COMPANY PROFILE

Tej Shoe Tech was established in 1989 and since than has been producing
quality leather footwear. We specialize in manufacturing BOYS and GIRLS
Shoes / Sandals in genuine leather, we also have experience in making
leather footwear for men's.
Over the years Tej Shoe Tech's capacity has grown in both experience and
quantity which has brought us to this stage of accomplishment. This growth
for our company has been possible due to the hard work and perseverance of
our staff and our MD. Tej Shoe Tech is a SA 8000:2008 certified unit.


Infrastructure
The production unit of the company is the power house of the
company. The in-house production unit is installed with latest
machines that are manned by skilful workers thereby converting the
ideas into reality. The machines save time & are cost effective.

It has "top-of-the-line fire fighting" arrangements. The walls in the working areas
are fitted with fire fighting equipments and fire exits routes are painted all over the
work area. The electricity cables have been laid under the watchful eyes of
professionals as per the prescribed standards. To educate our workers regarding the
use of chemicals, regular orientation programmes are conducted. Our concern for
our environment and the measures we have taken to preserve it have got us an
"ISO 14001" Certification.
The phenomenal success of Tej Shoe Group proves it. With effective presence in
more than "40" countries and a turnover exceeding "US$ 10 Million", the group
has been growing steadily. It's success is simply a by product of the implicit faith
and confidence its buyers have in its capabilities. It has never let them down. And
that is because their every requirement is met as per their exact specifications.
Today, the Group exports its footwear to some of the top names in fashion and
footwear business. "United Colours Of Benetton, Lumberjack" etc. are some of the
brands it makes footwear for.Our product range is exhibited in many prestigious
fairs like "Riva Del Garda (Italy), GDS (Germany) and WSA (USA)".
For us at Tej Shoe every customer, no matter big or small, counts. Whenever
visiting our "Corporate headquarters" in India, each customer is looked after well.
We have even made independent work stations for them to work with freedom. All
the work stations are equipped with modern telecommunication facilities. We
cherish the mutually rewarding relationship we share with our customers
worldwide.


NDUSTRY AT A GLANCE
Leather industry occupies a place of prominence in the Indian
economy in view of its missives potential for employment, growth and
exports.
There has been increasing emphasis on its planned development,
aimed at optimum utilization of available raw materials for maximizing the
return particular from returns.
EXPORTED PRODUCTS

1) Kids
2) Ladies
3) Gents
4) New Arrivals
A PROFILE ON INDIAN LEATHER SECTORS
India is the largest livestock holding country with 21% Large animals
and 11% Small animals
Indian Leather industry fulfills the 10% of global requirement.
The total production of India's is 4 billion U.S $.
Total annual exports value is over $ 2 billion.
During 2000-04 the export growth is estimated 8.20%
About 2.50 million workforce is thee in India about it 30% are women.
Promising technological inflow and foreign direct investment.
Top priority to occupational safety and work environment.
Major Production Centre of Leather & Leather Products
Southern Region :-
1) Tamilnadu :- Chennair, Ambur, Ranikhet, Saniyabadi, Trichy and
Dindigul.
2) Andhra Pradesh :- Hyderabad
3) Karnataka :- Banglore
North Region :-
1) Punjab :- Jalandhar
2) Delhi :- Delhi
Eastern Region :-
1) West Bangal :- Kolkata
2) Central Region :- Kanpur
3) U.P. Agra


4) Market profile of the organization:-
5)
6) TEJ SHOE GROUP capture 24 % shoe market in whole AGRA .
7) That show the actual position of the organization in market.
8)
Western Region :-
1) Maharastra :- Nambri




EXPORT %
24%
12%
10%
10%
8%
8%
8%
7%
7%
6%
TEJ SHOE
TEJ SHOE GROUP
GUPTA OVERSES
ROGER EXPORT
VIROLA INDUSTRY
PARK EXPORT
METRO & METRO
SUPER HOUSE
VASHANA EXPORT
NOVA SHOES
WHAT IS INDUSTRIAL RELATIONSHIP?
Industrial relations has become one of the most delicate and complex problems of
modern industrial society. Industrial progress is impossible without cooperation of
labors and harmonious relationships. Therefore, it is in the interest of all to create
and maintain good relations between employees (labor) and
employers (management).

Concept of Industrial Relations:
The term Industrial Relations comprises of two terms: Industry and Relations.
Industry refers to any productive activity in which an individual (or a group of
individuals) is (are) engaged. By relations we mean the relationships that exist
within the industry between the employer and his workmen.


The term industrial relations explains the relationship between employees and
management which stem directly or indirectly from union-employer relationship.

Industrial relations are the relationships between employees and employers within
the organizational settings. The field of industrial relations looks at the relationship
between management and workers, particularly groups of workers represented by a
union. Industrial relations are basically the interactions between employers,
employees and the government, and the institutions and associations through which
such interactions are mediated.

The term industrial relations has a broad as well as a narrow outlook. Originally,
industrial relations was broadly defined to include the relationships and
interactions between employers and employees. From this perspective, industrial
relations covers all aspects of the employment relationship, including human
resource management, employee relations, and union-management (or labor)
relations. Now its meaning has become more specific and restricted. Accordingly,
industrial relations pertains to the study and practice of collective bargaining, trade
unionism, and labor-management relations, while human resource management is a
separate, largely distinct field that deals with nonunion employment relationships
and the personnel practices and policies of employers.

The relationships which arise at and out of the workplace generally include the
relationships between individual workers, the relationships between workers and
their employer, the relationships between employers, the relationships employers
and workers have with the organizations formed to promote their respective
interests, and the relations between those organizations, at all levels. Industrial
relations also includes the processes through which these relationships are
expressed (such as, collective bargaining, workers participation in decision-
making, and grievance and dispute settlement), and the management of conflict
between employers, workers and trade unions, when it arises.
Prior to 1991, the industrial relations system in India sought to control conflicts
and disputes through excessive labor legislations. These labor laws were protective
in nature and covered a wide range of aspects of workplace industrial relations like
laws on health and safety of labors, layoffs and retrenchment policies, industrial
disputes and the like. The basic purpose of these laws was to protect labors.
However, these protectionist policies created an atmosphere that led to increased
inefficiency in firms, over employment and inability to introduce efficacy. With
the coming of globalization, the 40 year old policy of protectionism proved
inadequate for Indian industry to remain competitive as the lack of flexibility
posed a serious threat to manufacturers because they had to compete in the
international market.

With the advent of liberalization in1992, the industrial relations policy began to
change. Now, the policy was tilted towards employers. Employers opted for
workforce reduction, introduced policies of voluntary retirement schemes and
flexibility in workplace also increased. Thus, globalization brought major changes
in industrial relations policy in India. The changes can be summarized as follows:
Collective bargaining in India has mostly been decentralized, but now in
sectors where it was not so, are also facing pressures to follow
decentralization.
Some industries are cutting employment to a significant extent to cope with
the domestic and foreign competition e.g. pharmaceuticals. On the other
hand, in other industries where the demand for employment is increasing are
experiencing employment growths.
In the expansionary economy there is a clear shortage of managers and
skilled labor.
The number of local and enterprise level unions has increased and there is a
significant reduction in the influence of the unions.
Under pressure some unions and federations are putting up a united front
e.g. banking.
Another trend is that the employers have started to push for internal unions
i.e. no outside affiliation.

HR policies and forms of work are emerging that include, especially in
multi-national companies, multi-skills, variable compensation, job rotation
etc. These new policies are difficult to implement in place of old practices as
the institutional set up still needs to be changed.
HRM is seen as a key component of business strategy.
Training and skill development is also receiving attention in a number of
industries, especially banking and information technology.

Conceptual model for a better understanding of Industrial Relations at Tej Shoe Tech.
a. Origin and development of the industry :-
Unique combination
33-year-old Ghaziabad-based company, Alps Industries Limited
(hereafter referred to as Alps Industries), is a leading manufacturer of yarn,
home furnishing, fashion accessories and dyes catering to both the domestic
as well as the international market and also sells premium imported
architectural products in the domestic market. A vertically integrated
company, Alps Industries operates eight manufacturing facilities including a
100 per cent export-oriented integrated textile unit and also owns two
premium, well-established brands; "Vista" for home fashions and
architectural products and "Le Pashmina" for fashion accessories.
Vision
To produce world-class fashion, furnishing and dcor products with the
concurrent objective to protect the environment through the use of
eco-friendly material.
To achieve a leading position in environment-friendly textile products.
To create top-of-the-mind brand recall for its products.
To pursue innovation of new products.
To strengthen market reach in both the domestic and international
markets to fully capture emerging opportunities.
To reach the customers directly for improved responsiveness to
changing customer preferences.
To introduce own brands for home furnishing products in the
international market.
To pursue inorganic growth opportunities that would help it strengthen
its market position, both in the domestic as well as the international
market.
Marketing Strategies of Tej Shoe Footwear Ltd.
Marketing involves satisfying consumer's needs and want. The task of
every business 10 to deliver customer value at a profit. A company can win
only by fine tuning the value delivery process and choosing, providing and
communicating super value.
The value delivery process
The traditional view of marketing is that the firm makes something
and then sells in In this view, marketing takes place in the second half of
process. Tej Shoe footwear Ltd knows what to make and the market will buy
enough units to produce profits. companies that subscribe to this view have
the best chance of succeeding in economics marked by good shortages
where consumer are not fussy about quality, features or style.
At Tej Shoe
The marketing framework is design to address
Three management question :-
1. How can a company identify new value opportunities
2. How can a company efficiently create more promising new value
offering.
3. How can a company use. Its capabilities and infrastructure to deliver
the new value offerings more efficiently
1. Value exploration
2. Value creation
3. Value delivery
The success of Tej Shoe Footwear Ltd. depends on various marketing
strategies. Every company jhas a specific plan by which company tries to
lerd in market.this plan is depend on following strategies.
1. Market needs
2. Market trends
3. Market growth
4. Keys to success
5. Marketing objectives
6. Target Market
7. Sales forecast

8. Target Market :-
9. A Marketer can rarely satisfy everyone in market. The needs, wants
and demand of very person is different thats why it is essential for a
marketer that he choose only a particular market or target customer
and he tries to satisfy them. as we know that " Tej Shoe footwear ltd
is 100% export company they don't sale their product in India reason
being their product is so expensive its started from 4000 per pair of
ladies shoes and 5000 per pair of gents shoes. The one reason of
covering international market is that they are not able to find much
customer in India thereby they covers international market they find
good customer their who happily pays them for their product they only
made shoes for adults not for kids.
10. Quality Product :-
Tej Shoe Footwear Ltd. works on the concept of " Total quality
management" To managing the quality of a product from the initial to
the last stage is the aim of company . They properly check the quality
of raw material, they purchase raw material from Chennai, Kanpur and
Agra itself if their requirement they send it back and orders for new
material.
There is a AQL system in the company i.e. Average quality line. there
are five quality assurance manager in the company. There is inline
inspection system in the company. They check the product when it is
50% completed after it there is midline inspection where they check
when it is 60 to 65% completed. The there is finally checking system
where they check the product when it is 100% complete Inside of it
there is a randomly checking system also, in it the quality inspector
can check the product at any stage and if he found any errors their he
can report to chairperson and process will be stopped there so deliver
a quality product is the aim of company.



11. Market Trends :-
The complete information of market in Dewar footwear Ltd trends is
very essential for any company if company not runs according to the
market trends it will be get finished. As we know that shoe industry is
very glamour's industry and trends in this industry changes very so it
is very essential to know about the taste and preference of the like
labour costing, raw material, payment terms etc. Inspite of it the
policy is very much depend on competitors policy. if company wants to
capture the market of its competitors. then it tries to sale its product
on cheaper cost.
12. Market promotional schemes :-
Sales promotion, a of Tej Shoe footwear ltd. key ingredient in market
campaigns consist of a collection of incentive tools sales promotion
includes tools for consumer promotion like in 'Tej Shoe footwear ltd.
they create new sample design, send these sample to buyers. They are
registered in ARS magazine. They pay good amount to their designers.
There is a designer of Tej Shoe's in stay who regularly studies the
international market and design new samples, he get the monthly
package of 5 lacks.
13. Pricing policy :-
The pricing policy of any of Tej Shoe footwear ltd. company is one of
the important parts of its market strategy. the structure of market is
very much depends on the pricing policy of company. if the company
produces costly product that its customers are only high income group
peoples and vice-versa. the pricing policy of any company affects by
various factors.
14. Export Logistic system of Tej Shoe Footwear Ltd.
According to Mr. Bipin Gupta, taking order to the customer is easy,
production of the order is easier but complete the order at time is
tough and timely shipment or deliver the product to the customer is
more tough. ' Tej Shoe footwear ltd.' always tries to fulfill the
requirement of the customer and always tries to be in time. They use
JNPT port, Mumbai for shipment.
In house production of PU, TRP Soles and shoes. Tej Shoe family is
large and growing family. It expand beyond the people who work for Tej
Shoe. Group. There families are also intergral part of it froup shares the
hopes and aspirations of it's people and their children. It goes out of it's way
to revered their hard work and dedication.
TEJ SHOE COMPANY POLICY
We at Tej Shoe Footwear Ind. a leading manufacturer and exporter of
footwear and footwear components, are committed to carry out our activities
with highest concern for customer delight, environmental protection,
Occupational health & safety, ethical governance and in compliance with all
applicable statutory, legislative and national and international standards
requirements.
Pursuant to this goal, we shall :
Supply high quality of footwear and footwear components and meet
requirements of our customers.
Continually improve quality, productivity, social performance, cost of
poor quality, impact of our activities on air, water & land and also in
prevention/ control of occupational health and safety risks;
Monitor, control and upgrade our technology/ processes and
operational practices so as to optimize resource consumption and
ensure safe work environment/ well being at work place;
Recognize and care for the concerns of our employees and affected
interested parties regarding the impact of our operations on the
environment and occupational health & safety hazards at work place ;
Participate in overall social development of the neighborhood;
Strengthen awareness, skill and competence of our employees so as to
enable them to contribute effectively in ensuring sound quality,
environmental, social, occupational health and safety management.
Marketing Tactics
Our product range is exhibited in many prestigious fairs like
'Riva Del Grada (Italy). GDS (Germany) and WSA (USA)'.
WORK STRENGTH:
For a company to stay ahead in term of quality and competitiveness. It
has to relay on the strength of its own infrastructure and resource. Weat Tej
Shoe Group ,Releasing it very early.
Today we not only have a most modern manufacturing complies but
also an array of sophisticated manufacturing complies but also array of
sophisticated machine to produce a diverce range of world class footwear.
Beside a no of Italian hasting machines and German closing machines,
there are other machines of various stages of production on line quality
check's enable us to monitor consistency in production of a particular order
from shoe upper to complete shoes, every thing is produce in house there by
reducing production had time enhancing cost effectiveness. Over the years,
the group has kept a study pace with technologically advances in footwear
production. It has continuously upgraded into infrastructure to produce
quality footwear.
QUALITY POLICY:
At Tej Shoe, we look at quality from a different perspective. Concern
for quality is ingrained in our system. It is an integral part of our thought
process. And that is how it has becomes a tangibles aspect of our product
you can see and fell it. Quality is not talking about it; it is doing it, it should
be inherent in our belief system.
We at Tej Shoe, have involved our own quality policy turned to a
capabilities of our people.
They produce quality because we provide them quality environment and
facilities. We lead the crusade for quality from the front. At professional
inspect it and together they deliver it.
From time to time people undergo orientation programmes conducted
with the assistance of technocrats to understand qualitative aspects of
products we make. To top it all , the management of Tej Shoe Group
monitors the production process to ensure that each footwear bears Tej
Shoe's seal of Quality Always'
Tej shoe Industries Limited is, committed to conducting its affairs ethically
and lawfully. This Code of Conduct establishes policies & procedures that
are intended to guide directors, officers and employees in the performance
of their duties and responsibilities and ensure compliance with the
Companys commitment to ethical and lawful conduct. These standards are
set forth in the pages that follow and are reflected in the character and the
conduct of our directors, officers and employees, which are in consonance of
compliance of the revised Clause 49(1D) of the Listing Agreement, in its true
spirit and not only as a matter of legal compliance.
In pursuant of the said Clause, the Board of Directors of the company in
their meeting held on January 29, 2005 approved the Code of Conduct,
which has become effective w.e.f. January 29, 2005. A copy of the Code of
Conduct as approved by the Board of Directors is provided hereinafter.
We urges you to become thoroughly familiar with the contents of this
booklet the code of Business Conduct and Ethics (also referred to simply
as the Code)and to use it as a guidelines in the performance of your
responsibilities for the company. We also encourage you to seek assistance
either from your superior or from the Human Resources Department when a
question or concern arises with respect to any matter addressed in this
material. If you have question or concern about a code of Conduct provision
or about some action or practice you observe, you should always bring your
questions to the attention of the company by talking to your superior, other
members of management, the companys Legal or Human Resource
Department or use the Companys anonymous reporting system. The key is
to make the Company aware of any questions of concerns you have so they
can be investigated, evaluated and appropriately addressed.













OBJECTIVES OF INDUSTRIAL RELATIONS IN TEJ SHOE TECH.
1. Protect management and labor interests by securing mutual relations
between the two groups.
2. Avoid disputes between management and labor, and create a
harmonizing relationship between the groups so productivity can be
increased.
3. Ensure full employment and reduce absenteeism, hence, increasing
productivity and profits.
4. Emphasize labor employer partnership to establish and maintain
industrial democracy. This is done to ensure the sharing of profit gains,
and personal developmental of all employees.
5. Provide better wages and living conditions to labor, so
misunderstandings between management and labor are reduced to a
minimum.
6. To bring about government control over plants where losses are
running high, or where products are produced in the public interest.
7. To bridge a gap between various public factions and reshape the
complex social relationships emerging out of technological advances by
controlling and disciplining members, and adjusting their conflicts of
interests.


TEJ SHOE PRODUCT
The brand "TEJ SHOE" has been able to maintain its aura of exclusivity and
distinction in the global market. Our brand "TEJ SHOE" cherish the dreams of
people from across the world by providing footwear of their choice. With the
growing popularity, proliferation comes along.





The company has elaborated the brand concept by launching a variety of
sub-brands and shoes to suit different occasions. The new brand were coined
with attractive catchword, thus helping the customers finding the right
shoes. Our range of brand caters to every need in footwear world.
TEJ SHOE FOOTWEAR IND:-
TEJ SHOE FOOTWEAR is a Govt. recognized export house engaged in the
manufacture & export of Kids, Ladies, gents and new arrivals Footwear.





A Production Unit of All products of Tej Shoes at Agra








RESEARCH METHODOLOGY OF THE STUDY
The research instrument or the tool used by us for collecting data is
QUESTIONNAIRE. Questionnaires like a sample form consisting of
several forms. Officers are asked to fill these questionnaire and
answer the questions. The questions easy to understand and in such
a way that the answer can be given in the form of YES or NO or in
the simple queries or in the multiple choice. We offered our
respondents a no. of specific alternatives from which they were
asked to choose one or more through specific information. All these
served us a helping hand in the exploratory stages our research .
In our study various tables & pie diagrams are drawn, these
diagrams help us to calculate the percentage of responses .Thus it is
easier to know officers opinion about the PMS.

HYPOTHESIS

PROBLEM IDENTIFIED:- The employees in TEJ SHOE GROUP are
satisfied with the existing programs or not.
NULL HYPOTHESIS:- The employees are satisfied.
ALTERNATIVE HYPOTHESIS:- The employees are not satisfied.

TOOLS AND TECHNIQUES USED:
Tools and techniques mean the methods and ways that how the
data for the research is collected and analyzed in order to fulfill the
objective of the research work..
DATA COLLECTION:

Primary Data :- 1) Through questionnaire
Secondary Data :- 1) Through weekly journal- Duran
2) Through monthly journal- Grahpatrika
3) www.TEJ SHOE GROUP.com
Literature survey :- Administration staff .
ANALYSIS OF DATA

The data after collection, has to be processed and analyzed in
accordance with the objective laid down for the purpose of the
research work. This is essential for ensuring that we have all
relevant data for making analysis. The term analysis refers to the
computation of certain measures like editing, coding, classification
and tabulation of collected data so that they are amendable to
analysis along with searching for patterns of relationships that
exists among data- groups.
There are various methods of analyzing the data. But in this project
work, I used Pie charts and Bar charts for analyzing the collected
data, which is using Excel Sheet. In this project work, Pie charts &
Bar charts are prepared with the help of collected with the help of
Questionnaire. The graphical presentation of the data is helpful in
understanding each & every aspect of the collected data very easily.









ANALYSIS AND INTERPRETATION:-
1. Awareness of the Industrial Relations in Factories:
YES (1) NO (2)
95% 5%


INTERPRETATION:
The result clearly shows that overall officers are aware about the
Industrial Relations, only 5% are not aware.
Graph 1: awareness of Industrial Relation
In factories
YES (1), 95%
NO(2), 5%
YES (1)
NO(2)
2. Degree of transparency in the Industrial Relations:



INTERPRETATION:
According to the collected data mare than 50% officers opined that
the transparency in the Industrial Relations is moderate, but 35%
officers viewed that the transparency is high and 10% officers
opined that transparency is low.

low (1) moderate (2) high (3)
10% 55% 35%
graph 2 : degree of transparecy in Industrial Relations
low (1), 10%
moderate (2)
, 55%
high (3) ,
35%
low (1)
moderate (2)
high (3)

3. Clarity in the Industrial relationship:
YES (1) NO (2)
80% 20%


INTERPRETATION:
The result clearly shows that overall officers are opined that there is
clarity in Industrial Relationship, only 20% viewed that there is no
clarity in the system.

graph 3: clarity in Industrial Relationship
YES (1), 80%
NO (2), 20%
YES (1)
NO (2)
4. Drawbacks associated with the Industrial Relationship:
YES (1) NO (2)
40% 60%


INTERPRETATION:
The result shows that more than 50% officers opined that there
does not have any limitations in the Industrial Relationship. Less
than 50% opined that there are drawbacks associated with
Industrial Relationship.

Graph 4:Drawback associated with the Industrial
Relationship
YES (1), 40%
NO (2), 60%
YES (1)
NO (2)

5. Feedback:
YES (1) NO (2)
70% 30%


INTERPRETATION:
The results shows that 70% officers are getting feedback by their
immediate supervisors. 30% are not getting feedback by their
bosses.

Graph 5: Feedback
YES (1), 70%
NO (2), 30%
YES (1)
NO (2)

1. PMS for non officers:

YES (1) NO (2)
95% 5%


INTERPRETATION:
The data clearly shows that mostly officers opined that
computerization of Industrial Relations for non officers will improve
the efficiency and transparency in the system.
Graph 6: E-pms for non officer
YES (1), 95%
NO (2), 5%
YES (1)
NO (2)

7. Training to improve Industrial Relationship.
YES (1) NO (2)
100% NIL


INTERPRETATION:
According to the collected data , all the officers opined that
Industrial Relationship will show a complete improvement in the
Workers and employees of the industry.


Graph 7: Training to improve industrial relationship
YES (1), 100%
NO(2), 0%
YES (1)
NO(2)
8. Training to Staff and Labours
YES (1) NO (2)
90% 10%

INTERPRETATION:
According to the above data 90% officers opined that training
should be provided to Staff and Labours, but according to 10%
officers there is no need of training for them.



Graph 8:Training to Staff and Labours
YES (1), 90%
NO (2), 10%
YES (1)
NO (2)

9. Monetary linkage of Industrial Relationship as a bonus
YES (1) NO (2)
60% 40%


INTERPRETATION:
The result shows that 60% officers are satisfied with the monetary
linkage of Industrial Relationship as a bonus, BUT 40% are not
satisfied.

Graph 9 : Monetary linkage of Industrial Relationship as
a bonus
YES (1), 60%
NO (2), 40%
YES (1)
NO (2)
10. Industrial Relationship system being used in TEJ SHOE GROUP:

yes (1)
no (2)
85% 15%


INTERPRETATION:
According to the collected data 85% officers are satisfied with the
Industrial Relationship system using in TEJ SHOE GROUP and 15%
are not satisfied.


Graph 10 : Appraisal system being used in mathura
refinary
yes (1), 85%
no (2), 15%
yes (1)
no (2)
11. Industrial Relationship system on a 5-point rating scale:

INTERPRETATION:
According to the collected data 60% officers are above
satisfactory,20% are satisfied and 20% are below satisfactory with
the Industrial Relationship system in the TEJ SHOE GROUP.

Unsatisfactory(1) below
satisfactory(2)
satisfactory
(3)
above
satisfactory
(4)
outstanding(5)
10% 10% 20% 30% 30%
Graph10:Industrial Relationship system on 5 point rating scale
Unsatisfactory(1),
10%
Below satisfactory
?(2), 10%
satisfactory(3),
20%
Above satisfactory
(4), 30%
Outstanding(5),
30%
Unsatisfactory(1)
Below satisfactory ?(2)
satisfactory(3)
Above satisfactory (4)
Outstanding(5)
`
SUMMARY OF FINDINGS
FINDINGS:-
According to our study most of the officers want that Industrial
Relations should be done annually.
Training should be given to the HR as well as whole staff.
Improve Relations get the feedback from their HR.
Officers are well aware about the performance management
system.
Officers are satisfied with the Industrial Relationship system
used in TEJ SHOE GROUP.
Computerized PMS increases the efficiency of the employees.
CONCLUSION
According to the research, the employees are not very much aware
about to deal the PMS. So the superiors should give the proper
training to the employees to fill the form available on the PMS
system.
There should be clarity in Industrial Relationship. The feedback
should be provided by the HR to the Performance of the
employees.
Improvements in Relations should be results oriented.
Performance meets to corporation goal.