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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The Goodyear Tire & Rubber Company has achieved the highest possible rating in the latest CDP Supplier Engagement Assessment, securing an ‘A’ score for its climate-related collaboration with vendors. This recognition from the global environmental disclosure organisation places the tyre manufacturer in the leadership tier for its supply chain emissions management.

The CDP evaluation scrutinises how corporations involve suppliers in climate strategy, focusing on emissions targets, Scope 3 greenhouse gases and cooperative initiatives. Goodyear’s top-tier score underscores its systematic approach to integrating environmental performance into procurement and partnership frameworks.

Central to this achievement is the company’s focus on value-chain emissions, supporting formal climate commitments. The firm has established science-based milestones for 2030 and a net-zero ambition for 2050. Goodyear initiated a supplier programme in 2023, mandating science-based target-setting, renewable energy adoption and transparent progress reporting from raw material providers.

The engagement strategy includes impact analyses by material type, customised development roadmaps and performance evaluations. Through structured assessments, Goodyear deepens understanding of vendor sustainability, identifies improvement areas and fosters collaboration on shared climate objectives throughout the production ecosystem.

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BKT Tires’ Waluj Plant has secured two Gold Awards for Manufacturing Innovation at the Quality Circle Forum of India’s TQM Convention 2026, hosted at the Quality Circle Excellence Centre in Pune. The recognition came in the Case Study presentation segment, where the plant’s entries stood out among a competitive field.

The awards were selected from a pool of 132 case studies, presented by 481 participants representing 38 different organisations. This achievement highlights the Waluj facility’s technical proficiency and its sustained focus on problem-solving, process optimisation and employee-driven improvements. The twin honours reflect the teams’ persistent dedication and ingenuity, reinforcing the plant’s reputation for operational resilience and manufacturing excellence.

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TyreSafe, UK’s leading independent tyre safety charity, has significantly expanded its industry backing with the formal addition of Dunlop and Falken to its roster of official supporters. The move arrives at a crucial juncture, as road safety advocates push for greater public awareness amid rising concerns over vehicle maintenance standards across the country.

Both brands bring considerable market weight to the charity, holding influential positions across premium, performance, SUV and light commercial vehicle categories throughout UK and Europe. Their entry into the TyreSafe fold does more than simply increase membership numbers; it injects fresh technical perspective and broadens the demographic of motorists who can be reached through co-branded safety messaging. This development coincides with the rollout of Britain’s first comprehensive road safety strategy in over a decade, a period in which industry-wide cooperation has become increasingly vital.

Practical benefits for everyday drivers are expected to emerge quickly, as the partnership enables larger-scale distribution of educational content on tyre care fundamentals such as proper inflation, tread evaluation and defect recognition. Beyond public awareness, the alliance creates a framework for joint research ventures and information exchange, potentially yielding richer data on accident causation and tyre performance under varied conditions. These insights are likely to inform future campaign designs and help address gaps in current road safety knowledge.

The collaboration reinforces a growing consensus within the automotive sector that preventable road incidents demand unified responses rather than isolated efforts. TyreSafe will coordinate closely with its new partners on targeted initiatives spanning driver education, industry engagement and policy advocacy. By combining the charity’s strategic oversight with the commercial reach and engineering expertise of Dunlop and Falken, the group aims to foster lasting behavioural shifts among motorists, ultimately contributing to a measurable decline in tyre-related casualties on UK roads.

Stuart Lovatt, TyreSafe Chair, said, “We are absolutely delighted to welcome both DUNLOP and FALKEN to TyreSafe. Their decision to join TyreSafe demonstrates a clear commitment to road safety. This is significant not only for TyreSafe, but for road users. The more leading manufacturers we can bring together around a shared vision for safer roads, the greater our ability to influence behaviour, share expertise, generate evidence and deliver life-saving safety messages. The publication of the Government’s new national Road Safety Strategy has created a renewed focus on casualty reduction across UK. Achieving those ambitious goals will require genuine collaboration between industry, government, enforcement and road safety organisations, and we are excited to have DUNLOP and FALKEN joining us on that journey.”

Markus Bögner, President and Managing Director, Dunlop Tyre Europe and FALKEN Tyres Europe, said, “We are delighted to join TyreSafe and become part of an organisation that has played such an important role in improving tyre safety awareness across UK for more than two decades. At DUNLOP and FALKEN, safety, innovation and performance are at the heart of everything we do. As manufacturers, we recognise that delivering world-class products is only part of the equation; helping road users understand the importance of tyre maintenance and vehicle safety is equally important. TyreSafe has built a strong reputation for bringing together industry, enforcement, government and road safety partners to drive meaningful change, and we are proud to be joining that community. We believe that by working collaboratively and sharing expertise, we can help raise awareness of the vital role tyres play in keeping people safe on the roads. We look forward to supporting TyreSafe’s mission and contributing to initiatives that encourage safer journeys for road users across UK.”

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Lassa Tyres, the flagship international brand of Brisa, Türkiye's sector leader and tyre industry export champion, recently convened its international distributors for an exclusive event aimed at celebrating enduring partnerships and articulating its strategic growth trajectory. The gathering, which coincided with The Tire Cologne, brought together representatives from over 20 companies within the brand’s global network to reinforce synergy and mutual dedication.

Central to the brand’s vision is the ongoing enrichment of its product portfolio and technological transformation, designed to bolster competitiveness in key export markets. In response to shifting consumer demands abroad, Lassa Tyres is significantly expanding its winter and all-season offerings, complementing its established summer lineup.

The company has introduced four new winter tyres and one all-season tyre, marking a comprehensive overhaul of its winter range across all segments. These new products incorporate ‘EV ready’ and ‘NextGen’ technologies, aligning with the global industry shift towards larger rim diameters and the proliferation of electric vehicles. The updated winter portfolio is projected to satisfy approximately 85 percent of European market demand, with a particular emphasis on increasing availability in sizes 18 inches and above.

Brisa Chief Executive Officer Vecih Yılmaz underscored that sustainable global expansion relies on robust partnerships, affirming that the company continues to advance in international markets through locally responsive business models. This strategic approach reinforces Lassa Tyres’ commitment to meeting diverse regional needs while solidifying its presence in critical winter tyre segments worldwide.

Yılmaz said, "Driven by our commitment to continuously investing in and expanding our product portfolio in line with customer expectations, we are establishing a closer and more powerful connection with our customers through our expanding and enriched channel structure while enhancing our brand appeal among target audiences. Today, reuniting physically with our distributors at such a large-scale event is not only a celebration of our collaboration but also the most significant indicator that we are entering the new season stronger than ever with our completely renewed winter product portfolio. In line with our shared growth vision, we will continue to deepen our strong global presence together with our partners."

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