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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Tyres Europe has issued a formal response to the European Commission’s recent Omnibus proposal on Energy Labelling, urging a more cohesive strategy for regulatory simplification within the tyre labelling framework. While the industry association acknowledges the intent behind certain proposed amendments, it has identified several areas where the package could inadvertently introduce new complexities.

The proposed measures include promising steps towards digitalisation, such as the introduction of digital labels, the creation of a technical link between the EPREL database and the Digital Product Passport registry and the automation of label image generation within EPREL. These initiatives are seen as positive moves that could modernise the system and reduce certain administrative burdens for manufacturers.

However, Tyres Europe has expressed concern that other aspects of the proposal risk undermining these benefits. The potential empowerment of delegated acts to facilitate a label rescaling could generate fresh regulatory uncertainty and technical hurdles. Furthermore, the expansion of the Product Information Sheet, alongside the introduction of nested labels and additional EPREL requirements, threatens to increase administrative complexity without clear evidence that these changes would meaningfully aid consumer decision-making.

Citing recent data, Tyres Europe notes that consumer engagement with existing tools remains low, with only 39 percent of shoppers recalling the tyre label in 2024, a decline from 50 percent in 2017, and a mere 5 percent Tyres Europe Urges Cohesive Simplification in Omnibus Labelling Proposal having consulted the EPREL database. Given that the 2021 revision already rejected similar data requirements due to technical challenges, the association advocates for a targeted approach focused on improving consumer awareness and market incentives rather than adding new layers. Tyres Europe has affirmed its readiness to collaborate with the Commission to ensure the final framework delivers genuine simplification and supports a competitive European business environment.

Adam McCarthy, Secretary General, Tyres Europe, said, “The priority should be to make the existing tyre label better understood and used by consumers, not to add new layers of complexity that risk creating costs without changing purchasing behaviour. A simplification package should simplify.”

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Michelin North America, Inc. has announced a major reorganisation of its US manufacturing operations for the BFGoodrich Tires brand, a move that will consolidate production and impact approximately 1,200 workers in Alabama. The restructuring, set to begin later this year, will centralise nearly all BFGoodrich production at the company’s Fort Wayne, Indiana, facility. Consequently, operations at the Tuscaloosa, Alabama, site will undergo a phased wind-down starting in early 2027, with a projected completion date by the end of 2028.

In alignment with its corporate values, Michelin is emphasising a supportive transition for affected staff. The company temporarily paused Tuscaloosa operations to commence direct discussions with employees, with normal production scheduled to resume on 29 June 2026. No job separations are expected for several months as transition plans are finalised, and the company will engage union leaders to determine separation benefits for wage employees in accordance with the existing collective bargaining agreement and federal regulations.

The decision stems from structural inefficiencies at both plants, which are operating well below designed capacity. Simultaneously, the BFGoodrich brand faces increasing competitive pressures in the recreational and off-road tyre segment despite maintaining a robust market share and a strong performance reputation. Company leadership determined that consolidating production at Fort Wayne is essential to establishing a more efficient industrial framework to secure the brand’s long-term viability.

As tyre production and rubber-mixing activities gradually decrease over the next two years, Michelin North America intends to partner with public and private entities to identify new purposes for the Tuscaloosa site. This collaborative effort reflects the company’s ongoing commitment to the community’s future prosperity, ensuring that stewardship of the facility remains a priority even as its current manufacturing role concludes.

Terry Redmile, Michelin’s Senior Vice President for Manufacturing Operations in the Americas, said, “Because of the dedication of our teams in Tuscaloosa, BFGoodrich Tires is celebrated as a pioneering American brand, and an enduring symbol of car and truck culture. Due to the size, footprint and infrastructure of the Fort Wayne factory, that site is better positioned to consolidate the capacity and meet future demands for the success of BFGoodrich Tires. Unfortunately, we could not identify any feasible structure that would enable us to continue operating in Tuscaloosa while also supporting long-term value creation across our factories in North America.” 

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Dow will invest approximately USD 100 million by the end of 2027 to expand its specialty silicones manufacturing and research capabilities in the US, China and Japan, as the chemicals group seeks to meet rising demand from the mobility, electronics and healthcare sectors.

The investments will increase production capacity for liquid silicone rubber and engineered silicone materials, while also expanding research facilities focused on thermal management technologies.

The company said the projects would strengthen regional supply chains and support customers through local manufacturing and technical capabilities.

“These investments underscore Dow’s focus on scaling specialty silicones materials and bringing innovation closer and faster to our customers,” said Brendy Lange, president of Performance Materials & Coatings. “By expanding manufacturing and innovation capabilities in these strategic regions, we are investing to meet increasing consumer demand, strengthening our global supply chain capabilities, and enabling customers to move faster from innovation to commercialisation.”

Dow plans to expand liquid silicone rubber manufacturing facilities in Carrollton, Kentucky, and Zhangjiagang, China. The facilities are expected to begin operations in 2027 and will support applications in mobility, electronics and healthcare.

The company is also increasing capacity for engineered silicone materials used in electronics applications, including power electronics, semiconductor packaging, thermal management and electrical protection.

New capacity in Songjiang, China, and Fukui, Japan, is scheduled to come on stream this year. Additional expansions in Auburn, Michigan, and Zhangjiagang are expected to be completed in 2027.

Dow expanded its Cooling Science Labs in Shanghai earlier this year and opened additional facilities in Midland, Michigan, in June. The facilities are intended to support the development and scale-up of thermal management technologies.

The investments complete the series of silicones projects outlined during Dow’s 2024 investor day. The company said project timelines had been updated to reflect market conditions and affordability considerations.

Dow said demand for specialty silicones continues to grow in mobility, electronics and medical applications, where supply reliability, technical support and product performance remain important considerations.

In mobility and electronics markets, the expanded capabilities are intended to support applications including mobility intelligence modules, data centres, microelectronics, energy electronics, consumer electronics components and advanced safety systems.

In medical applications, the company said regional manufacturing capabilities support local supply requirements for regulated products.

Dow said local manufacturing and technical support would help customers improve supply reliability, accelerate commercialisation and meet evolving qualification requirements.

The company said its integrated silicones manufacturing network across the Americas, Europe and Asia positions it to serve growing demand in specialty materials markets.

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CEAT Kelani Holdings has been recognised as the Best Tyre Manufacturer in the Component Manufacturer category at Sri Lanka’s inaugural Automobile Industry Awards, a distinction that underscores its dominant role within the nation’s expanding vehicle assembly sector. The awards, organised by the newly established Automobile Industry Council, were presented during a formal ceremony at Temple Trees, drawing a distinguished audience of government ministers, senior bureaucrats and key industry stakeholders.

The company’s commanding presence is particularly evident in the original equipment segment, where it supplies tyres for over 90 percent of all vehicles assembled domestically. Since initiating its original equipment supply chain in 2012, CEAT Kelani has grown to become the preferred partner for assemblers, delivering more than 150,000 tyres annually for a broad spectrum of vehicles, from passenger cars to commercial trucks. Its products are now fitted as standard equipment on more than 30 locally assembled models across 11 international brands.

This position of strength is further validated by the company’s attainment of the IATF 16949:2016 certification, marking it as the first tyre manufacturer in Sri Lanka to achieve this globally respected automotive quality standard. The tyres supplied to vehicle makers undergo exhaustive validation processes, demonstrating superior outcomes in critical areas such as safety, braking performance and durability while also exhibiting low rolling resistance to improve driving efficiency.

Beyond its industrial achievements, CEAT Kelani contributes substantially to the national economy by conserving foreign exchange through import substitution and sustaining the livelihoods of over 10,000 rubber cultivator families through domestic natural rubber sourcing. The Automobile Industry Council, which hosted the awards, functions as a private-sector-led entity established with government support to foster sustainable growth and collaboration between public and private stakeholders.

The inaugural awards ceremony forms part of the Council's broader mission to promote global best practices and governance standards within the local industry. As Sri Lanka's leading tyre brand, the company sells over 1.2 million tyres annually and maintains a presence in more than 110 countries, including US and Europe.

Ranked as the country's most valuable tyre brand by Brand Finance, CEAT Kelani has invested over INR 8.5 billion in Sri Lanka over the past decade, with a further INR 4.5 billion recently committed. The manufacturer supplies approximately half of Sri Lanka's automotive tyre demand while exporting around 20 percent of its output to 16 nations, reinforcing its status as a vital contributor to the national economy.

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