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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Hankook Tire has completed a significant expansion of its European manufacturing facility in Rácalmás, Hungary, marking the company's first production of truck and bus tyres on the continent. The new line, representing an investment of EUR 540 million, is scheduled to commence operations in October and has been configured to deliver more than 800,000 units annually. The first pre-production tyre from these facilities was officially unveiled at the ongoing IAA Transportation exhibition.

Previously, Hankook supplied European commercial vehicle customers exclusively from plants in Korea and China. The Hungarian line substantially reduces delivery distances, strengthening supply reliability and cutting lead times. Logistics-related carbon dioxide emissions also decline as lengthy transport routes from Asia are partially eliminated. Europe represents roughly 45 percent of Hankook's worldwide sales, making it a critical market for the tyre maker.

The Rácalmás site has received approximately EUR 856 million across three earlier expansion phases since 2007, with the third stage finishing in spring 2015. It now produces as many as 17 million tyres yearly for passenger cars, SUVs and light commercial vehicles. The fourth phase added the truck and bus tyre line and has seen around 66,000 square metres of production and support buildings constructed since 2024. More than 450 local jobs are being created. Globally, Hankook operates eight plants with capacity for up to 100 million tyres annually and employs about 20,000 people.

Designed as a highly automated facility, the new line relies on automated logistics systems, autonomous guided vehicles and real-time tracking to manage material flow and warehousing, while automated testing ensures consistent quality. Sustainability guided planning and operation through energy-efficient systems, optimised supply infrastructure and modern process controls that lower energy and water use. The plant earned ISCC PLUS certification in 2023. Production will initially centre on 22.5-inch truck and bus tyres, gradually broadening as capacity and approvals allow.

Jongho Park, President and COO, Hankook Tire Europe, said, “The expansion of our European production plant with a new line for truck and bus tyres is yet another key milestone for Hankook in Europe. The central location of the facilities in Hungary and their proximity to the core European markets is a key locational advantage. It will enable us to supply our European customers with premium commercial vehicle tyres even more reliably and quickly, and to respond to their needs with the greatest possible flexibility.”

Ho Taek Lim, Vice President and Managing Director of the plant in Rácalmás, said, “This expansion project was one of the largest industrial development projects ever undertaken at the site in Hungary. The new truck and bus tyre production facilities will transform the plant into a comprehensive production site of significantly greater complexity and with a higher level of automation.”

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Continental has expanded its global ultra-high-performance tyre portfolio, covering sizes 18 inches and above, over five years and plans further growth. By late 2027, it will add over 650 new sizes across all lines for original equipment and replacement markets. This responds to demand for tyres suited to larger, heavier, more powerful and electrified vehicles, supporting profitable growth.

UHP tyres for passenger cars and light commercial vehicles now matter more to Continental and its customers. From 2020 to 2025, their share of global passenger-car tyre sales across all brands rose from 41 to 55 percent. Asia-Pacific leads at 70 percent, the Americas at 66 percent and EMEA at 43 percent. For the Continental brand, the share grew from about 49 to 62 percent.

The trend towards larger tyres links to vehicle market shifts. Cars are becoming bigger, heavier and more powerful, with SUVs increasingly common. Electric mobility is another weight driver, since batteries add considerable mass. Modern drivetrains also produce torque once associated only with high-performance sports cars. These changes demand more from tyres, which must support heavier loads while ensuring safety, efficiency and comfort.

UHP tyres combine high grip, short braking distances and precise handling with low rolling resistance and high mileage. Continental develops them mainly for wheel-and-tyre combinations of 18 inches and above, performance SUVs, premium sedans, sports cars and high-performance electric vehicles. It is expanding this range across major markets, adding over 650 sizes by the end of 2027, including secondary brands such as Semperit and Uniroyal.

This reflects growing vehicle market diversification, as manufacturers offer more variants and need tyres tailored to differing performance, efficiency and comfort requirements. UHP tyres must meet conflicting demands, balancing grip, braking, handling, rolling resistance, comfort and mileage, with rubber compounds playing a central role. Continental relies on simulations, laboratory analyses, bench tests and driving tests across varied conditions, with the High Performance Technology Center in Korbach driving manufacturing advances applied globally, where UHP tyres up to 24 inches are made.

Testing occurs at the Contidrom near Hannover, Arvidsjaur in Sweden and Uvalde in Texas, focusing on braking, handling, high-speed capability, comfort and durability. Collaboration with tuners ABT Sportsline and BRABUS, plus motorsport input through Hoosier, further advances development. The SportContact 7 exemplifies the segment, available from 18 to 24 inches and approved by Audi, BMW, BYD, Maserati, Mercedes-Benz, Polestar, Porsche, Volkswagen and Zeekr, ranking top three in 27 of 29 international tests.

Edwin Goudswaard, head of Research and Development for Continental’s Tires group sector, said, “With our expanded UHP portfolio, we are responding directly to the increasing demands of modern vehicles. This enables us to offer our customers around the world even more tailored solutions for safety, efficiency and driving dynamics. As modern tyres become larger, heavier and more powerful, tyres are becoming even more critical. They are no longer simply the vehicle’s connection to the road, but a key prerequisite for safety, efficiency and driving dynamics. The UHP segment clearly demonstrates how capable modern tyres need to be. The art lies in combining conflicting requirements at the highest level, and that is precisely what sets our tyres apart.”

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The Yokohama Rubber Co., Ltd. has announced that a car equipped with its ADVAN flagship tyres claimed overall victory at the 2026 Nürburgring Langstrecken-Serie (NLS) Round 8 in Germany on 12 September. The ADVAN racing tyres delivered the grip and durability required to succeed in the demanding endurance event.

The winning entry was the No. 77 BMW M Motorsport car, fielded by Schubert Motorsport. It started from the front row, took the lead early and stayed with the front-runners throughout. After moving back ahead on lap 24, it resisted heavy pressure from closely pursuing rivals and crossed the line just 0.308 seconds clear of the second-place finisher.

This season marks the first collaboration between Yokohama Rubber and BMW M Motorsport in almost 40 years. The No. 77 BMW M4 GT3 EVO, featuring ADVAN’s ‘Red in Black’ livery, has been consistently competitive, winning Rounds 3 and 8 while finishing second in Rounds 6 and 7.

Following Round 9 on 13 September, the car leads the NLS Speed Trophy standings, awarded for the most points across all classes. The ‘Red in Black’ entry will seek to secure the trophy and the series title in October’s final round.

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FALKEN has launched its ‘Falken says fill up!’ promotion for 2026, marking the start of its established seasonal campaign. Running from 15 September to 30 November, buyers of four winter or all-season tyres sized 16 inches or above, excluding HGV tyres, can receive a reward worth EUR 20. The initiative operates across 14 European markets, including Germany, Italy, Poland, Switzerland and the Czech Republic, among others.

In Germany, participants may select either an Aral SuperCard or EnBW mobility+ charging credit. Beyond this immediate reward, FALKEN has partnered with ZEG to offer additional prizes. One BULLS Copperhead EVO AM 2 e-trail bike, valued at EUR 4,999 and three BULLS Machete RX 1 carbon gravel bikes, each worth EUR 1,999, will be given away.

The campaign highlights three tyres from FALKEN’s current range. The EUROALL SEASON AS220 suits drivers seeking year-round flexibility, offering reliable handling, efficiency and wet-road grip for regions with changeable weather. For winter, FALKEN recommends the EUROWINTER HS02 and HS02 PRO, both engineered for grip and stability on wet, cold and snowy roads. The HS02 delivers balanced winter performance, while the HS02 PRO targets drivers preferring precise, dynamic handling in cold conditions.

Retail partners also benefit from the promotion, which combines an instant reward, a high-value prize draw and a strong product assortment. These elements provide useful talking points for customer relations and stimulate purchasing at the outset of the winter tyre season.

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