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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AZuR partner NEW LIFE has secured official recognition for its educational initiative, NEW LIFE macht Schule (NEW LIFE Makes School), following its inclusion in the national ESD (Education for Sustainable Development) actor index curated by the Federal Ministry of Education and Research and the German UNESCO Commission. This distinction positions the programme among Germany's prominent contributors to Education for Sustainable Development, underscoring its role in cultivating responsible environmental stewardship among younger generations.

Through a complimentary educational offering, the initiative bridges theory and practice by introducing students and trainees to the mechanics of circular economy models, resource efficiency and sustainable corporate conduct. Using tangible examples from mechanical tyre recycling, the programme illustrates how secondary raw materials directly support climate action and resource preservation while also highlighting the commercial and societal advantages inherent in circular systems.

Educators are equipped with an array of no-cost tools, including digital learning modules, project blueprints and vocational case studies tailored for trades such as landscaping, roofing, carpentry, administrative services and soon agriculture. The curriculum prioritises circular economy principles, secondary material flows, climate protection and judicious resource usage, with the aim of nurturing systemic thinking and empowering learners to devise and implement sustainable strategies in their future professions.

For AZuR, this achievement reinforces the conviction that educational institutions play a pivotal role in driving the transition to a circular economy. The recognition not only elevates the profile of NEW LIFE macht Schule among schools and educational bodies but also strengthens AZuR's ongoing commitment to advancing tyre circularity awareness in collaboration with the initiative.

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Bridgestone has expanded its long-term strategy of cultivating skilled professionals within the automotive aftermarket, with the fourth iteration of its development course drawing to a successful close. The programme, which unfolded over three intensive days, reaffirmed the manufacturer’s broader mission to fortify customer partnerships through hands-on education rather than passive instruction.

The latest cohort brought together a dozen delegates from major retail chains and wholesale operations, including Merityre, Tanvic Tyres, ETS and GT Wholesale. Known as the Bridgestone Champions initiative, the course has steadily matured into a flagship offering that transforms external partners into internal advocates, a role that participants are expected to carry forward within their home organisations long after the final session.

A dual-focused syllabus drove the experience, beginning with soft-skills development in areas such as retail marketing, telephone protocols, in-person sales negotiation and client relationship cultivation. The second half pivoted towards hard technical competencies, with considerable time devoted to the evolving ecosystem of mobility, including electric drivetrains and next-generation diagnostic methodologies. The final day relocated to the Delphi Academy in Warwick, a premier IMI-accredited facility, where delegates engaged with advanced hybrid systems and cutting-edge testing equipment under the guidance of sector specialists.

Senior Trade Marketing Manager for the North Region, Mark Fereday, positioned the curriculum as a forward-looking investment, stressing that the goal extends well beyond product familiarity. He pointed to the Warwick visit as a critical moment that exposed attendees to expertise rarely available in conventional retail settings while emphasising that ongoing upskilling remains non-negotiable as vehicle architectures grow more complex. Merityre’s Dan Mould characterised the week as exceptionally constructive, confirming that internal knowledge-sharing sessions are already being planned to elevate his team’s service standards. Similarly, ETS reception staff member Joanne Harrod noted that the technical insights gained would directly inform her daily customer consultations, enabling more precise tyre and service recommendations tailored to individual motoring habits.

Beyond the formal curriculum, the gathering fostered unexpected levels of peer-to-peer exchange, with competitors setting aside commercial rivalries to discuss operational challenges and successful tactics. Bridgestone has already confirmed that two further editions will run in the third and fourth quarters of 2026, maintaining the same structure and ensuring that a broader cross-section of the retail network can participate before the year ends.

Fereday said, “What always stands out is the collaboration. Despite representing different networks and businesses, there is a real willingness among everyone to learn from one another and share ideas. That spirit of togetherness is one of the reasons the programme has been such a success over the past four years.”

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Apollo Tyres has expanded its premiumisation strategy with the inauguration of a super-premium branded retail outlet in Jaipur. The flagship location, situated at Bhagwati Motors Nokha Pvt Ltd on New Sanganer Road in the Mansarovar Area, was officially opened by Rajesh Dahiya, the company’s Vice President and Business Head.

This retail concept transcends the traditional tyre store model by integrating high-end products, expert advisory services and digital technology with a community-centric atmosphere for car enthusiasts. Patrons can benefit from tailored tyre selections aligned with their specific vehicle and driving habits, alongside conveniences such as online scheduling, rapid installation and upscale waiting lounges.

Notable features include curated product ranges and service bundles designed for luxury and performance vehicles, alongside dedicated spaces for automotive hobbyists to participate in brand-driven events. This Jaipur facility represents the second such venture following a similar launch in Bengaluru, with Apollo Tyres planning to establish three to four additional outlets in other major cities shortly.

This new format underscores Apollo Tyres’ commitment to redefining customer engagement in the mobility sector, shifting focus from mere product sales to personalised, experience-oriented interactions. The initiative strengthens the company’s foothold in the premium mobility segment while reinforcing its ongoing journey toward elevated brand positioning across India.

Rajesh Dahiya, Vice President and Business Head, Apollo Tyres Ltd, said, "The expectation of today’s customers extend well beyond the product itself. With this new retail format, we are creating a premium destination that combines expert advice, convenience and personalised service while building stronger engagement with the automotive community."

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Triangle Tyre has secured a position on the 2026 China Auto New Supply Chain Top 100 list, released in Shanghai on 2 July alongside the Global Automotive Supply Chain Enterprise Competitiveness Analysis Report. The recognition highlights the manufacturer's sustained growth and strong overall capabilities within the domestic automotive sector.

The annual ranking evaluates companies based on business results, technological advancement, global support networks and sustainability efforts. Triangle Tyre's repeated inclusion signals industry acknowledgment of its competitive edge and international reach, reinforcing its commitment to long-term quality development.

Innovation remains central to the company's operations, supported by domestic and United States-based research centres. The firm holds 1,322 patents and has contributed to 155 national standards and 15 international standards. Research spending reached RMB 465 million (approximately USD 68.70 million) in 2025, marking a 7.62 percent increase from the prior year.

Key technological advances include an electromagnetic induction curing process that cuts energy use per unit by over 70 percent, backed by multiple patents including two from United States. The company has also introduced adhesion protection for giant OTR tyres and launched the e-Travel series for new energy vehicles, emphasising range, low noise and safety.

Triangle Tyre supplies over 60 domestic manufacturers and collaborates with global names like Caterpillar and Volvo. Shipments for new energy vehicle tyres rose nearly 40 percent in 2025, while OTR tyre volumes grew more than 20 percent. Exports reach over 180 countries, with overseas production projects currently advancing.

Sustainability achievements include national Green Factory status and energy efficiency recognition from the Ministry of Industry and Information Technology. The company earned an EcoVadis Gold Medal with a score of 81, ranking among the top five percent worldwide. Triangle Tyre continues to integrate renewable materials and reduce emissions while strengthening ESG practices to boost future competitiveness.

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