the 2026 season."

Shanahan said, "After building an all-new car for Formula DRIFT in just 16 days, we are incredibly grateful to have secured third place in round one, and KUMHO was a huge part of our success. I had every confidence in the KUMHO Ecsta V730 tyres and they performed flawlessly – providing the grip and consistency we needed for every battle on a highly technical and challenging course."

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Pirelli enters the 2026 FIA European Rally Championship (ERC) season as the defending Tyres Manufacturer champion, with the opening round taking place from 17 to 19 April on the demanding asphalt roads of Rally Sierra Morena in Andalusia. A total of 62 crews will gather for the event, and more than 30 of them are expected to fight for the initial points of the European title race. The challenging route features 203.80 timed kilometres spread across 13 special stages, setting the scene for a competitive weekend.

To equip its teams for this gruelling asphalt challenge, Pirelli has prepared a selection of tyres from the P Zero range, specifically the hard RA5C and soft RA7+ compounds for dry conditions, complemented by the Cinturato RWD for wet weather. Among the leading contenders using Pirelli tyres are Andrea Mabellini, who secured third place in the overall championship last year and will drive a Lancia Y HF, along with reigning Italian champion Giandomenico Basso and Teemu Suninen, both piloting a Skoda Fabia RS.

Beyond the main European championship entries, Pirelli also serves as the sole supplier and technical partner for the M-Sport Fiesta Rally3 Trophy, now in its third season. This initiative has attracted 11 crews to Rally Sierra Morena, further highlighting Pirelli’s broad involvement in the event. The tyre allocation rules specify that drivers in RC2, RC3 and RGT categories receive 16 tyres, while those in RC4, RC5 and RC6 are allocated 12.

For crews taking part in Qualifying, the tyres used during that session count towards the overall allocation. However, tyres used during Free Practice and the Shakedown are not included in the total. With a strong field and Pirelli’s comprehensive technical support, the 2026 season opener promises intense competition on the Andalusian stages.

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