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.

Comments (0)

ADD COMMENT

Link Copied!

Pirelli has completed the renewal of its winter range with the Scorpion Winter 3, a tyre developed for SUVs in cold-weather conditions. That segment now accounts for more than half the global market and brings distinctive traits, notably greater weight and a higher centre of gravity, which demand dedicated internal structures and tread patterns.

The result is a tyre balancing performance across the many conditions of winter, from snow and wet roads to dry asphalt. It overcomes a traditional winter tyre compromise, giving SUV drivers consistent strength even in demanding situations, a claim already supported by a first independent test that ranked it best among its competitors. At launch, every size carries an A wet-grip rating on the EU tyre label, with noise between classes A and B. For the growing electric and plug-in hybrid portion of this segment, Pirelli also offers Elect technology, engineered specifically for those powertrains.

Development began with how tyres behave under heavy loads. The contact patch was redesigned to optimise pressure peaks, critical for mileage and even wear on heavy vehicles. This produced the generation's first major innovation: as the tread wears, the active edges within the contact patch, and therefore snow and wet grip, stay consistent over time. A dedicated carcass and tread design were likewise engineered for high vehicle weights.

The tread geometry adopts several Cinturato Winter 3 solutions, that tyre having recently won a test by the independent German association ADAC. These include a zigzag central groove for water evacuation and lateral snow grip, patented Snow Keeper Teeth that retain snow in the grooves to exploit snow-on-snow contact, and a high void ratio that aids snow and wet performance while countering aquaplaning. SUV-specific additions include stiffer tread blocks for handling and wear resistance under load, plus calibrated sipe density to preserve dry-road behaviour.

The compound draws on P Zero Winter 2 experience, using specific polymers such as Dual-Core Polymer, whose dual mechanism improves grip across conditions, while plasticisers broaden the operating temperature range. Engineers at Bicocca made extensive use of advanced Virtual Development techniques, simulating variables for precise results while cutting development time and prototypes, and driving simulators from static to dynamic helped target dry handling and enjoyment. The Pirelli Sottozero Center in Swedish Lapland enabled year-round snow and ice testing, partly indoors.

Launching in 30 sizes from 18 to 22 inches, the tyre offers Elect technology, which can raise electric and plug-in hybrid range by up to 10 percent, the Pirelli Noise Cancelling System that reduces perceived cabin noise via internal sound-absorbing material and Seal Inside for pressure retention after external punctures. It joins the Scorpion family begun in 1986 for high-riding vehicles and first fitted to the Lamborghini LM002, now spanning summer, winter and all-season road and off-road products with a strong original equipment focus. It adds to more than 1,200 homologations, including bespoke work for Aston Martin, Porsche, Lamborghini, Lotus, Audi, BMW, JLR and NIO. With winter tyre or snow chain rules starting 15 November, it completes a Winter range fully renewed over two years, alongside P Zero Winter 2 and Cinturato Winter 3.

Comments (0)

ADD COMMENT

Link Copied!

Tyres Europe has joined 44 European organisations in backing a joint statement spearheaded by European Metals, which urges EU Member States to endorse a more rapid and robust application of the bloc’s trade defence arsenal. The statement advocates for extra personnel within DG TRADE’s trade defence units and greater reliance on existing instruments while pressing the Commission to introduce a fresh policy toolkit targeting state-driven market distortions.

For the tyre industry, these concerns carry direct consequences. European tyre production remains capital-intensive, encompassing over 70 plants, including retreading operations, alongside roughly 20 research and development centres. Of the 398 million tyres newly fitted across the EU in 2024, approximately 40 percent originated beyond the Union’s borders. In recent tyre proceedings, trade patterns evolved more swiftly than the EU could respond, both prior to and following the imposition of measures.

On 5 October, Tyres Europe published its position paper, ‘Towards a more effective EU Trade Defence Policy’, outlining its recommendations. Mirroring the joint statement, the paper requests additional resources for DG TRADE and advocates launching work on a new instrument designed to tackle systemic distortions.

Comments (0)

ADD COMMENT

Link Copied!

Sri Trang Group, the world’s largest fully integrated natural rubber company and the parent organisation of Sri Trang Agro-Industry Public Company Limited (STA) and Sri Trang Gloves (Thailand) Public Company Limited (STGT), concluded its flagship ‘One Sri Trang CG Day 2026’ initiative, built on the premise that strong governance underpins sustainability. The hybrid programme combined online participation with interactive training, drawing over 1,070 attendees, including directors, executives, staff and factory workers nationwide. Artificial intelligence made the material more engaging and accessible. Topics spanned business ethics, anti-corruption compliance, conflict-of-interest management, inside information handling and complaint procedures – framed as the bedrock of transparent operations that earn stakeholder trust.

Direction came from STA Executive Director Vitchaphol Sincharoenkul and STGT Chief Executive Officer Jarinya Jirojkul, who outlined the Group's governance policies and strategic priorities. Those policies provide guardrails for transparency, risk prevention, traceability and sustainable expansion, consistent with the organisation's vision and commercial goals. Both stressed that a culture of integrity and responsibility, grounded in Sri Trang's core values, buffers against pressures ranging from economic and technological disruption to natural disasters and competitive threats.

Rather than conventional lectures, organisers chose edutainment. A two-part miniseries, ‘The Domino Effect’, walked participants through real-world dilemmas in procurement, gift-giving and business hospitality, illustrating how conflicts of interest, misuse of inside information and whistleblowing cascade into consequences. AI-generated content added another layer, with virtual characters and simulated videos addressing code-of-conduct compliance, corruption, whistleblowing and complaint investigations. These dramatised situations helped staff grasp the fallout of poor decisions and recognise the right course of action, showing how AI can strengthen governance culture and broaden learning participation.

An interactive live quiz and discussion segment gave participants room to unpack scenarios and draw lessons on ethical decision-making, tied to the Group's code of business conduct and anti-corruption policy. The session reinforced the expectation that gifts be declined on all festive occasions and highlighted whistleblowing channels designed to safeguard reporters and keep identities confidential. Beyond the event, Sri Trang Group plans to continue the programme via its online self-learning platform, targeting full completion of refresher training and knowledge assessments within a month.

The effort dovetails with external benchmarks, including requirements of Thailand's Private Sector Collective Action Against Corruption, notably its top three-star CAC Change Agent status, alongside domestic and international ESG assessment standards. By tying its internal training push to these frameworks, Sri Trang Group signals that governance is not a one-off exercise but an ongoing commitment woven into how the organisation operates.

Highlighting the importance of corporate governance in global trade, Sincharoenkul said, “Transparency and good corporate governance are fundamental to business credibility, particularly within global supply chains, where stakeholders increasingly priorities raw material origins, traceability and responsible operations. Sri Trang Group is therefore committed to raising operational standards across every process so that our business partners, customers and stakeholders worldwide can be confident that every product comes from a transparent, traceable supply chain that supports our shared sustainable growth.”

Elaborating on the importance of instilling ethical awareness among employees, Jirojkul said, “Building confidence among customers worldwide depends on more than product quality. It also depends on the integrity, responsibility and commitment of every employee to doing what is right. STGT therefore prioritises embedding a corporate governance mindset into everyday work, because every action we take affects the trust that customers and stakeholders place in our organisation. When everyone upholds the same principles, we can deliver both quality products and lasting confidence to customers around the world.”

Comments (0)

ADD COMMENT

Link Copied!

TyreSafe, UK’s leading tyre safety charity, has joined forces with Wise in a newly announced partnership designed to reinforce the relationship between tyre safety, responsible workforce management and regulatory compliance. The collaboration draws on TyreSafe's specialised knowledge of tyre safety alongside Wise's track record in assisting organisations that manage compliant self-employed and subcontracted workforces.

The arrangement emerges amid continuing growth in last-mile delivery and subcontracted labour, where drivers often operate under demanding schedules, travel between numerous locations and face considerable time pressure. Those behind the partnership emphasise that safety needs to be embedded within everyday working practices, rather than treated as a matter to be resolved only after an incident or problem has already occurred.

Compliance for businesses engaging self-employed or subcontracted workers stretches from onboarding and verification through to ongoing workforce management. Nevertheless, responsible management involves considerably more than documentation and procedures. When vehicles are central to a worker's role, organisations must also establish whether those vehicles remain safe, roadworthy and adequately maintained. Tyres represent the sole point of contact between a vehicle and the road surface, making them vital to safety, yet they can be neglected when drivers and businesses concentrate on completing deliveries, attending appointments or meeting tight schedules.

Under TyreSafe's ACT framework, preventative checks are organised around three areas: air pressure, condition and tread. Wise serves sectors such as logistics, last-mile delivery and construction, having onboarded over 280,000 subcontractors, with more than 2,500 companies using its platform. Delivery drivers complete multiple drops and accumulate significant mileage, while construction subcontractors regularly meet kerbs, rough surfaces, debris and shifting site conditions, placing added strain on vehicles and their tyres. Both organisations believe problems are best tackled before they escalate into incidents, and the partnership will encourage businesses and drivers to view safe working conditions as an integral part of responsible workforce management.

Stuart Lovatt, Chairman, TyreSafe, said, “We are delighted to be working with Wise because there is a natural connection between what we both want to achieve. Businesses have a responsibility to make sure the people working for them are properly supported, and that includes creating the conditions for them to work safely. For drivers, tyres are fundamental to that safety. We know that professional and last-mile drivers can be working under considerable time pressure, travelling between multiple locations and completing demanding delivery schedules. That makes preventative tyre checks even more important.

“A few minutes spent checking air pressure, condition and tread can identify a problem before it becomes a breakdown, a delay or, more seriously, a road safety risk. This partnership gives us an opportunity to connect tyre safety with the wider conversation about responsible workforce management and to reach businesses and drivers who have a vital role to play in keeping our roads safe.”

Trevor Ruane, Accounts Director, Wise, said, “At Wise, our mission is simple: we improve self-employment by taking away the unnecessary stress, paperwork and compliance risk that businesses and subcontractors face. But compliance is about more than documents and processes. For businesses operating mobile workforces, responsible management also means thinking about the safety of the people doing the work and the vehicles they rely on every day.

“That is why our partnership with TyreSafe is so important. Tyre safety is a practical, everyday issue for drivers and businesses, particularly in logistics, last-mile delivery and construction, where people are constantly on the move and working to demanding schedules. We are pleased to bring TyreSafe’s expertise into that wider conversation and help reinforce the message that prevention, preparation and responsible management should be part of the working day.”

Comments (0)

ADD COMMENT

Link Copied!