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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Nokian Tyres has achieved a significant milestone in the 2026 S&P Global Corporate Sustainability Assessment (CSA), securing a total score of 80 points. This evaluation examines sustainability factors that are critical to long-term corporate performance, with a strong emphasis on risk management, organisational adaptability and overall resilience. The company views this result as a clear validation of its strategic approach.

The assessment awarded the tyre manufacturer perfect scores in several key categories, including Climate Risk Management, Raw Materials Programs, Information Security Policy and Human Rights Mitigation and Remediation. Company leadership has acknowledged that this accomplishment is rooted in the deep integration of sustainable practices across daily operations, product innovation and long-term value generation.

Nokian Tyres also stressed that responsible expansion relies heavily on collaborative efforts with employees and partners, reinforcing that sustainable decisions are fundamental to building resilience in a rapidly evolving global environment.

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Bartell Machinery Systems has announced an expansion of its production facility in Rome, New York, aimed at increasing manufacturing capacity and reducing lead times for customers.

The company is adding 22,400 square feet of high-bay manufacturing space to its existing 152,000 sq ft site. The expansion will include 30-tonne crane capacity, designed to improve material handling, workflow efficiency and flexibility in managing work in progress.

“This expansion of our Rome, New York production facility represents an exciting and important milestone for Bartell Machinery Systems,” said Ben Lunduski, Vice President of Operations of Bartell.

The increased ceiling height will enable the company to manufacture larger and more complex equipment more efficiently. The additional vertical clearance and heavy-lift infrastructure are expected to support improved assembly processes and sequencing of large-scale projects.

Bartell said the investment is intended to increase throughput across multiple product lines, enhance scheduling flexibility and reduce bottlenecks in assembly and testing. The company also expects to expand its capacity to manage multiple projects simultaneously.

“As demand for our large industrial machinery systems continues to grow, this investment reinforces our long-term commitment to our manufacturing operations in Central New York, our customers and our employees,” said Pat Morocco, President of Bartell. “By expanding our production capabilities, we are positioning Bartell for continued success while building a strong foundation for future growth.”

The expansion is also expected to lead to an increase in the company’s workforce to support higher production volumes, contributing to employment in the local area.

Bartell, which produces equipment for the rubber and tyre, wire and cable, and oil and gas industries, said the expansion reflects sustained demand across its product lines and continued growth in recent years. Construction of the facility is at an early stage.

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TyreXpo Asia and AutoMROtive will return to Singapore from 17 to 19 March 2027 at Marina Bay Sands, following a well-attended 2026 edition in Bangkok that drew more than 6,000 buyers and sellers from across the tyre and automotive aftermarket sectors.

The co-located events aim to bring together manufacturers, suppliers and solution providers with distributors, dealers, workshop operators, fleet owners and other industry participants from Asia and international markets. Organisers said the combined format is designed to reflect increasing integration across the tyre and automotive maintenance ecosystems.

TyreXpo Asia Singapore will continue to position itself as a marketplace dedicated to the global tyre industry, while AutoMROtive will focus on technologies and services shaping automotive maintenance, repair and operations, with particular emphasis on fleet servicing.

The exhibition will cover a broad range of segments, including passenger car, commercial vehicle and industrial tyres, alongside wheels and related accessories such as rims and tyre fillers. It will also feature tyre manufacturing, retreading and maintenance solutions, as well as automotive components including batteries and braking systems.

In addition, the event will showcase workshop equipment, diagnostic tools and digital maintenance technologies, including predictive systems. Sustainability is also expected to be a key theme, with solutions related to tyre recycling, disposal and waste management included in the line-up.

Organisers said the event is intended to support companies seeking to expand their presence in the region, offering opportunities to connect with distribution networks, generate sales leads and demonstrate new technologies to a targeted industry audience.

Sponsorship and branding options will be available for companies aiming to increase visibility or position themselves as thought leaders within the sector. These can be tailored to support objectives such as lead generation, market positioning and customer engagement.

The announcement comes as companies in the tyre and automotive aftermarket industries begin planning their sales and marketing strategies for 2027, with trade events expected to play a role in facilitating cross-border partnerships and market access in Asia.

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Toyo Tire Corporation said Mitsubishi Corporation has ceased to be a major shareholder after tendering its entire holding through a treasury share buyback, ending its status as the company’s largest shareholder.

The change took effect on 10^th August , 2026, following Toyo Tire’s acquisition of its own shares through off-auction trading (ToSTNeT-3). Mitsubishi tendered all its shares, excluding less than one unit, as part of the transaction.

As a result, Mitsubishi is no longer classified as a major shareholder or associated company of Toyo Tire, the company said.

Before the transaction, Mitsubishi held 30,822,206 shares, equivalent to 20.07 percent of total voting rights, and ranked as the largest shareholder. Following the change, its holding has effectively been reduced to zero.

The move follows Toyo Tire’s earlier announcement on August 7, 2026 regarding the termination of its capital and business alliance with Mitsubishi, alongside plans to repurchase its own shares.

Toyo Tire said the change would have no impact on its consolidated financial results.

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