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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VMI has opened a new service facility in León, Mexico, as the company expands its local support for customers and its growing installed base.

The facility was officially opened on 8^th October , with a ceremony attended by Fonseca, the State’s Subsecretary; Rodriguez, Deputy Mayor Of León; and Harm Voortman, Chief Executive of VMI Group. Customers and local employees also attended the event, which included a tree-planting ceremony.

The company said the new facility had been designed with a focus on sustainability, including waste management and energy use. The tree planting highlighted VMI’s environmental commitments, following its recent achievement of EcoVadis Platinum status.

The opening follows VMI’s recent launch of a sales and support office in Yokohama, Japan, reflecting the importance of the Japanese market to the group.

Alongside the León opening, VMI held a customer seminar showcasing its latest innovations in tyre-building and tyre-component preparation solutions.

“This state-of-the-art facility in León, the drum workshop and our local presence, will help us support customers in Mexico more efficiently with faster response times and enhanced levels of service,” said Voortman.

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Michelin has prepared a six-part documentary series chronicling its 11-season tenure in MotoGP as its current stint as the championship’s sole tyre supplier nears its conclusion. Titled ‘Racing on Trust – A Decade of Michelin in MotoGP’, the production examines the manufacturer’s return to the premier class in 2016 through the perspectives of those directly involved, rather than focusing solely on results and statistical milestones. The first two episodes premiered on 8 October 2026, via the Michelin Motorsport and Michelin Group YouTube channels, with the remaining four instalments arriving weekly on Thursdays at 2:00 p.m.

The project assembles 25 figures from across the paddock who agreed to recount their experiences without editorial constraint. World champions, current and former riders, team principals, championship executives, journalists and Michelin Motorsport personnel contribute previously untold accounts spanning the 11 seasons. Among them, Valentino Rossi revisits the closing chapter of his career, Marc Márquez addresses his injury and subsequent recovery and Johann Zarco describes the circumstances surrounding his landmark victory at Le Mans. Their recollections, alongside those of peers and officials, trace both the evolution of the sport and the individuals who shaped it.

Contributors include riders Marc Márquez, Valentino Rossi, Francesco Bagnaia, Jorge Martín, Fabio Quartararo, Maverick Viñales, Cal Crutchlow, Jack Miller and Johann Zarco. Team and organisational figures comprise Lucio Cecchinello of LCR, Ducati Corse’s Gigi Dall’Igna, Alberto Puig of Honda HRC, Dorna Sports CEO Carmelo Ezpeleta, Loris Capirossi of race direction and Hervé Poncharal of Tech3. Media representatives include Sylvain Guintoli, Manuel Pecino, Simon Patterson, Guido Meda and Michel Turco, while Michelin Motorsport is represented by Piero Taramasso, Jean-Claude Catalano, Jean-Philippe Cappelle and Nicolas Goubert, with additional input from Maria Herrera.

The opening episode, ‘2016: The Comeback’, documents Michelin’s return and the formidable task of replacing the championship’s previous sole supplier at motorcycling’s highest level. The second, ‘Regain Trust’, examines how setbacks and difficulties ultimately reinforced confidence between the manufacturer, riders and teams, deliberately avoiding a narrative built exclusively around success.

‘Listen to the Bike’, scheduled for 15 October, begins on a wet circuit with limited grip before delving into rider sensation and feedback, illustrating a development cycle driven by continuous exchange among riders, engineers, teams and Michelin technicians. Breaking Point’, releasing on 22 October, covers the 2020 and 2021 campaigns, when the pandemic, Márquez’s injury and the arrival of a new generation reshaped the competitive hierarchy, a transition symbolically concluded by Rossi’s farewell after more than two decades.

‘A New Era’, arriving on 29 October, follows MotoGP into a fresh phase marked by increasingly capable machines and emerging talent, with Michelin advancing its tyres to extend performance boundaries. The concluding episode, ‘Final Sprint’, releasing on 5 November, reflects on 11 seasons of profound technological change and an exceptional human undertaking.

Throughout the six films, technology remains a constant presence, yet trust emerges as the defining thread, binding riders to their tyres, engineers to teams and, above all, people working together under the extreme pressures of competition.

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FALKEN has unveiled the EUROALL SEASON AS220, a new all-season tyre joining its expanded 2026-27 winter and all-weather portfolio. The AS220 is designed for compact cars, mid-size vehicles and SUVs – the most popular segments in Europe – and extends the brand’s EUROALL SEASON family. It reflects FALKEN’s push to advance modern all-weather tyre technology while addressing a wider range of cars, powertrains, driving styles and applications.

The AS220’s Snow Compaction Grooves retain snow within the tread to improve traction on snow-covered roads, while Hydro Grooves evacuate water to support stability and braking in wet conditions. An advanced temperature-stabilised rubber compound is engineered for consistent performance across climates. These features aim to deliver safety, comfort, efficiency and performance for drivers facing mild winters, wet roads or snow.

The tyre is the first to feature FALKEN’s new VARIO CORE technology. Its VARIO CORE essence combines measures that can improve rolling resistance, wear and drive-by noise. Crucially, it reflects today’s more diverse car parc by focusing on efficiency, durability and a safe driving experience for petrol, diesel, hybrid, plug-in hybrid and electric vehicles alike.

Alongside the AS220, FALKEN offers the EUROALL SEASON AS220 PRO for high-performance passenger cars. It targets dynamic handling and dependable performance in varied weather, with precise handling, stability and control at speeds up to 167 mph (270 kmph). Advanced 4D-NANO Design technology and a modern lightweight construction contribute to wet grip, efficiency and extended tyre life, combining premium all-season performance with year-round usability.

FALKEN’s winter lineup also includes the EUROWINTER HS02 and HS02 PRO, developed for confident handling in challenging winter conditions. The HS02 uses a directional V-shaped tread for water evacuation and stable wet handling, while Miura-Ori 3D sipes can enhance traction and braking on cold, icy or snowy roads. The HS02 PRO targets higher performance, with an optimised tread design supporting snow and wet capabilities, precise handling and stability. Its groove design aids traction on snow and slush while maintaining a sporty character. Both benefit from Advanced 4D-NANO Design technology for wet grip, rolling resistance and wear, with significantly reduced weight versus previous generations.

For SUV and 4x4 drivers, the FALKEN WILDPEAK A/T AT3WA all-terrain tyre combines off-road capability with on-road comfort as a genuine year-round solution. Its tread pattern features a zig-zag centre rib, ribbed shoulder grooves, rigid tread blocks and offset shoulder blocks, improving on- and off-road traction and braking on loose surfaces, mud and snow. These also support self-cleaning, while a robust tread block and reinforced sidewall with gripping edges enhance stability, durability and off-road traction. 4D-NANO Design technology further supports fuel efficiency and performance across a broad range of weather conditions.

Marcus Schulz, Assistant Manager – Product Planning, Dunlop Tyre Europe GmbH, said, "Winter road conditions present unique challenges for tyres with drivers expecting a tailored tyre for their vehicle. With our current winter portfolio, we combine innovative technologies with everyday practicality, offering solutions for a broad range of vehicles and applications. In doing so, FALKEN ensures motorists can rely on balanced and dependable tyre performance, even in changing weather conditions.”

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The AZuR project group on chemical recycling convened its annual in-person meeting on 1 October 2026, bringing together more than 20 network partners at Pyrum Innovations AG in Dillingen/Saar. The gathering centred on recent scientific findings, the recovery of raw materials from end-of-life tyres, the European Tyre-to-Tyre initiative and collaborative projects planned for 2027. Participants examined how recovered carbon black and tyre thermolysis oil can be more effectively integrated into industrial production processes.

A scientific highlight came from Dr -Ing Sebastian Bogdahn, who presented his dissertation on the production and ecological assessment of high-quality carbonizates derived from used tyre thermolysis. His research combined experimental investigations, process modelling and life cycle assessment, with particular attention to recovered carbon black produced during thermolysis and subsequently processed. The findings indicated that the modelled system could potentially lower global warming potential relative to fossil-based carbon black production while underscoring the significance of process control, product quality and energy supply for environmental performance.

The European Tyre-to-Tyre initiative, launched in July 2026 by Pirelli, Pyrum, Synthos and BASF, illustrated how chemical recycling processes can be embedded within industrial value chains. Pyrum converts used and rejected tyres into recovered carbon black and tyre thermolysis oil through thermolysis. The processed carbon black is then used in Pirelli's tyre manufacturing, partially substituting fossil-based industrial carbon black.

At BASF, thermolysis oil is combined with fossil raw materials to produce chemical products including butadiene and styrene. Synthos utilises corresponding feedstocks to manufacture synthetic rubbers, which are subsequently employed in Pirelli's tyre production. According to the project partners, the entire value chain remains traceable via ISCC PLUS certification.

A notable feature of the meeting was a tour of Pyrum's thermolysis plants. Divided into three groups, attendees gained insights into the technical processes and engaged directly with on-site experts. The tour clarified the technical steps required for recovering and further processing raw materials, from the handling of used tyres through to the resulting product streams.

Management emphasised the value of regular AZuR in-person meetings, which combine exchange among companies, technology providers and research institutions with exposure to real industrial applications. The gathering demonstrated the importance of collaboration across the entire value chain, with research, technology development, industrial processing and tyre production considered together to transform recovered materials into high-quality raw materials for new products. The project group will continue this exchange in 2027 through concrete projects and information initiatives.

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