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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Sri Trang Group has been recognised by the Securities and Exchange Commission (SEC) for its efforts to promote financial and investment literacy among employees. Pacharin Anuwongwattanachai, Company Secretary of Sri Trang Agro-Industry Public Company Limited (STA), and Thanawan Sa-ngiamsak, Chief Financial Officer of Sri Trang Gloves (Thailand) Public Company Limited (STGT), accepted the ‘Organization Promoting Financial and Investment Literacy for Employees’ certificates on behalf of their respective companies. The ceremony, held under the SEC's Financial Well-being in Workplace project, took place at the Royal Thai Army Club on Vibhavadi Rangsit Road in Bangkok on 9 October 2026.

The SEC accolade underscores Sri Trang Group's dedication to sustainable business practices, especially the social pillar of sustainability that prioritises comprehensive care for employees' quality of life and well-being. STA advances financial, investment and savings literacy through structured and ongoing financial education programmes. All eight categories of the SEC's online financial and investment lessons have been integrated into the companies' self-learning platforms, allowing staff to build skills independently. Training sessions with SEC experts cover financial and investment planning for salaried employees as well as retirement planning for those aged 50 and above and investment planning tailored to individual needs.

Disciplined saving is further encouraged through income and expense tracking, financial health check-ups and discussion groups in which employees exchange insights on managing provident fund investments with expert guidance. These measures help staff strengthen financial security, ease financial worries and sustainably improve the quality of life for themselves and their families. The approach reflects the Group's care for its people alongside its commitment to good corporate governance, aligning with annual reporting disclosures and the corporate governance assessment criteria for Thai listed companies.

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Pirelli's 23-season run as sole official tyre supplier to the FIM Superbike World Championship ended at Jerez de la Frontera during the Pirelli Spanish Round. The Italian manufacturer helped shape the technical identity of the premier production-derived series through continuous product development and innovation while emphasising tyre safety and reliability and cooperating closely with organisers, the federation, manufacturers and teams.

The firm's connection to production-based motorcycle world championship racing dates back to 1989, when it debuted with the Rumi team's Honda RC30 ridden by reigning world champion Fred Merkel. The American narrowly missed the podium at Donington Park but took pole and won both Hungaroring rounds, putting him on course to defend his crown. After withdrawing from major motorcycle racing championships in the 1990s, Pirelli returned in 2004, when the WorldSBK promoter chose it as sole official tyre supplier under an arrangement that marked a turning point in international motorsport.

The company's strategy was straightforward: turning racing into a genuine development laboratory for motorcyclists. In a championship built on production-derived machines, that meant supplying tyres closely resembling products available to the public rather than solutions created exclusively for competition. Pirelli pursued innovation that progressively redefined racing tyre performance and then fed track knowledge back into its road products.

The DIABLO Superbike, launched in 2005, became a benchmark in the racing slick range, and the DIABLO Supercorsa followed in 2007 for support classes, leading in 2008 to the DIABLO Supercorsa SP road tyre. The SC0 compound arrived for the DIABLO Superbike in 2012 and reached the road range a year later. Rims changed from 16.5 to 17 inches in 2013, and 125/70 front and 200/65 rear sizes were introduced in 2018, followed by the SCX supersoft compound in 2019 and the SCQ extrasoft compound in 2022. From 2020, every class ran on slicks.

Across those 23 seasons, Pirelli's role grew into a proactive partnership supporting the championship's development, producing close relationships first with Infront and later with Dorna that extended to marketing and communication. Initiatives originally conceived for Pirelli's guests were gradually opened to the entire paddock, making the championship more attractive for supporters and a wider audience.

The 2026 season underlined that approach, with Pirelli offering riders 17 front and rear solutions combining standard range products with development specifications. The effort brought constant performance gains and fresh milestones, including 10 all-time lap records and 11 race lap records alongside significant race distance improvements. The journey spanned from James Toseland, the first world champion of the Pirelli era in 2004 aboard the Ducati 999 F04, to Nicolò Bulega, who dominated 2026 on the Ducati Panigale V4 R with wins in 36 races. As this chapter closes, the accumulated knowledge will continue to drive Pirelli's tyre development and its commitment to the highest racing levels.

Giorgio Barbier, Pirelli Motorcycle Racing Director, said, “We have developed racing and road tyres for more than two decades. Although our journey in WorldSBK is coming to an end, we will continue to innovate our racing products to boost on-the-road technology and performance. For more than two decades, we turned WorldSBK into an innovation lab and helped organisers, the federation, manufacturers and teams in its evolution. By constantly creating and fine-tuning new compounds, structures and solutions, we have boosted performance and set new records year after year while also generating technology and expertise that went on to be transferred to road tyres. We pursued this quest right through the final season, and it does not end here: the experience gained in WorldSBK will continue to drive Pirelli's leading edge both in motorsport and on the road.

“Despite operating under a single-tyre supplier system and always providing competitive products, our goal has consistently been to improve our game, year after year, by offering state-of-the-art products while paying extremely close attention to market demands. This was especially true in the early years, when end users wanted and needed a pure racing product they could use on the track. We recognised that need, by continuing to develop increasingly better products, and, most of all, by introducing new race-to-road sizes, which became the new benchmark for the sports motorcycles on the market.”

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Birla Carbon has released its 14th annual Sustainability Report, titled ‘Sustainable – Work in Progress’, highlighting ongoing advancements under its ‘Share the Future’ strategy and its ambition to lead the industry.

The company secured an EcoVadis Platinum rating, ranking within the top one percent of over 150,000 assessed firms globally, and achieved a B score in both Climate and Water from CDP – the highest possible for a privately disclosing company. Its Continua SCM reached industrial scale at facilities in Europe and Asia, expanding access to circular material solutions with consistent quality and a quantified carbon footprint reduction.

Additionally, Birla Carbon’s supplier due diligence now spans all 18,171 active vendors, with continuous screening via the NAVEX RiskRate platform and no labour incidents reported to date. The company continues prioritising innovation, operational efficiency, carbon footprint reduction and stakeholder collaboration.

John Loudermilk, President and Chief Executive Officer, Birla Carbon, said, “The transition to a more sustainable future will require our industry to continually rethink how we operate, innovate and collaborate across the value chain. At Birla Carbon, we have remained steadfast in our sustainability aspirations and in supporting our customers as they advance their own sustainability goals. Even amid a year of heightened supply chain disruption and global uncertainty, we continued to move forward with our vision to ‘be the clear leader in the industry’, particularly in sustainability. Sustainability is central to how we grow and create long-term value. This is a journey of continuous progress, and while we are encouraged by how far we have come, we remain equally focused on the work still ahead.”

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Prinx Chengshan took part in the SHACMAN Group Worldwide Partnership Conference in Xi'an on 15–16 October, where dealers, key accounts and industry partners from across the globe gathered. The company attended as a core strategic partner of SHACMAN and acted as exclusive tyre sponsor of the vehicle stunt show, joining domestic and international customers to examine fresh opportunities in the global commercial vehicle sector and help shape a new model of collaborative industry growth.

Cooperation between the two firms has deepened since 2024, centring on original equipment fitment for flagship high-end models including the Delong X5000 and X6000, with products offered domestically and overseas. Dependable product quality and supply chain assurance have enabled Prinx Chengshan to grow into a core tyre supplier to SHACMAN, consistently furnishing tyre solutions for its flagship ranges.

A dedicated stunt driving segment formed part of the conference, with Prinx Chengshan as sole tyre exhibitor backing the performance vehicles. Cars fitted with Chengshan XSTANCE PRO S10 and CDR621 tyres carried out sustained drifts, high-speed turns and other demanding manoeuvres, remaining stable even under extreme conditions such as tyre burnouts and showing strong wear resistance.

Li Wenli, a three-time national truck racing annual finals champion known as China's top heavy truck driver, rated the tyres highly for grip, durability and handling stability. Live demonstration in place of specification presentations made technical strengths tangible, letting partners observe stability under extreme friction and high-torque loads.

The conference allowed the company to strengthen mutual trust and communication with SHACMAN and to showcase its commercial vehicle tyre capabilities; at its 50th anniversary milestone, Prinx Chengshan reiterated its commitment to keep improving its global service network, advance alongside SHACMAN on a new globalisation journey and help build an industrial ecosystem defined by mutual benefit and collaborative development.

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