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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Oak Group Holdings has secured the acquisition of Exhaust, Tyres and Batteries (ETB), a UK automotive service provider formerly owned by Bridgestone. This purchase introduces a significant new distribution channel for the expanding company while marking a strategic shift in its operational reach.

With ETB now fully integrated into the portfolio, Oak gains four warehouses spanning Wales, the Midlands and the Southwest of England. These additions bolster the firm’s existing wholesale network and extend its geographical presence across key regions. The deal also grants Oak direct access to consumers through ETB’s established fast-fit network – a first in the company’s 45-year history – allowing its technology-driven and brand-focused service model to enter the fast-fit sector.

The two companies' brand portfolios are well matched, allowing for a smooth transition to the current tyre brands presently under the Oak Group banner, which include Davanti, Envoy, Landsail, Linglong, Delinte and Aptany, ensuring continuity and strengthening the combined offering, said the company.

Peter Cross, Commercial Director, Oak Group Holdings, said, “2026 marks the start of an exciting new chapter for Oak. This milestone acquisition demonstrates the strength of our business, our continued investment and our long-term commitment as a wholesaler operating in what has been a turbulent and challenging market in recent years. We are very excited to welcome ETB colleagues to the Oak Group. We know the ETB team has vast experience and our values are closely aligned in terms of the importance of customer service in every aspect of what we do.”

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TyreSafe, UK’s charity dedicated to raising tyre safety awareness, is highlighting the significant safety risks posed by under-inflated or degraded motorcycle tyres when bikes are brought back into use after winter storage. With motorcyclists across Great Britain preparing for the return to the road, the organisation stresses that thorough tyre inspections are essential. This urgency is underscored by troubling casualty data: in 2024, a total of 340 motorcyclists lost their lives on British roads, while over 5,400 suffered serious injuries and more than 10,000 sustained slight injuries. Fatalities rose by eight percent between 2023 and 2024, even though traffic increased by only four percent.

The core of TyreSafe’s warning lies in the hidden effects of prolonged inactivity. Even if tread depth appears sufficient, tyres can lose air pressure and structural integrity while a bike remains stationary. Unlike cars, motorcycles depend entirely on two small contact patches for grip, braking and stability, leaving almost no room for error. This makes the consequences of neglect particularly severe, especially in critical moments such as braking into a bend or riding on wet roads.

The impact of under-inflated or degraded tyres manifests in several noticeable ways. Riders may encounter a wallowing sensation during cornering, vague or heavy steering, reduced handlebar feedback and increased stopping distances. Irregular wear patterns and diminished fuel efficiency can also emerge. As pressure drops, excessive tyre flex generates internal heat, accelerating structural damage and raising the risk of sudden failure. Tread distortion further compromises grip, particularly in wet conditions where aquaplaning becomes a greater danger.

Visible sidewall cracking indicates that rubber compounds have hardened and lost flexibility, diminishing the tyre’s ability to maintain grip and absorb road forces. For a motorcycle, where balance and control hinge entirely on tyre integrity, such cracking can signal an imminent risk of grip loss or failure. Deep or widespread cracks warrant immediate replacement. Even occasional use during storage helps preserve flexibility and pressure stability, making meticulous inspection especially critical for seasonally ridden motorcycles.

TyreSafe urges road users to embrace the simple ACT protocol: regular checks of air pressure, condition and tread depth.

Stuart Lovatt, Chair of TyreSafe, said, “After months off the road, many riders are eager to get back out and enjoy their bikes – but tyres may not be in the same condition they were at the end of last season. Under-inflation can make a bike feel heavy, vague or unstable in corners, while degraded rubber reduces grip – especially in the wet. With casualty numbers rising, riders can’t afford to overlook something as fundamental as tyre safety. A simple check before the first ride could prevent a serious incident.”

Craig Carey-Clinch, Director of the National Motorcycle Council, said, “Motorcyclists depend completely on their tyres for grip, braking and stability. When tyres are under-inflated or deteriorated, the changes in handling can be subtle at first – but in an emergency situation, those differences can be decisive. Carrying out thorough tyre checks before the first ride of the season is one of the simplest and most effective ways riders can reduce avoidable risk.”

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Tegeta Motors is marking World Zero Waste Day with a dedicated environmental initiative at its Batumi branch, running from 30 March through 5 April 2026. During this period, the company invites citizens to responsibly dispose of used automotive products such as batteries, tyres and oil at the on-site ‘Tegeta Green Planet’ collection point. Rather than discarding these items, participants contribute to a sustainable cycle, as Tegeta Motors arranges for the collected materials to be transported to licensed recycling facilities where they are processed in full compliance with technical regulations.

To encourage participation, the company is offering several incentives for those who bring in their used items. Contributors will receive specially designed gifts featuring the Tegeta Green Planet logo, crafted from recycled banners previously used in the company’s own campaigns. Additionally, participants can benefit from a 25 percent cashback on new automotive products, including batteries, oils and tyres. As a special recognition, the individual who brings in the largest quantity of tyres and the greatest weight of batteries will be awarded a 300 GEL voucher from Tegeta Motors.

This effort reflects Tegeta Motors’ longstanding commitment to environmental responsibility. Through its ongoing partnership with Tegeta Green Planet, the company has for years promoted effective automotive waste management aligned with technical standards. The collection point at the Batumi branch, located at 1 Yuri Gagarin Street, will be open from 30 March to 4 April between 10:00 a.m. and 6:00 p.m., and on 5 April from 10:00 a.m. to 4:00 p.m., welcoming all who wish to contribute to this green initiative.

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Zeon initiated the first iteration of its ZEON ACADEMY, known as the German/International Elastomer course, with a gathering held in Italy during March. This educational programme was originally established by Zeon’s technical team in 2015 with the core mission of disseminating expertise surrounding the company’s speciality elastomers and associated product lines. The curriculum is designed to illuminate practical applications and to explore emerging opportunities where these advanced materials can be effectively utilized.

Over the course of two days in Sarnico, the Zeon Europe team engaged with a diverse group of attendees representing a broad spectrum of industries, who demonstrated strong support for the seminar. The sessions facilitated in-depth discussions covering Zeon’s product portfolio, real-world applications and evolving market trends. For those interested in participating in future training opportunities, reaching out to a Zeon representative is the recommended way to express interest or register colleagues.

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