RESEARCH AND DEVELOPMENT DEPARTMENT FUNCTION

NEW PRODUCT RESEARCH

Before a new product is developed, a research and development department conducts a

thorough study to support the project. The research phase includes determining product
specifications, production costs and a production time line. The research also is likely to
include an evaluation of the need for the product before the design begins to ensure it is a
functional product that customers want to use.
NEW PRODUCT DEVELOPMENT

The research paves the way for the development phase. This is the time when the new
product is actually developed based on the requirements and ideas created during the research
phase. The developed product must meet the product guidelines and any regulatory
specifications.
EXISTING PRODUCT UPDATES

Existing products of the company also fall under the scope of research and development. The
department regularly evaluates the products offered by the company to ensure they are still
functional. Potential changes or upgrades are considered. In some cases, the research and
development department is asked to resolve a problem with an existing product that
malfunctions or to find a new solution if the manufacturing process must change.
QUALITY CHECKS

In many companies, the research and development team handles the quality checks on
products created by the company. The department has an intimate knowledge of the
requirements and specifications of a particular project. This allows team members to ensure
the products meet those standards so the company puts out quality products. If the company
also has a quality assurance team, it may collaborate with research and development on
quality checks.
INNOVATION

The research and development team aids the company in staying competitive with others in
the industry. The department is able to research and analyze the products other businesses are
creating, as well as the new trends within the industry. This research aids the department in
developing and updating the products created by the company. The team helps direct the
future of the company based on the information it provides and products it creates.
IMPORTANCE OF THE STUDY

Develop managerial skills and leadership qualities to function effectively as a leader

of the management team.
Develop communication skills.
Develop professionalism including ethical behavior, etiquettes and demonstrate
behavioral
FUNCTIONAL DEPARTMENTS OF SHOE MANUFACTURING INDUSTRIES
1. Human Recourse Department. (HRD).

2. Production & Maintenance Department.( P & M )

3. Marketing Department. ( MKTG )

4. Finance A/c & Audit Department.(Finance)

5. Material & Stores Department (MTLS & Strs).

6. Research & Development (R & D).

BENEFITS OF THE STUDY

To study the company profile of NICROME SHOE MANUFACTURING

INDUSTRY
To study the working of marketing & services department.
Market Analysis of retail products.
To study the problems of NICROME SHOE MANUFACTURING INDUSTRY

RESEARCH METHODOLOGY
TYPES OF RESERCH
A Research design is simply the framework or plan for a study. The design may be a specific
presentation of the various steps in the process of Research. For this descriptive design was
used. Descriptive research includes survey and fact finding enquiries of different kinds. The
major purpose of descriptive research is description of the state of affairs, as it exists at
present. In this method the researcher has no control over the variables. He / She can only
report what has happened and what is happening.

The methodology adapted to collecting information from a sample size of 100 respondents by
using simple random sampling technique, in order to analyze and interpret the respondents
opinions and views with respect to the welfare measures provided by SHELLAM SOAB
INDUSTRTY .The entire study is based on both the primary data and Secondary data.

PRIMARY DATA

For collecting the primary data, the questionnaire method was employed. Each respondent
was given a questionnaire and they answered it and returned back in two weeks time.

Questionnaire: A Questionnaire has been prepared and distributed among the

respondents (employees) for both executives and non-executives.
Interview: Personal Interview and interaction with the respondents (employees).
Observation: by observing the working environment.

SECONDARY DATA

For secondary data the researcher depends on various company records, websites and
journals etc. The secondary data is that which have been already collected by someone or else
which have been passed through statistical data can be categorized into two broad categories
named published and unpublished statistics.

TOOLS OF THE STUDY

Percentage analysis and chi-square are used for analyzing the data collected.
Percentages are obtained when ratios are multiplied by 150

No. of respondents
Percentage of respondents = ---------------------------- X 100
Total No.of respondents
MANAGERIGAL SKILLS

In the real world, apprenticeships or internships don't have to be the stressful

experience you've seen on television. This type of work arrangement can benefit both
the intern and the business.
Internships are temporary, usually unpaid posts for people who are looking for on-the-
job training. College graduates, or other people considering a career change, will
often take on internships to gain the experience and contacts they need as a platform
for helping to launch the next stage of their career.
How do you find a good intern? Is hiring an apprentice worth the time and expense?
And how do you keep the person motivated when you can't really offer a big pay
check or stock options?
We'll answer those questions in this article.

THE ROLE OF THE INTERN

Interns' goals are generally to gain valuable work experience, in an industry that interests
them, while they're still in school, or just recently graduated. If students aren't sure about
what to choose for their college majors, working in a certain field for a summer or semester
can help them decide if that's really a career they want to pursue. Or, as is more often the case
in these economically challenging times, if entry-level jobs are hard to find without work
experience, recent graduates may gain that experience by completing an internship.

However, just because college graduates are working in the business for free, don't make the
mistake of thinking that interns are there to do all the work you don't want to do. Their job is
not to get your coffee or pick up lunch when you're too busy to go yourself. Interns are not
'slave labor.' Make that assumption, and you'll probably end up with one big headache.

The best way to start your search for an intern is to define clearly what YOU need. For
instance, if you have a small start-up company, and you need someone to set up your office
administrative systems, you could look for a student majoring in office management or
business. If your marketing department is losing its energy, and having trouble thinking of
new ideas and creative ad campaigns, then an energetic marketing major might give your
team some new life.
Internship Pros and Cons

If you're thinking about offering internship opportunities in your organization, then consider
these positive and negative aspects of hiring an intern.

Pros

Interns are an inexpensive way to try out new talent they often work for little or no
money. If you like the work they do, you can always make them an offer of a
permanent job.
Interns usually work very hard they want an opportunity to show off their talent.
You can increase your department's productivity without hurting your budget, so you
can probably get more work done for less money.
You have the satisfaction of knowing that you're really helping out young
professionals by teaching them valuable skills, and getting them started in their
careers.
If you bring in interns from college, they can bring new energy and a different attitude
to your office. This may have a positive effect on your permanent staff.

Cons

Finding and training interns can be quite time-consuming.

If interns aren't already self-motivated, it can be difficult to keep them motivated to
work hard.
Defining the roles of interns can be challenging. You don't want just to give them the
tasks that no one else wants to do, or they're likely to become unmotivated and
unhappy.
If interns' experiences are negative, they could potentially damage your company's
reputation by complaining to their schools, classmates, and friends.

Training

Training an intern can be a time-consuming process. Unlike newly hired staff, interns often
have little or no work experience. It's often the case, though, that what they lack in skill, they
often make up for in enthusiasm and spirit.

Here are some ways to help your interns get started:

Create a specific job description As we said earlier, make sure you give interns work that
will help them learn your industry, and expand their skill sets. You can make the most of
them by giving them projects they can put on their rsums.

Be clear about compensation This can be tricky, because laws and expectations are
different in each country. For example, some interns are paid a small wage, or at least have
their expenses covered. Others work for free. And still others have to 'pay' for internships if
the work counts as college credit, then they pay their school tuition for what they're learning
at your organization.

Most experts recommend paying your interns, even if it's not very much. Studies show that
paid interns usually perform better, and report higher satisfaction with their work experience.
Unpaid interns are more commonly dissatisfied with their experience, and they can often feel
that the company is taking advantage of them.

Establish the length of the internship Be clear about how long the apprenticeship will
last. Most internships last between two and six months.

Develop training goals Interns won't be at your organization for very long, so it's vital to
explain not only how to do tasks, but also why those tasks are important. You'll probably
need to spend more time with interns than more established workers. It might be unrealistic to
give interns a task, and expect them to understand it immediately without any guidance.

Watch interns closely, however. Step in to help as soon as you think they're going in the
wrong direction. And explain WHY you're stepping in. It's easy for interns to feel as though
they're being criticized too much. However, if you simply explain that you want to make sure
they're learning the right way to do something, they'll probably appreciate your honesty.

Know your labor laws Each country has different laws about internships, so make sure
you know your country's restrictions and requirements.

Motivating Your Intern

How do you motivate low-paid, or unpaid, interns? After all, you can't really offer them a
bigger salary, better health benefits, or stock options.

Remember why interns are really there: TO LEARN. Giving them opportunities to learn, or
projects that will look great on their rsums, can be a great way of motivating them. Ask
them where they would derive the most value for their time spent with you, and seek to
arrange a place on a project team in the areas that most interest and drive them..

When It's Over

Many companies may offer their interns full-time jobs if their work was exceptional, and if
the business is in a position to hire. This is one reason why competition is so strong for good
assignments. If your intern was really fantastic, think about offering a permanent position if
appropriate.

If you don't have an open position or the funds to hire your interns, then write them great
letters of recommendation. List details of what they accomplished during their time with you,
and what you think their best strengths are. This letter is something they can use for future
job searches, and they'll be grateful you took the time to help them in this way.

AWARD AND ACHIEVEMENT

Nicrome leather processing industry won the Most Preferred Footwear Brand of the Year
award at the North-East Consumer Awards on January, 2015

2015

MOST ADMIRED RETAILER OF THE YEAR (EAST)

Nicrome leather processing won the Most Admired Footwear Retailer of the Year (East)
award at the Images Shoes & Accessories Awards, 2014.

2014

INDIA'S MOST ATTRACTIVE BRANDS 2013

India's Most Attractive Brands 2013, a study based on Top 500 Brands in India by the Trust
Research Advisory Pvt. Ltd., ranked Nicrome leather processing 1st in Footwear Retail and
the 200th most attractive brand in the country. Nicrome leather processing listed 26th in the
most attractive brands in Eastern India.
2013

MOST ATTRACTIVE FOOTWEAR RETAIL BRAND

Nicrome leather processing won the Most Attractive Footwear Retail Brand Award in 2013

2013

MOST ADMIRED FOOTWEAR RETAILER FROM EAST INDIA

Nicrome leather processing was awarded the Most Admired Footwear Retailer of the Year
(East India)in the East India Retail Summit 2012 held at ITC Sonar Kolkata on 11 & 12
January, 2012.

2012

BENGAL'S BEST IN FOOTWEAR - BRANDWATCH BENGAL

Following a detailed research report released by Brandwatch Bengal, Anandabazar Patrika

Group (ABP) covering 4000 respondents in urban Bengal and over 950 brands, Nicrome
leather processing emerged as Bengal's Best footwear brand in 2011.

2011

MOST ADMIRED FOOTWEAR RETAILER FROM EAST INDIA

Nicrome leather processing was awarded the Most Admired Footwear Retailer from East
India in the East India Retail Summit 2011 held at Oberoi Grand Kolkata on 7 & 8 January,
2010.

2011

MOST PURCHASED FOOTWEAR BRAND OF BENGAL

Nicrome leather processing was awarded the Most Purchased Footwear Brand of Bengal as
revealed by Puja Power, a Brandwatch Bengal footwear study by Anandabazar Patrika Group
(ABP). Nicrome leather processing was the most purchased brand during the Festival period
in 2010 in Kolkata and in both rural and urban markets in the rest of Bengal.

2010