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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Pirelli is set to play a central role as the FIM Superbike World Championship concludes the first half of its season this weekend at Donington Park for the UK Round. Marking the final event before the summer break, the Italian tyre manufacturer has equipped competitors with the softest rear compounds from its 2026 standard range. This selection represents a clear advancement in development from the previous year, when riders were limited exclusively to older specification tyres.

For the premier WorldSBK class, the rear tyre allocation is headlined by the SCQ extrasoft compound, intended primarily for qualifying and the Superpole Race. This option, the softest in Pirelli’s portfolio, has already garnered positive feedback from riders during the Emilia-Romagna Round for its exceptional single-lap pace and consistent performance over a sprint distance. Complementing the SCQ are the SCX supersoft and SC0 soft compounds, while front tyre duties are covered by the standard SC1 soft and SC2 medium solutions, with the softer front being the overwhelming preference of last year’s grid, including triple race winner Toprak Razgatlıoğlu.

The notoriously unpredictable British weather remains a critical variable, with cool morning temperatures and frequent rain showers posing significant challenges for teams. Pirelli’s range has historically demonstrated considerable adaptability across fluctuating track and air temperatures, maintaining reliable grip in both cooler and warmer conditions. To address potential precipitation, the allocation is supplemented by DIABLO Wet intermediate and full DIABLO Rain tyres for both front and rear positions, ensuring competitors have viable options regardless of the elements.

In the supporting categories, WorldSSP riders will retain the SCX and SC0 rear compounds alongside the SC1 and SC2 front options. Meanwhile, the WorldWCR field and the emerging talents of the Yamaha R3 World Cup will also be in action, with both series utilising the Pirelli DIABLO Superbike SC1 tyre on both axles throughout the weekend’s racing programme.

Giorgio Barbier, Pirelli Motorcycle Racing Director, said, “Donington Park is a very distinctive circuit and, in many respects, a unique venue on the FIM Superbike World Championship calendar. The opening part of the lap features a series of fast, flowing corners taken at high speed and rapid changes of direction that require riders to manage significant power while the bike is still heavily leaned over. This demands tyres capable of delivering outstanding grip, precision and stability while maintaining consistent performance over race distance.

"Compared with last year, when only standard range solutions were available and no development specifications were included, this season, while confirming the same compounds introduced in 2025, we will provide riders with the complete 2026 standard range. The SCQ extrasoft compound will be the softest option in the allocation and can be used not only in free practice and qualifying but also, potentially, in the Superpole Race. For the longer races, riders will be able to rely on the SCX supersoft and, should temperatures be lower, the SC0 soft compound – solutions that have already demonstrated throughout the season an excellent balance between outright performance and consistency, as reflected by the many new records that have been set.

"Finally, the weather, which has historically been unpredictable in the UK, will once again be a key factor. Rain and low temperatures, even in the middle of summer, can have a major influence on tyre management and race strategies. Having a complete and versatile range available will therefore be essential to provide the best possible support in any weather conditions.”

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Sri Trang Group has unveiled a comprehensive organisational strategy centred on its ‘Empowering AI’ mission, designed to integrate artificial intelligence across its operations to boost efficiency and foster long-term sustainability. The initiative was formally announced during the company’s flagship annual gathering, the Sri Trang Town Hall 2026, held at the Four Points by Sheraton Phuket Patong Beach Resort. The event drew over 1,700 participants, including executives such as the Chairman, Group CEO and other board members, alongside employees from domestic and international branches who attended both in person and virtually.

Central to the new vision is the Group’s commitment to leveraging AI and data analytics throughout its entire value chain, supported by a robust Enterprise Data Foundation and an AI Governance framework. These systems are intended to ensure meticulous data management and foster stakeholder confidence. The application of AI is being tailored to optimise specific operational phases, from upstream procurement and production to downstream sales and logistics, aiming for precision in market forecasting, quality control and customer responsiveness.

Parallel to its technological push, Sri Trang is prioritising the development of AI Agents and practical AI Use Cases to accelerate tangible business outcomes. This effort is complemented by a cultural shift towards an ‘AI x Human’ paradigm, preparing the workforce to collaborate effectively with intelligent systems. Concurrently, the Group is reinforcing its dedication to environmental, social and governance principles, focusing on resource efficiency and the management of energy, water, waste and emissions as part of its trajectory towards a Net Zero target.

To support its ESG goals, Sri Trang is enhancing data systems to align with international standards like ISO 14064-1, ensuring accuracy and auditability for better risk management and decision-making. The company is also expanding collaboration with suppliers through its ESG Partner approach to elevate industry standards. This strategic direction underscores Sri Trang Group’s ambition to solidify its status as an innovation-led entity, combining human potential with AI to drive the Thai natural rubber sector towards resilient and sustainable growth on the world stage.

Dr Viyavood Sincharoenkul, Chairman of Sri Trang Group, delivered a keynote address on the vision, stating, “AI will not merely be a tool; it will become part of Sri Trang’s way of working and decision-making. We are building the Sri Trang AI Factory to connect data, technology and people together. AI is not simply a new technology but a major transformation in the way we work and compete in business. As the world accelerates AI adoption, organisations and people that are able to learn, adapt and work effectively with AI will be the ones that gain a competitive advantage and achieve sustainable growth in the future. Our goal is not to have the best AI but to build an organisation where everyone can use AI effectively, supported by trusted data, proper governance and a culture of continuous learning. The success of AI is not measured by the number of systems developed but by the number of people who can work effectively with AI and create value for the organisation.”

Veerasith Sinchareonkul, Group CEO, Sri Trang Group said, “The ‘AI Revolution Without Boundaries’ does not mean bringing in technology to replace our people. Rather, it means using AI to enhance people’s capabilities so that they can work smarter, faster and more efficiently. In essence, the meaning of ‘Empowering AI’ is ‘Empowering People with AI’ empowering our people to grow and move forward through the potential of AI. We believe in the power of collaboration between humans and AI. When AI works alongside people at every level, it helps improve decision-making accuracy, enhance the efficiency of frontline employees, strengthen executive leadership and foster a culture of continuous learning, teamwork and innovation. The future of the organisation is therefore not one in which AI replaces humans, but one in which humans grow together with AI without limits.”

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Michelin has expanded its retail footprint in North India by inaugurating two Michelin Tyres & Services (MTS) outlets, located in Amritsar and Panchkula. The Amritsar location operates through a partnership with National Auto, while the Panchkula facility is a collaboration with Universal Tyres. This development underscores the French tyre giant’s strategy to place its globally recognised products and services within closer reach of consumers in a rapidly developing automotive market.

Each of the new establishments spans 5,000 square feet, situated strategically on Loharka Road and within Panchkula’s Industrial Area. Designed as modern service hubs, they provide a full spectrum of offerings, ranging from passenger car and two-wheeler tyres to advanced wheel alignment and mechanical maintenance. The stores stock renowned product lines such as the Primacy, Pilot Sport and Latitude Sport series, aiming to deliver a premium and seamless experience for vehicle owners.

The selection of Amritsar and Panchkula reflects Michelin’s assessment of their growth potential, driven by tourism, infrastructure projects and a rising number of private vehicle owners. To capitalise on these opportunities, Michelin has aligned with established regional players. National Auto, a trusted entity in Amritsar since 1927, brings a long-standing reputation for quality service, while Universal Tyres contributes over three decades of technical expertise and market knowledge in the Panchkula region.

These partnerships are central to Michelin’s broader objective of delivering superior mobility solutions rooted in safety and durability. By combining its own technological leadership with the local acumen of its partners, the company aims to strengthen its service ecosystem and cater to the evolving demands of the northern Indian automotive sector.

Shantanu Deshpande, Managing Director, Michelin India, said, “North India continues to be a key market in Michelin's growth journey, supported by rising vehicle ownership, improving road infrastructure and growing demand for premium mobility solutions. The launch of our new Michelin Tyres & Services Stores in Amritsar and Panchkula marks another important step in strengthening our retail presence and bringing Michelin's globally benchmarked products and services closer to customers across the region. As we prepare to introduce Made-in-India passenger car tyres, we remain focused on delivering solutions tailored to the evolving needs of Indian consumers.”

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Tyres Europe has issued a formal call for the Industrial Accelerator Act to be revised, urging policymakers to grant greater recognition to the tyre sector’s strategic importance within the continent’s automotive ecosystem. In a newly published position paper, the organisation argues that the current framework insufficiently addresses the industry’s unique contributions and challenges.

The association is advocating for several key amendments, including an expanded scope that acknowledges tyres as critical components in both the replacement and original equipment markets, thereby stimulating demand for EU-manufactured products. Additionally, Tyres Europe proposes the establishment of a Union origin definition that would prioritise European production in public procurement and state-aid schemes. The paper also highlights tyres’ potential to enhance energy efficiency and lower CO2 emissions for light vehicles, while calling for dedicated backing for retreaded and EU-made truck and bus tyres, alongside increased financial mechanisms for industrial decarbonisation and improved governance of manufacturing acceleration zones.

With these targeted modifications, Tyres Europe contends that the Industrial Accelerator Act could effectively foster a market for low-carbon, high-performance tyres produced domestically. Such adjustments would simultaneously bolster competitiveness, support decarbonisation goals and reinforce the overall resilience of Europe’s automotive supply chain.

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