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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TYRESYSTEM, functioning as the digital arm of AZuR partner RSU, has made Tyre Pressure Monitoring System (TPMS) its central pillar of expertise. This unit moves beyond simple product sales by offering specialised training focused on tyre pressure monitoring systems. Their inventory is substantial, featuring over 500 sensors designed to accommodate a wide spectrum of vehicle types, and this hardware is supported by complementary valves, service kits and diagnostic programming tools.

The importance of this focus became legally binding on 1 November 2014, when TPMS became mandatory for cars, motorhomes and off-road vehicles. For workshop operators, a neglected sensor is a serious liability, as it not only creates a safety hazard but also guarantees a failed roadworthiness test like the TÜV. Consequently, the seasonal tyre change has evolved into a critical checkpoint where technicians must rigorously inspect sensor batteries and overall condition to ensure compliance.

To address this industry need, TYRESYSTEM acts as a holistic online wholesaler for tyres, rims and complete wheels. Recognising that hardware alone is insufficient, they established the TyreSystem Academy to deliver practical TPMS training through both online and on-site courses. This educational push helps workshops master modern tyre complexity. Correctly maintained TPMS systems preserve optimal pressure, reduce tread wear and extend tyre life, directly supporting resource conservation and a functioning tyre circular economy within the AZuR network.

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Parcours, a British wheel brand specialising in aerodynamic, wind-tunnel-tested carbon wheelsets for road, gravel and triathlon cycling, has launched the Strade GT, the debut model in its new GT Series. At the heart of this wheelset lies VibraCORE, a technology developed alongside Lineat and Nottingham Trent University. VibraCORE embeds Lineat’s reclaimed aligned carbon fibre material, known as AFFT, directly into the rim’s spoke bed. This structural integration reduces vibration at its source rather than simply damping it after transmission begins.

The principle behind VibraCORE is straightforward: less vibration reaching the rider means less fatigue, allowing for longer, faster rides. Not all vibrations affect the body equally. Certain frequencies are either amplified by the human body or directly contribute to muscle exhaustion. VibraCORE targets these specific ranges, absorbing and dissipating vibrational energy before it travels through the wheelset to the rider. This approach directly addresses the harsh, high-frequency ‘road buzz’ that makes rough roads particularly draining.

In practical testing at standard road tyre pressures, VibraCORE reduces root mean square vibrational energy by an amount equivalent to lowering tyre pressure by roughly 10 to 15 psi. Crucially, this benefit comes without the usual penalties of softer tyres, such as reduced rolling efficiency or compromised handling precision. As a result, the Strade GT delivers a calmer, more controlled ride over long distances while retaining the stiffness, responsiveness and aerodynamic performance expected from a high-end wheelset.

To verify these claims, Parcours partnered again with Nottingham Trent University for controlled real‑world testing across multiple riders and surfaces. Using vibration sensors and frequency domain analysis based on power spectral density, the data showed that rims with VibraCORE reduced vibration energy by 19 to 23 percent compared to identical rims without the technology. This translates directly into a noticeably smoother ride on rough terrain and lower cumulative fatigue over extended rides.

Beyond comfort, the Strade GT represents an evolution of Parcours’ existing Strade platform. Its rim profile is optimised around a 30‑mm tyre, outperforming the previous model by 3.2W at 48 kmph, improving handling stability by 15 percent and achieving a weight of just 1,130g. VibraCORE also enables the use of lightweight Alpina Carbolite carbon spokes. Although sustainability is not the primary goal, the technology incorporates recycled carbon from Lineat’s AFFT process. Parcours is now developing a full circular pathway so that carbon recovered from old wheels, including those from its Crash Replacement Programme, can be reprocessed into VibraCORE components for future wheelsets. In this way, the Strade GT proves that speed and comfort need not be opposing forces.

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Continental is celebrating two decades of its Camaçari tyre factory, situated near Salvador in Brazil. This occasion represents a major milestone for the firm’s operations throughout the Americas, as the site has served as a trusted partner across South America since its April 2006 opening. The facility supplies both replacement tyres and original equipment manufacturers with high-grade products for passenger cars and commercial vehicles.

Approximately 136 million tyres have rolled off the line at Camaçari over the last 20 years. Roughly BRL 1.2 billion (approximately EUR 235 million), has been invested there in the past 10 years alone to sharpen competitiveness through better efficiency, product quality and responsiveness to customers. The factory currently provides jobs for around 2,000 people, making it a leading industrial employer locally, with its future success built on team spirit, consistent quality and a strong customer focus.

The site began as a greenfield project in 2004 and was formally inaugurated in April 2006, with the first tyre, a ContiEcoContact 3, produced five months earlier in November 2005. Today, the factory supplies original equipment to major automotive names including General Motors, Volkswagen, Renault, Honda, Fiat and Mercedes‑Benz, proving its dependable and uniform product standards. This same drive for steady improvement supports the plant’s role in Continental’s wider environmental goals.

By constantly tracking energy use and managing it responsibly, the Camaçari plant ensures that all power generated or consumed on site is used as efficiently as possible. The facility relies entirely on LED lighting, which saves more energy than conventional options, and has carried out targeted production upgrades such as better insulation on critical machinery. These efforts have yielded annual energy savings, including a total cut of 10.4 gigawatt‑hours in 2025, equal to about five percent of the plant’s yearly energy consumption.

Shander Basílio, plant manager of the Continental tyre plant in Camaçari, said, "Our 20-year journey in Camaçari is a story of continuous growth, operational excellence and the deep commitment of our people to this region. I would like to sincerely thank all our employees for their outstanding contribution as well as to our customers for their continued trust. Looking ahead, we are dedicated to writing the next chapter of our plant’s success.”

Rodrigo Bonilha, head of Continental Tires South America, said, “I would like to congratulate our manufacturing team in Camaçari on their 20th anniversary. The production facility is a key asset for our business in the region. By manufacturing premium tires locally, we ensure a reliable supply for the Brazilian market while securing valuable local jobs. This ‘in the market, for the market’ approach is fundamental to how we deliver consistent product quality and performance for customers and consumers.”

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The Tire Industry Project (TIP) has announced the publication of a scientific study presenting a sophisticated model designed to track how tyre and road wear particles (TRWP) move through land and freshwater environments. Known as the Mass Balance Model, this tool provides a method for predicting particle concentrations within watersheds across different climates and regions, offering high spatial detail on how these particles travel from roadways towards rivers, lakes and estuaries.

Tyre and road wear particles are created unintentionally during normal driving, where tyres meet the road surface. As scientific and regulatory focus on these particles intensifies, reliable models are essential for understanding their environmental pathways. While research is growing, the behaviour of these particles in waterways remains particularly understudied, making this modelling advance especially relevant.

The model draws on global and local datasets and open-source frameworks, including the ERA5 global climate dataset by the Copernicus Climate Change Service and the Wflow catchment hydrology model by Deltares, a research institute. Its accuracy has been confirmed using field measurements from the Seine River basin in France, the Chesapeake Bay basin in the United States and the Yodo River basin in Japan – three very different watersheds. This validation shows the approach works across diverse watershed sizes, climates and stormwater management systems.

Applying the model to these three regions revealed that the share of particles reaching surface waters varies from just 2 percent up to 18 percent, depending on urbanisation, climate, basin size and drainage infrastructure. Importantly, improvements to stormwater systems could cut particle transport to surface waters by as much as half. This refined model builds on earlier work and is now globally applicable, with ongoing development aimed at making it accessible beyond the scientific community.

Nicolas Tissier, Director of Research at TIP, said, “Having a robust, reproducible model for TRWP transport and fate that can be applied worldwide is essential for advancing both scientific understanding and practical solutions. Our role at TIP is to support rigorous, transparent science that helps researchers, policymakers and industry make evidence-based decisions. By making this model open access, we aim to support broader collaboration across the scientific community around TRWP in the environment and to enable the development of more effective mitigation strategies.”

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