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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Pirelli has been reconfirmed as the global leader in the Auto Components and Automobiles sectors within the Dow Jones Best‑in‑Class World and Europe indices, formerly known as the Dow Jones Sustainability Indices. The tyre manufacturer achieved this distinction based on its performance in the 2025 S&P Global Corporate Sustainability Assessment.

Pirelli, which remains the only tyre company featured in both the World and Europe indices, secured a score of 86 points. This result is the highest among all companies in both the Auto Components and Automobiles categories and far exceeds the sector averages of 34 points for auto components and 37 points for automobiles.

The company earned maximum scores across multiple criteria, including Business Ethics, commitment to Human Rights, Occupational Health and Safety programmes, supply chain ESG assessment and environmental management related to water, waste and energy. Additional top scores were recorded for biodiversity protection and Pirelli’s verified pathway towards its Net Zero by 2040 target, validated by the Science Based Targets initiative.

This latest recognition follows Pirelli’s reconfirmation in February 2026 as the only tyre manufacturer worldwide included in the Top 1 percent of the S&P Global Sustainability Yearbook 2026. Originally launched in 1999 as the first global best‑in‑class sustainability benchmark series, the S&P Dow Jones indices now cover 62 business sectors and assess more than 12,000 companies annually across regional and global levels.

Giovanni Tronchetti Provera, Executive Vice President Sustainability, New Mobility and Motorsport of Pirelli, said, “The confirmation of Pirelli at the top of the Dow Jones Best‑in‑Class indices is a testament to the solidity of a journey built on industrial innovation and responsibility across the entire value chain. This approach is embedded in our strategic and operational decisions, from technology to processes, from supplier management to the protection of people and contributes to strengthening the Group’s competitiveness while supporting its long‑term growth.”

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Shalva Akhvlediani, the Executive Director of Tegeta Green Planet, appeared on Radio Ucnobi on 15 April 2026, alongside Giorgi Guliashvili, Chairman of Wasteless. The broadcast focused on transforming waste into a resource, a key principle of the modern circular economy.

The discussion highlighted the necessity of properly managing automotive waste, especially end-of-life tyres, while addressing environmental and economic challenges in Georgia and worldwide. The guests argued that tyres should no longer be viewed as purely hazardous waste, as modern technologies and circular economy models can turn them into valuable materials for various industries.

A significant point of interest was rubber-modified asphalt. The speakers reviewed international practices and the potential for adopting this technology in Georgia, noting its proven durability, noise reduction benefits and ability to enhance road infrastructure while minimising environmental harm. The conversation also acknowledged local progress in sustainable road development.

As a follow-up, the guests referenced the GRAS 2026 conference, held in Tbilisi on 16 March 2026 and organised by Tegeta Green Planet and Wasteless. The event united local and international experts, private sector leaders and policymakers to discuss innovative technologies and circular economy applications. The conference served as a key platform for environmental awareness, demonstrating that the circular economy represents both an ecological duty and a basis for new economic opportunities and sustainable growth.

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DUNLOP’s natural rubber procurement subsidiary, SUMITOMO RUBBER SINGAPORE PTE. LTD., which operates as part of the supply chain partner Halcyon Agri Corporation Ltd., has been leading a major sustainability effort in Indonesia. Together with its Indonesian subsidiary PT Hok Tong, the Singapore-based producer and distributor launched the Traceability and Transparency Pilot Project, also known as the SNR Project, in South Sumatra in 2022. The initiative was designed to directly support smallholder natural rubber farmers in the region.

The project has successfully raised natural rubber productivity while simultaneously improving the earnings of local farmers. By enabling growers to achieve a stable income on existing farmland, the initiative has reduced pressure to expand agricultural areas. This outcome has contributed meaningfully to curbing deforestation that would otherwise result from farm expansion, demonstrating positive environmental and economic results for the DUNLOP Group’s sustainable procurement efforts.

Natural capital, including natural rubber, is recognised by the DUNLOP Group as an essential foundation for its sustainable business activities. Following the recommendations of the Taskforce on Nature-related Financial Disclosures, the group has assessed its dependence on and impact upon natural capital, along with associated risks and opportunities. Continuing to use natural rubber as a sustainable resource has been identified as a major management objective for the future.

Most natural rubber production is carried out by smallholders rather than large plantations, and insufficient knowledge of cultivation and processing methods can lead to lower productivity and unstable incomes. These factors also risk driving farm expansion and deforestation, as well as creating social issues in production areas. To address these challenges, the DUNLOP Group undertakes support activities aimed at improving smallholder productivity and living standards.

In collaboration with Halcyon Agri, support focused on enhancing traceability, transparency and producer welfare in South Sumatra. Using RubberWay, a risk assessment tool for natural rubber, the project identified risks related to wage levels and agricultural practices. Over roughly three years from 2022 to 2025, including a pandemic-related suspension, more than 1,000 farmers received assistance through field investigations, raw material distribution mapping, productivity training, fertilisers and guidance on fertilisation. As a result, natural rubber yield increased by up to about 19 percent, and farmers’ earnings rose by approximately 25 percent in the target region.

Halcyon Agri commented: “At Halcyon Agri, we believe that the long-term resilience of the natural rubber industry is closely linked to the well-being of smallholder farmers. Through our subsidiary, PT Hok Tong, and in partnership with DUNLOP, we are advancing a CSR programme in Jambi Province to strengthen farmer capabilities through training, agricultural inputs and on-the-ground support. We are honoured to collaborate with DUNLOP, whose strong commitment and investment have been instrumental in enabling this initiative. Through this partnership, we aim to enhance productivity, improve livelihoods and promote sustainable practices across the supply chain. We believe this collaboration will contribute to the long-term sustainability of the natural rubber industry and create meaningful value for all stakeholders.”

Mulyono, a farmer who received support, said, “After the application of fertilisers, the leaves and bark of a rubber tree showed clear improvements in their conditions, and the health states of the entire tree improved. The leaves became even greener, and the bark became thinner, which made tapping easier. As a result, the rubber yield increased from approximately 100 kg to around 125–130 kg. Support from Halcyon Agri and DUNLOP has led to the improvement of our livelihood, and we expect a project like this to continue in the future.”

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Bridgestone is broadening its winter truck tyre offering with the introduction of the Duravis Winter Drive, a new premium product designed specifically for mild European winter conditions. The tyre aims to help commercial fleets lower operational downtime and total cost of ownership by delivering extended mileage, better fuel efficiency and dependable winter traction.

The newly launched Duravis Winter Drive achieves a 15 percent mileage improvement over its predecessor, the Bridgestone RW-DRIVE 001.1, alongside a three percent reduction in rolling resistance compared to the previous generation. These enhancements allow fleets to cut both fuel consumption and carbon emissions while maintaining reliable snow traction throughout the tyre’s entire lifecycle, thereby minimising the risk of weather-related vehicle downtime.

Key performance gains are enabled by a fresh pattern design, a tailored compound and the integration of Bridgestone’s ENLITEN Technology, a next-generation suite that delivers customised and uncompromised tyre performance while boosting sustainability. Additional engineering features include new sipes geometry for improved traction until end of life, a higher contact area, increased tread depth and variable groove angles to extend wear life and mileage. Interlocking centre ribs further reduce rolling resistance and enhance fuel efficiency.

To support sustainable fleet management, the Duravis Winter Drive is engineered for regroovability and multiple retreads, extending tyre lifespan, reducing waste and lowering operational costs. Its retreadable design also aids fleets in cutting environmental impact. The tyre comes with integrated RFID for digital readiness and is designed for year-round use. Availability begins in size 315/80 R22.5 from May 2026, with additional sizes rolling out in August 2026.

Waqqas Ahmad, VP Commercial, Bridgestone EMEA, said, “Now more than ever, European fleets need both predictable, reliable performance and solutions that can help reduce operational costs. That’s why we’ve engineered a tyre that consistently and efficiently performs from the very first kilometre to the last. The Duravis Winter Drive is built to keep vehicles running and help fleets stay on the move with confidence.”

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