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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Pirelli is all set for the winter season with its winter tyre range that is renewed over the past two years. The newly launched Scorpion Winter 3 joins the P Zero Winter 2 for high-performance cars and the Cinturato Winter 3 for saloons and crossovers. The range is available with Pirelli Elect technology for electric vehicles. Independent tests by European organisations have placed Pirelli winter tyres at the front in safety-related areas, while the Cinturato All Season SF3 has recorded four victories and six additional podium finishes.

Winter tyres or suitable equipment are required from 15 November to 15 April. Most winter driving occurs on dry and wet roads. Below 7°C, winter compounds offer more grip than summer compounds, and the tread pattern helps counter aquaplaning and generate traction on snow. Sidewall markings indicate capability: M+S identifies a product for challenging surfaces, while 3PMSF certifies testing in harsh conditions. An appropriate winter driving style includes increased safety distance, avoiding sudden acceleration and reducing brake use in favour of engine braking.

The Cinturato Winter 3 took first place in the 2026 ADAC winter tyre test in size 225/50 R17 against 16 models, earning a highly recommended rating with the best wet score and the highest assessment for driving safety. It won the AvD test in size 225/45 R17 against 15 tyres with a very good rating. It also finished first in the Auto Bild comparison in size 205/55 R16 on a Volkswagen Golf against 14 tyres with an exemplary rating. Podium finishes followed in tests by Auto Express, Auto Bild Allrad and Tyre Reviews, giving six podium finishes in seven tests, including three victories.

The Scorpion Winter 3 debuted with a victory in the alVolante comparison in size 235/60 R18 on an Alfa Romeo Stelvio, ranking first among six winter tyres. Its wet performance, shortest braking distance, fastest lap time and progressive reactions set it apart. It was judged consistent and predictable on snow and balanced on dry roads.

In the annual Auto Bild super comparative test, the P Zero Winter 2 finished on the podium with an exemplary rating, thanks to precise driving behaviour in wet and dry conditions and braking performance on both surfaces. The Cinturato Winter 3, Scorpion Winter 3 and P Zero Winter 2 are available with Pirelli Elect technology on dedicated fitments for Europe's electric vehicle fleet. Elect addresses low rolling resistance for range, acoustic comfort, longer tyre life, grip for immediate torque and a reinforced structure for battery weight.

All-season tyres suit drivers mainly in urban areas covering up to 20,000 km per year without frequent heavy snowfall. Higher mileage, regular mountain travel or high-performance cars generally call for winter tyres. The Cinturato All Season SF3 carries the 3PMSF marking and has four victories in comparisons by Auto Zeitung, Reifentester, Auto Express and Que Choisir, plus six additional podium finishes. The new Scorpion All Season SF3 extends the approach to SUVs.

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Nokian Tyres will withdraw its sponsorship of the 2027 IIHF Ice Hockey World Championship should Russia be permitted to compete, the company has confirmed. The decision follows a Court of Arbitration for Sport (CAS) ruling that cleared Russian national teams to return to international ice hockey. Nokian Tyres stated that continuing the sponsorship under such circumstances would conflict with its values. Tiina Frazer, SVP of Brand, Marketing and Communications, explained that while the 2026 tournament cooperation proved highly successful, the company felt compelled to act on its principles regarding Russian participation.

The tyre manufacturer had been named an Official Sponsor for both the 2026 and 2027 IIHF Ice Hockey World Championships in late 2025. Its 2026 involvement included the ‘Carve the Corners’ contest, running from 6 February to 20 March, which offered fans in the United States and Canada a chance to win a trip to the tournament. The 2026 event, held from 15 to 31 May, featured 64 games with 16 top national teams competing for the title and stands as the world’s largest annual winter sports event.

Frazer said, “Our sponsorship agreement with the IIHF covers the 2026 and 2027 World Championships, and our cooperation around the 2026 tournament was very successful. However, under the current circumstances, continuing the sponsorship if Russia participates would not be aligned with our values. We have therefore decided to end our sponsorship of the 2027 World Championship should Russia be allowed to take part.”

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Sri Trang Agro-Industry Public Company Limited (STA), the world's largest fully integrated natural rubber company, has been honoured at the Intelligent Industry Awards 2026, an accolade bestowed by the National Science and Technology Development Agency (NSTDA). The award was formally received on 30 October 2026 at Bangkok's S31 Sukhumvit Hotel by Executive Director Vitchaphol Sincharoenkul, accompanied by Akarat Mattayangkul, Factory Manager of the Huai Nang Branch, and Poowanart Laoprasert, Factory Manager of the Loei Branch.

Three of the company's production sites earned recognition under the award. The Loei and Huai Nang branches in Trang Province were cited for their technically specified rubber (TSR) operations, while the Kanchanadit Branch in Surat Thani Province was acknowledged for latex production. Evaluators placed weight on technology deployments that yield demonstrable outcomes, alongside sustained organisational development spanning operational processes, personnel, energy and sustainability.

Research and development form a central pillar of STA's strategy, merging its natural rubber know-how with digital tools and artificial intelligence. Among its flagship efforts is the Sri Trang AI Machine (SAM), which harnesses AI to bolster analysis and decision-making in production. The company also runs an ‘AI Clinic’ that invites staff from every department to pitch ideas, exchange experiences and obtain expert advice on embedding AI in routine tasks, thereby streamlining workflows, aiding decisions and lifting operational efficiency while nurturing a culture of technological learning.

The accolade underscores STA's drive towards Industry 4.0 through digital adoption, automation, innovation, workforce development and prudent resource management. It represents a further milestone in Sri Trang Group's evolution, reinforcing its emphasis on technology, people and resource efficiency as it continues to champion the sustainable development of Thailand's rubber sector.

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Professor James Busfield of Queen Mary University of London has been awarded the prestigious IRCO Medal by the International Rubber Conference Organisation (IRCO) in recognition of his longstanding contribution to international rubber conferences. The honour was presented by IRCO Executive Chairman Michael Clayton at IRC 2026 in Aichi, Japan, immediately before Busfield delivered his plenary lecture. The IRCO Committee unanimously approved the award at its meeting in Bangkok on 2 December 2025.

His involvement with the organisation spans more than a decade, having represented the United Kingdom on the IRCO Committee since 2013. He chaired and organised IRC 2019 in London, attracting 550 delegates, and led the organisation of RubberCon events in Manchester in 2014 and Edinburgh in 2023, the latter welcoming over 310 participants from 26 countries. A frequent plenary and keynote speaker, he also regularly involves postgraduate students in these international gatherings, providing opportunities to showcase their research and build professional connections.

Left to right: Michael Clayton, Executive Chairman of IRCO; Professor James Busfield, Queen Mary University of London; and Professor Mikihito Takenaka, Congress Chair of IRC2026 AICHI and Professor at the Institute for Chemical Research, Kyoto University.

Beyond his international conference work, Busfield has headed the Elastomer Group at the Institute of Materials, Minerals and Mining (IOM3) since 1995. Under his leadership, the group has delivered more than 100 meetings and conferences for the rubber sector while introducing hybrid events to expand global accessibility. At Queen Mary, he serves as Professor of Materials, National Teaching Fellow, Deputy Head of School and Head of the UK's largest soft matter research group. His career began in automotive suspension engineering before he completed his doctorate under Professor Alan Thomas.

Busfield's research encompasses rubber friction, fatigue, fracture, recycling and smart materials, supported by more than 190 peer-reviewed publications and industrial collaborations with Bridgestone, Continental, Aston Martin F1 and Schlumberger. Elected a Fellow of the Royal Academy of Engineering in 2020, he has also received the Colwyn Medal (2009), the American Chemical Society Rubber Division's George Stafford Whitby Award (2021) and the IOM3 T B Marsden Medal (2024).

Michael Clayton, Executive Chairman of IRCO, said, “James never travels alone. At every conference he brings his students, and gives them the chance to present, to meet people and to begin their careers in our industry. He is incredibly generous with his time, and one of our industry's most engaging speakers. Professor Busfield is an incredibly worthy recipient of the IRCO Medal.”

Professor James Busfield said, “It is a great honour to receive the IRCO Medal. IRCO has coordinated the International Rubber Conference and RubberCon events for about 60 years, and I have been fortunate to have been a part of that community for about half of that time. I enjoy greatly participating in these conferences and value the opportunity to meet the global rubber experts, discuss with them new innovations and together help to move the discipline and our industry forward. My thanks are extended to all of those from the global rubber community who have worked to make our IRCO events so successful.”

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