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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Two tyre service businesses with strong regional recognition in central Sweden and the Stockholm area, Västerås Däck and Arlandastad Däck, have been acquired by Citira, a Sweden-based company specialising in circular tyre management. These additions represent a significant step in Citira’s strategy to broaden its service network within the country.

Established in 2008 by Jalle Eriksson, Västerås Däck built a solid reputation for servicing both passenger cars and heavy vehicles, cultivating a dedicated customer base. This success led to the creation of Arlandastad Däck in 2020. The strategic placement of both facilities along the E4 and E18 corridors, combined with dedicated leadership and strong operational standards, positioned them for integration as vital service hubs within the expanding Citira network.

Daily operations at both locations will remain unchanged, with the existing staff continuing in their roles. The current management will stay on to run the businesses, now with access to Citira’s broader resources to foster future growth. As part of the agreement, Eriksson will transition into a co-ownership role within Citira, ensuring continuity and a shared vision for the businesses moving forward.

David Boman, CEO, Citira, said, “It is our privilege to welcome Jalle, Fredrik and Sofie to Citira, we look forward to working with them. The Eriksson family has made great achievements with both tyre shops and we are confident that adding these two service points will improve Citira’s service offering in both regions. We see great value in the experience that the Eriksson family brings and in the potential to operate these tyre shops alongside our current tyre shops in Västerås and Märsta.”

Eriksson said, “We are very impressed with what Citira has achieved so far. Their extensive network of tyre shops, broad service offering and industry experience will ensure that our service standards remain high going forward while enabling us to focus fully on serving our customers and exploring growth opportunities. We look forward to this partnership.”

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Dr Suttipong Angthong, Secretary-General of the Association of Natural Rubber Producing Countries (ANRPC), visited the Malaysian Rubber Glove Manufacturers Association (MARGMA) in Kuala Lumpur on 13 February 2026. The meeting brought together the ANRPC representative with MARGMA's Executive Director, Linda Tey and Dr Amir Hashim Md Yatim to discuss potential avenues for collaboration between their two organisations.

The dialogue was focused on strengthening ties across the natural rubber and glove value chain. Key topics included enhancing downstream value addition, promoting sustainable practices and navigating the challenges presented by evolving global market dynamics. The conversation underscored a shared interest in a closer partnership to build greater industry resilience.

Both parties expressed a firm commitment to working together to foster sustainable growth and to reinforce Malaysia's significant role within the global rubber ecosystem. The discussions highlighted a mutual dedication to forging a more integrated and competitive future for the natural rubber and products sector.

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According to a recent analysis by ICRA, the Indian automotive sector is poised for a period of normalised wholesale volume expansion in the fiscal year 2026–27. This forecast follows a phase of accelerated growth in the latter half of 2025–26, which was primarily fuelled by factors emerging from post-GST reforms and positive rural market sentiment. The industry is currently undergoing significant structural changes, most notably a shift towards premium products and an evolving mix of powertrain technologies, signalling a deep-seated change in consumer behaviour and technological adoption.

In the passenger vehicle segment, domestic wholesale figures for 2025–26 are anticipated to rise by 5–7 percent. This uptick is attributed to increased affordability resulting from GST rate adjustments, a robust need for vehicle replacement and a continuing inclination towards private transportation. The utility vehicle sub-segment is particularly benefiting from shifting consumer tastes and a surge in new model introductions. Concurrently, alternative powertrains like CNG, hybrids and electric vehicles are gaining traction due to regulatory influences and changing customer preferences. However, building on a high base and elevated inventory levels with dealers, the growth in passenger vehicle wholesales is expected to temper to a more moderate 4–6 percent in 2026–27.

The two-wheeler market is on a path of steady recovery, with an estimated growth of 6–9 percent in 2025–26. This is supported by strong agricultural performance, easier access to finance and better overall affordability. Mirroring the passenger vehicle segment, a trend towards premiumisation is evident, with demand for premium motorcycles and scooters rebounding sharply, while entry-level models continue to face headwinds due to elevated prices and affordability issues for lower-income consumers. The penetration of electric two-wheelers is set to increase progressively, though the industry must monitor supply-side factors such as the availability of rare earth magnets. Looking ahead to 2026–27, the segment's growth is projected to normalise to 3–5 percent.

The commercial vehicle sector is forecast to see wholesale volumes grow by 7–9 percent in 2025–26, driven by increased activity in light commercial vehicles and buses. While replacement demand, infrastructure projects and a stable economy provide a solid foundation, cumulative price increases from successive regulatory changes, like emission norm updates, pose a constraint on more robust expansion, particularly for trucks. For 2026–27, the overall growth for commercial vehicles is expected to settle at 4–6 percent. Within this, medium and heavy commercial vehicles are projected to grow by 5–7 percent, light commercial vehicles by 3–5 percent and the bus segment is likely to outperform with 7–9 percent growth, buoyed by significant replacement needs from state transport undertakings.

Across all these segments, the adoption of electric vehicles is predicted to rise substantially by the end of the decade. This transition will be most pronounced in two-wheelers, three-wheelers and buses, with passenger cars and light commercial vehicles also seeing a gradual increase from their current low base. This widespread shift will be enabled by sustained governmental policy support, the expansion of charging networks and a progressively lower total cost of ownership for electric models.

Srikumar Krishnamurthy, Senior Vice President & Co–Group Head – Corporate Ratings, ICRA, said, “The current fiscal has unfolded as a tale of two halves for the Indian automotive industry, with the first half witnessing subdued demand while the second half is seeing a strong recovery on the back of policy support and healthy rural demand. Industry sales volumes have been robust over the past few months, aided by the GST rate cut, pent–up demand, supportive rural output and conducive financing environment. Although demand sentiment remains optimistic, volumes are reaching levels that would weigh on the potential for outsized growth in 2026–27.

“The Indian automotive industry is currently at crossroads amid changing consumer preferences, technological advancements and focus on sustainability. ICRA expects the growth trajectory to continue in 2026–27 even as growth is likely to remain modest across segments. Over the medium term, vehicle electrification is expected to be a key structural theme, with EV penetration rising steadily across segments.”

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The eighth Apollo Tyres Global Partners’ Summit brought together a diverse group of leaders, innovators and longstanding collaborators for a day dedicated to strategic dialogue and forward-looking alignment. Conversations focused on key areas such as business strategy, product innovation, manufacturing excellence and sustainability, reinforcing the idea that enduring success is built on strong, collaborative relationships. A major highlight was a guided tour of Apollo Tyres’ advanced manufacturing facility in Andhra Pradesh, where partners gained direct insight into the scale, cutting-edge technology and operational precision that are shaping the company’s future growth.

The summit featured two significant panel discussions. The first – Doing Business in Uncertain Times – brought together global leaders to explore challenges and opportunities in a shifting landscape. The second – Building Sustainability into Manufacturing Operations – addressed integrating sustainability into manufacturing, with experts discussing decarbonisation, ethical sourcing and digital transformation. Both sessions emphasised the growing responsibilities of modern enterprises and the need for cross-border cooperation to build resilient supply chains and drive meaningful change.

Concluding the event was an awards ceremony celebrating partners whose exceptional performance, innovation and dedication continue to elevate industry standards. These honours acknowledged not just measurable outcomes, but the trust and shared accountability that form the foundation of lasting partnerships.

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