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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MRF Limited reported a 15 per cent rise in consolidated total income for the third quarter ended 31 December 2025, supported by stronger demand across original equipment and replacement segments.

Total income rose to INR 81.75bn, compared with INR 70.99bn in the corresponding quarter a year earlier. Consolidated profit before tax increased to INR 9.17bn, up from INR 4.24bn a year earlier, after providing for an exceptional item of INR 0.77bn related to the new Labour Code.

Provision for tax during the quarter stood at INR 2.25bn. Consolidated net profit more than doubled to INR 6.92bn, compared with INR 3.15bn in the corresponding quarter of the previous year.

The company said both original equipment and replacement sales were robust during the quarter, aided by higher demand following the reduction in goods and services tax rates. Rural demand also improved, supported by good and widespread monsoons.

MRF said demand momentum from lower GST rates was expected to continue into the fourth quarter. Original equipment manufacturers were also expected to raise production levels, driven by higher anticipated sales and lower channel inventories.

The company said increased government spending on infrastructure, announced in the Union Budget, was positive for commercial vehicles and, in turn, the tyre industry. It also noted that trade agreements under discussion with several countries, including the European Union and the United States, could create export opportunities in the future.

The board of directors declared a second interim dividend of INR 3 per share, representing 30 per cent on the face value of INR 10, for the financial year ending 31 March 2026.

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TVS Srichakra Limited has approved a capital investment of up to INR 21 billion to expand manufacturing capacity at its Unit 2 facility in Rudrapur, Uttarakhand.

The decision was taken by the board of directors at a meeting held on recently, the company said.

The investment will be directed towards capacity addition at the existing plant, which currently has an annual production capacity of about 9.2 million to 9.5 million tyres. Capacity utilisation at the unit stands at roughly 80–85 per cent.

The proposed expansion is expected to raise capacity by about 40–45 per cent and is scheduled to be completed in the first half of the 2027–28 financial year.

The company said the investment would be funded through a combination of internal accruals and debt. The expansion is intended to meet growing demand for the company’s two-wheeler and three-wheeler tyres.

TVS Srichakra disclosed the development under Regulation 30 of the Securities and Exchange Board of India’s listing regulations.

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At a meeting of the Pirelli Board of Directors, the management presented an analysis of the evolving automotive competitive landscape. This environment is now defined by increasingly integrated and connected systems, such as software-defined vehicles and autonomous driving, which have transformed the tyre into a sophisticated, data-driven component. In this context, Pirelli’s pioneering Cyber Tyre technology – a hardware and software system that communicates in real time with both vehicles and road infrastructure – was underscored as a critical strategic asset. Its validity is confirmed by adoption from major prestige car manufacturers and relative agreements with the Apulia Region, Movyon and Anas for smart road services.

Following this assessment, CEO Andrea Casaluci presented a clear position, asserting that all Cyber Tyre activities must continue to be developed in a fully integrated manner with the rest of the Pirelli Group, both functionally and organisationally. He emphasised that management must align completely with the Group’s strategic and industrial approach, expressly rejecting any project that could lead to even partial compartmentalisation, separation or segregation of this business unit. The Board voted on this management consideration, resulting in nine votes in favour and five against. Directors Chen Aihua, Zhang Haitao, Chen Qian, Fan Xiaohua and Tang Grace cast the dissenting votes.

The management further detailed the substantial risks of fragmenting the Cyber Tyre operations, arguing such a move would be unworkable. It would critically undermine the integrated business model that relies on constant interplay between technology, innovation, production and marketing. Isolating the Cyber Tyre business would involve transferring related patents, thereby stripping Pirelli of free access to its own strategic know-how and contradicting core principles of the company Bylaws. This segregation would weaken technological development, erode Pirelli’s competitive edge and innovative leadership and reduce synergies while increasing costs through duplicated structures. Ultimately, it would trigger significant value destruction, impair financial solidity and still fail to address the limitations imposed by relevant US legislation.

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Giti Tire has achieved International Sustainability and Carbon Certification PLUS (ISCC PLUS) accreditation for its Anhui and Fujian Province plant in China, a major production site for its passenger, light truck and heavy-duty tyres destined for the European market. This globally recognised standard verifies sustainable practices across raw material sourcing, production and supply chain management. It mandates certified sustainable feedstocks, verified reductions in greenhouse gas emissions, robust waste and circularity systems and strict traceability, all while meeting social sustainability criteria.

This certification strengthens Giti Tire's capacity to develop tyres carrying the ISCC PLUS label. The milestone aligns with the ambitious goals detailed in the company’s 2024 Sustainability Report, which includes targeting net-zero for its global Scope 1 and 2 emissions by 2050. To support these objectives, Giti is making significant investments in renewable energy and sustainable manufacturing processes. A key initiative is a new state-of-the-art carbon neutral production line at its Anhui plant, scheduled to commence operations in 2026, complementing broader efforts in innovative tire technologies aimed at improving fuel efficiency and lowering carbon output.

Dr Pang, Chief Sustainability Officer, Giti Tire, said, “ISCC PLUS accreditation is a landmark moment in our sustainability journey, verifying that key raw materials come from responsible and fully traceable supply chains as well as confirming our commitment to people and the planet. This recognition places us among the industry’s premium manufacturers, an achievement that reflects our rising leadership in the global tyre sector.”

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