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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JK Tyre & Industries Ltd has inaugurated the Phase III expansion of its passenger car radial tyre manufacturing facility at Banmore in Madhya Pradesh, increasing production capacity as it steps up domestic manufacturing investment.

The expansion lifts the plant’s output to 30,000 passenger car radial tyres a day, equivalent to about 10.5 million tyres a year. The development forms part of a multi-phase investment of more than INR 10 billion at the Banmore site.

The new facility was inaugurated by Hisashi Takeuchi, in the presence of Raghupati Singhania and Anshuman Singhania, alongside senior representatives from Maruti Suzuki India Limited.

JK Tyre said the expansion supports its strategy to serve India’s aftermarket, original equipment manufacturers and export markets, as passenger vehicle demand continues to grow. With the commissioning of Phase III, the Banmore plant has become a key hub for high-performance passenger car radial tyre manufacturing.

Speaking at the inauguration, Dr Raghupati Singhania said: “The inauguration of Phase III expansion by Hisashi Takeuchi San at our Banmore plant reflects JK Tyre’s unwavering commitment to strengthening India’s manufacturing ecosystem and supporting the country’s mobility growth story. As passenger vehicle demand continues to rise, our focus remains on incessant capacity enhancement, modernisation, and technology-led innovation. Banmore has been a cornerstone of our passenger car radial journey, and this expansion further reinforces our ability to serve OEMs and consumers with high-quality, sustainable, and future-ready products, while contributing to industrial growth and employment generation in Madhya Pradesh.”

The company said the Banmore facility continues to contribute to regional industrial development through direct and indirect employment, sustainability-focused manufacturing practices and community initiatives, including programmes in healthcare, education, livelihood development and sports.

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Caterham Motorsport has entered a new multi-year partnership with Nova Motorsport, appointing them as the Official Tyre Partner. This agreement effectively continues the successful, long-term relationship previously held with Avon Motorsport, as Nova Motorsport now manufactures the same championship-winning tyre products under licence.

The partnership ensures a supply of high-performance tyres across four official Caterham championships: the Roadsport and 270R Championships will utilise the Nova ZZS; the 310R Championship will use the Nova ZZR and ZZS and the flagship UK Championship will be equipped with Nova Motorsport Slicks and Wets. These tyres, rebranded from the former Avon line, are specifically engineered for the unique demands of the Caterham Seven.

Freed from the constraints of road tyre labelling regulations, the new Nova ZZR and ZZS products are dedicated entirely to track performance, offering enhanced capabilities. This transition to the Nova brand and the secure, long-term nature of the alliance underscore Caterham Motorsport's strategic confidence in Nova Motorsport to deliver proven, ultra-high-quality products for its driver-focused racing series.

Daniel Stanton, Head of Sales & Marketing, Nova Motorsport, said, “We are immensely proud to solidify our relationship with Caterham Motorsport as the brand’s official tyre partner. This builds on a working relationship that has lasted many successful years under the Avon Motorsport banner. Nova Motorsport and Caterham share key synergies as businesses; we are both focused on the specialist, niche and high-performance segments of the automotive and motorsport world. This multi-year partnership is a major strategic pillar for Nova Motorsport. It underscores our unwavering commitment to reliably supplying Caterham competitors around the world with the tyres they need to compete and win at the highest level.”

Alex Read, Head of Motorsport, Caterham, said, “Nova Motorsport is the perfect fit for Caterham Motorsport. Our products demand specialist tyres, and the Nova team, with its heritage rooted in Avon Motorsport, understands this implicitly. The tyres supplied are uniquely designed for our Sevens, meaning our competitors will directly benefit from Nova Motorsport’s renewed dedicated focus on the Caterham product. We are fully confident in the quality and service our drivers will receive and are looking forward to getting the 2026 Caterham Motorsport racing season underway with our new partners.”

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A pivotal strategic collaboration agreement between Norwegian innovator reTyre and global high-performance bicycle tyre leader Vittoria anchors a new EUR 7 million investment round. This financing, led by Hatch Blue’s Blue Revolution Fund with Fundracer and existing investors, fuels reTyre’s mission to transform the bicycle tyre industry. The capital will scale production, fulfil a substantial order book and accelerate the path to profitability.

The foundation of this venture is reTyre’s patented injection moulding technology, the result of over a decade of research. This process enables fully automated, decentralized production near OEM assembly lines, slashing transport costs and emissions. It achieves an 80 percent reduction in CO₂, allows for 100 percent recyclability and operates dust-free.

The investment will immediately establish a fully automated production cell in Norway, with a second Asian facility planned for 2026. While already serving a broad customer base, reTyre’s partnership with Vittoria specifically targets the performance utility tyre segment. Together, they will co-develop and commercialise a new generation of high-performance tyres leveraging reTyre’s sustainable technology.

This confluence of strategic collaboration, substantial funding and deep-tech innovation marks a definitive turning point. It unites sustainable production, market-leading performance and strategic investment to reshape the future of the global bicycle tyre industry.

Paul Magne Amundsen, CEO and Founder, reTyre, said, “After a decade of focused R&D, we’re proud to disrupt the industry with a technology that delivers a new level of performance while enabling true circularity and a sustainable solution in tyre manufacturing. Support from Hatch Blue, Fundracer and our co-development partnership with Vittoria, reflects deep confidence in both our vision and the breakthrough potential of our platform as we continue to scale.”

René Wiertz, Managing Partner, Fundracer, said, “We are proud to support reTyre and to work alongside their team in scaling this groundbreaking technology. reTyre’s deep-tech platform enables clean, local and automated production of all types of tyres. It aligns perfectly with Fundracer’s mission to back sustainable, high-performance innovations that will redefine the future of mobility.”

Georg Baunach, Managing Partner, Hatch Blue, said, “I’m excited to work with Paul and the rest of the reTyre team over the next few years. It is rare to come across truly disruptive innovation, and we are convinced that reTyre can completely change the way the multi-billion-dollar tyre market is structured. As reTyre scales, incorporating side and waste streams from regenerative aquaculture could meaningfully improve the economics and sustainability of aquaculture production.”

Stijn Vriends, Chairman & CEO, Vittoria, said, “We’ve followed reTyre for many years and are convinced that their unique production method can successfully be applied to utility bicycle tyres. Vittoria stands for performance and sustainability, and reTyre’s technology delivers both. We’re excited to collaborate and bring this next generation of sustainable performance tyres to market.”

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The second round of ABB FIA Formula E World Championship's Season 12 concluded with the Hankook Mexico City E-Prix, a vibrant festival of motorsport held at the iconic Autódromo Hermanos Rodríguez. Hankook Tire's iON Race tyres were integral to the spectacle and strategy at the celebrated venue, where intense racing met a uniquely challenging environment. The high-altitude circuit, located over 2,200 metres above sea level, placed a premium on thermal management and consistent grip, demands met by the predictable performance of the iON Race compound throughout the evolving conditions.

Across this demanding circuit, all teams competed on Hankook's race-proven iON Race tyres. These tyres provided a stable and reliable platform, crucial for managing the unique energy and heat constraints of the high-altitude event. The iON Race tyres delivered predictable warm-up and consistent grip, allowing drivers to push with confidence through both high-speed and technical sections of the lap. Their ability to maintain a steady contact patch and effective thermal control supported strategic flexibility and vehicle balance as track conditions evolved throughout the race distance.

The event, which also marked Formula E's 150th race, was ultimately won by Nick Cassidy, securing a maiden victory for Citroën. He finished ahead of Edoardo Mortara for Mahindra Racing and Oliver Rowland for Nissan. With the Hankook Mexico City E-Prix complete, the championship now looks ahead to Round 3, the Miami E-Prix, scheduled for 31 January 2026 at the Miami International Autodrome.

Manfred Sandbichler, Senior Director of Hankook Motorsport, said, “Mexico City once again proved how decisive stable tyre behaviour is at high altitude. Across a race that demanded constant adaptation, the iON Race delivered the confidence and consistency teams needed to manage energy, temperature and balance under challenging conditions.”

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