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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CEAT Limited recently organised a specialised engagement initiative for women fleet owners at its manufacturing complex in Chennai. The programme aimed to foster professional dialogue and knowledge sharing while providing an in-depth look at the intricacies of tyre production and development. Attendees, who came from diverse regions across the country, toured the company’s advanced Chennai facility, which holds a 'World Economic Forum Lighthouse' designation. During the visit, they witnessed key production stages, engaged with technical experts and learned about the quality control, safety protocols and innovative practices integral to CEAT's operations.

This effort brought together 14 women transporters representing various roles and business sizes within the logistics sector, collectively contributing decades of industry experience. The gathering was arranged in collaboration with the Women’s Wing of the All India Transporters Welfare Association (AITWA), with participants hailing from major cities such as Mumbai, Delhi, Kolkata and Chennai. The initiative was supported by Reema Kothari Jogani, Chairperson of the AITWA Women’s Wing.

While women still form a modest segment of India's transport workforce, their involvement has been steadily rising. This trend is significant in the context of the country's broader economic ambitions, including the Viksit Bharat 2047 vision and the goal of a USD 30 trillion economy, where women-led development is seen as a key driver. The logistics industry itself is projected to grow substantially from its 2024 valuation of USD 354 billion to USD 800 billion by 2030.

CEAT is actively working to increase female participation, particularly in manufacturing. Through automation, ergonomic enhancements and lift-assist systems, the company has made physically demanding roles more accessible. These measures have resulted in women comprising 20 percent of the workforce at the Chennai plant. Furthermore, the Nagpur facility, which was the first in Maharashtra to permit night shifts for women, has achieved 28 percent female representation on its shop floor. The company’s focus extends beyond numbers to creating an environment where women are encouraged to lead and excel in roles that have been traditionally male-dominated.

Vishal Pawar, Senior Vice President – Global Sales and Supply Chain, CEAT, said, “Women fleet owners are playing a pivotal role in redefining the boundaries of the transport sector. Their determination and entrepreneurial spirit inspire us. At CEAT, we are proud to create meaningful avenues for them to engage with the industry, build networks and gain deeper exposure to manufacturing and technology. We remain committed to supporting their journey of growth and empowerment.”

Reema Kothari Jogani said, “Building an inclusive logistics ecosystem requires collaboration between industry stakeholders, organisations and entrepreneurs. CEAT’s initiative is a constructive step towards strengthening this ecosystem by enabling women fleet owners to interact with experts, learn from best practices and explore the operational depth of modern manufacturing. These are women who not only run and grow their businesses together but also share a strong sense of camaraderie supporting each other and finding moments of fun along the way. Such engagements help accelerate the participation of women in a traditionally male dominated sector and contribute to long term industry transformation.”

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The ongoing conflict in West Asia presents serious challenges for India’s tyre industry, according to the Automotive Tyre Manufacturers Association (ATMA), which has called on the government to introduce policy measures to ease the emerging pressures. In a recent submission, ATMA detailed how the geopolitical turmoil is likely to disrupt export activity, drive up raw material prices and strain the sector’s supply chain.

India sends tyres worth an estimated USD 250–260 million to West Asia each year, a trade flow now at risk. The situation is further complicated by potential blockages or delays in strategic maritime passages like the Strait of Hormuz and the Suez Canal, which could slow shipments to Europe, United States and Africa while pushing freight costs higher.

Soaring crude oil prices, currently around USD 100 per barrel, are compounding the problem. Given that crude derivatives account for 60 to 70 percent of the materials used in tyre production, inputs such as synthetic rubber, carbon black and processing oils are becoming significantly more expensive. Import-reliant segments of the supply chain, including natural rubber, chemicals and tyre cord fabrics, are also feeling the strain from disrupted global shipping routes.

ATMA has proposed a range of government interventions to help the industry navigate these headwinds. These include reinstating previous RoDTEP rates, improving Duty Drawback benefits and correcting the inverted duty structure affecting tyres and natural rubber. Easing import restrictions on natural rubber – such as lifting port limitations, removing pre-import conditions and extending the export obligation period to 18 months – has also been suggested. In addition, the association recommends lowering or removing customs duties on other raw materials that are either in short supply domestically or not produced locally.

To maintain continuity in production, ATMA has urged that the tyre industry and its Tier-1 suppliers be classified as ‘Essential’ services. This designation would help secure a steady supply of natural gas and LPG, both vital for manufacturing. Any disruption, the association warns, could ripple through sectors reliant on mobility, including logistics, agriculture and public health services. ATMA remains hopeful that timely government support will preserve the stability and global competitiveness of India’s tyre sector.

Arun Mammen, Chairman, ATMA, said, “For the Indian tyre industry, the combined impact of rising input costs, freight disruptions and export uncertainties could affect competitiveness in international markets. At a time when India is focused on strengthening its export momentum, it is important that the industry receives timely policy support to navigate these challenges."

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Falken Tyre has announced the return of its popular ‘Falken Says Fill Up’ campaign, scheduled to run from 15 March to 31 May 2026 across 20 European markets. The initiative is designed to pair a strong product offering with an appealing customer incentive. Those purchasing a set of Falken summer or all-season tyres of at least 16 inches, excluding those for lorries, will receive a fuel voucher as part of the promotion.

The campaign places particular emphasis on the Falken ZIEX ZE320, a summer tyre developed to meet the demands of contemporary driving. It offers high levels of comfort, precise handling and a well-balanced combination of efficiency and everyday practicality. An enhanced rubber compound contributes to superior wet grip, while lower rolling resistance helps reduce both fuel use and CO₂ emissions relative to the previous model. The tyre is especially suited to frequent drivers and families seeking safety, durability and a smooth experience during long journeys in warm conditions. The summer range also includes the sporty Falken AZENIS FK520, noted for its stability and short braking distances, alongside the newly introduced Falken EUROALL SEASON AS220, an all-season tyre built to perform reliably in fluctuating weather.

In addition to the fuel voucher, Falken is introducing two new giveaways for the 2026 edition. Collaborating with Enders, the company will offer high-end gas grills from the UNIQ PRO 3 IK KITCHEN Cruster line. Furthermore, in partnership with the Professional Darts Corporation, branded dart sets will also be available.

The campaign will be active in Austria, Belgium, Bulgaria, the Czech Republic, Finland, France, Germany, Greece, Hungary, Italy, Luxembourg, the Netherlands, Poland, Portugal, Romania, Switzerland, Slovakia, Slovenia, Spain and Sweden. It is important to note that both the nature and value of the fuel vouchers, as well as the exact timing of the promotion, may differ from one country to another.

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Toyo Tires has introduced the new M165 commercial van tyre, an all-season option specifically engineered with last-mile delivery operations in mind, targeting the challenges of frequent stopping, heavy cargo and urban driving. A key focus of the tyre is to help fleet operators lower operational costs through improved fuel efficiency and promotion of even, long-lasting treadwear.

The M165 addresses the handling characteristics of tall vans by incorporating an e-balance design that enhances stability and minimises sway. This is complemented by a specialised cap compound and sidewall protectors to improve traction and shield the casing from the curb damage common in delivery routes. The tyre’s robust construction is intended to withstand the wear associated with constant acceleration, braking and heavy loads. It will succeed the previous H08+ model in the manufacturer’s commercial lineup.

To ensure durability under stop-and-go activity, the tyre features new compounds that resist uneven wear. The all-season tread pattern integrates interlocking blocks and multi-wave sipes for reliable grip on both wet and dry roads while reducing block movement for greater stability. The advanced casing is engineered to resist damaging heat and support retreadability, thereby extending its usable life.

The Toyo M165 will be available in spring, offered in multiple 16-inch sizes with D and E load ratings, making it suitable for vehicles like the Ford Transit, Ram ProMaster and Rivian RCV.

Jordan Vastine, Product Planning and Technical Services Manager, Toyo Tire U.S.A. Corp, said, “The newly launched M165 commercial van tyre is built with the focus of helping fleets see higher removal miles while reducing irregular wear. We are confident the M165 will complement the already proven Toyo commercial product lineup.”

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