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TRANINIG REPORT
ON
SESSION
2009-2010
DECLARATION LETTER
Date:
Place: Kanpur
(TARUN NIGAM)
ACKNOWLEDGEMENT
TARUN NIGAM
Mirza International limited formerly known as Mirza Tanners Limited)
was incorporated on 5th September 1979. Today, the company has
emerged as a frontrunner in the manufacturing and marketing of
leather and leather footwear. Headquartered in the Indian capital of
New Delhi, the company markets its products across the globe to
countries like the UK, Europe, South Africa and the Middle East, to name
a few. The company is listed on the NSE, BSE and UP Stock exchanges
and is ISO 9001, 9002 and 14000 certified.
Manufacturing is a key strength at Mirza. The company has a fully
integrated in-house shoe production facility backed by a state-of-the-art
double density direct injection polyurethane plant, a tannery with its
own pollution treatment plant, and a dedicated design studio in London.
The manufacturing plants are located at Magarwara and Sahjani in
Unnao, and in Noida. The tannery is located at Magarwara in Unnao.
These plants are backed by more than 25 dedicated ancillary units.
.
The company sources its cowhides from Europe and manufactures
leather in stringent adherence to international norms, ensuring that no
banned chemicals are used in the production process.
Mirza International Limited is a frontrunner in the manufacturing and
marketing of leather and leather footwear. Headquartered in the Indian
capital of New Delhi, the company markets its products across the globe
to countries like the UK, Europe, South Africa and the Middle East, to
name a few. The company is ISO 9001, 9002 and 14000 certified, and
has a fully integrated in-house shoe production facility backed by a
state-of-the-art double density direct injection polyurethane plant, a
tannery with its own pollution treatment plant, and a dedicated design
studio in London.
High-end, fully integrated leather shoe manufacturing facilities offering
considerable cost advantage and international quality.
Competitive advantage owing to company’s established premium brands
and knowledge of Indian consumers.
A growing network of exclusive company-owned and franchised stores
for retailing company’s products
Superior technological capabilities backed by a pool of highly skilled
designers
Mirza’s journey began in the year 1979 with a small tannery for
manufacturing finished leather at Magarwara near Kanpur. The company,
established by Mr. Irshad Mirza and Mr. Rashid Mirza, was then called ‘Mirza
Tanners Private Limited’.
The company focused on supplying high quality leather and leather products
to the overseas markets and gradually became one of the largest exporters
of finished leather in the country.
During this phase, Mirza took a significant leap, by venturing into newer
areas which were extensions of its existing competencies. The global shoe
market was then looking upon outsourcing of leather footwear in a big way.
To take advantage of this opportunity, Mirza diversified into manufacturing
of shoes. Very swiftly, four state-of-the-art manufacturing units were setup at
Unnao and Noida.
Having made a foothold in the footwear business, Mirza quickly reorganized
itself by setting up In-house Design and Development studios, Marketing
offices and a strong Distribution and Logistics network. After successfully
reorganizing itself, Mirza moved a step ahead of others by launching its own
brands ‘Red Tape’ and ‘Oaktrak’.
Having firmly established its product lines and market geographies, the
company spread its wings to several other countries through its marketing
companies and networking associates. Some of countries where Mirza has a
significant presence are U.K., Portugal, South Africa, USA, Germany, France,
Scandinavian Countries and UAE.
Today, Red Tape has emerged as the one of the most stylish lifestyle brands
available. Through growing scale of operations, the brand has reached
markets in USA, U.K., Canada, France, Germany, Belgium, Holland, South
Africa, Australia, New Zealand, South East Asia and the Middle East.
Set up a fully integrated production line
Workplace Enrichment
Community Wellbeing
Environmental Preservation
Nature of HRM
Human Resource Management is a process of bringing people
and organisation together so that the goals of each are met. It
tries to secure the best from people by winning their
wholehearted cooperation. In short, it may be defined as the art
of procuring, developing and maintaining competent workforce to
achieve the goals of an organisation in an effective and efficient
manner. It has the following features;
Scope of HRM
The scope of HRM is very wide. Research in behavioral sciences, new trends in
managing knowledge workers and advances in the field of training have expanded
the scope of HR function in recent years. The Indian Institute of Personnel
Management has specified the scope of HRM thus.
1. Personnel aspect-This is concerned with manpower planning,
recruitment, selection, placement, transfer, promotion, training
and development, layoff and retrenchment, remuneration,
incentives, productivity etc.
2. Welfare aspect-It deals with working conditions and
amenities such as canteens, crèches, rest and lunch rooms,
housing, transport, medical assistance, education, health and
safety, recreation facilities, etc.
3. Industrial relations aspect-This covers union-management
relations, joint consultation, collective bargaining, grievance and
disciplinary procedures, settlement of disputes, etc.
Objectives of HRM
The principal objectives of HRM may be listed thus: TO help the
organization reach its goals: HR department, like other
departments in an organization, exists to achieve the goals of the
organization first and if it does not meet this purpose, HR
department will wither and die.
Functions of HRM
Planning
Directing
Controlli Operative
Manageri
ng Functions
al
Function Procureme Developme Motivation Maintenan Integratio Emergin
nt nt and ce n g issues
Compensati
on
Job Training Job design Health Grievance Personal
Analysis s records
Personal
Executive Work Safety
audit
HR developme scheduling Discipline
Planning nt
Personal
Welfare research
Motivation Teams
Recruitme Career and
nt planning teamwork HR
accounti
Social ng
Job security
evaluation
Selection Succession Collective
HRIS
planning bargaining
Performanc Job
Placement e and stress
Human potential Participati
resource appraisal on
developme Counseli
Empower
nt ng
Induction ment
strategies
Compensati
Mentorin
on
g
Administrati
Internal Trade
on
mobility unions
Internati
onal
HRM
Incentives
Employees
benefits
Associatio
and
n
services
Industrial
relations
Wage period------------------------------------------------------------------------
Wage Rs----------------------------------------------------------------------------
Total Rs-----------------------------------------------------------------------------
Or any person
Authorized by him
• You will have one unique number for life time including for
your Pension after retirement.
• You will get ANY WHERE ANY TIME FACILITY. , when all
the offices of Employees Provident Fund Organisation are
eventually linked together electronically in a phased
manner.
REMEMBER !
SOCIAL SECURITY NUMBER
IS COMPULSORY FOR ALL PF MEMBERS
PROCEDURE ALLOTMENT OF SSN:FOR
Bonus
An important component of employee’s earning, besides salary, is
bonus. Starting as an adhoc and ex-gratia payment, bonus was
claimed as dearness allowance during World War 2. In the course
of labour history, it has metamorphosed from a reward or an
incentive for good work, into a defendable right and a just claim.
Subsequently, under the payment of bonus Act, 1965, it secured
the character of a legal right. The dictionary meaning of ‘bonus‘ is
an extra payment of the workers beyond the normal wage. It is
argued that bonus is a deferred wage payment which aims at
bridging the gap between the actual wage and the need based
wage. It is also said that bonus is a share in the surplus. But it is
only incidentally treated as a source of bridging the gap between
the actual wage and the need based wage.
Evaluation
During training, learned and practice different aspects of
personnel management. The work of personnel
management includes plenty of work, Like-managerial
work and clerical work etc. o that we learned different
work as we studied in theory. In Mirza International Ltd.
We got practical experience such as-
• Maintenance of form no.-12,which denote workers, Labours
and staff’s present and absentee leave.
• Mirza provide punching card system to workers. Which
shows daily, in-out in factory. In the work of month, by
calculating working hours of workers through this card and
provide wages to workers.
• Most of the worker works under the contractor, means
production mostly depend upon contract. That’s why Mirza
apply contract labour and regulation and abolition Act.
• Over time wages provide to worker.
• E S I facility for permanent workers.
• Provident fund provided by the employer.
• In any gratuity worker can take help by the employer.
• Personnel department maintain personal record of each
worker and employee.
• Salary and wage provide by cheques and cash.
• Wages depend on piece rate.
• There are two type leave provide by employer.
(1) Earn leave (2) Casual leave.
OVERTIME SALARY/WAGES
TOTAL= 11 HOURS