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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Continental has introduced a special-edition tyre set for the 2026 Tour de France, merging its two most advanced road offerings into a single commemorative package. The release pairs the aerodynamically focused Aero 111 with the endurance-tested Grand Prix 5000 S TR, both dressed in translucent sidewalls and exclusive race insignia that distinguish them from standard production models.

Available only as a bundled pair, the front tyre measures 29 mm while the rear comes in at 30 mm, a configuration aimed at optimising both steering precision and rolling efficiency. This marks the debut of the Aero 111 in a transparent finish, giving riders a visually distinctive option without compromising the tread technology that reduces drag and harnesses crosswind energy for forward momentum.

The front tyre's specialised pattern has already proven effective in competitive settings, including early-season classics, by working in tandem with modern wheel profiles to maintain speed under variable wind conditions. Paired with the Grand Prix 5000 S TR, known for its balance of low resistance and dependable traction, the combination addresses the full spectrum of race-day demands. Both tyres share Continental's BlackChili rubber compound and Vectran reinforcement, supporting tubeless setups as well as hookless rims.

Several professional squads across the men's and women's pelotons, including UAE Team Emirates-XRG, Movistar, Bahrain-Victorious, Decathlon CMA CGM, Groupama-FDJ United and Uno-X Mobility, are slated to use the limited-edition tyres during this year's Tour de France and its female counterpart. Weighing 265 grammes for the front and 305 grammes for the rear, the package delivers a race-ready system that merges aesthetic distinction with field-proven performance characteristics.

Hannah Ferle, Road Product Manager, Continental Tires, said, "With this year's Tour de France Limited Edition, we wanted to bring together two products that represent the very best of Continental road performance. The Aero 111 continues to demonstrate how much untapped performance exists within the tyre itself, while the Grand Prix 5000 S TR remains the benchmark for speed, grip and reliability. Together, they create a unique package worthy of cycling's biggest race."

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Bridgestone Golf has unveiled the latest iteration of its premier ball franchise, the e6 SOFT TREADLINE, which now features the innovative 360 Align Tech. As the longest-running and best-selling series in the company’s history, this new model draws inspiration from the Bridgestone Dueler A/T Ascent tyre, applying tread-like technology to the golf ball’s design. The launch reinforces the brand’s commitment to blending automotive engineering insights with golf performance.

The new e6 SOFT TREADLINE maintains the core engineering that has defined its predecessors, including a large, soft and fast core with gradational compression to maximise ball speed and distance. Its seamless Surlyn cover ensures durability and responsive feedback, while advanced aerodynamic patterns promote stability during flight. This combination produces a high launch with low spin off the tee, alongside reliable short-game feel and control around the greens.

Central to the new design is the 360 Align Tech, a full-coverage alignment aid that wraps entirely around the ball. This feature assists golfers in putting precision, visualising roll, squaring the putter face and aiming with greater confidence while also supporting a repeatable pre-shot routine. The tread pattern provides a visible reference from any angle, helping players achieve cleaner setup visuals and improved target awareness.

Available now as a limited-edition two-piece model, the Bridgestone e6 SOFT TREADLINE is priced at USD 23.99 per dozen. Golfers seeking guidance on the ideal ball for their game can utilise the online Golf Ball Selection Guide available on the company’s official website.

Adam Rehberg, Senior Marketing Manager of golf balls at Bridgestone Golf, said, “Our research showed golfers are increasingly looking for more advanced visual alignment technology both on the tee and on the greens, and the 360-degree TREADLINE pattern is designed to deliver a highly effective solution in both environments. By integrating design inspiration from the Bridgestone Dueler A/T Ascent tyre, we were able to create a performance-driven alignment system with a unique connection to the broader Bridgestone brand.”

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Tegeta Green Planet has launched a significant educational initiative across the Borjomi region of Georgia, designed to cultivate environmental stewardship among the youth. The programme, which commenced in 2022, holds a pioneering status as one of the first organisations in the country authorised by the Ministry of Environmental Protection and Agriculture under the Extended Producer Responsibility framework. This authorisation underscores the company's commitment to managing the full lifecycle of specific waste streams, including used tyres, oils and batteries, in alignment with circular economy principles.

The initiative recently brought company representatives to Public Schools No. 3, No. 4 and No. 6 in Borjomi, as well as the Kvibisi Public School. The programme’s location is strategically significant, given that Borjomi is celebrated for its unique natural environment, mineral waters and vital forest ecosystems. The region’s sustainable development is inherently linked to the preservation of its natural heritage, making the education of local youth a critical component for its future.

During the school visits, students were introduced to the technicalities of waste stream management, learning the proper handling procedures for tyres, batteries and oils. The curriculum emphasised the environmental necessity of correct disposal and explained the broader connection to a circular economy, demonstrating how discarded materials can be transformed into valuable resources. The sessions highlighted how individual responsibility directly contributes to broader environmental protection and sustainable societal growth.

The educational format employed by Tegeta Green Planet was highly interactive, moving beyond traditional lectures. The programme featured presentations followed by engaging activities and educational games to reinforce learning, encouraging active participation from the students. The workshops provided a platform for open dialogue, where young attendees posed questions and proposed local solutions for creating eco-friendly communities. To make the experience more memorable and rewarding, symbolic gifts were distributed to all participants at the conclusion of the sessions.

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China’s Longmarch Group has initiated construction on a substantial tyre manufacturing venture in Egypt, valued at EGP 9.5 billion (EUR 160 million). The official groundbreaking was confirmed on 17 June by the Suez Canal Economic Zone's general authority. The new facility, named Longmarch Tyre (Egypt) Ltd, will be situated within the integrated industrial zone of Ain Sokhna, occupying a sprawling 200,000-square-metre site.

The development is structured as a two-phase project. The initial stage is designed to achieve an annual production capacity of 600,000 units for trucks and buses. Upon completion of the second phase, the plant's total output for these tyres will escalate to one million units per year, alongside an additional annual capacity of 4.5 million passenger car radial tyres.

Production from the Egyptian plant is primarily intended to satisfy local market demand, though the company also has clear ambitions to target export markets across the region and beyond. Longmarch Group’s chairman, Jin Yong Sheng, lauded the investment climate within the Suez Canal Economic Zone, highlighting its strategic location and superior logistical advantages as key factors for the company's expansion.

Established in 2003, Longmarch already operates a production base in Chaoyang, China, and manages a tyre joint venture in Pakistan. The Egyptian project marks a significant milestone in the firm's global strategy, leveraging the economic zone's competitive environment to strengthen its international footprint.

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