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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DUNLOP has entered the Italian Rally Championship this season with former Formula 1 driver Heikki Kovalainen at the wheel. Backed by parent company Sumitomo Rubber Industries, Kovalainen competes alongside his longstanding co-driver Patric Öhman for Gino Scuderia in a Citroën C3 Rally2 fitted with DUNLOP DIREZZA 201R and 301R racing tyres.

DUNLOP’s involvement in the championship forms a key part of its global motorsport strategy, offering ideal conditions for tyre development under real-world competitive pressure. The variety of asphalt surfaces encountered provides valuable data on performance, durability and vehicle dynamics, helping transfer insights into future road tyre advancements. Kovalainen, drawing on extensive experience from Formula 1 and international rallying, has been closely involved in high-performance tyre development and will use his technical feedback to support DUNLOP’s rally tyre evolution.

As Italy’s premier rally series and one of Europe’s most demanding asphalt championships, the CIAR features seven closed-road rounds known for high speeds, technically challenging stages and extreme demands on drivers, cars and tyres. The series regularly attracts competitors from the World Rally Championship and European Rally Championship, reinforcing its reputation as a tough and respected battleground.

With two rounds completed, the season began in Tuscany in March with a 12th-place finish. A mechanical issue ended their challenge in Sicily on 14–16 May, but the duo returns to contest the championship on 4–6 June in Verona, followed by events in Rome, Alba and Cassino before the finale in Sanremo. The programme strengthens DUNLOP’s European motorsport presence and boosts brand visibility, underscoring its ambition to combine technological progress with top-level sporting performance.

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Triangle Tyre released its 2025 Sustainability Report on 29 April 2026, marking the company’s second full public accounting of its environmental, social and governance performance. The document outlines progress across all three ESG pillars since the previous disclosure.

Over the past year, the Chinese tyre manufacturer achieved several international firsts following its stock market listing. Triangle Tyre earned the EcoVadis Gold Medal, becoming the first domestic tyre company to receive that recognition, and also joined the United Nations Global Compact along with the China Environmental Protection Foundation. These moves signalled deeper global engagement on ESG issues.

The company’s sustainability leadership gained further validation through multiple external honours. Triangle Tyre appeared in the 2025 China Corporate ESG Blue Book Case Studies and the 2025 China Corporate ESG 100 Index. The China Listed Companies Association additionally named it a best practice case for corporate sustainable development, underscoring its rising influence at home and abroad.

In line with national carbon peaking and neutrality goals, Triangle Tyre pushed forward with green manufacturing by adopting energy efficient technologies and clean production processes. Its 2025 energy performance earned a place on a national list of leading enterprises in key industry energy efficiency, published by three central ministries. The company achieved a two percent year on year reduction in comprehensive energy use while building a low carbon energy management system.

Sustainability efforts extend across the product lifecycle, including tyres for the new energy vehicle market that combine ultra-low rolling resistance with high load capacity to extend driving range. The company is also pursuing a circular economy target of recycling and reusing 100 percent of end-of-life tyres by 2050. Recognised as a 2025 Shandong Social Responsibility Enterprise and a longtime best employer, Triangle Tyre maintains a people centred workplace while supporting rural revitalisation, education and disaster relief.

The company further integrates ESG standards into its supply chain with a zero-deforestation commitment and sustainability criteria for supplier assessments. As China enters the first year of its 15th five-year plan, Triangle Tyre continues to rely on technological innovation to become a globally leading tyre manufacturer, aiming to deliver greener and safer mobility solutions worldwide.

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CarbonX has extended its strategic partnership with European LFP battery manufacturer ElevenEs into 2026. The new phase transitions from initial material validation to advanced industrial-scale testing, aiming to strengthen the local supply chain for LFP batteries across Europe.

As the only LFP Edge cell producer in Europe, ElevenEs supports the regional ecosystem by offering its EdgeLabs R&D infrastructure. This platform integrates CarbonX’s carbon-based anode material into full-scale prismatic LFP blade-type cells, where rigorous benchmarking against global standards validates performance, lifespan and safety.

By providing specialised services, ElevenEs acts as an industrial catalyst for CarbonX, helping the Dutch material innovator move from laboratory to market-ready applications. The cooperation is designed to result in a conditional offtake arrangement upon the successful achievement of technical milestones.

Nemanja Mikać, CEO, ElevenEs, said, “Our continued partnership with CarbonX demonstrates how ElevenEs acts as an industrial engine for the European battery ecosystem. We don’t just validate materials; we provide the manufacturing excellence and R&D infrastructure necessary to scale promising European technologies. ElevenEs experts team actively supports suppliers to build a resilient, energy-independent supply chain for the future.”

Rutger van Raalten, CEO, CarbonX, said, “Signing this agreement with ElevenEs marks a significant step forward for CarbonX and reinforces our shared commitment to building a resilient, sustainable battery materials ecosystem. Beyond strengthening our supply chain, this partnership contributes directly to Europe’s strategic ambition for energy independence, accelerating the transition to locally sourced, low carbon critical materials.”

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Liberty Tire Recycling has unveiled two major corporate documents detailing its 2025 environmental and risk management strategies. For the first time, a Climate Risk & Resilience Report aligned with international financial disclosure standards accompanies its annual sustainability findings. These publications collectively highlight how the firm’s green initiatives support both circular economy goals and lasting financial health.

Operational data from the past year shows significant efficiency gains. By tightening energy and fuel oversight, the company cut location-based Scope 2 pollution by six percent and market-based emissions by 10 percent, while energy intensity improved eight percent. Across 219 million scrap tyres, an 81 percent reuse rate was maintained. Outside auditors awarded an EcoVadis Bronze rating, placing Liberty among the top third of assessed firms, and a Recircle Award celebrated its circular innovation.

Workplace safety and community investment also saw notable progress. Employee turnover fell nine percent relative to previous figures, and lost‑time injury rates dropped 11 percent. Charitable contributions exceeded USD 216,000. The new climate resilience document explains how environmental risks are factored into daily operations and long‑range planning, reinforcing the connection between responsible practices and corporate durability.

Thomas Womble, CEO, Liberty Tire Recycling, said, "At Liberty, sustainability is core to our operations and how we show up for our partners and communities. We’re proud of the progress reflected in this report and grateful to our employees whose dedication makes it possible. We remain focused on continuing to drive progress through continued collaborative efforts with the manufacturers and retailers."

Amy Brackin, Senior Vice President – Sustainability, Liberty Tire Recycling, said, "We have said from day one – putting sustainability at the core of our operations would produce better results for the environment and our business. This year’s report continues to demonstrate that Liberty is a leader in both the tyre recycling industry and the sustainability sector more broadly."

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