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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The Tyre Recovery Association (TRA) has warned that UK’s circular economy goal will remain out of reach if waste tyre processing continues to move abroad. Environment Agency data shows enhanced verification measures introduced last October have a compliance rate below two percent, a figure the TRA described as deeply concerning. Without a fundamental shift in policy and enforcement, a closed-loop system cannot be realised.

Exporters are systematically ignoring the new rules. Of 4,189 waste tyre shipments since 1 October 2025, only 54 post-shipment forms were completed correctly, a compliance rate of just 1.3 percent. The vast majority of UK’s annual 300,000 tonnes of tyre exports end up at illegal batch pyrolysis plants in India. The TRA called this both an environmental failure and an economic loss, as the UK ships abroad the very feedstock needed to power its own circular economy.

While the UK treats waste tyres as a disposal problem, the domestic sector holds 150,000 tonnes of licensed but idle processing capacity. The TRA argued that with enforceable regulation and proper oversight, the industry could expand significantly, creating skilled jobs and generating high-value secondary materials at home instead of losing them overseas.

Shredding tyres reduces environmentally harmful disposal and unlocks new value streams. Shredded tyres are strategic feedstock for sustainable aviation fuel, advanced continuous pyrolysis, recovered carbon black for new tyre manufacturing and rubberised asphalt for long-life roads. The TRA urged immediate regulatory action to stop uncontrolled exports and activate dormant domestic processing capacity without further delay.

Peter Taylor OBE, Secretary General, Tyre Recovery Association, said, “The Environment Agency’s transparency is very welcome, but the figures are an indictment of those tyre export brokers who continue to operate without conscience. To see a compliance rate of just 1.3 percent is ultimately depressing, these measures are a long way off having any meaningful impact.

“New measures need to be introduced so that EA can fulfil their statutory duty; until then, the export chain simply continues to abuse their goodwill. We must face the hard reality. Shred is the only immediate route to a circular economy and sustainable future for British operators. Unless we mandate that tyres must be mechanically processed into shred before they leave our shores, we will continue to fuel pollution abroad while our domestic recycling assets wither.

“Our neighbours and competitors are realising the opportunity from secondary materials. We continue to export the UK’s future in the back of shipping containers, while the rest of the world builds a circular economy. If the UK does not move to a shred-only mandate, we will be left behind.”

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Pirelli has claimed the top position in a recent ranking of the world’s fastest road-legal track tyres, according to the Tyre Reviews platform. The comparison, which evaluated four products available in Europe and North America, crowned the P Zero Trofeo RS as the pinnacle of Pirelli’s road range. The tyre integrates technological solutions derived from the Italian company’s 120 years of motorsport experience at the highest levels.

During dry handling tests, the P Zero Trofeo RS set the fastest lap time and was described as clearly superior. Tester Jonathan Benson noted he had to recalibrate his braking points twice due to unexpectedly high grip levels. The tyre enabled quick and precise turn-in, earlier throttle application and immediate traction on corner exits, with the front axle delivering strong grip and confidence. It also ranked first in dry braking with the shortest stopping distance.

Consistency of performance under demanding conditions was another standout feature, confirming the product’s ability to maintain high performance over time. These results were reinforced by a separate test from Auto Bild Sportscars, which compared five road-legal semi-slick tyres. There, the P Zero Trofeo RS also secured first place with an ‘Exemplary’ rating thanks to best-in-class dry performance and long-distance consistency.

Designed for track use yet approved for road driving, the P Zero Trofeo RS was originally developed for original equipment and is now available on the replacement market. It brings Pirelli’s expertise from bespoke fitments for high-performance prestige and premium models to all customers. While conceived to maximise vehicle performance on the track, Pirelli engineers have also ensured a high level of safety on wet surfaces.

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Sun Auto Network has expanded its footprint in the Midwest through two strategic moves: the opening of a new Plaza Tire Service in Owensboro, Kentucky, and the acquisition of two Checkpoint Tire & Service locations in Illinois.

The Kentucky addition marks the 89th Plaza Tire Service overall and the eighth within the state, broadening regional access to automotive care. Meanwhile, the Illinois acquisitions include one Checkpoint Tire & Service location and one Checkpoint Express Lube Center, bringing Sun Auto’s total presence in the state to 15 sites. The Checkpoint additions specifically introduce express oil changes and maintenance services, offering faster and more convenient options alongside complete vehicle care.

Both the Kentucky and Illinois locations now operate under Sun Auto’s Driver Commitment, which emphasises clarity, confidence and customer care. They also benefit from the company’s scaled network advantages, including a Price Match Guarantee, access to leading tyre brands, round‑the‑clock online appointment scheduling, digital vehicle inspections, nationwide warranties and a full range of services such as tyre replacement, alignments, brakes, batteries and preventative maintenance.

Rob Kingery, Regional Vice President, said, "Growth is focused on strengthening the markets we already serve and improving access to dependable automotive care. These additions build on that approach, bringing greater convenience and service capabilities to the communities we support."

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Goodyear Racing Eagle tyres emerged as the central strategic battleground in the LMGT3 class during the FIA World Endurance Championship’s season-opening 6 Hours of Imola. The Italian circuit’s notably smooth asphalt led to unexpectedly low tyre degradation across the six-hour race, which allowed teams to experiment with varied tactical plans rather than following a single, predictable approach. Under this season’s increased tyre allocation rules, teams enjoyed greater flexibility, although not every squad chose to use its full supply.

The performance and consistency of the Goodyear Racing Eagle Medium compound proved decisive, with most teams minimising pit lane time by double- or triple-stinting their tyres. However, a minority of competitors opted for a contrasting strategy, fitting fresher Goodyear Racing Eagle tyres more frequently. Crucially, the durability of the Medium compound ensured that both approaches remained competitive, resulting in a wide array of live strategies unfolding simultaneously across the LMGT3 field.

The FIA World Endurance Championship resumes with the TotalEnergies 6 Hours of Spa-Francorchamps from 7 to 9 May 2026. Over the same weekend, Goodyear Racing Eagle tyres have also been in action at Kansas Speedway in the NASCAR Cup Series and NASCAR O’Reilly Auto Parts Series, as well as at Donington Park for the British Touring Car Championship season opener.

Stephen Bickley, Goodyear Endurance Programme Manager, said, “In the first half of the race, we saw several teams double stinting the unloaded left-hand side, but changing their right-hand side tyres at every stop. But as the race progressed, some teams began to double-stint both sides. This meant that teams that had only changed the right-hand side at the previous stop were onto their third stint with the left-hand tyres. Across the field, we saw some teams stop as little as five times during the race, and some as many as eight, emphasising the range of different strategies teams employed.”

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