DEPARTMENT OF COMMERCE (COMPUTER APPLICATIONS)

ISLAMIAH COLLEGE (AUTONOMOUS), VANIYAMBADI

REPORT ON
INSTITUTIONAL TRAINING
AT
MOHIB SHOES PVT, LTD.,
SUBMITTED
TO
ISLAMIAH COLLEGE (AUTONOMOUS)
AFFILIATED TO THE
THIRUVALLUAR UNIVERSITY
IN PARTIAL FULFILMENT OF THE REQUIREMENTS
FOR THE AWARD OF DEGREE OF
B. COM (COMPUTER APPLICATIONS)
BY
V. MUHAMMED MAHDI
REGISTER NUMBER: U17CA034
UNDER THE GUIDANCE OF
Mr. YASSER ARAFATH. P M.Com.,
ASSISTANT PROFESSOR OF DEPARTMENT OF COMMERCE
(COMPUTER APPLICATIONS)
(APRIL-2020)

1
DEPARTMENT OF COMMERCE (COMPUTER APPLICATIONS)
ISLAMIAH COLLEGE (AUTONOMOUS), VANIYAMBADI

REPORT ON
INSTITUTIONAL TRAINING
AT
MOHIB SHOES PVT, LTD.,
SUBMITTED
TO
ISLAMIAH COLLEGE (AUTONOMOUS)
AFFILIATED TO THE
THIRUVALLUAR UNIVERSITY
IN PARTIAL FULFILMENT OF THE REQUIREMENTS
FOR THE AWARD OF DEGREE OF
B. COM (COMPUTER APPLICATIONS)
BY
V. MUHAMMED MAHDI
REGISTER NUMBER: U17CA034
UNDER THE GUIDANCE OF
Mr. YASSER ARAFATH. P M.Com.,
ASSISTANT PROFESSOR OF DEPARTMENT OF COMMERCE
(COMPUTER APPLICATIONS)
(APRIL-2020)

2
 DEPARTMENT OF COMMERCE
(COMPUTER APPLICATIONS)

ISLAMIAH COLLEGE (AUTONOMOUS)

VANIYAMBADI-635 752
(Affiliated to Thiruvalluar University, Vellore)

CERTIFICATE
Certified that this Report on Institutional Training submitted by Mr.
V.Muhammed Mahdi, Register Number: 31117U11034 for Examination
held in April-2020, is in partial Fulfilment of the requirement for award of
Bachelor Degree in COMMERCE (COMPUTER APPLICATIONS) by the
Thiruvalluvar University – Vellore. This report represents independent work on
the part of the candidate.

SUPERVISOR – IN – CHARGE HEAD OF THE DEPARTMENT

3
 DEPARTMENT OF COMMERCE
(COMPUTER APPLICATIONS)

ISLAMIAH COLLEGE (AUTONOMOUS)

VANIYAMBADI-635 752
(Affiliated to Thiruvalluar University, Vellore)

CERTIFICATE

This report is prepared under the guidance of the Department of

Commerce (Computer Applications) Based on the Institutional Training
undergone by Mr. V. MUHAMMED MAHDI, Register Number:
31117U11034, This report has been evaluated by the Examiner, who has
conducted the Examination for the Award of Marks as per the guidelines
stipulated by the Department of Examinations, Islamiah College (Autonomous),
Vaniyambadi.

INTERNAL EXAMINER EXTERNAL EXAMINER

4
CERTIFICATE COPY

5
 ACKNOWLEDGEMENT

ALL Praise to Allah, who showered his kindness by

including me into this nice course. My thanks are due to the president of V.M.E
Society, JANAB T. MD. MUBEEN SAHIB, B.E., M.SC., (Engg)., M.I.I.E.,
General Secretary of V.M.E. Society, JANAB C. KHAISER AHMED
SAHIB, B.Sc., The Secretary and Correspondent Dr. ANWARULLAH
HAJEE SAHIB M.B.B.S., and our beloved Principal Dr. T. MOHAMMED
ILYAS, M.Com., M.B.A., M.Phil., Ph.D.,

I am very much thankful to Mr. A. MUQTHAR AHMED M.COM.,

M.Phil., Assistant Professor & Head of the Department of Commerce
(Computer Applications), Islamiah College (Autonomous), Vaniyambadi.

I am grateful to the following faculty members of our department from

their valuable guidance and suggestions from time to time.

Prof. YASSER ARAFATH. P M.Com.,

Prof. M. SYED SHAMEEL, M.Com.,

Prof. E. MOHAMMED IMRAN, M.Com., M. Com (C.A)., M.Phil.,

Prof Dr. H. M. BILAL, M.Com., M.Phil., M.B.A., Ph.D.,

I am also thankful to the proprietor and all staff members of MOHIB

GROUPS, AMBUR who provided me a golden opportunity to undergo training
in their esteemed organisations.

6
 CONTENTS

TABLE OF CONTENTS

7
Chapter Description Page No
No
1. INTRODUCTION
2. HISTORYOF THE COMPANY

3. COMPANY PROFILE

4. PRODUCTION DEPARTMNET
5. OFFICE & ADMINISTRATION

6. FINANCE DEPARTMENT

7. MARKETING DEPARTMENT
8. HUMAN RESOURCE DEPARTMENT

9. FINDING, SUGGESTIONS AND

CONCLUSION

8
PREFACE

9
 PREFACE
Institutional Training is a part of curriculum for Bachelor of
Commerce (Computer Application) of Islamiah College
(Autonomous) Vaniyambadi. It is a sort of job testing programme to
bridge the gulf between theory and practice. It also helps to have a
first-hand knowledge about the real-world situation of a business
organization.
MOHIB SHOES PVT LTD, AMBUR was selected for the
Institutional Training programme. I am very much pleased to place the
project report on institutional training undergone by me.
This report describes the history of the organization and working of
various departments.

10
OBJECTIVES OF INSTIUTIONAL TRAINING AND REPORT
The very object of this training is to get the practical Knowledge of
the institutional training as pacts. This training serves as a bridge
between theory and practice. Before this training, I had only
theoretical knowledge, but on the undergoing what l read so far l saw
practically.
Such as:
A) Office Layout
B) Plant layout
C) Office structure
D) Production process
E) Decision making in the administrative level, etc.
Decision Making are decentralized from
Managing Director to General Manager of the company and the
decision and Responsibilities are decentralized from General Manager
to Production Manager and line Supervisor.

11
 CHAPTER 1
INTRODUCTION

12
CHAPTER 1
INTRODUCTION
Business Activities
Business is the organized efforts and activities of individuals to
produce and sell goods and services for profit. Learn how businesses
are organized, and their strategies and legal structures.
There are different types of business activities based on the nature and
requirement of the business.
Following are different types of business activities.
1) Budgeting
2) Accounting and Auditing
3) Marketing
4) Sales activities
6) Operations and Supply chain
7) Customer service
Leather Business
A leather business makes its money from the sale of
leather and leather products as well as the repairing of
leather goods, such as shoes and apparel, such as purses, suitcases, or
briefcases, shoes, wallets etc.,
To promote export of leather, leather footwear, leather products and
their components. To promote and disseminate useful information
on leather sector and allied industries so as to enhance the
contribution of the sector to the growth and development of the
national economy.
Introduction TO Mohib Shoes
Mohib Shoes Private Limited is an unlisted private company. It was
incorporated on 11 May, 2006 and is located in Chennai, Tamil Nadu.
It is classified as a private limited company.
Mohib Shoes Private Limited's Annual General Meeting (AGM) was
last held on 24 September 2018 and as per records from Ministry of
Corporate Affairs (MCA), its balance sheet was last filed on 31 March
2018.

13
 CHAPTER 2
HISTORY OF THE COMPANY

14
CHAPTER 2
HISTORY OF THE COMPANY
MOHIB SHOES Pvt., Ltd., Group was established in 2006 by
JANAB MOHIBULLAH Sahib at Ambur, in Vellore District of Tamil
Nadu India. The chairman of the group is Mr. V.MD. AMEENU
RAHMAN Sahib and managing director of MOHIB SHOES Pvt.,
Ltd., is Mr. IQBAL AHMED primarily to process and export east
India tanned goatskins from a daily production of 2500skins.
MOHIB SHOES Pvt., Ltd., produced shoes uppers for leading
international brands. The initial capacity of 40000pairs of uppers has
been expended to produce 2.2 million pairs per annum. These
factories, is in Ambur, Tamil Nadu.
At MOHIB SHOES Pvt., Ltd., uppers and shoes are manufactured to
demanding international standards, to suit the ever-changing fashion
trends with an unchanging standard quality unique brand of pain
staking craftsmanship and modern techniques, a result of perfect co-
ordination between man and machine every upper and shoes from
MOHIB SHOES Pvt., Ltd., demonstrates the sheet art and craft of
leather manufacture.
MOHIB SHOES Pvt., Ltd., also manufacture leather boots and
sandals for foreign markets. The Germany, France, Italy, Canada,
Japan and Sweden have been principle buyers of MOHIB SHOES
Pvt., Ltd., major export of shoes is to
Germany, France and Japan, Italy.,

15
 CHAPTER 3
COMPANY PROFILE

16
CHAPTER 3
COMPANY PROFILE
About Us
Supplier and manufacture of leather shoes, men’s leather shoes ladies
leather shoes, kids leather shoes exporter of full shoes, children shoes.
Company Profile
Business Type : Exporter / Manufacturer / Supplier
Year Established : 2006
Products Supplier and : Leather shoes, men’s leather shoes,
Manufacturer ladies leather shoes, kids leather
Shoes,
Products Exporter : Full Shoes, Children Shoes, Ladies Shoes.

Contact Information
Company Name : MOHIB INDIA SHOES Pvt. Ltd., ‘A’ UNIT
Address : #93/A S.K Road, Melkrishnapuram, Ambur
– 638 802
Phone No : 91-4174-247272
Fax : 91-4174-247273
Contact Person : Mr. Faisal Ahmed (Finance Controller)
Mobile : 09944485865

Features that make us different from competitors in the market

are:
1. Commitment to quality

17
 2. Affordable prices
3. Wide distribution network
4. Ethical business activities
5. Payment modes are hassle free
6. We are associated to reliable banks
7. Timely delivery
We are poised for rapid growth, continued expansions with strong
commitment to delivers high quality products and timely deliveries
backed by our sincere efforts to upload “cordial business relational
ship” with our buyer, our mission stands to go for customer
satisfaction.
Products offered by us are quality and are designed to meet the
existing trends and market requirements. Products offered are quality
tested stringently at every stage of development to ensure
flawlessness.
The infrastructure is equipped with all latest facilities for leather
tanning and finishing and for product cutting, stitching, polishing and
finishing all our business norms and transaction facilities are designed
to facilitate clients with ease of doing business with us.
Mr. K. MOHIBULLAH, our mentor is a man driven with
passion and has gained years of experience in this domain of business.
All these things together have helped us in creating a huge client base.
Vision

Our Vision is to strive for synergy between technology and

human resources to innovate footwear and footwear components.

Mission

18
 Exploring and achieving low cost innovation in footwear
manufacturing with primary focus on

• Low cost innovation via industry and institute/university

collaboration.
• Identifying potential human resource from universities and
institutions.
• To enhance industry and university interaction for gaining
synergy in innovation.
Achievements
That passion has been evident since he started in his fathers about 7
years ago, Weitzman’s talent for design was apparent early on, but he
quickly found he had an aptitude for aspects of the business. As
craftsman, he knows how to split a pattern to save a dollar’s worth of
leather.

Quality

• Quality leadership is vital to the long-term success.

• Building quality into our workplace, product and services is
essential to a successful future for our customers, employees,
supplier’s communities and shares holders.
• We will work to provide producers and services that always
exceed customer expectations.

Values
Our value are part of what sets brown shoe company apart from the
rest of the industry. For nearly 7 years, brown shoe company has been
operating under the belief that how we do business is just as important
as how much business we do. To that end we embrace the following.

• Trust and transparency

19
 Mohib Shoes Private Limited “C” Unit we respect others both
internally and externally. As a result, we behave honesty and share
openly.

• Personal accountability
we accept our entire associate to take ownership and
responsibility for decision, consequences and results. It’s part of
what drives us and makes us stronger.

• A passion for winning

Our management and associates work to gather to set ambitious
goals and make proactive choices, as a part of our drive toward
continued success.

• Integrity
No matter what, we act and what right, and we honour
commitment and obligations.

Products & services

• Finished leathers Leather shoes

• Men’s leather shoes

• Ladies leather shoes
• Kids leather shoes
Popular products
• Office shoes
• Non-leather shoes
• Red leather shoes
• Lives shoes
• Black gumboots

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 • Men dressing shoes

Group of companies
1. Mohib shoes (p) Ltd “A” Unit,

2. Mohib shoes (p) Ltd “B” Unit,

3. K. Mohammed Basheer & Co.,

4. Mohib India shoes (p) Ltd “C” Unit.,

5. Mohib India shoes (p) Ltd “D” Unit.,

6. Mohib India shoes Pvt Ltd.
7. Mohib Leather products.
8. Mohib Shoes Enterprises

Picture 1

21
Picture 2

Picture 3

22
 CHAPTER 4
PRODUCTION DEPERTMENT

23
CHAPTER 4
PRODUCTION DEPARTMENT
Process of Upper Shoes

Step 1: Cutting finished leather are used to cut according to designed

cutting of leathers are by hand or by using machine.
Step 2: After cutting leathers it is inspect in component
inspection pieces are joint orderly and band with its details.
Step 3: Meandering in piece of leather using machine the sticks a
white colour paper like fume that used in inner side of the shoe.
Step 4: Embossing in a piece of leather using machine the sticks a
white colour paper like fume that used in inner side of the shop.
Step 5: punching the logo of the company in every piece of shoe.
Step 6: Attaching every piece of shoes attaching together and
stitching them where it need.
Step 7: One may stitching the zip with a piece of leather.
Step 8: Other are stitching with the gum.
Step 9: Other one stitching the zip with the signal needle machine
around the zip.
Step 10: Again, one use to stitching the zip border including all the
border.
Step 11: One use to stick white the colour piece of sheet it is so soft
like fume in side of the shoe.
Step 12: After some time one stitching around it with the single
needle machine.
Step 13: Then another one use to attach the Bacall and its belt it is in
the model.
Step 14: When piece of shoes of joint it need to bend for that there use
heat machine for a second when it comes banded according to model.
Step 15: Punching in upper next steps but before it bends in shoes
they make hole for lease if it is in design some time it uses manual and
some time by using machine.
Step 16: In one machine one use to fit a bottom side of the whole a
stile pin and other one use to fit upper in other machine.
Step 17: One may use to trade the shows in its hole if it is designed.

24
Step 18: After all, process an inspector may inspect all the shoes and
it kept on place.
Step 19: For all this they use thread M-10, M-20, M-40, M-60, and
Needles 80 To 160.
Process of full shoes
Step 1: Attaching insole in lass by using tab.
Step 2: Heating the upper to bend it easily.
Step 3: Pasting upper into lass by using sole hasting machine. It is
bending the front of upper.
Step 4: Fitting the upper into lasses through attaching Nile all side of
the shoes to fit it correctly.
Step 5: Pasting down side of the upper to joint in to sole.
Step 6: Pasting Bostic chemical into sole to attach freely into upper.
(Bostic chemical mixed with Bostic 300 printer ever box in prelitter).
Step 7: By using side lasting machine bending the back of the upper
of shoes.
Step 8: Erasing the notes on shoes (examples remark note refit
notes etc.,)
Step 9: Heating the upper shoes for clean pasting.
Step 10: Flat ruffling in upper said of the shoes to remove at excess
past.
Step 11: Marking upper to attach sole.
Step 12: Upper pasting and sole pasting individually.
Step 13: Pen hole opening form the shoes.
Step 14: Sole and upper pressing to attach it together.
Step 15: Removing lass from shoes and then attaching soles inside of
the shoes.
Step 16: Attaching inner soles inside of the shoes.
Step 17: Inspection of all the full shoes.
Step 18: Finally packing of the shoes in individual box.
Factory license Factory license:
Every factory must register its factory from factory inspector
according to factory Act 1948 and Tamilnadu factory rules 1950 every
factory may have licenses from factory inspector.

25
Factory Act Register:

• A factory Register is compulsory to maintain in every

company. It is preparing for inspections of by factory
inspector.
• Factory register may contain all the activity of the factory.

Factory Registers is as follows:

Form no: 1 (Register of workman)

Every company may have a Register of its workman/employee
from which they record all the relevant information of the every
employee, (Figure 1)
Form no: 1 (Register of employee’s place of under suspension
Register employee may have power to suspense his worker if it may
rebate any indiscipline’s (Figure 2)
Form no: 6 (Register of national and festival holidays)
Company may give holidays according to its ownership or
majority of religions etc.,

Form no:9 (Revise) (P.F. nomination)

This form may have all details of the employee. Expect that this form
mentions that after the death of the employee, the name of the hire of
the pay due.

Form no:6 (Adult Register)

Under Act 1393 under rule 80 a man is able to work in company when
he is major works is prohibited in factories act every company should
to prepare miner or major.

Form no: 15 (Register of leave with wages)

Some of the leaves may gibe to every employee by the company for
that company may have to pay.

26
Form no:15 (Register of accident)
Every company may have prepared the register of accident where it
may occur or not.
Form no:17 (Health register in respect persons employed in
occupation declared to the occupation)
Some companies may default some of work may have changes to
create device for that company take responses. Form no:25
(Attendances register)
Every organization has the register of attendances. From that
employer decided that much to be pay to employee.

From no: 26 A (Register of dangers occurrences)

This register has all the details of the accident occurred in the
organization etc.

Form no:34 (nomination register)

Nomination register may content that in the event of employee death
before resuming work the balance of his pay due shall be paid to
whom, with witness.

Form no: B (Register of wages)

This register has details of the worker worked based up on that an
employer may give the wages to the worker.

27
 CHAPTER 5
OFFICE AND ADMINISTRATION

28
CHAPTER 5
OFFICE AND ADMINISTRATION

OFFICE AND ADMINISTRATION:

This office is open system because of superintendent level has to
primary. But their assistant manager and managing director has
separate casing.
Inter Computer facilities are available there. For consumer, the
consumer reception section under central florescent light and good
and ventilation is also there.

Office staff vehicles have individual parking place and

MOHIB SHOES ‘B’ UNIT PVT LTD. Employees have individual
parking section available.
OFFICE MACHINES:
1-Typewriter -5

2- Computer - 30

3-Xerox Machine -2

4-Calculation more than - 30

5- Fax machine -2

6-Printer - 10

Communication Equipment:

29
 The company used this type of communication.

1. Telephone
2. Telegram
3. Fax
4. 4. Inter-com
5. Postal etc.

30
 CHAPTER 6
FINANCE DEPARTMENT

31
CHAPTER 6
FINANCE DEPARTMENT
Provided here are the financial indicators for financial year ending on
31 March, 2019. Actual numbers and more financial
data, updated until 31 March, 2019* are included in purchased
financial report. View Sample Report.

Operating Revenue INR 100 cr - 500 cr

EBITDA -5.37 %

Net worth 13.58 %

Debt/Equity Ratio 0.81

Return on Equity 11.95 %

Company has reported to have approved financials for 31 March,
2019. However, in case, they are not yet filed with MCA, then last
filed financials shall be provided instead.

DIRECTORS
The company has 6 directors and no reported key management
personnel.
The longest serving directors currently on board are Nasreen Banu
and Zehra Bathool who were appointed on 11 May, 2006. They have
been on the board for more than 13 years. The most recently
appointed directors are Natamkar Aseel Ahmed and Mohammed
Rasib Kottai, who were appointed on 05 January, 2018.
Kottai Mohammed Mohibullah has the largest number of other
directorships with a seat at a total of 2 companies. In total, the
company is connected to 2 other companies through its directors.

32
11 May, 2006 NASREEN BANU
Director
11 May, 2006 ZEHRA BATHOOL
Director
15 November, 2006KOTTAI MOHAMMED MOHIBULLAH
Director
01 June, 2009 NATAMKAR AKHEEL AHMED
Additional
director
05 January, 2018 NATAMKAR ASEEL AHMED
Director
05 January, 2018 MOHAMMED RASIB KOTTAI
Director

33
COMPANY NETWORK

34
 CHAPTER 7
MARKETING DEPARTMENT

35
CHAPTER 7
MARKETING DEPARTMENT
ADVERTISEMENT:
Advertisements places a major role in promoting Following
advertisement tools are used by them:
 Print Media.
 Sign Board ad in high-way.
 Word of mouth.
 Online ads.
 Television media.

MICRO ANALYSIS:
CUSTOMERS:
 School, office employees, teenagers are the most
buyers
 All set of people

INTERMEDIARIES:

 Employees
 Suppliers
 whole sellers
MARKET SEGMENTATION
GEOGRAPHIC SEGMENTATION:
 World region : Asia
 Country : India
 Cities : All cities of India
TARGETING:
Targeting towards the all type of class of peoples.

36
PRODUCT LIFE CYCLE IN MOHIB:

 OBSERVED Introduction stage:

 Mohib shoes company started first shoe company in Ambur,

Growth stage:

 The growth stage is a period of repaid revenue growth,

 Sales increase as more customers becomes aware of the product
and is benefits and additional nark et segments – are- regarded,
 When competitors enter the market, often during the latter part
of the growth stage, there may be price competition and/or
increased promotional costs in order to convince consumers
that the firm’s product is better than that of the competition,
Maturity:

 Over period of 50 years, Reached its maturity level.

 Market share becoming almost stagnant.
 Same brand image limited consumer base. Decline stage:
 It not meets the decline stage.
SWOT ANALYSIS:
This report is a brief SWOT analysis
STRENGTHS:

 Providing quality shoes.  No I in shoe exporting.

WEAKNESS:

 High competitors.

OPPORTUNITY:

 Customers have more aware about us.

37
Sales Chart

Marketing Chart

38
 CHAPTER 8
HUMAN RESOURCE DEPARTMENT

39
CHAPTER 8
HUMAN RESOURCE DEPARTMENT:
LEARNINGS:
Hiring individual with good personalities and good work
ethics truly can increase sales, Customer feels more comfortable,
Secure and happy when someone who is friendly and capable is
aiding them. The employee becomes even more important if you retail
merchandise to your salon.

RECRUITMENT AND SELECTION:

Recruitment can be done by:

• Internal source
• External source
INTERNAL SOURCE:
 Recommendation by existing employees
 Transfer
 Promotion

EXTERNAL SOURCE:
 Newspaper Ad
RCOMMENDATION BY EXISTING EMPLOYE:
This is probably the easiest approach filling up a vacancy
based on recommendations made by the existing employees of the
concern, A family member, relative or friend
of an employee, may be considered for appointment. As such
candidates are recommended by the existing employees, it is easy to
identify the skin person.

TRANSFER:

40
 If a particular department has a couple of surplus staff and
another department is short staffed, the surplus staff may be
transferred to that other department. Such an approach avoids the
surplus staff (called ‘retrenchment’) in one place and make fresh
recruitment in another the place of the organization.

PROMOTION:
When a vacancy arises at a higher level in an organization,
it is filled up by elevating a person who comes next in the
organizational hierarchy.
Newspaper Ad:
The most common way to find employees is to place a
newspaper advertisement. However, in order to attract the type of
people you want to hire, you must stipulate your high standards,
THE TRAINING PROCESS:
After hiring break the employee in slowly. Pushing too hard
may cause a person with excellent work potential to become frustrated
and discouraged.
• To enable the new recruits to understand work.
• To improve their skill & knowledge.
• Job satisfaction.

HR POLICIES:

Policies provided for the employees in the company are

• No loss of pay for leave

• Work on shift basis
• Double salary for over time
• Free training
• Free travelling expenses for work
• Insurance for all employees
• Medical expenses for employees

41
INCENTIVES AND JOB REWARDS:

When designing, an incentive program your employees, don’t

limit yourself to cash or percentage rewards. Although they can be
effective, money isn’t always the best inactive. Non-monetary rewards
can be aimed at three different kinds of personalities: feeling logical
and action types each type will be best motivated by a different
reward.

The first group—the feeling type of person is best motivated by

recognition and by some demonstration that they are valued. Rewards
that provide the best incentive are things like a plaque on the wall in
the salon, employee of the month awards, mention in a customer
newsletter, flowers and similar approaches.
The second group--the logical employees—need to have
quantitative goals to achieve,
The key in all cases is to make sure the reward is something that
the person values. If you don’t present, the goal and reward in the
employee’s language and value system they either won’t see it or will
become confused.
Yet, your employees should be made to understand that their pay
check is their reward for meeting their job requirements. Be sure to set
their goals beyond that minimum.

Finally, you can’t motivate your employees to achieve specific

goals until you have some for the salon yourself.

The salon’s goals may be to teach a certain dollar figure in

accessory sales.
They may be to achieve a certain percent occupancy.

JOB ANALYSIS AND JOB DESCRIPTION:

HR Department is also involved in designing the job analysis and job
description for the prospective vacancies.

42
A job analysis is the process used to collect information about the
duties responsibilities,
Necessary skills, outcomes, and work environment of a particular job.
Job descriptions are written statements that describe the:

• Duties
• Responsibilities
• Most important contributions and outcomes needed
from a position
• Required qualifications of candidates, and
• Reporting relationship and co- workers of a particular
job
ADDRESSING EMPLOYEES GRIEVANCES:

HR department is the link between the workers and the

management. Employees grievances related
work environment are usually entertained and resolved by the
HR department.

LABOUR MANAGEMENT RELATIONS:

For the smooth operation of any organization, it is crucial to
have good labour management relations. HR department had to ensure
that these relations are cordial. In case of any labour management
conflict, the HR department will play a vital role in bringing both
management parties to the negotiation table and resolving the issues.
STAFF WELFARE POLICY
Statement:
The company recognizes all their employees to be the most valuable
resource and that the health and welfare of all employees is essential
in achieving the company mission.
The well-being of all employees is of a primary concern by investing
in the health and welfare of employees the company is investing in the
efficiency and effectiveness of the organisation.

43
The company is committed to producing a caring and supportive
working environment which is conducive to the welfare of all
employees, and which enables them to develop towards their full
potential.

AIM:
To provide a framework for the provision of staff welfare support.

ROLES OF RESPONSIBILITY:
All staff have a role to play with regards to their own health and well-
being at work and are advised to raise any matters of raise any matter
of concern. Staff have a responsibility to be sensitive and responsive
to the welfare of other colleagues at work.
Staff who have a concern regarding their welfare should address this
initially to their line manager / supervisor or directly to HR welfare
office.
Staff also have responsibility to co-operate as far as possible with any
initiatives, recommendations, introduced in relation to their welfare
and to follow any guidance provided by company welfare officer or
medical / health professionals.

INFORMATION ADVICE AND SUPPORT:

Information advice and support will be provided through human
resources welfare officer, the range of information and advice
available will include:
 Company policies and procedures relating to staff health and
welfare.
 Legislation relating to health and welfare of staff
 Occupational health services/medical referrals
 Contact details for support groups and organisations to tailor to
the individual’s welfare needs e.g. CRUSE (bereavement).
RELATE (relationship and family), mental health, FRANL
(substance abuse) AA (alcohol anonymous) SAMARITANS
(general).

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CONFIDENTIALITY:
Individual consultation with company welfare officer is a confidential
service; line managers are also required to conduct meetings in a
confidential manner. However, if the welfare officer believes that it is
in the interest of the member of staff to consult with another person,
the permission from the member of staff will be obtained.

MONITORING EVALUATION AND REVIEW:

The implantation of the policy will be subject to regular monitoring,
evaluation, and using effective indicator tools and will be strategically
reviewed or modified to as required in the light of changing
circumstances.
EMPLOYEES WELFARE FACILITIES STATUTORY
WELFARE SCHEMES
The statutory welfare schemes include the following provisions:

DRINKING WATER:
At all the working places, safe hygienic drinking water should be
provided.

FACILITIES FOR SITTING:

In every organization, especially factories, suitable arrangement
is to be provided.

FIRST AID APPLICATION:

First aid appliances are to provided and should be readily
assessable so that in case of any minor accident initial medication can
be provided to the needed employee.

CANTEEN FACILITIES:
Cafeteria or canteens are to be provided by the employer so as to;
provide hygienic and nutritious food to the employees.

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LIGHTING:
Proper and sufficient lights are to be provided for employees so that
they can work safely during the night shifts.

SECURITY GUARD:
1) Patrol industrial and commercial premises to prevent and
detect signs of intrusion and ensure security of doors, windows,
and gates.
2) Answer alarms and investigate disturbances.
3) Monitor and authorize entrance and departure of employees,
visitors, and other persons to guard against theft and maintain
security of premises.
4) Write reports of daily activities and irregularities, such as
equipment or property damage, theft, presence of unauthorized
persons, or unusual occurrences.
5) Call police or fire departments in cases of emergency such as
fire or presence of unauthorized persons.
6) Circulate among visitors, patrons, and employees to preserve
order and protect property.
7) Answer telephone calls to take messages, answer questions, and
provide information during non-business hours or when
switchboard is closed.
8) Warn persons of rule infractions or violation, and apprehend or
evict violators from premises, using force when necessary.
9) Operate detecting devices to screen individuals and prevent
passage of prohibited articles into restricted areas.
10) Escort or drive motor vehicle to transport individuals to
specified locations and to provide personal protection. 11
11) Inspect and adjust security systems, equipment, and
machinery to ensure operational use and to detect evidence of
tampering.
12) Drive and guard armorer vehicle to transport and valuables to
prevent theft and ensure safe delivery.

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13) Monitor and adjust controls that regulate that regulate
building systems, such as air conditioning, furnace, or boiler.

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 CHAPTER 9
FINDING, SUGGESTION AND
CONCLUSION

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CHAPTER 9
FINDING, SUGGESTION AND CONCLUSION
FINDING
The finding of the study is summarized are as follows:

• Full grain genuine lather using is too high.

• The electricity & power consumption too high.
• Marking and finishing the cost is taking high cost.
• Staff and supervision getting high salary.
• Depreciation on plant, machinery and factory building cost
estimation is too high.
• Office rent and other expense on maintenance and repair of
building cost estimation are too high.
• They are paying high pay fort consultancy.
• Manufacturing industry takes high cost estimate for raw
material.

SUGGESTION
Reduce the manufacturing cost
Eco- friendly shoes manufacturing
In the late 19 TH century when factorial sprung up in the
United States, domestic footwear manufacturing boomed. Due to
inexpensive overseas practices in recent years, shoe manufacturing’s
have largely vacated the U.S. However, the creation of green footwear
is bringing some of that business back home.

Less Energy, More Profit

Shoe manufacturers can actually save money by going green!
The following production practices are becoming more popular in
manufacturing because of their ability to cut cost:

I. Wind energy.

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 II. Solar energy.
III. Waste – to – energy conversion.
IV. Energy conservation machinery.

Reducing manufacturing costs increases profitability by

making more with what you have or the same with less. It sounds
pretty simple but many companies struggle with this. Of course, there
are many ways to reduce manufacturing costs. Here are a few methods
that have proven to very effective and relatively easy to implement.
 Reduce downtime through team awareness.
 Reduce waste by attacking the root causes of
inefficiency.
 Increase productivity with real – time goals.
 Reduce change over time through training and
awareness.

CONCLUSION
MSPL uses best practices in the industry but there is still scope
for improvement process. Machineries and other equipment’s whose
depreciation is high may be replaced with new ones making the
processes more efficient.
The study and analysis in this project has still scope for
improvement

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