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.

Comments (0)

ADD COMMENT

Link Copied!

A population of over 1.4 billion people catapulting into the world’s third largest automobile market with four million trucks plying across a road network of 6.3 million kilometres supported by a USD 13.4 billion tyre market and a mining sector contributing around 2–2.5 percent of the country’s GDP demonstrate the strength of India’s automobile, freight and tyre sectors.

The story doesn’t end there as the Central Government adopts a strategic approach on reducing carbon emissions across these verticals, especially automobile and tyres, with targets such as the Net Zero Carbon Emissions by 2070, battery electric vehicles target by 2030, zero-emission truck corridors, Extended Producer Responsibility for the tyre sector; the list just goes on.

Amidst all such statistics and targets, a silent spectator remains the old and varied sector of tyre retreading. In a recent news story reported by Tyre Trends, the Indian Tyre Technical Advisory Committee (ITTAC) had made a proposal to Tyre Retreading Education Association (TREA) for mandating certain standards that will improve the quality of retreads.  ITTAC has made recommendations to the BIS committee. TREA is part of the same committee. ITTAC and TREA are recommending different standards.

These standards included BIS retread standards, namely IS 15725, IS 15753, IS 15524 and IS 9168. The ITTAC had partially aligned Indian requirements with ECE R109, the European regulatory benchmark.

In a reply to the proposal, which was accessed by Tyre Trends, TREA urged the Indian Tyre Technical Advisory Committee to seek a deferment or non-applicability of BIS standard IS 15704:2018 for retreaded commercial vehicle tyres, warning that mandatory enforcement could cripple the sector.

In the letter, TREA argued that IS 15704:2018 is largely modelled on new tyre manufacturing norms and is technically unsuitable for retreading, which is a restoration and recycling process.

The standard mandates advanced laboratory tests such as spectrometer-based rubber analysis, endurance testing and compound uniformity checks, requirements that most retreading units, particularly small and medium enterprises, are not equipped to meet

The association highlighted that even large retreaders lack the infrastructure and skilled manpower needed for BIS-grade testing, while the sheer number of retreading units would make inspections and certifications operationally unmanageable for regulators.

TREA warned that compliance costs linked to machinery upgrades, audits and quality control could force 70–80 percent of units to shut down, leading to job losses, higher fleet operating costs and adverse environmental outcomes due to reduced recycling

Instead, TREA proposed that BIS prioritise retreading-specific standards such as IS 13531 and IS 15524, which focus on materials, process control, safety and quality consistency.

The body has also called for a phased transition roadmap, MSME support and industry training before any stricter norms are enforced, stressing that abrupt implementation would undermine the sector’s role in India’s circular economy.

The conundrum

India has a total of 36 administrative divisions comprising 28 states and 8 union territories. The tyre retreading sector has been continuously supporting circularity goals since the early 1970s across the world’s largest economy without getting mainstream recognition.

Even after five decades in service, the industry battles different bottlenecks including fragmentation, manpower shortage, tax pressures brought about by the recent GST revisions and now the implementation of such standards, just to name a few.

The sole practice that can simultaneously reduce carbon emissions from tyres and extend tyre life is assumed the nemesis of an ‘infamous and dangerous practice’ in some states of the country.

However, the industry has been drawing its techniques and quality parameters from the world’s oldest retreading economy, Europe.

“Big retreaders in India already have the necessary processes in place that conform to IS 15524 standards. However, as the standard is not yet mandated, we have voiced support for it because it is process-oriented and outlines how retreading should be carried out, including buffing and building procedures,” said TREA Chairman Karun Sanghi.

He added, “This standard focuses on how the work is done rather than imposing product-level testing that cannot be practically implemented. The current debate on IS 15704 stems from it being fundamentally incompatible. The standard includes requirements such as sidewall marking and destructive testing of retreaded tyres, which are impractical in a retreading environment where each tyre differs in brand, size, application and usage history,” he added.

Destructive testing, he argued, assumes uniform batch sizes. In retreading, where every casing is unique, testing even a single tyre would mean destroying finished products without yielding representative results. Applying such a framework would effectively require the destruction of every tyre in a batch, making compliance unviable.

“We have submitted our response to ITTAC and are awaiting feedback from the committee. We remain open to continued dialogue and will engage further once the committee responds to our submission,” said Sanghi.

According to him, a typical retreader processes about 300 tyres a month across multiple brands including MRF, JK Tyre, Apollo and Michelin and applications ranging from buses and trucks to mining vehicles. These casings vary widely in load cycles, operating conditions and duty patterns, often across several models from the same manufacturer.

The committee has cited European standard ECE R109, but Sanghi points to structural differences: “Europe is a global retreading hub where tyre manufacturers such as Michelin and Bridgestone dominate operations, collect their own tyres, retread them and return them to fleets, making batch-based destructive testing relevant. A similar model exists in US, where large tyre companies lead retreading and largely self-regulate without a single overarching standard. The Indian scenario is different, especially with a fragmented market.”

He stressed that the industry is not opposed to standards but to those that cannot be practically applied, warning that adopting European manufacturing-oriented norms without accounting for India’s market structure and operating realities would be counter-productive.

The debate is no longer about whether standards are needed but whether they are fit for purpose. Without accounting for India’s fragmented retreading ecosystem, enforcing impractical norms could dismantle a circular industry in the name of compliance.

Comments (0)

ADD COMMENT

Link Copied!

The second season of TGL Presented by SoFi, where Hankook Tire serves as the Founding and Official Tire Partner, commenced on 28 December 2025. This innovative league, a venture of TMRW Sports with backing from icons like Tiger Woods and Rory McIlroy, represents a strategic alignment for Hankook, uniting two entities driven by technological advancement. The partnership provides a global platform to reinforce Hankook's premium brand positioning across North America and worldwide through extensive visibility during broadcasts and at the state-of-the-art SoFi Center in Florida.

This unique venue embodies the league's fusion of sport and technology, featuring a massive simulator with a dedicated ScreenZone and a dynamic GreenZone. This area, equipped with a turntable and over 600 actuators, meticulously replicates real-world golf conditions indoors, creating an immersive arena experience. The competition itself is fast-paced and engaging, with teams of PGA TOUR players competing in Triples and Singles sessions over 15 holes. Innovative elements like the point-doubling ‘Hammer’, real-time strategy via ‘Hot Mic’ and a Shot Clock ensure a dynamic spectacle for fans.

The season opener presented a compelling narrative as a rematch of the inaugural finals, pitting the undefeated Atlanta Drive GC, featuring Justin Thomas and Patrick Cantlay, against a determined New York Golf Club squad led by Matt Fitzpatrick and Xander Schauffele. This match set the tone for an intensive season running through March, where six teams and 24 top golfers will compete. For Hankook, this partnership is more than signage; it is an active engagement with a global community, delivering a distinctive brand experience that bridges cutting-edge mobility and sport for enthusiasts everywhere.

Comments (0)

ADD COMMENT

Link Copied!

Dunlop (company name: Sumitomo Rubber Industries, Ltd.) has made its way to the annual A-List of CDP for climate change and water security. This premier designation, awarded for the first time to the company in the 2025 evaluation, recognises world-leading performance in transparency, risk management and environmental action. CDP’s annual assessment is a key benchmark for corporate sustainability across climate, water and forests.

This achievement stems from the Group’s integrated approach to material issues outlined in its corporate philosophy. It treats the interconnected challenges of climate change, biodiversity and the circular economy holistically, advancing concrete initiatives under its long-term ‘Driving Our Future’ sustainability policy.

On climate, the Group’s science-based emission reduction targets for 2030 are validated by the Science Based Targets initiative. Operational efforts include pioneering green hydrogen production at its Shirakawa Factory and developing tyres made entirely from sustainable materials by 2050. The company also works to reduce emissions across its supply chain, lowers tyre rolling resistance to improve vehicle fuel economy and extends product life through retreading.

For water security, the strategy is driven by localised risk assessments at global production sites. In seven facilities identified as high-risk, the goal is to achieve 100 percent wastewater recycling by 2050. Progress is already evident, with the company’s Thailand factory reaching full wastewater recycling in 2024.

These coordinated actions on multiple environmental fronts formed the basis for the Group’s simultaneous top-tier recognition in both critical categories from CDP.

Comments (0)

ADD COMMENT

Link Copied!

Bridgestone Corporation has initiated a novel co-creation programme in partnership with Ethiopian Airlines and Ethiopian Airports, focused on enhancing aviation safety at Addis Ababa Bole International Airport. This marks Bridgestone’s first sustained three-way collaboration with both an airline and an airport authority, targeting the reduction of Foreign Object Debris on runways and taxiways to support safer and more reliable aircraft operations.

The project was prompted by tyre-related incidents linked to debris at the airport, which previously risked disrupting flight schedules. Leveraging its specialised system for inspecting used airline tyres and analysing debris data, Bridgestone assessed conditions at the hub and proposed a tailored action plan. The company provided continuous support by analysing debris distribution patterns, developing visual hazard maps, advising on efficient collection methods and conducting training to raise awareness among airport personnel.

These sustained efforts have yielded significant results, substantially lowering the rate of tyre damage caused by runway debris compared to levels before the collaboration began. This reduction has supported improved on-time performance for Ethiopian Airlines while advancing overall operational safety. Additionally, the initiative has encouraged greater use of retreaded tyres, promoting economic efficiency and environmental sustainability within the airline’s operations.

Looking ahead, Bridgestone and Ethiopian Airlines Group plan to deepen their co-creation efforts, aiming to generate further value for the aviation sector and broader society through continued innovation and partnership.

Retta Melaku, Chief Operating Officer, Ethiopian Airlines, said, "At Ethiopian Airlines, the safety of our passengers, employees and aircraft is a priority. We are pleased to collaborate with Bridgestone to further strengthen our efforts in reducing FOD at Addis Ababa Bole International Airport and ensure safe operations at the hub airport."

Getaneh Adera, Managing Director, Ethiopian Airports, said, "We remain fully committed to upholding the highest safety standards at Bole International Airport at all times. This significant achievement in reducing FOD is the result of our strong commitment for safe operations and close collaboration with Bridgestone. Through our co-creation activities, we are pleased to have realised safer operations with enhanced productivity and economic value."

Jean-Philippe Minet, Managing Director, Bridgestone Aircraft Tire (Europe) S.A., said, "By combining the learnings and insights from Ethiopian Airlines' operational issues with our analysis technology and know-how, we have deepened our co-creation to propose customised solutions. We are delighted to contribute to safe aircraft operations with peace of mind and to improved operational productivity through the co-creation of efficient FOD reduction on airport surfaces. Through further expansion and evolution of this solution, we will amplify the value of our ‘Dan-Totsu Products’, trust with our customers and value of the data for creating new value."

Comments (0)

ADD COMMENT

Link Copied!