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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Hankook Tire, the exclusive tyre supplier for the FIA World Rally Championship, played a central role in the season's 10th round at Secto Rally Finland. The event concluded on 2 August in Jyväskylä, where the company’s Dynapro R213 extreme all-terrain rally tyre was put to the ultimate test across the demanding Finnish landscape.

Competitive action unfolded over 20 Special Stages, covering a total distance of 316.04 kilometres. Renowned as the fastest rally on the WRC calendar, the event subjected vehicles and tyres to extreme speeds. The challenging route was characterised by blind crests that impaired visibility, frequent jumps and narrow forest roads, placing a premium on tyre durability and overall driving stability.

The supplied Dynapro R213 tyre proved instrumental in managing these severe conditions. On the ultra-high-speed gravel sections, it effectively absorbed the impact of repeated landings while delivering consistent grip and precise steering response. Its robust construction ensured reliable performance across the loose dirt and forest roads, allowing competitors to push their vehicles to the limit.

Sami Pajari of Toyota GAZOO Racing claimed a home victory, securing back-to-back wins after his success in Estonia. This result advanced him to second in the Drivers’ Championship with 171 points. Looking ahead, Round 11 is the ueno Rally del Paraguay from 27 to 30 August, featuring gravel stages that will demand exceptional tyre resilience. Hankook applies data from its WRC involvement and other global motorsport events to its R&D, fostering continuous innovation and reinforcing its status as a leading global brand.

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Legislation aimed at overhauling decades-old federal tyre safety regulations has been introduced in the United States Senate. The Tire Safety Modernization Act of 2026, sponsored by Senators Roger Wicker of Mississippi and Raphael Warnock of Georgia, seeks to replace outdated testing mandates with contemporary performance standards that better reflect current manufacturing innovations and production techniques.

The proposed bill directs the Department of Transportation to revise federal testing protocols, retiring obsolete requirements in favour of more relevant criteria. A key component of the legislation involves aligning high-speed testing procedures with internationally recognised best practices while also clarifying existing safety criteria to ensure more effective regulatory oversight. The measure preserves a strong emphasis on passenger safety while adapting to the capabilities of modern tyre engineering.

Strong support for the initiative has emerged from the tyre manufacturing sector. Anne Forristall Luke, President and CEO of the U.S. Tire Manufacturers Association, praised the bipartisan effort as a crucial step towards aligning American rules with technological progress, bolstering road safety and enhancing the industry’s global competitiveness. Executives from major manufacturers, including Continental Tire, Goodyear and Yokohama, have similarly endorsed the update, noting that it would allow engineering and compliance resources to focus on innovations that genuinely benefit drivers.

Senator Warnock highlighted the importance of Georgia’s prominent tyre production sector, while Senator Wicker emphasised that federal regulations have failed to keep pace with evolving manufacturing technology. Industry leaders collectively view the act as a thoughtful, science-based modernisation that supports domestic manufacturing competitiveness and ensures that safety standards reflect the demands of modern vehicles, roads and driving conditions across the country.

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Bridgestone's e-CENTRE Excellence Programme has delivered a significant financial boost to two community organisations in South London, with nearly GBP 1,000 raised through a charity initiative run by Merityre Southfields, a flagship Bridgestone e-CENTRE. The campaign generated a total of GBP 938, which was evenly distributed between St Michael's Church Social Projects and the Friends of Wimbledon Park, both of which are vital to the Wandsworth area.

Over a five-month period spanning November and December 2025, as well as February to April 2026, motorists were given a one-pound donation token with every Bridgestone tyre purchased. Customers were then able to choose which of the two local causes would receive their contribution, resulting in GBP 464 for St Michael's and GBP 474 for the Friends of Wimbledon Park.

The funds allocated to St Michael's Church Social Projects will finance the installation of an additional water tap at its Kitchen Garden Project, located on the Church Memorial Field. Since its establishment in 2020, the garden has expanded into a productive allotment with over 30 raised beds, providing fresh organic produce for community lunches and a weekly food bank. The new tap is expected to reduce watering time for volunteers, enabling them to dedicate more attention to the retired, unemployed, isolated and vulnerable individuals who rely on the project for support, skill development and social connection.

Meanwhile, the Friends of Wimbledon Park will direct its share towards a new seating area in the Waterfall Garden, with any leftover funds supporting tree and bulb planting as well as maintenance materials. This retail-led effort exemplifies a core component of Bridgestone's broader e-CENTRE Excellence Programme, which has allocated over GBP 1 million to encourage retailers to adopt sustainable practices and foster positive social and environmental change within their localities.

Dene Arnold, Director, Merityre, said, “As a business rooted in the local community, we wanted to give our customers the opportunity to support causes that really matter to people in Southfields. We're incredibly grateful to everyone who got behind the campaign and helped us raise such a fantastic amount. Being part of Bridgestone's e-CENTRE network is about much more than providing premium products and services. It's about making a meaningful contribution to the communities we serve and creating a positive impact beyond the garage doors. It's especially rewarding to know exactly where the money is going. Whether it's helping volunteers continue to grow fresh produce for people in need or creating new spaces for the community to enjoy in Wimbledon Park, these are projects that will make a lasting difference locally.”

Gresia Cabrera, Bridgestone's Business Development Manager and project lead for the e-CENTRE programme, said, “Community engagement sits at the heart of the eCentre philosophy, so it's fantastic to see Merityre Southfields bringing that vision to life. The team continues to demonstrate that modern tyre retailers can be a force for good, supporting local people and causes while delivering outstanding service for motorists. Initiatives such as this show that the industry can make a genuine difference and create value far beyond tyres alone. One of the strengths of the e-CENTRE programme is that it empowers retailers to make a meaningful impact in the communities they serve. Seeing these donations translated into practical improvements that will benefit local people for years to come is exactly what the programme is all about.”

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Citira has finalised the acquisition of Malte Månson, a prominent independent Swedish workshop operator specialising in truck and bus maintenance. The integration, which secured all necessary regulatory clearances prior to its closure, officially brings the Swedish firm under Citira’s corporate umbrella. This strategic move effectively merges Citira’s specialised tyre management capabilities with Malte Månson’s comprehensive vehicle servicing offerings.

By combining these complementary strengths, the unified entity now provides Swedish fleet operators with a singular, streamlined contact point for maximising heavy vehicle uptime. Malte Månson, renowned for its continuous round-the-clock support and extensive technical proficiency across entire vehicles from powertrains to auxiliary systems, generated substantial annual revenues of SEK 773 million (approximately USD 81.06 million) in 2025. The group’s newly consolidated service portfolio is poised to deliver enhanced operational efficiency for commercial transport clients nationwide.

David Boman, CEO, Citira, said, "Tyre management and vehicle maintenance solve the same problem for our truck and bus customers: keeping fleets moving. Malte Månson gives us the expertise to offer both under one roof, which is exactly the kind of complete service offering our customers have been asking for.”

Staffan Lindewald, CEO, Malte Månson, said, "Citira felt like the right fit from the start, both as a company that shares our focus on service and respect for the customer relationship, and as one that lets us offer customers combined tyre management and vehicle maintenance for heavy vehicles under one roof. I'm confident our customers will value that.”

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