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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Kumho Tire Co., Ltd. said it achieved a series of strong results in ESG evaluations in 2025, reflecting progress in sustainability, governance and risk management.

The company received a Gold medal for the second consecutive year from EcoVadis, which assesses corporate sustainability performance across environment, labour and human rights, ethics and sustainable procurement. In 2024, Kumho Tire ranked in the top 5 per cent of about 150,000 companies assessed globally. In 2025, its scores improved notably in labour and human rights and ethics, supported by stronger ethical management systems and an expanded data management scope.

Kumho Tire also secured an overall A rating in the 2025 ESG assessment by the Korea ESG Standards Institute. The company said it improved by one grade year on year after strengthening management practices, including building a human rights management framework, setting employee diversity targets, increasing information security investment and introducing board evaluations.

The company has participated in the Carbon Disclosure Project since 2022 and in 2025 received an A- rating for water security, recognising its water management capabilities. It was also placed on the highest A List in the Supplier Engagement Assessment, citing progress in climate change response and ESG management across the supply chain.

Kumho Tire has maintained an AA rating in ESG assessments by MSCI since 2022 and was included as a Yearbook member in S&P Global’s Corporate Sustainability Assessment, ranking within the top 15 per cent of the auto components sector. It was also recognised at the 2025 Korea Sustainability Conference, organised by the Korean Standards Association, ranking first for a third consecutive year in the tyre category of the Korean Sustainability Index. Its sustainability report was selected as an outstanding report for a second consecutive year in the manufacturing category of the Korean Readers’ Choice Awards.

Jung Il-taek, chief executive of Kumho Tire, said: “Kumho Tire manages issue-specific goals and initiatives in an integrated manner under its ESG management strategy. We will continue to strengthen and embed ESG management to build a solid foundation for sustainable growth and to develop into a global brand with credibility and authenticity.”

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Kumho Tire Co., Ltd. said it signed a partnership agreement late last year with UK-based driving simulator specialist Ansible Motion to develop next-generation digital tyres.

The agreement was confirmed on 5 January. The signing ceremony was attended by Kim Young-jin, executive vice-president and head of research and development at Kumho Tire, and Dan Clark, chief executive of Ansible Motion, along with other representatives from both companies.

The partnership is being pursued under the slogan “Kumho Tire with Ansible Motion: Driving the Future with Digital Tires”. The two companies agreed to collaborate on enhancing tyre performance validation systems using advanced digital simulation technology, with a focus on improving competitiveness in tyres for electric vehicles and high-performance cars.

Ansible Motion provides driving simulator technology designed to replicate real-world road conditions with high precision. Its systems allow vehicle dynamics, driving safety and ride comfort to be assessed in a virtual environment.

Kumho Tire said it expects the introduction of Ansible Motion’s latest driving simulator into its research and development processes to reduce the time and cost associated with vehicle testing and prototype production. The company also aims to enable more accurate and efficient performance verification from the early stages of development and to strengthen its digital-based R&D capabilities in response to changes in the mobility sector.

Kim said: “Cooperation with Ansible Motion will serve as an opportunity for Kumho Tire to take a significant step forward in transforming its research and development paradigm towards a digital focus. By actively utilising advanced simulation technology, we will introduce high-performance, high value-added products optimised for the future mobility environment and continue to strengthen our competitiveness in global markets.”

Clark said: “Our collaboration with Kumho Tire will be an important example of how driving simulation technology can accelerate innovation in the tyre industry. We look forward to contributing to the advancement of the global mobility industry through the technical synergy between our two companies.”

The partnership forms part of Kumho Tire’s wider digital transformation and sustainable technology strategy. The company plans to apply advanced driving simulation tools across its R&D processes to improve development efficiency and precision, with the aim of accelerating digital tyre development for electric and high-performance vehicles.

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Bridgestone Aircraft Tire Europe, a subsidiary of Bridgestone Corporation, has received a Gold rating from EcoVadis, the sustainability assessment platform, placing the company among the top five per cent of the 130,000 companies evaluated worldwide across 220 industry sectors.

The result marks a sharp improvement from recent years. The company achieved a Bronze rating two years ago and ranked in the top 15 per cent last year.

“After receiving Bronze just two years ago, this EcoVadis Gold Medal recognises the rapid progress we’ve made on our sustainability journey,” said Jean-Philippe Minet, managing director of Bridgestone Aircraft Tire Europe. “Last year, we were in the top 15 per cent and advancing to the top five per cent this year reflects the collective effort and commitment of the BAE team. This achievement showcases our progress in building a more sustainable commercial aviation sector.”

The 2025 Gold rating follows a year in which the company completed a full carbon footprint assessment covering Scopes 1, 2 and 3, carried out an energy audit and developed a decarbonisation roadmap.

It also reported zero lost-time accidents for a fourth consecutive year and implemented projects aligned with the Bridgestone E8 Commitment, including partnerships supporting sports, charitable activities, cancer-focused organisations and initiatives for underprivileged children.

EcoVadis assesses how organisations integrate sustainability into business and management systems across four pillars: environment, labour and human rights, ethics, and sustainable procurement.

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Nokian Tyres has earned a leadership-tier A- score from CDP for its climate change mitigation efforts for the sixth consecutive year. CDP, a global environmental disclosure non-profit, assesses thousands of companies on their transparency, risk management and tangible actions towards decarbonisation.

An A- rating places Nokian Tyres among the highest performers, reflecting robust ambition, target-setting and operational execution. A prime example of this commitment is the company’s pioneering tyre factory in Romania, which operates as the world’s first full-scale zero-CO₂-emissions production facility. It runs entirely on renewable energy, including wind, hydro, biomass and solar power, and even generates manufacturing steam without fossil fuels.

Supporting these operational milestones, Nokian Tyres has set a long-term goal of achieving net-zero greenhouse gas emissions by 2050. Furthermore, the company’s near-term emission reduction targets have received validation from the Science Based Targets initiative for aligning with the 1.5°C warming limit, underscoring a strategy grounded in contemporary climate science.

Teppo Huovila, Vice President – Quality and Sustainability, Nokian Tyres, said, “Achieving a leadership-level score for the sixth year in a row shows that climate action is deeply embedded in how Nokian Tyres develops its operations and products. We want to deliver solutions that make a real difference, both for the environment and for the drivers who choose our tyres. Our actions for reducing emissions and improving sustainability translate into safer, more efficient and environmentally responsible mobility.”

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