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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MAXAM Tire has expanded its MS453 PRO line with the release of a new 24.00R35 size, designed specifically for rigid dump trucks operating in severe mining and aggregate environments. The premium tyre offers improved TMPH and TKPH capabilities alongside higher load capacity to boost productivity and extend service life under extreme conditions.

Engineered with a three-star casing to support heavy-haul rigid trucks, the new MS453 PRO model features an innovative self-cleaning two-stage tread void design that increases ground contact and grip for superior stability. Multiple tread compound options allow customisation to various site requirements, while a unique shoulder tie bar reduces lug deflection and stabilises the tread shoulder. Reinforced sidewalls, robust bead construction and enhanced steel belts deliver maximum puncture resistance.

With reduced void length to optimise the footprint and wear characteristics, the 24.00R35 addition strengthens MAXAM’s reputation as a reliable partner for global mining operations. The company continues to provide practical and advanced tire solutions that maximise performance where it matters most.

Jimmy McDonnell, VP – Sales & Marketing, MAXAM Tire, said, “At MAXAM, we know that mining & quarry operations demand more than just a tyre; they demand a solution that yields higher load capacity along with reliability that drives productivity. The new 3-star 24.00R35 MS453 PRO reflects our commitment to providing customers the confidence to take on tougher demands while lowering their total operating costs.”

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Goodyear is heading back to the lunar surface as part of a major new space initiative. Under NASA’s Artemis programme, the tyre manufacturer will equip Lunar Outpost’s Pegasus Lunar Terrain Vehicle (LTV) with specialised tyres designed for astronaut missions scheduled to begin in 2028.

The Pegasus vehicle is built for the harsh conditions of the Moon’s South Pole, where extreme temperatures, rocky ground and low gravity pose constant challenges. Goodyear’s lunar tyres will help astronauts travel longer distances and conduct scientific work safely, relying on engineering developed from decades of Earth-based and space-based experience.

Lunar Outpost leads the vehicle’s development alongside General Motors, Goodyear and Leidos. This partnership combines expertise from multiple industries to support the next phase of human exploration, aligning with Goodyear’s broader goal of leading tyre innovation both on Earth and in space.

Chris Helsel, Senior Vice President and Chief Technical Officer, said, "From breaking land speed records to traversing the Moon's surface to pushing the limits of the world's toughest race circuits, Goodyear innovations have been helping people travel safely on their own journeys for more than 125 years. Goodyear tyres first left tread marks on the Moon during the Apollo mission, and since then, Goodyear technology and the people behind it have kept making tyres worth bragging about."

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Tana Oy, a Finnish environmental technology company specialising in manufacturing mobile solid waste shredders, screens and landfill compactors, has unveiled a new digital tool called Tana Wingman, designed as an operator assistant for its line of TANA shredders. The system transmits live hopper camera footage and real-time equipment metrics directly to machine operators, with the stated goals of improving on-site safety and boosting processing efficiency. This digital assistant allows for more attentive monitoring of the shredding action and faster reactions to fluctuating feed conditions.

The solution is available as an optional upgrade for TANA Hammerhead and TANA Shark models, merging visual oversight with performance data on a tablet interface positioned inside the loading machine. Operators gain immediate access to critical readings without exiting their cabin, which promotes quicker judgments, consistent material flow and a safer work environment. A notable feature is its self-contained design, as Tana Wingman functions entirely on-site without relying on cloud servers or an internet link, keeping all data local.

This release strengthens Tana’s wider strategy of delivering smarter waste management through connected machinery, embedding practical intelligence directly into daily operations. By adding this tool to its digital suite, the company continues to focus on practical, machine-level enhancements rather than cloud-dependent solutions.

Retrofit kits are available for existing D series TANA Hammerhead and TANA Shark shredders, while new machines can receive the system during production. The setup uses a local Wi-Fi connection between the shredder and any commercial Android tablet running the Tana Wingman application, downloadable from the Google Play Store, with no need for proprietary hardware. Among the reported benefits are superior hopper visibility, fewer interruptions to leave the cabin, safer feeding practices, reduced risk of loader damage, transparent production capacity readouts and fully localised operation. Further details are accessible through authorised Tana distributors.

Petteri Tiainen, Product Marketing Manager – Digital Solutions, Tana Oy, said, “Tana Wingman gives operators immediate access to the information they need exactly where they need it. By combining a live hopper view with machine data, it supports faster decision-making, smoother material flow and safer day-to-day operation.”

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Citira, a Sweden-based company specialising in circular tyre management, has reached an agreement to acquire the Swedish truck and bus maintenance firm Malte Månson from the private equity group Accent Equity. The combination of Citira’s tyre expertise with Malte Månson’s vehicle servicing is designed to create a convenient, full-service offering for heavy vehicle fleets initially in Sweden, with further expansion planned across Europe.

For 108 years, Malte Månson has operated as a renowned independent maintenance partner for truck and bus operators throughout Sweden. The company has established a strong reputation for reliable day-and-night service, comprehensive drivetrain and ancillary equipment repairs and a warm customer approach. In 2025, the firm reported revenues of SEK 773 million (approximately USD 82.31 million).

The transaction remains subject to standard closing conditions and regulatory approvals, with finalisation expected in the third quarter of 2026. Following the deal, Staffan Lindewald and his fellow members of the management team are set to become co-owners of Citira.

David Boman, CEO, Citira, said, “Together with Malte, we can build a unique service offering for heavy vehicle fleets and users, delivering convenient and sustainable uptime, with only one point of contact for the customer. I am deeply impressed by the high-calibre team at Malte, which will be an excellent fit with our network of tyre shops.”

Staffan Lindewald, CEO, Malte Månson, said, “Citira felt like a natural fit for Malte. We share a position as an independent service-focused challenger. We share the same type of heavy vehicle customers for which we provide complementary services. With Citira, we can reach more customers, provide additional services to our existing ones and accelerate Malte’s growth journey.”

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