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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Bridgestone Retail Operations (BSRO), a subsidiary of Bridgestone Americas, has concluded its fourth annual ‘Download the App, Plant a Tree’ campaign, resulting in nearly 59,000 new trees being planted across United States. The initiative, which ran from Earth Day on 22 April through the end of Bridgestone’s Sustainable Business Week on 12 May, encouraged customers of Firestone Complete Auto Care and Tires Plus to transition away from paper-based processes. In partnership with The Nature Conservancy, the company committed to planting one tree seedling for every new download of its mobile applications.

Since the programme’s inception in 2023, the cumulative effort has contributed over 244,000 tree seedlings to a conservation project spanning 3,600 acres. For the second consecutive year, Bridgestone has collaborated with The Nature Conservancy to focus reforestation on flood-prone areas within the Mississippi Delta region, protecting vulnerable farmland. This work builds upon a significant prior contribution, as the company donated over 5,700 acres of Tennessee land to the organisation in 2018, the largest land donation in that chapter’s history.

The mobile applications function as digital glove boxes, enabling customers to schedule appointments, access vehicle histories and review promotional offers. By incentivising digital adoption, BSRO seeks to curtail paper waste across its 2,200 retail locations. Beyond reducing paper consumption, the company’s sustainability strategy incorporates electric vehicle maintenance and charging services, alongside recycling nearly all products and byproducts used in stores.

This reforestation effort supports the Bridgestone E8 Commitment, a framework of eight corporate values guiding sustainability objectives. The campaign exemplifies the company’s dedication to Energy, Ecology and Efficiency, demonstrating how customer engagement drives environmental outcomes. Through these actions, BSRO integrates ecological responsibility into its retail operations and long-term business model.

Marko Ibrahim, President, BSRO, said, “We are proud to see this campaign continue to grow and support Bridgestone’s long-term sustainability goals. By helping expand green space in communities across the country, our stores are demonstrating what it means to live out our Promise to Care.”

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NEXEN TIRE has inaugurated a fully automated logistics centre at its European manufacturing facility in Žatec, Czech Republic. The strategic project significantly boosts the plant’s storage capacity by roughly 57 percent, elevating it from 530,000 to 830,000 tyres.

Spanning 7,104 square metres and rising 51 metres high, the new warehouse employs cutting-edge automation, including RFID-based product tracking and fully automated inbound and outbound systems. These technologies streamline the entire production-to-shipment process, enhancing both operational efficiency and inventory accuracy. Consequently, the European subsidiary gains greater agility to address seasonal demand shifts, ensuring faster and more reliable deliveries that bolster regional customer satisfaction.

Since commencing European production in 2019, NEXEN TIRE has persistently expanded its local presence. The warehouse project, launched in October 2024 following the plant’s second-phase completion, directly supports rising output and underscores the company’s commitment to strengthening supply chain resilience and manufacturing capabilities across Europe.

John Bosco (Hyeon Suk) Kim, CEO, NEXEN TIRE, said, “This warehouse expansion does more than just increase storage capacity. It is a strategic investment that will strengthen our integrated production and logistics capabilities. By continuously enhancing the operational capabilities of our European plant, we will improve the trust of customers and further accelerate our growth in the European market.”

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Tegeta Green Planet, a pioneering Georgian organisation authorised by the Ministry of Environmental Protection and Agriculture under the Extended Producer Responsibility (EPR) system, partnered with Shine Energy for an educational visit to GLC School (Georgian Learning Center School). The organisation specialises in the circular economy collection, transportation and recycling of used tyres, waste oils and batteries.

Students from grades VI to IX engaged in dynamic discussions, practical exercises and interactive tasks designed to impart crucial knowledge on waste management and resource conservation. The session illuminated the mechanics of the EPR system and underscored the vital role of individual citizens in environmental stewardship. To commemorate their enthusiastic participation, the students received certificates and symbolic gifts.

This initiative is part of a broader strategy by both companies to cultivate environmental consciousness among youth. By utilising practical examples and interactive learning methods, including presentations and games, the project aims to instil sustainable behaviours and a deep understanding of circular economy principles in the next generation.

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The Alliance for the Future of Tires (AZuR) has expanded its European network by integrating REGOM, a French innovator specialising in automated sorting and identification systems for end-of-life tyres. This partnership strengthens the collaborative push towards a sustainable tyre circular economy, leveraging REGOM’s technological expertise to enhance digitalisation and transparency across the industry.

Proper assessment and classification of used tyres is the foundational step in establishing a functional circular system. Determining whether a tyre is fit for reuse, retreading, recycling or alternative recovery processes is essential to maximising the lifespan of valuable materials. REGOM’s solutions directly address this critical juncture by providing precise, data-driven evaluations.

The company employs advanced artificial intelligence, image processing and real-time data analysis to capture key attributes like tyre dimensions, manufacturer details and tread depth. This technology enables accurate sorting, directing each tyre towards its most suitable end-of-life pathway, thereby improving the efficiency of material flows and boosting recycling rates. Such automated objectivity is a significant asset for waste managers, recyclers and retreaders.

Looking forward, REGOM is actively engaged in pioneering initiatives like the Digital Product Passport and RFID-based identification. These tools are vital for ensuring full lifecycle traceability, from production through multiple use cycles. By enabling comprehensive data collection and process optimization, these technologies promise to drive greater resource efficiency and solidify the digital backbone of the future circular economy.

Christina Guth, AZuR network coordinator, said, “Digital technologies will play a key role in the tyre circular economy in the future. They help to keep tyres in circulation longer, strengthen high-quality recycling pathways and use valuable raw materials more efficiently.”

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