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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Webfleet, the fleet management arm of Bridgestone, used the IAA Transportation event to introduce its Commercial Trip Monitor, a free online benchmarking tool that assesses how easily vans and trucks move through 32 major European cities. Initial results suggest operating conditions are growing tougher in numerous urban centres.

The monitor refreshes monthly, drawing on anonymised, aggregated commercial vehicle data to track shifts in fleet operating conditions over time. Because it examines repeat business journeys rather than general traffic, it offers operators and city stakeholders a clearer picture of where urban operations are improving or deteriorating. Even minor changes in reach or idling can reduce productivity, raise fuel use and increase emissions.

Two core metrics underpin the platform. The 15-Minute Reach metric shows how far a typical van or truck travels in a fixed quarter-hour, with higher scores indicating greater distance covered. Idling Intensity measures the share of a journey spent stationary with the engine running, where a higher percentage signals more wasted time. Users can rank cities, compare performance and follow trends.

Early 2026 data revealed sharp contrasts. Zaragoza, Apeldoorn and Utrecht posted the strongest average 15-Minute Reach rankings, while Berlin, Paris and Kraków were the most difficult. Poland was the only country where every analysed city improved year-on-year while idling stayed stable or fell. Rome and Milan improved on reach, yet Milan recorded Europe’s highest Idling Intensity at 21 percent, against Paris’s 16 percent. Berlin finished last overall, with Munich, Leipzig and Hamburg covering 4.4 percent, 4.3 percent and 3.3 percent less ground respectively than in 2025. Users can also examine trip volumes, distance, CO₂ emissions, fuel consumption and local conditions.

Webfleet developed the methodology with mobility intelligence specialist Mobito, leveraging over 25 years of fleet experience and one of Europe’s largest connected vehicle ecosystems.

Jan-Maarten de Vries, President – Fleet Management Solutions, Bridgestone, said, “The Webfleet Commercial Trip Monitor provides a clearer picture of urban mobility through the lens of fleet operations. Commercial vehicles do not experience cities the way commuters and consumers do. They follow different routes, operate under different regulations, make multiple stops and load and unload. When conditions change due to congestion, roadworks, low-emission zones, regulation or major events, fleet businesses often feel the impact first. Even relatively small changes can affect productivity, operating costs, fuel use and emissions.”

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The Association of Natural Rubber Producing Countries (ANRPC) strengthened its ties with the worldwide rubber sector by attending the 12th International Rubber Glove Conference & Exhibition (IRGCE) 2026 in Kuala Lumpur, which ran from 8 to 10 September 2026. With ‘Synergising Innovation: Redefine the Future of Rubber Glove Ecosystem’ as its theme, the gathering drew together manufacturers, technologists, industry leaders and other players from around the world.

Their discussions revolved around innovation, collaboration and sustainable growth across the rubber glove ecosystem. Dr Suttipong Angthong, ANRPC Secretary-General, addressed the plenary session ‘Economic Synergies and Sustainable Initiatives for the Glove Ecosystem’, delivering a presentation titled ‘Navigating the Global Natural Rubber Outlook’. His remarks covered major trends affecting the world natural rubber market and what they mean for glove producers.

Dr Angthong and Dr Lekshmi Nair of ANRPC also used the event's sidelines for high-level talks with international partners. With the Latin American Rubber Association (SLTC), the focus was on possible Asian-Latin American cooperation among natural rubber-producing nations, especially sharing knowledge and building capacity through experiences and best practices. A joint session with the China Synthetic Rubber Industry Association (CSRIA) pinpointed areas for collaboration in both natural and synthetic rubber, such as exchanging data and publications and taking part in one another's events.

Talks with TechnoBiz centred on possible partnerships for organising rubber industry events alongside programmes in ANRPC member countries. Altogether, the engagements confirmed ANRPC's dedication to international cooperation, knowledge exchange and strategic partnerships, creating new openings with partners across Asia and Latin America.

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Hankook Tire has secured a multi-year original equipment agreement with Schmitz Cargobull, Europe’s foremost trailer manufacturer. The arrangement commenced on 1 July 2026 and will continue through June 2030, marking Hankook’s re-entry into the European commercial vehicle tyre original equipment market.

Under the deal, Schmitz Cargobull will fit Hankook trailer tyres ex-works on a portion of its newly built semi-trailers and trailers. The tyre range encompasses the Smart Line series for long-distance haulage, Smart Flex for regional and local distribution and Smart Work for off-road construction applications.

(From left): Andreas Schmitz, CEO, Schmitz Cargobull AG, and Jongho Park, President and COO, Hankook Tire Europe

The agreement also extends to the used-trailer segment. Schmitz Cargobull produces curtainsiders, dry freight containers, refrigerated semi-trailers, container chassis and tippers across three German plants plus facilities in Great Britain, Spain, Lithuania, Romania and Turkey.

Jongho Park, President and COO, Hankook Tire Europe, said, “The development of the European logistics market opens up new potential for close partnerships in the commercial vehicle tyre segment, which is increasingly important to us from a strategic perspective. As an industry leader, Schmitz Cargobull has particularly high standards in terms of quality, performance, efficiency and sustainability. We are proud that our tyres meet all these criteria and are delighted about the strategic partnership.”

Andreas Schmitz, CEO, Schmitz Cargobull, said, “With Hankook, we are gaining a capable partner whose high-quality tyres are the perfect complement to our portfolio. In addition to the product qualities, reliability of supply for our European production sites was an important consideration. The agreement will enable us to offer the right tyre solutions for different applications, whether long-distance transport, regional transport or use on construction sites, while also taking into consideration our customers’ requirements for cost-effectiveness and operational reliability.”

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Pirelli will bring the E1089 soft-compound development front tyre to Moto2 riders for the Austrian Grand Prix next weekend. The tyre, which debuted at Aragón and drew positive feedback, shares the SC1's structure but uses a different compound. At the Red Bull Ring, with its many braking zones and heavy decelerations, the E1089 could deliver greater stability, especially under braking. The range SC1 completes the front allocation, allowing riders to compare both options directly.

For the rear, Pirelli is confirming last year's allocation, offering the SCX supersoft. In 2024, as the E0126 development specification, it won both qualifying and the race. The range SC0 soft serves as the alternative, also present at the Red Bull Ring last year as a development solution and potentially useful if temperatures drop.

In Moto3, both axles will have the SC1 soft and SC2 medium compounds. In 2025, Argentina's Valentin Perrone (KTM) took Saturday's pole and Sunday's victory using the SC2 front and SC1 rear, the latter unanimously selected by the entire grid, while the two front options were chosen equally.

The Red Bull Ring is atypical, just over four kilometres long with only 11 corners, eight right and three left. Its layout demands braking stability, strong corner entry and good traction out of slow corners. The asphalt generally offers low grip with limited wear, and weather could matter greatly, as this year's race falls in early autumn rather than mid-August, meaning potentially lower temperatures.

Giorgio Barbier, Pirelli Motorcycle Racing Director, said, “The Austrian Grand Prix represents a further opportunity to continue the development work on Moto2™ front tyres, which began in Aragón and continued at Misano. On a track that differs significantly from MotorLand Aragón, with severe braking, strong acceleration and few high-speed corners, we will once again make the E1089 soft front specification available. This will allow us to broaden its evaluation and continue the comparison with the range SC1. The objective is to gather further data and feedback that will be useful for the development of this solution.

“At the rear, we are confirming last year’s allocation with the SCX, which also originated as a development tyre. Introduced in 2025 as the E0126 specification and subsequently added to the range, it is now the category benchmark. If weather conditions are favourable, it will be interesting to assess the performance gains compared with last season, both over a flying lap and across race distance. In the event of lower temperatures, riders will also have the range SC0 soft at their disposal, which was introduced at the Red Bull Ring in 2025 as the E0125 development solution. The Austrian event will also be particularly relevant looking ahead. On the Monday following the race, the Spielberg circuit will host a private test session dedicated to the tyres that will be used by the premier class next season, providing an important opportunity to continue data collection and development work ahead of Pirelli’s debut as the World Championship single tyre supplier.”

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