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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The German Rubber Industry Association (wdk) reported in Frankfurt am Main that used tyre disposal and recycling firms continue to face substantial shortages of used tyres, undermining a secure supply of secondary raw materials essential to a resilient and sustainable circular economy.

According to wdk Technical Director Stephan Rau, roughly 84,000 tonnes of used tyres were unaccounted for last year. These, and potentially far larger volumes, are suspected to have been exported outside the EU for incineration or pyrolysis under dire health and environmental conditions, removing them from German recyclers and the circular economy.

Although the loss rate has edged downward, the association argues that systematically recording waste tyres and their recycling pathways remains the most effective countermeasure. The wdk and allied organisations have urged this approach for years, describing it as easy to implement and capable of significantly strengthening the circular economy, provided political will emerges to support a functioning recycling system.

Rau also cited newly published statistics showing Germany generated 522,000 tonnes of waste tyres in 2025. Of that total, 210,000 tonnes became granules and rubber powder, now nearly triple the amount thermally recycled in the cement industry – a development the wdk called strongly positive, while noting that comprehensive quantity recording could enable substantially more tyres to be recycled.

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Goodyear is presenting a collection of forward-looking concept and production vehicles at the Mondial de l’Auto Paris 2026 (Paris Motor Show 2026), taking place from 12 to 18 October at Paris Expo Porte de Versailles, highlighting how tyres shape automotive design. For over a century, the company has influenced vehicle appearance, performance and driver connection, with its Advanced Design Studio partnering with manufacturers to create tyres that complement design, reinforce brand identity and support future mobility.

Sebastien Fontaine, Lead Designer at Goodyear’s Advanced Design Studio in Luxembourg, has explained that concept vehicles require customised tyres forming part of a vehicle’s visual identity and supporting the car designer’s vision. Close collaboration with OEM design teams lets Goodyear create unique solutions from early development through public reveal, using laser-carving technologies, customised sidewall treatments and premium production platforms.

Opel’s Sports Tourer eXperimental Concept, displayed on the Opel stand, represents the next stage of the brand’s design philosophy and a bold vision for the electric estate of tomorrow. Its prominent ‘Opel Vizor’ face is accented by strong lighting signatures front and rear, while the side features fluid, technical surfacing, extendable diffuser elements and three-zone alloy wheels. The customised tyres, based on the Goodyear Eagle F1 Asymmetric and sized 285/35R22, were tailored to complement the concept’s athletic stance, with visual cues extending from rim to sidewall.

Peugeot’s RCZ Vision concept debuts as the latest expression of the ‘Feline Future’ design language, inspired by the RCZ Coupé produced between 2009 and 2015. It embodies a feline stance leaning forward, with defined shoulders and a light signature of three horizontal claws front and rear. Its electric architecture includes a solid-state battery and ‘X-by-Wire’ technologies, with 500 horsepower delivered through 21-inch front and 22-inch rear forged-aluminium wheels. Tyres based on the Goodyear Eagle F1 SuperSport, sized 255/35R21 and 295/30R22, feature a bespoke sidewall treatment connecting tyre to wheel and displaying the Goodyear and Eagle names.

Across the show, a wide range of production vehicles carry Goodyear tyres, spanning utility, sports, off-road, electric and petrol-powered models. These tyres are developed for efficiency, grip and durability, enhancing each vehicle’s capabilities. Highlights from Audi, Mercedes-Benz, Jeep, DS, Volkswagen, Lancia, Fiat, Renault and others can be followed on Goodyear’s social channels.

Goodyear’s concept vehicle presence extends beyond the current show. For decades, it has collaborated with manufacturers on visionary concepts through innovative tire designs and custom OE partnerships. Milestones include the 2013 Wingfoot Concept and the 2015 BH-03 Concept, which introduced ideas around energy generation and intelligent mobility. The 2016 Eagle-360 Concept, featuring a spherical tire design, challenged conventional thinking about autonomous mobility, was named one of TIME Magazine’s ‘Best Inventions of 2016’ and earned several design awards.

Later concepts including IntelliGrip, Eagle-360 Urban, Oxygene, Aero and reCharge explored artificial intelligence, autonomous transportation, sustainable materials, flying mobility and renewable tyre technologies, with several earning international design and innovation awards. More recent collaborations include the Citroën Skate Concept, Citroën Oli, Toyota Aygo X Prologue, Lancia PU+RA HPE, Opel Experimental and Peugeot Polygon.

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The Alliance for the Future of Tires (AZuR) is organising the NRW Tire Recycling Forum on 10 November 2026 at the Lohrheide Sports Park in Bochum, running from 10:00 a.m. to 2:00 p.m. Held under the umbrella of the North Rhine-Westphalia Roundtable on Circular Value Creation, the free event targets municipal officials responsible for building, sports, green spaces, road and civil engineering, along with sustainability and climate protection managers.

Discarded tyres can be transformed into an array of construction materials, including impact-absorbing sports surfaces, sound and vibration insulation and protective layers for green roofs and photovoltaic installations. The gathering will examine how municipalities can integrate such recycled goods into their infrastructure and building projects.

Expert presentations, real-world case studies and details on funding programmes for urban development and sports initiatives across North Rhine-Westphalia form the core of the agenda. Public procurement will receive particular attention, with discussion centring on how technology-neutral, quality-focused tendering can encourage greater adoption of suitable recycled products in municipal work.

A guided tour of the Lohrheide sports park's newly installed running track, which contains tyre rubber granulate, serves as a principal attraction. Attendees will learn about the material's characteristics, the construction process and lessons drawn from planning, tendering and execution, offering concrete evidence of mechanical tyre recycling within a functioning circular economy. The event also connects to North Rhine-Westphalia's new circular economy strategy, which treats used tyres as a distinct field of action.

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BendPak’s Ranger Division has introduced the DST30PX, a next-generation wheel balancer in its DST Series, built to help shops handle larger OEM wheel assemblies and heavy aftermarket truck tyres. Older balancing platforms can struggle with these oversized wheels, slowing service and creating bottlenecks. The DST30PX addresses those issues through a new hood design, a larger shaft and an overhauled structural chassis.

The robust hood accommodates a wider range of tyre shapes and sizes, including oversized off-road and fleet tyres, without time-consuming repositioning. Its open-side design lets wider tyres, aggressive offsets and bulky sidewalls slide in more easily, cutting setup time and allowing operators to position wheel assemblies up to 43 inches in diameter. Ranger reinforced the chassis and hood assembly to handle added mass without flexing, compromising alignment or generating excess vibration, supporting consistent measurements and reliable accuracy. The rugged 40 mm shaft increases stiffness and accuracy for heavier wheels.

A large, 64-tooth magnetic transducer encoder with precision-cut square teeth converts rotary position into a digital electronic signal, helping achieve accurate profile readings and top-dead-centre positioning for minimal, precise wheel placement. This extra resolution benefits modern wheels requiring cleaner correction, smaller weight changes and better placement accuracy. The DST30PX also streamlines repetitive service through simple wheel data entry, precise rolling weight readings, automatic braking, manual or automatic hood-start operation and rapid cycle times. A quick-release hub nut, side-position brake, top-dead-centre weight indicator and tiered placement indicators accelerate setup and correction, while onboard storage includes a top tray, side cone pegs and a side shelf for Ranger Quick-Peel adhesive tape weight rolls.

Key features include a 145-lb (approximately 65 kg) capacity, a 30-inch wheel diameter range, a 43-inch maximum tyre diameter, low-RPM operation, a six-second cycle time, Dynamic, Static and Performance Alloy settings, a 16-bit processor, multi-directional quartz piezoelectric sensors, a multi-user save function with presets, ergonomic controls and a full-tilt LED display control panel. The DST30PX suits shops seeking higher precision, faster workflow, and advanced measuring for modern wheels without moving to a larger premium machine. It is ETL certified to applicable UL and CSA safety standards in the United States and Canada, ships with a starter kit of adhesive and clip-on steel wheel weights and offers Ranger Select setup and training.

Sean Price, Director of Product Development, BendPak, said, “The Ranger DST30PX represents a fundamental shift in how modern shops handle today’s radically heavier, oversized wheel configurations. It ensures technicians can mount, spin and perfectly balance oversized assemblies without a single second of wasted motion.”

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