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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Facing mounting pressure on the industrial sector, the German rubber industry is demanding that the federal government adopt a crisis-mode approach. Michael Klein, President of the German Rubber Industry Association (wdk), issued the warning in Frankfurt am Main, criticising policymakers in both Germany and Europe for inaction while manufacturing firms, especially mid-sized companies, are already operating at maximum alert and fighting for survival.

Klein expressed strong support for the ‘Enough with the snail's pace!’ initiative launched by the German Chemical Industry Association (VCI), which calls for accelerated reforms. He also aligned with Chancellor Friedrich Merz’s view that economic policy must move more swiftly. According to Klein, the wave of site closures and production relocations underscores the severe strain on Germany as an industrial hub. He stressed that all nationally controllable competitive disadvantages must now be eliminated without delay.

To achieve this, Klein proposed tangible steps such as lowering the national CO₂ price and temporarily suspending national emissions trading, alongside a significant and immediately noticeable reduction in bureaucratic burdens.

Addressing broader economic pressures, the wdk president warned of additional strains from the conflict involving Iran. He pointed to surging fuel prices driving up transport costs and disruptions to global container shipping routes, which are increasingly jeopardising supply chains across sectors, including the rubber industry. With multiple crises converging, Klein cautioned that without swift countermeasures, Germany’s status as a production location faces further irreversible damage.

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Cooper Tires, a subsidiary of Goodyear, has unveiled a completely reimagined global brand identity aimed at increasing visibility, sharpening consumer recognition and reinforcing its position within a fiercely competitive market. The refresh speaks directly to drivers who rely on durable, dependable tyres.

Drawing on more than a century of building trust with those who expect peak performance, the new look merges Cooper’s established legacy with a contemporary aesthetic. The result conveys strength, intentionality and assurance. Central to the update are refined brand marks, an updated colour palette and a modern design approach tailored to stand out in both physical retail spaces and digital environments.

The evolution pays homage to two symbolic figures. One returns to Cooper’s history: a knight’s helm, first adopted in the 1940s following the brand’s Armored Cord tyre innovation, now reimagined with sharper lines to lead Cooper forward. Joining it is the American grey wolf, native to Ohio where Cooper is rooted. Representing adaptability, resolve and readiness for any terrain, the wolf reflects the brand’s character and the mindset of its drivers. Both icons will appear prominently across major brand materials.

The updated colour system balances heritage with visibility. Valor Green nods to Cooper’s history of crafting products for rugged conditions and natural landscapes, symbolising endurance and expertise. A heritage orange accent recalls the brand’s early days, adding energy and distinction. The overall palette draws inspiration from nature, a core element of Cooper’s identity.

Additional updates span typography, photography and illustration. Developed with Publicis P1T Crew and creatively led by BBH USA, the rollout begins in March 2026 with global website and social media updates, along with select paid media campaigns. Retail point-of-sale materials will follow gradually to ensure a consistent worldwide experience.

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Titan International, Inc., a leading global manufacturer of off-highway wheels, tyres, assemblies and undercarriage products, has announced a decision to consolidate its North American manufacturing footprint. This strategic move will result in the closure of the company’s facility in Jackson, Tennessee, by the end of October 2026. The consolidation reflects Titan’s ongoing efforts to optimise operations and improve capacity utilisation across its existing network.

Production currently performed at the Jackson site is expected to be transitioned to other Titan facilities over the coming months. The closure will affect approximately 140 employees. Titan has committed to supporting these team members throughout the transition, working closely with local leadership to provide assistance that includes severance packages, continuation of benefits and job placement support.

Despite the Jackson closure, Titan will continue to operate a robust network of manufacturing facilities across North America. This network ensures the company remains well positioned to serve customers across a diverse range of off-highway end markets, including outdoor power equipment, powersports, agriculture, construction and earthmoving.

Paul Reitz, President and CEO, Titan International, said, “The decision to consolidate production and close the Jackson facility is difficult knowing the impact it has on our team members and their families. Titan continues to take deliberate actions to improve its operating efficiency while maintaining the flexibility and scale required to serve our customers.”

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America's Tire has entered into a new multiyear partnership with Major League Soccer’s Philadelphia Union, marking an immediate collaboration that will extend across several future seasons. Under the three-year agreement, the tyre retailer assumes the role of the Union’s Official Tire Retailer. Its branding will be prominently displayed on the rooftop of Subaru Park, complemented by field-level signage visible during broadcasts of home games. Beyond stadium presence, the company will engage fans through a digital and social content series featuring Union players and will also lend its support to the historic Army-Navy Cup.

Having established its first Philadelphia location in 2024, America's Tire has positioned itself as a local authority on tyre safety. The company now operates three area stores, including one in Burlington, New Jersey. This alliance with the Union broadens America's Tire’s existing commitment to road safety for professional soccer supporters, building on its role as the Official Tire Retailer of Major League Soccer during the league’s 31st season – a designation that encompasses marquee events like the MLS All-Star Game and MLS Cup.

In Philadelphia and across 20 other MLS markets, America's Tire provides tyres, wheels and wiper blades through online and in-store channels, supported by expert teams for safety checks and installations. In addition to the Burlington location, fans near the Union can visit its stores in Exton and Whitehall, Pennsylvania.

Tom Williams, Chief Experience Officer, America's Tire, said, "As America's Tire continues to expand its presence in the Northeast, our objective is to exceed customer expectations by ensuring consistent, reliable support across every interaction.”

Charlie Slonaker, Chief Revenue Officer, Philadelphia Union, said, "We're excited to welcome America's Tire as a partner of the Philadelphia Union. Through this partnership, we share a commitment to helping keep our communities safe by raising awareness about tyre safety and road readiness among our fans."

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