CHAPTER 1

INTRODUCTION

Human Resource department (HR) primarily concerned with the human constitution of an
organization. The personal management is the art of processing, developing and maintaining
competent work force to achieve the goal of the organization in an effective and efficient manner.
The employee’s satisfaction in their job is very important for an organization in taking the
company forward in all aspects. HR people are the ones who is responsible for monitoring the
employees on how they work and identifying what is lacking to fulfill their needs and takes
necessary actions whenever needed.
The field visit is completed through the telephonic call with the HR Manager, VKC Footwear
Coimbatore. It helped in understanding the roles and responsibilities of the Human Resource
person in an organization

CHAPTER 2
INDUSTRY PROFILE
2.1 BACKGROUND OF THE INDUSTRY
Footwear is estimated to have started its long history of human use during the ice age of some 5
million years ago. Unkind weather conditions are said to have created the necessity of the
footwear. Other evidences show that the footwear came to use at the end of the Paleolithic period,
at about the same period the early humans learned the art of the leather training. Early pieces of
footwear made of wrappings, usually made of leather or dried grass. Later on they were developed
from an oval piece of leather which is bound by piece of strong leathers. The images also show
that in Egypt, footwear depicted power and class. The Egyptian sandals were crafted using straw,
papyrus or palm fiber. The Egyptian women started to adorn their footwear with precious stones
and jewels during later periods. Footwear is demanded by all people no matter what income group
they belong to middle income group prefer low cost, durable footwear that can go through all sorts
of wear and tear in all domestic conditions where as high income people prefer fashion oriented
footwear.
Demand is driven by fashion industry trends, demographics, and consumer disposable income.
The profitability of individual companies depends on their ability to design and market shoe
models that effectively target consumers' tastes and preferences. Big companies have economies
of scale in distribution and marketing. Small companies can compete successfully by specializing.

2.2 MAJOR PLAYERS

1. Bata

2. Paragon

3. Metro

4. Reliance Footprint

5. VKC

6. Nike

7. Adidas

8. Khadim

9. Puma

10. Woodland

2.3 CHALLENGES FACED

1. Timely and efficient delivery of products
2. No stock rotation leading to outdated stock
3. Higher % of Customer Initiated Returns (CIR)
4. Increased cost of Reverse Logistics
5. Managing Multiple Warehouses and Stores
6. Easy transition to present Taxation policies
7. Managing Multichannel and Offline
8. Effective Utilization of stock
9. Seamless management of returns and cancellations

CHAPTER 3
COMPANY PROFILE
3.1 HISTORY

The Group was established on 17 August 1984 with venturing into a Hawai

Sheet manufacturing unit. Later on Hawai straps were also inducted to the

production line and in 1986, VKC group launched the first product with its

own brand name VKC Hawai in the market with an initial production of 600 pairs per day. By
1989 the production increased to 5000 pairs a day and by 1996 it was increased to 17000 pairs.

In 1994 the group ventured the first unit in Kerala to manufacture footwear from virgin PVC.
This resulted in a drastic change and the multinational brands confronted competitions from the
local brands. In 1998 the group ventured into the first Micro Cellular PVC footwear in Kerala with
the help of imported plant and machinery. "Quality at affordable price" made the VKC groups
products popular in the market day by day.

In 2001 the group introduced the first Air Injected PVC DIP footwear manufacturing unit in
the South India. In 2003 the group missioned the first Injected EVA manufacturing unit in South
–Central India. In 2006 the group started backward integration to produce EVA compound for
Injection and initiated the first EVA compounding plant in the South –Central India.

In 2007, the group initiated the Manufacturing of PU DIP footwear at affordable price for
common man. The production capacity also shoot up to two lakhs of PU footwear per day.

Mission:
 To achieve international levels of excellence in technology and quality.
 To maintain and achive customer satisfaction through providing quality
products at reasonable price.
 To continuously grow in our business and became a significant player in the
world market.

Quality policy:
 In order to satisfy customer needs first the company is providing footwear which offer
better style, comfort, elegance, finish, colors and durability. Quality performance demonstrated is
the result of optimization of design, effective process control in manufacturing together with
testing and approval process in the environment of Quality management system.

Company Details:

Company name : VEEKESY FOOTCARE (INDIA) PRIVATE LIMITED

RoC : RoC Coimbatore
Registration number : 12811
Company subcategory: Non government company.
Class of company : Private
Date of incorporation: 1 June 2016
Age of the company : 6 years.
Activity : Manufacturing of footwear

d.Product profile:

VKC Rubber industry pvt.ltd producing high quality plastic footwear from 100% virgin rubbers.
The company’s VKC Rubber industry pvt.ltd is producing high quality plastic footwear from
quality plastic footwear from 100% virgin micro cellular rubbers. The company’s manufacturing
facilities includes modern equipment and machineries imported from Taiwan, first of its kind in
south including rotary injection modeling machines for improved product quality.

ORGANISATIONAL STRUCTURE

CHAIRMAN

BOARD OF DIRECTORS

MANAGING DIRECTORS

EXICUTIVE DIRECTOR

PURCHASE PRODUCTION FINANCE HUMAN MARKETING

DEPARTMENT DEPARTMENT DEPARTMENT RESOURCE DEPARTMENT
DEPARTMENT
SWOT ANALYSIS

Strengths:

 Employees are being provided with all necessary welfare facilities.

 There are highly skilled and committed employees.
 Well equipped quality control department for inspecting the quality of incoming of raw
materials and final products
 Competitive advantage in cost of production

Weakness

 Due to lack of direct sales, debts with many dealers turning bad.
 Lack of human resource.

Opportunities:

 The company has the opportunity to expand its production units due to more demand for
its products.
 The company has got better tool for better planning and decision-making.
  The company can establish more branches across the India.

Threats

 Competition from other leaders.

 Government interference may reduce growth potential.
 Competition from other global leaders like HUL.

CHAPTER 5

Human Resource Department

The department or support systems responsible for personnel sourcing and hiring, applicant
tracking, skills development and tracking, benefits administration and compliance with associated
government regulationsA human resources department is a critical component of employee well-
being in any business, no matter how small. HR responsibilities include payroll, benefits, hiring,
firing, and keeping up to date with state and federal tax laws .Any mix-up concerning these issues
can cause major legal problems for your business, as well as major employee dissatisfaction. But
small businesses often don't have the staff or the budget to properly handle the nitty-gritty details
of HR. Because of this, more and more small businesses are beginning to outsource their HR needs.

Recruitment

personal
welfare
department
payroll

training
 HR PROFILE

Name : Vignesh G

Qualification : MBA

Experience : 7 years

Currently Designation : HR Manager

Career History :

PERIOD ORGANISATION DESIGNATION

2012-2014 Delhi HR Executive
Senior HR Executive
2014-2015 Textile Industry Thirppur Assistant HR Manager
2015 – Till Date VKC Coimbatore HR Manager

Eligibility for recruitments:

For executive posts, the eligibility conditions are:

Production department: diploma/B.E/B.Tech
Other Departments : MBA (specialization as needed)
Joining formalities:

 New joining form

 Gratuity form
 Police verification
 Bank form
Recruitment Process:
 Admin
 Non-admin
 Skilled
 Unskilled
The company recruits the employee through:

 Direct Employment
 Employee Reference

With good personal relationship the company encourages its workers to refer or bring suitable
candidates for various opening in the organization.

Admin selection process:

This selection process is done by giving ads in the websites like Naukri,
Quikr Jobs, etc., the candidates are allowed to fill the application of the
company provided in the website and selection will be made.
Non-admin Selection process:
The candidates directly come to the company and submit their academic
certificates for a particular job and the candidate would be selected.
Skilled labours:
This type of selection is done through the internal references by
referring the candidate .They get a bonus of 2 to 5 % salary of the new
candidate selected. The qualification of the skilled labours would B.E, ITI,
and Diploma in Engineering. The ITI candidate undergoes only a single
round which invole telephonic selection. Through this telephonic call the HR
manager would try to observe their their interest in working for the company.
Unskilled Labour Selection:
This type of selection is carried out either by internal references or
through direct visit of the candidate to the company. These candidate’s
qualification would be around class 12 and below.
 Exit interview:
An employee in admin department should give their resignation letter
before 90 days of leaving the organization and they undergo interview to
know the feedback of the organization. The company will offer a chance to
the employee to work with the organization and will try to solve the
problems denoted by the candidate.
For the Skilled and unskilled labours the company conducts the interview
and they should submit the resignation before 30 days of leaving the
organization.
ESIC and PF:
ESI and PF facilities are provided for employees.
EPF and ESI is provided for the employee from the date of joining in the organization. Both
employees and employers contribution towards the organization.

CONTRIBUTION FOR ESIC and EPF:

ESIC:
Employee: 1.75%
Employer: 4.75%

EPF:
Employee: 12%
Employer: 13.16%

Bonus:
Bonus will be given every year to the employees before Diwali.

INCENTIVES:
Incentives will be provided to the employees depending upon the production.

SHIFT ALLOWANCES:
Swift allowances are also provided for gents during night shifts and ladies for morning shifts.
GRATUITY:
Gratuity is eligible for Employees who works equal to or above five years.

TRAINING:
Training will be given to the new joining employee and ones who are transformed from one
department to the other. Both staffs and the employees will undergo the training. Training is
taken in two methods:

 Classroom training
 On job training (OJP will be given by department trainers).

TIME MANAGEMENT:

The employees use the card to enter their attendance which will add their presence to the SAP and it
helps to calculate their attendance.

LEAVE ALLOWANCES:
 Maternity benefit for ladies (6Months)
 Disability benefit
 Leave benefit
 Death benefit

OTHER SCHEMES AND FACILITIES FOR THE EMPLOYEES:

Quarters are given to the employees for their convenience.
Canteen facilities are also provided for the employees. Employee will pay canteen bill subsiding
rate and canteen committee has been formed to check the quality and price through regular
visit, then ensures healthy and hygienic food.
Indoor and outdoor play area are also available.
In order to encourage the employees sports day and annual day will be conducted and the
prices will be distributed to the winners and runners.