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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Maxxis Rubber India has been presented with an Appreciation Award from the Ahmedabad Rural Police in recognition of its support during VIP movements. The accolade was conferred by Superintendent of Police Om Prakash Jat, acknowledged for his role in fostering community safety and collaboration through his leadership.

Guided by its core principles of respect, care and appreciation, the company emphasises its commitment to quality, service and trust alongside cooperation with authorities. Expressing gratitude to the police department for acknowledging its efforts, Maxxis stated that the honour reinforces its dedication to integrity and public safety partnerships, motivating the organisation to continue contributing with the same unwavering commitment and a focus on building stronger, more resilient communities every single day forward together.

“At Maxxis, our core values – respect, care and appreciation – drive us beyond business. Whether ensuring 100 percent quality, service, trust in our products or standing alongside authorities for public safety, we believe strong partnerships build stronger communities. We sincerely thank the Police Department-Ahmedabad Rural Police for acknowledging our ‘unwavering support’ and ‘invaluable cooperation’. This honour motivates us to continue contributing with the same commitment and integrity,” the company acknowledged in a social media post.

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The organisers of the International Rubber Conference 2026 have opened exhibitor applications for the accompanying Rubber & Elastomer Technical Exhibition, with discounted early-bird rates available until 30 April 2026.

The conference will take place from 2 to 6 November at the Aichi International Exhibition Center (Aichi Sky Expo), bringing together global scientists, engineers and industry stakeholders working across rubber and elastomer technologies.

Exhibitors submitting applications by the April deadline will benefit from reduced participation fees. The final deadline for regular applications is 15 July 2026.

Held alongside the conference from 3 to 6 November, the exhibition is expected to attract more than 4,500 visitors and is regarded as one of the leading international platforms for showcasing advances in rubber science, materials engineering and industrial applications.

IRC 2026 marks the sixth edition hosted in Japan, following previous conferences in Tokyo, Kyoto, Kobe, Yokohama and Kitakyushu. Under the theme “Future Rubber Technology toward Sustainability”, the event aims to address evolving industry demands, particularly as Asia accounts for a growing share of global rubber production and consumption.

Organisers said the event will provide a platform not only for established players but also for emerging engineers and researchers to engage with international experts, fostering collaboration and technological advancement across the sector.

Applications and further details are available via the official conference website.

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Tegeta Green Planet, in partnership with the Wasteless specific waste management association, hosted the Georgia Rubberized Asphalt Summit (GRAS) 2026 in Tbilisi. This international conference was designed as a platform for exchanging global knowledge on sustainable road infrastructure and rubber-modified asphalt technologies, bringing together industry leaders and international experts to examine both the challenges and opportunities within the sector. A dedicated panel discussion formed a central part of the event, fostering in-depth dialogue among participants.

Despite being widely adopted in United States, Portugal, Spain and across Europe for over six decades, rubber-modified asphalt remains unused in Georgia. This technology offers significant advantages over conventional pavement, including a service life of 8 to 10 years, superior resistance to water damage, reduced noise pollution and a substantial decrease in environmental harm caused by automotive waste. The summit’s organisers aim to address this gap by promoting responsible waste management and raising public awareness about the dangers of unprocessed refuse.

More than a forum for knowledge exchange, the summit served as a call to action, underscoring Georgia’s potential to become a regional frontrunner in sustainable infrastructure. Tegeta Green Planet, a subsidiary of Tegeta Holding established in 2022, was among the first companies in the country authorised by the Ministry of Environment and Agriculture to recycle used tyres, oils and batteries under extended producer responsibility principles. The organisation operates by collecting specified waste types, managing their transport and recycling and ultimately processing these materials in line with circular economy models, thereby supporting the nation’s shift towards innovative green initiatives.

Ekaterina Kavtaradze, CEO, Tegeta Holding, said, “For Tegeta Holding, sustainable development is one of the most important principles of our operations, which is reflected in concrete solutions. I am delighted that Georgia has had the opportunity to host such a large-scale event. GRAS 2026 demonstrates that the circular economy can become a real economic priority in Georgia as well, bringing significant benefits to the country, as waste is transformed into a resource, creating economic advantages and reducing the negative impact on the environment.”

Shalva Akhvlediani, Director, Tegeta Green Planet, said, “Georgia is at a stage where infrastructure decisions can shape the economic and environmental outcomes of the next generation. This summit provides us with a unique opportunity to learn from the world’s leading countries and implement these lessons at the local level. Overall, the circular economy is the way forward: it allows us to transform waste, such as used tyres, into a useful resource, ensuring economic stability, environmental protection and sustainable development.”

Giorgi Guliashvili, Chairman, Wasteless, “Our goal is to implement a fully circular model in Georgia – from waste collection to recycling and the effective use of recycled materials. Starting this autumn, Georgia will launch its first high-tech tyre recycling plant, which will process used tyres collected throughout the country. Using recycled rubber in asphalt is a clear answer to the question of how the resulting raw materials are utilised. As a result of the plant’s launch, we estimate that we will produce up to 12–15 thousand tonnes of rubber crumb per year, which will allow us to use this material locally to build more durable and environmentally friendly roads. This will bring significant benefits to both the environment and the economy.”

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Sailun recently welcomed trade and media representatives from across the Nordic region to the Sailun Polar Drive 2026 event, where the focus was on hands-on testing of the new Alpine Evo2, Arctic 2 and studded Ice Blazer Spike winter tyres. Held under severe winter conditions, the gathering was designed to let participants experience the full capabilities of this new range through direct driving experiences rather than passive demonstrations.

Situated in Munio, Finland, 200 kilometres north of the Arctic Circle, the location offered consistently harsh weather that served as the ultimate proving ground. Around 120 guests, including journalists, original equipment representatives and retail partners from the Baltics and Nordic countries, put the tyres to the test across a variety of challenging surfaces. From loose snow and slush to polished ice and wet pavement, the Alpine Evo2, Arctic 2 and Ice Blazer Spike each had the opportunity to showcase their specialised winter performance.

The event took advantage of temperatures fluctuating between -20 and +5 degrees Celsius, creating the mix of snow, ice and wet roads typical of Nordic winters. Testing took place on a frozen river track straddling the Finnish-Swedish border, featuring dedicated sections for handling, acceleration, braking and drifting. The remote Munio area, known for its pristine natural environment, also reflected Sailun’s commitment to sustainability, which includes reducing energy use and emissions during manufacturing and developing fuel-efficient tyres. A fleet of Audi A3, Audi A6 e-tron and Audi Q6 e-tron vehicles allowed participants to assess not only performance but also comfort, low noise and energy efficiency.

Beyond the driving sessions, the programme included an in-depth workshop covering tyre technology, the new winter product lineup and Sailun’s broader brand direction. Attendees also had ample opportunity to engage directly with members of Sailun’s management team throughout the event.

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