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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Plaza Tire Service, a prominent tyre and automotive service provider across the Midwest and a member of the Sun Auto Network, has expanded its footprint in central Missouri with a newly opened store in St. Robert. The location sits along the historic Route 66 corridor, offering local motorists a dependable option for tyres, preventive maintenance and vehicle repair.

The St. Robert facility stocks a broad selection of leading tyre brands and provides a comprehensive range of services, from oil changes and brake work to batteries, alignments, steering and suspension repair and other routine maintenance. Customers also benefit from the company's Price Match Guarantee and its signature 4 Tires in 1 Hour Guarantee, with same-day installation available on many purchases, allowing drivers to minimise downtime and get back on the road quickly.

Founded in Missouri in 1963, Plaza Tire Service has become one of the Midwest's largest tyre and automotive service providers, operating locations in Missouri, Illinois, Kentucky, Arkansas and Indiana. The company pairs its regional heritage with the resources and scale of the more than 600-location Sun Auto Network, reinforcing its presence in central Missouri through the new St. Robert store.

Rob Kingery, Regional Vice President, Sun Auto Tire & Service, said, "For more than 60 years, Plaza Tire Service has focused on making tyre and automotive care easy for our customers. We're proud to bring that commitment to St. Robert and support drivers with fast service, trusted expertise and a team dedicated to keeping vehicles road-ready."

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TyreSafe has entered an official partnership with BLT Driver Training, the driver training division of the Blue Lamp Trust. The UK charity, which works to raise awareness of tyre safety, said the collaboration reflects a joint commitment to road safety and to helping motorists make better-informed decisions. The tie-up connects BLT Driver Training's work with TyreSafe's broader mission and impact.

The new partner delivers professional driver education, training and assessments intended to raise driving standards and protect passengers, drivers and other road users. Its services span taxi and private hire training, fleet driver development, safeguarding and disability awareness courses and a Mature Drivers Confidence Builder Course. It works with licensing authorities, businesses, fleet operators and individual drivers; as a not-for-profit, it supports the Blue Lamp Trust's charitable work helping older and vulnerable people stay safe.

Collaboration will initially concentrate on three areas: taxi and private hire vehicles (PHVs), mature drivers and fleet safety. Drivers in the taxi and PHV sector cover high mileages on demanding schedules, and the partners will examine ways to embed TyreSafe's taxi-focused campaign materials into training and communications so that pressures, condition and tread depth receive greater attention. For mature motorists and their families, the organisations hope to develop accessible, practical resources that prompt regular tyre checks and informed choices supporting safe driving and independence. Fleet safety will be pursued through TyreSafe's November campaign, with both parties looking at how to share guidance on maintenance, inspection procedures and safety-conscious fleet management.

Bringing together BLT Driver Training's educational expertise and TyreSafe's specialist tyre knowledge, the partnership aims to put practical road safety advice within reach of more people and build safer habits across a range of road users. The two organisations believe the collaboration will help drivers and operators treat vehicle safety as a routine priority while supporting the Blue Lamp Trust's wider charitable mission.

Stuart Lovatt, Chairman, TyreSafe, said, “We warmly welcome BLT Driver Training as a TyreSafe partner. Improving road safety requires a joined-up approach, combining driver skills and awareness with the condition and maintenance of the vehicles they use every day. By working with an organisation that shares our commitment to practical education and safer journeys, we have a real opportunity to reach more drivers, support fleet operators and help people understand the simple checks that can make a difference. We’re particularly excited about exploring resources for mature drivers and their families, as well as working together to promote tyre safety among taxi and private hire drivers and across the wider fleet sector.”

Emma Burt, CEO, Blue Lamp Trust, said, “We’re delighted to be working with TyreSafe to help improve road safety and driving standards. At BLT Driver Training, we believe that effective education gives drivers the knowledge, skills and confidence to make safer decisions, and vehicle maintenance is an essential part of that picture. This partnership offers exciting opportunities to bring practical tyre safety advice into our training and communications, from supporting taxi and private hire drivers to helping mature motorists and their families have constructive conversations about vehicle safety and maintenance. We look forward to working with TyreSafe to develop useful resources and initiatives that help protect drivers, passengers and the wider community.”

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Hankook & Company Group showcased battery, thermal management and tyre technologies at the Automotive Aftermarket Products Expo (AAPEX), held 3–5 November. Its three core companies – Hankook & Company, Hanon Systems and Hankook Tire – exhibited together for the second consecutive year, introducing worldwide customers to the Group's mobility portfolio through a joint booth.

Located in the Underhood Section on Level 2 of The Venetian Expo, the booth featured a vehicle mock-up displaying batteries, thermal management systems and tyres from the three companies, illustrating each product's role and how the technologies complement one another. A large hanging LED display showed promotional videos, while dedicated product and technology displays and a shared lounge supported on-site consultations and business meetings aimed at exploring new partnerships.

Hankook & Company's Energy Solution (ES) Business Division showcased Hankook brand batteries, focusing on AGM batteries as a key line in its global strategy. Its lead-acid range includes AGM, EFB and MF products for passenger and commercial vehicles, with AGM batteries combining strong starting power and high charge acceptance for start-stop systems and hybrids. The display featured the Electrified AGM concept battery and a brand video, following the company's September appearance at Automechanika Frankfurt.

As electrified vehicles and software-defined vehicles reshape mobility, Hankook & Company is developing next-generation solutions including lithium-ion batteries. Hanon Systems, a worldwide supplier of HVAC systems, compressors, powertrain cooling systems, electronics and fluid products, presented aftermarket components such as mechanical and electric compressors, radiators, condensers, cooling modules, electronic water pumps and blower motors for combustion, hybrid and electric vehicles.

Hanon Systems also exhibited the production version of its Highly Integrated Cooling Entity (HICE) module for the first time, integrating an electric compressor, electronic expansion valves, water-cooled condenser, internal heat exchanger and chiller into one unit to reduce complexity, simplify assembly and optimise space. First applied in the BMW iX3, the module was named a finalist for the 2026 Automotive News PACE Awards, with winners announced November 17.

Hankook Tire exhibited the EV-specific iON evo SUV, also fitted to the mock-up, alongside the i-Flex intelligent airless concept tyre for future applications such as robotaxis and Concept S, an airless tyre embodying its vision for 100 percent sustainable materials by 2050. The iON evo SUV balances low noise, tread life, grip and low rolling resistance for EV loads, reinforcing the brand's premium EV positioning, while booth content explained both concepts' structures and features.

"At AAPEX, our three companies showcased the Group's technological and business strengths to customers worldwide for the second consecutive year. We will combine our companies' expertise to create new business opportunities and further strengthen the global presence of Hankook, our unified brand," said a spokesperson for Hankook & Company Group.

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ZC Rubber has unveiled plans to establish a new tyre production base in Vietnam, adding another site to its worldwide manufacturing map. The plant, occupying 344,195 square metres within IDICO Phu My II Expansion Industrial Park, is targeted to start output in 2027.

A newly created subsidiary, ZHONGCE RUBBER VIETNAM COMPANY LIMITED (ZCV), will run the operation. The company marked a developmental milestone in Ho Chi Minh City on 12 November 2026, when it obtained the investment registration certificate and formalised a land sublease with IDICO Corporation.

The Southeast Asian nation's location, trade relationships and maturing industrial base make it a sound choice for the venture, which will cater to Vietnamese and regional demand while reaching European and North American buyers. The move fits ZC Rubber's wider push to spread production across multiple countries and reinforce supply flexibility for distributors and customers globally.

Henry Shen, Senior Deputy General Manager, ZC Rubber, said, “Our overseas investments are guided by a long-term goal: to build a manufacturing network that supports our customers as their markets evolve. The Vietnam facility will give us greater flexibility to serve key markets and support our partners’ growth. We appreciate the support of the local authorities and will work closely with IDICO to deliver this project to high standards.”

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