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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Bridgestone’s newly launched Total Cost of Ownership platform emerged as a central attraction at this year’s Road Transport Expo, where fleet operators gathered to examine how customised data analytics can refine logistical expenditures. The tool, which made its premiere at the Stoneleigh event, drew thousands of attendees eager to explore the practical applications of operational metrics in minimising fleet-related outlays. Organisers recorded a total turnout of 13,325 visitors, a significant portion of whom engaged directly with Bridgestone’s commercial team to assess the platform’s capabilities.

The TCO Calculator allows transport companies to input their specific performance data, generating individualised cost comparisons that move beyond generic industry benchmarks. This tailored approach enables managers to pinpoint potential savings and make commercially sound choices based on their unique operational profiles. Concurrently, the booth featured ongoing presentations of Bridgestone’s broader portfolio, including premium truck tyres, Bandag retreading systems, Fleetcare services and Webfleet’s digital tools, all of which sustained a steady flow of professional inquiries throughout the event.

Product highlights included the ECOPIA with ENLITEN technology, promoted for its fuel-saving attributes, and the Duravis line, engineered for extended mileage and reduced early tyre removal. Bandag’s retread offerings also drew considerable attention, underscoring the industry’s shifting focus towards sustainable practices that prolong casing life and diminish waste. These presentations reinforced the message that performance need not be sacrificed for ecological or economic benefits.

The exhibition underscored Bridgestone’s broader strategy of lowering total ownership costs through an integrated mix of tyre manufacturing, retreading, telematics and expert consultation. Additional Webfleet innovations, such as AI-powered Fleet Advisor, connected cameras and PRO Driver Terminals, highlighted the role of interconnected technology in boosting safety and regulatory compliance. The positive reception of the TCO platform confirmed that data-centric decision-making is rapidly becoming a cornerstone of modern transport management.

David Almazan, Head of Region and Commercial Business Unit Director, said, “RTX proved to be a fantastic opportunity to meet with customers and have meaningful conversations about the challenges they're facing. There was a real appetite to explore new ways of reducing operating costs, and the response to Bridgestone’s new Total Cost of Ownership platform. The number of visitors wanting to understand how the tool works and how it can be applied to their own operations showed us that fleets are increasingly looking beyond individual products and taking a broader view of total operating costs. That's exactly what the TCO tool has been designed to support.

“RTX continues to be one of the UK's most important events for the commercial vehicle sector, and this year's show demonstrated just how engaged the industry is in finding smarter, more sustainable ways to operate. The quality of conversations we had throughout the three days was exceptional. It wasn't simply about introducing new products; it was about working alongside fleets to understand their businesses and identify practical solutions that deliver long-term value. That's exactly where Bridgestone can make a real difference.”

Alex Crane-Robinson, Webfleet Regional Director, UK and Ireland, said, “The conversations we had at RTX highlighted the growing importance of our technology in helping operators manage increasingly complex and demanding operations. By giving fleets clearer visibility of their vehicles, drivers and day-to-day performance, data insights can help them identify opportunities to improve efficiency, support compliance and control costs. RTX offered a valuable opportunity to demonstrate how Webfleet can help operators use these insights to make faster, better-informed decisions.”

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The Bundeskartellamt has levied fines totalling EUR 11.9 million against Maxxis International GmbH, Best4Tires Berlin GmbH and Reifen Müller GmbH & Co. KG, alongside an individual responsible for the infractions. Maxxis, functioning as the exclusive German importer for Taiwanese manufacturer Cheng Shin Rubber, supplies tyres under its own brand and the CST label, while the other two firms operate as domestic wholesalers.

The proceedings originated when a competing wholesaler disclosed the restrictive practices to the authority and agreed to cooperate fully. The allegations centre on a coordinated scheme to control pricing within the German wholesale market for Maxxis and CST tyres. At the end of 2015, Maxxis, responding to commercial pressure from wholesalers including the predecessor of Best4Tires Berlin and Reifen Müller, initiated margin guarantee contracts that assured fixed profit margins on each tyre sold, later extending similar deals to nine additional distributors.

Central to the arrangement was a tacit agreement that wholesalers would avoid price leadership and adopt only a defensive sales posture, particularly on the Tyre24 online platform. Maxxis concurrently deployed a price moderation framework that prescribed recommended resale prices, continuously monitored actual market prices via buyer accounts on the platform, and systematically intervened against perceived underpricing. This system persisted until July 2024, when the company abandoned the practice and terminated all remaining margin agreements following the cartel office’s intervention.

The authority also determined that the two wholesalers had actively pursued and benefited from these margin guarantees, with Best4Tires Berlin inheriting liability for its predecessor’s continuation of the anti-competitive behaviour after its 2022 acquisition. Mitigating factors in the penalty assessment included cooperation from Maxxis and Best4Tires Berlin, alongside settlements agreed by Maxxis and Reifen Müller. The fine orders remain subject to appeal before the Düsseldorf Higher Regional Court, which will conduct a full factual and legal review of the case.

Andreas Mundt, President, Bundeskartellamt, said, “Vertical price-fixing agreements tend to put consumers at a disadvantage as they often lead to excessive prices. The Bundeskartellamt vigorously prosecutes such practices, which have already been prohibited since the early 1970s. In any case, agreements guaranteeing distributors a certain margin violate competition law if, as here, they contain provisions on distributors’ selling prices, thereby restricting their freedom to set prices.”

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PT Tiga Berlian Mandiri (Tiberman), an Indonesian importer and distributor of tyres and wheels, used Tiberman Expo 2026 to showcase its expanding business portfolio, strengthen industry partnerships and launch a new renewable energy business.

Held at the company's Super Area in Gresik, East Java, the exhibition brought together representatives from more than 70 companies, government officials and international tyre suppliers. The event featured hundreds of tyre and wheel products and was hosted at one of Tiberman's 15 Super Areas across Indonesia.

Built around the company's philosophy, "We Provide Solutions", the exhibition focused on integrated business solutions for industries including transportation, logistics, mining, plantations, manufacturing and construction, rather than solely on product displays.

The event also served as a platform for collaboration between industry, government institutions and international partners. Visitors explored tyre and wheel solutions for commercial vehicles, trucks, buses, heavy equipment and specialised industrial applications, while Tiberman sought to strengthen customer relationships and support improvements in operational efficiency and reliability.

Alongside the exhibition, Tiberman Group inaugurated the second warehouse of PT Fie Min Logistics, its bonded logistics and warehousing subsidiary. Representatives from the East Java Regional Office of Indonesia's Directorate General of Customs and Excise officiated at the opening.

According to the company, the new facility will increase storage capacity, improve distribution across Indonesia and enhance customer service.

Tiberman also announced the launch of PT Ethlon Energy Indonesia, marking its entry into the renewable energy sector.

The new company will provide consulting, system integration and installation services for solar photovoltaic power systems, targeting mining companies, plantations, industrial operations and large corporate customers. Tiberman said the expansion reflects increasing demand for energy solutions that are more efficient, reliable and environmentally responsible.

The company said the move broadens its position from a product-focused business to an integrated solutions provider spanning tyres, wheels, logistics and renewable energy.

During the exhibition, Tiberman also received two recognitions from the Indonesian World Records Museum (MURI). The awards recognised what the company described as Indonesia's first tyre featuring a batik motif on its sidewall and the first tyre incorporating inspirational quotations into its tread design.

PT Tiga Berlian Mandiri said the exhibition reinforces its long-term strategy of expanding its distribution network, strengthening logistics capabilities and developing new business segments while supporting customers across multiple industries through its nationwide network of 15 Super Areas.

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Birla Tyres has officially joined the Automotive Tyre Manufacturers’ Association (ATMA), becoming the newest member of the leading industry body. The company, with its registered office in Kolkata, operates a large-scale manufacturing facility in Balasore, Odisha, which spans 195 acres and is dedicated to producing a diverse range of speciality tyres.

Based in New Delhi, ATMA represents major tyre manufacturers that account for more than 80 percent of domestic production. The association serves as a vital link between the government and the industry while also engaging with media, opinion leaders and international trade bodies to advocate for the sector’s perspectives.

ATMA actively participates in policy formulation and regularly consults with government departments on economic challenges affecting the industry. Its existing membership includes prominent firms such as MRF Tyres, JK Tyre & Industries, CEAT Ltd and Bridgestone India, the local subsidiary of the Japanese tyre giant.

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