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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Michelin has secured a significant expansion of its partnership with the DHL Group, taking over complete tyre management for 11,000 new all-electric delivery vehicles from the DHL’s Post & Paket Deutschland division. This brings the total number of DHL vehicles under Michelin’s care to 45,000 across more than 2,000 locations, covering a substantial portion of the German last-mile fleet operated by the world’s largest logistics company. The newly signed contract, valued in the mid-double-digit million range, extends for up to 12 years and deepens a collaboration that has lasted 14 years.

Under the arrangement, Michelin oversees the entire tyre lifecycle for the 45,000-vehicle Post & Parcel fleet in Germany, which consists mainly of vans and passenger cars alongside some trucks supplying parcel centres. Services encompass tyre assembly, seasonal switching between year-round and winter tyres, mobile breakdown assistance and comprehensive wear management. Michelin expects roughly 70,000 tyres to be changed annually, about 20,000 service operations and some 6,000 roadside assistance calls, each with a reliable two-hour response commitment.

To handle this volume, every vehicle is clearly identifiable, allowing Michelin to immediately determine the required tyre type when a breakdown or wear limit is reported and resolve the issue on site swiftly. The company deploys its MICHELIN Agilis CrossClimate all-season tyre and the MICHELIN Agilis Alpin for winter road conditions. A nationwide network delivers the service promise, with Euromaster managing DHL locations alongside more than 220 additional partners, while Michelin staff across Germany monitor quality from urban parcel centres to rural delivery bases.

The outsourced tyre management keeps Deutsche Post and DHL’s German fleet reliably operational, letting the logistics group focus on its core business. Michelin impressed DHL with a competitive tender offer and an innovative overall concept, including a more transparent cost structure and simplified processes for tyre management and roadside assistance. This major order for networked fleet solutions strengthens Michelin’s standing as a high-performance partner for large delivery and parcel services, particularly in the growing electric delivery fleet segment.

Eva Tschan, Director Connected Solutions DACH and Nordics at Michelin, said, “DHL Group assigns us complete responsibility for tyre management on the last mile in Germany and thus for the most critical part of the daily letter and parcel delivery. We completely take the work of our customer around the topic of tyres and ensure that the feed fleet stays on the road – reliably, predictable and efficient. Our aspiration is to make the complex topic of tyre management for the postal and parcel Germany division as simple and transparent as possible.”

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Tyrecycle has been honoured with the Closing the Loop Award at the 2026 WasteSorted WA Awards, recognising its groundbreaking InfinitySeries partnership with Fenner Conveyors. The accolade highlights a significant shift in how end-of-life mining conveyor belts are managed, moving away from traditional landfill or stockpiling methods that had long posed challenges for the industry.

Through collaboration with Fenner Conveyors, a genuine belt-to-belt circular solution has been established, recovering valuable materials from used conveyor belts and reintroducing them into the manufacture of new ones. So far, the initiative has diverted over 4,000 tonnes of end-of-life belts from landfill, with recovered materials incorporated into Fenner's InfinitySeries products, each containing a minimum of 10 percent recycled content sourced from locally recovered belts.

The award reflects the potential of coordinated efforts among recyclers, manufacturers and industry stakeholders to keep resources in circulation and transform complex industrial waste streams into new products. Tyrecycle extended appreciation to Fenner Conveyors, its customers and its team for bringing this circular economy innovation to fruition.

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Hankook Tyre UK has secured exclusive sponsorship of the Transport Association Traffic Managers’ & Engineers’ Conference 2026, an event that draws fleet and logistics professionals together to exchange knowledge and examine the issues influencing commercial transport’s future.

The Transport Association, established in 1955, represents a UK-wide network of roughly 65 independent, family-owned logistics firms. Its members operate some 5,700 vehicles from 175 locations, delivering transport, storage and distribution services domestically and across Europe, while the organisation promotes collaboration and best practice.

Scheduled for 25–27 September 2026 at Newcastle-upon-Tyne’s Crowne Plaza Hotel, the annual gathering will convene senior figures from the Association’s national network. As exclusive sponsor, Hankook will address tyre efficiency, safety, sustainability and total cost of ownership – topics of growing importance amid decarbonisation, cost pressures and electrification. The partnership reinforces Hankook’s dedication to collaborating with fleet operators and industry bodies on practical solutions for commercial mobility’s future.

Jon Cottrell, Network & Operations Manager, Hankook Tyre UK, said, “We’re delighted to support The Transport Association and its members at this year’s conference. The transport sector is evolving rapidly, and close collaboration across the industry will be essential. We look forward to sharing our experience, hearing different perspectives and contributing to the practical discussions taking place throughout the event.”

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Pirelli has introduced its new SCORPION Gravity range, a mountain bike tyre lineup created for gravity riding and covering trail, enduro, freeride and downhill disciplines. The Italian manufacturer has completely redesigned the platform while introducing a new naming system intended to simplify how riders identify the best tyre configuration. Compared with the previous line, the range substantially increases the number of available combinations, as each model can be paired with different casing and compound choices.

The selection process follows three stages. Riders first choose a tread pattern, with three distinct scorpion species each representing a different terrain and riding style. They then select a casing based on the level of support and protection required. Finally, they choose a compound from Medium, Soft or Supersoft to achieve the desired balance of grip, rolling efficiency and durability.

Three tread names form the foundation of the new architecture: Black Sting, Emperor and Red Claw. Each draws inspiration from a different scorpion species, with the name reflecting the creature's characteristics and natural habitat to create a direct link with the conditions and riding style the tyre is engineered for.

Black Sting takes its name from scorpions living in deserts and arid environments. Developed for riders prioritising speed, precision and responsiveness, the fast-rolling tread combines low rolling resistance with controlled braking, suiting hardpack and firm, compact terrain where stability under high loads and at speed is critical. Emperor is the range's most versatile option, building on the previous RACE M tread but fully re-engineered. Like the scorpion it represents, it performs across mixed terrain and changing conditions, balancing traction, control and rolling efficiency. Red Claw, inspired by tropical scorpions in wet, humid environments, targets maximum traction and control. Based on the earlier RACE T design, it is optimised for loose-over-hard, dusty and off-camber terrain.

Pirelli has also evolved its four casing constructions, all now fully eMTB-ready for conventional and electric mountain bikes, including Light and Full Power models. ProWALL is the lightest with sidewall protection, weighing 700 to 900 grammes, and favours responsiveness and climbing efficiency. HardWALL, at 900 to 1,100 grammes, adds structural support and reinforcement against pinch flats. DualWALL, weighing 1,100 to 1,300 grammes, uses a dual-ply build for enduro racing, bike parks and freeride. DH+ WALL, from 1,300 to over 1,500 grammes, is the most protective option, employing tougher base fabrics and extra reinforcement for elite downhill racing.

Three compounds complete the range. Medium, marked yellow, balances grip, comfort and durability. Soft, marked red, provides intuitive handling and consistent grip in dry and wet conditions without sacrificing durability. Supersoft, marked purple, is engineered for the most demanding conditions, offering maximum grip, vibration damping and impact absorption. The range was developed by Pirelli technicians with three-time Downhill World Champion Fabien Barel and world-class athletes including Brendan Fairclough, Jack Moir, Thomas Genon, Juan Diego Salido, Fabio Wibmer and Lachlan Blair.

Fabien Barel said, “Having worked closely with Pirelli, I’ve seen firsthand how deeply their expertise runs, from Formula 1 to the Motorcycle World Championship, from motocross to high-performance cars. That same racing DNA is now driving innovation in mountain biking – across compound technology, casing construction and tread design. What’s particularly interesting is seeing how the company is bringing into cycling that wealth of cross-discipline knowledge built up over years of success at the highest levels of motorsport. What stands out most when riding these new tyres is how consistent the grip feels across the entire tread, no matter the terrain, and how stable the casing stays even when conditions get rough – it’s the kind of confidence you notice within the first few turns.”

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