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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The Tire Industry Association (TIA) has revealed the outcome of its 2026 Board of Directors election, with four industry figures selected to serve three-year terms. Kelsey Jarman, Director of Sales for off-the-road tyres at ESTI, and Jason Rook, President and CEO of ITDG, are joining the board for the first time. Craig Stevens, General Manager of Big Horn Tire, and Adam Moffatt, Executive Director of the Tire Dealers Association of Canada, who also serves the Ontario Tire Dealers Association, have both been re-elected as returning members.

The association expressed enthusiasm for the leadership, perspectives and experience these individuals will contribute as they help steer TIA and advance the tyre industry. The newly elected and re-elected board members are scheduled to be formally inducted on 2 November 2026 during TIA’s Annual Membership Meeting, which will take place at Planet Hollywood Resort & Casino in Las Vegas. The association extended its congratulations to all four individuals.

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Dunlop Tyre Europe GmbH (DUNLOP) has unveiled a comprehensive winter and all-season tyre portfolio for the 2026 season, targeting European drivers who face unpredictable cold-weather conditions. The range covers high-performance passenger car and SUV applications, blending dependable winter traction with year-round versatility. The lineup includes the DUNLOP WINTER, WINTER SPORT 5, SP WINTER SPORT 4D and SP WINTER SPORT 3D winter tyres, alongside the DUNLOP ALL SEASON 2 for those seeking a single year-round solution.

The DUNLOP WINTER addresses drivers prioritising balanced low-temperature performance. Its directional tread and multidirectional sipes evacuate water and slush efficiently, supporting grip and stability, while lightweight materials reduce rolling resistance and aid fuel efficiency. It earned an ‘Exemplary’ rating in last year's Auto Bild tyre test, also praised for strong value. The WINTER SPORT 5, fitted as original equipment on selected Mercedes-Benz models, uses wide, deep grooves for efficient water evacuation and predictable cold-weather handling.

For enthusiasts, the SP WINTER SPORT 4D offers direct steering response through a lightweight construction, interlocking sipes, V-shaped snow grooves and an adaptive winter compound that promotes even contact-patch pressure. It is trusted as original equipment by Audi, BMW, Mercedes-Benz and Porsche. The SP WINTER SPORT 3D, original equipment on selected Audi, BMW, Mercedes-Benz and Volkswagen models, combines three-dimensional interlocking sipes for snow traction and braking with a Shape Lock System that maintains tread stability at higher speeds.

Completing the portfolio, the DUNLOP ALL SEASON 2 delivers a balance of summer and winter tyre benefits across varied conditions. Its 3D interlocking sipes aid winter traction, while a reinforced carcass supports stability and handling on both wet and dry surfaces, providing year-round confidence for European motorists.

Marcus Schulz, Assistant Manager – Product Planning, Dunlop Tyre Europe GmbH, said, "Winter no longer necessarily means facing months of snow and ice, with often milder temperatures adding to the unpredictability of the weather. This makes it even more important to have tyres that can cope with a wide range of weather conditions. With our winter portfolio, DUNLOP offers tyres designed to meet the increasingly diverse conditions and ensuring drivers can rely on consistent performance.

"In DUNLOP's first full year with Sumitomo Rubber Industries, we are entering a new chapter in Europe. By continuously strengthening and expanding our product portfolio, we are enhancing the brand's competitiveness and laying the ideal foundation for a successful and safer 2026 winter season.”

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Michelin has broadened its agricultural trailer tyre lineup with the launch of the MICHELIN WORKXBIB. Designed primarily for tipping trailers, slurry tankers, manure spreaders and similar farm equipment, the new addition complements the existing MICHELIN TRAILXBIB, which features the company’s patented Ultraflex technology for reduced soil compaction.

Engineered to handle the demands of trailer platforms, the WORKXBIB combines endurance, high load capacity and reliability for intensive road use. It supports loads of up to 6,500 kg at speeds of 65 kmph and is offered in a size range tailored to current vehicles, drawing on Michelin’s innovation to deliver dependable performance.

The tyre’s flat crown and reinforced, serrated shoulders provide a larger footprint, promoting stability even under heavy loads and at high speed. A steel-belted crown, robust carcass and bead area, and a high-performance rubber compound enhance puncture resistance. Serrated shoulders improve stability on sloping ground, while large tread blocks self-clean to reduce maintenance. This design delivers up to 80 percent longer life than the previous generation of Michelin trailer products.

For contractors and farm owners, the result is fewer tyre replacement and maintenance stops, greater equipment availability and better-controlled operating costs. The replacement market rollout begins with size 600/55 R26.5 in October 2026, followed by three additional sizes in the second quarter of 2027: 650/55 R26.5, 600/60 R30.5 and 560/60 R22.5.

Tom Saunders, Agricultural Beyond Road Customer Engineering Support Manager at Michelin, said, “In a sector marked by increasingly intensive road use and demanding field performance, we’ve developed the MICHELIN WORKXBIB for contractors and farmers. Our latest fitment has a wide range of applications from public works and civil engineering through to haulage and livestock farming.”

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Tegeta Green Planet participated in a Circular Economy Action Platform meeting hosted by the UN Global Compact Network Georgia on 6 October. The session examined packaging waste management and the need for technical regulation from a business standpoint, with participants exploring existing practices and the challenges tied to the issue.

Attendees stressed that an effective waste management system would serve environmental goals while giving businesses a clear and predictable operating environment. Shalva Akhvlediani, Director of Tegeta Green Planet, presented the company’s vision and hands-on experience. Discussion topics included the Extended Producer Responsibility system, the role of businesses in waste management and practical obstacles to advancing a circular economy in Georgia.

As an EPR organisation, Tegeta Green Planet helps producers and importers meet their environmental obligations and supports an effective waste chain spanning collection, proper treatment and conversion into a resource. Akhvlediani detailed the company’s work with used tyres, waste oils and automotive batteries, noting that a sustainable system demands coordinated cooperation among businesses, government and other stakeholders alongside practical experience.

The meeting underscored the value of technical regulation, with clear requirements and strong enforcement seen as ways to develop waste management, reinforce responsible business practices and encourage more efficient resource use. Developing a circular economy remains a key focus for Tegeta Green Planet, which continues working with the business, public and educational sectors so that waste management moves beyond regulatory compliance toward reuse and recycling opportunities.

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