Internship report of Vivo Mobiles Kerala

1 InternshipReport2018
TIM, KOLLAM
INTERNSHIP AT
VIVO- HAIJIN TRADE INDIA PVT LTD,
ERANAKULAM
A report submitted in partial fulfillment of the requirements for the award of degree in
MASTER OF BUSINESS ADMINISTRATION
Of
UNIVERSITY OF KERALA
Submitted By
Name of Participant : NAVANEETH KRISHNAN
Participant Number : 59517810074
Semester& Year : 2nd Semester, 2018
TKM INSTITUTE OF MANAGEMENT, KOLLAM
July 23 – September 08, 2018

TIM, KOLLAM
DECLARATION
I, Navaneeth Krishnan, doing 2nd
Semester Master of Business Administration at
TKM Institute Of Management, do hereby declare that this internship study at VIVO- Haijin Trade
India Pvt Ltd, Eranakulam, submitted to the University of Kerala in partial fulfillment of the
requirement for the award of Masters Degree in Business Administration is the record of original
study conducted by me under the guidance of Prof.Anju A , Asst Prof Soft Skills and Business
Communication, TKM Institute Of Management, Kollam and Mr.Biju Raveendran, Manager – HR
Department.
I further declare that this study has not previously formed the basis for the award of any
degree, diploma, associateship, fellowship, or other similar title of recognition.
Navaneeth Krishnan

TIM, KOLLAM
ACKNOWLEDGEMENT
I solemnly take this opportunity to thank all the helping hands who made me accomplish this
internship report.
First and foremost, I thank the Lord Almighty who is the source of knowledge and one who
guide in all the aspects to bring out this internship a successful one.
I express my sincere gratitude to Mr. Roc Lei (CEO, vivo mobiles) for granting me
permission to undertake the internship and for his sincere support. I take this opportunity to
acknowledge my indebtedness to all persons in the organization who helped me in
completing my work. I should also thank Mr.Biju Raveendran (Manager- HR); for all the
valuable suggestions during the project period and for being my external guide.
I would like to thank Prof.Anju A (Asst Prof Soft Skills and Business Communication TKM
Institute of Management) who has always been a potential source of inspiration and advice,
without whom this work would not have been accomplished. I also thank you Mam for all the
valuable suggestions and constructive reviews on the conduct of the internsip.
Finally, I wish to thank my family and friends and express my sincere gratitude to them for
their support; guidance, protection and blessing those were showered upon me throughout the
endeavour.

TIM, KOLLAM
TABLE OF CONTENTS
SL NO PARTICULARS PAGE NO
1 Introduction 5
2 Internship Environment 6
3 Company Overview 10
4 Internship Details 19
5 Log Book Details 26
6 Learning Summarisation 29
7 Bibliography 30
LIST OF TABLES
SL NO PARTICULARS PAGE NO
1 Log Book Details on a daily basis 26

TIM, KOLLAM
Introduction
Organizations play a major role in the world. Due to globalization, the world has become a
global village. Different organizations play different roles and they meet people needs and
provide them with product, service or both.
Internship is the part of the graduate degree in MBA department of the Kerala University.
Internship has merged the theoretical and practical knowledge, which is important in our
future life. For developing the practical knowledge, I want to do internship. As our
educational system, predominantly text based, inclusion of practical orientation program, as
an academic component is an exception to the norm. As the parties, educational institution
and the organization substantially benefit from such a program. An internship is the stepping-
stone to get the career we really want. Internship experiences give professional experience
which practical orientation provides positive development in professional arena. In such a
state of affairs, I join in VIVO- Hajin Trade India Pvt Ltd under the guidance of my professor
Anju A, assistant professor of TKM Institute of Management, Kollam. I have chosen the
Human Resource area in the company.
Human resource management involves all management decisions and practices that directly
affect or influence the people, or human resources, who work for the organization. In modern
years, amplified concentration has been devoted to how organizations manage Human
Resources. This augmented focus comes from the comprehension that an organization’s
employees facilitate an organization to attain its goals and the management of these human
resources is vital to an organization’s success.

TIM, KOLLAM
Internship Environment
Mobile Phone Industry – An Introduction
The global mobile phone market is expected to continue its growth momentum of 2006- 2011
and reach an estimated $334.8 billion in 2017 with a CAGR of 6.8% over the next five years
(2012-2017). Developing regions are expected to register significant growth. Increase in
population and rising urbanization in developing regions are the key drivers for industry
growth. The cell phone industry comprises establishments primarily engaged in the
manufacturing of mobile phones. The industry includes leading global cell phone handset
manufacturers by their segment revenues.
The cell phone industry is highly concentrated. The competitive landscape has changed
significantly during the last five years. Three new companies have emerged as top five
players. Motorola Mobility Holdings Inc., Ericsson, and LG Electronics Inc. have been
displaced by Apple Inc., HTC Corporation, and Research In Motion Limited as top five
players in 2011. The cell phone industry is one of the fastest-moving industries in the world.
The market is growing rapidly with ever-emerging technologies and innovation. The industry
is highly concentrated, consisting of Smartphone and feature phone segments. The Asia
Pacific (APAC) region currently dominates this industry. The cell phone industry in Brazil,
Russia, India, and China is expected to register robust growth in the coming years due to
economic development and urbanization. It is not just the technology of the cell phone that
has changed over recent periods of time. Their physical designs have also gone through
several roller coasters of change and makeovers. They have considerably reduced their
bulkiness, changing in shape, size, and weight. Now, cell phones are becoming even sleeker
still, making their users feel very comfortable in carrying them. According to researchers, it is
believed that, in the future, cell phones will be enable to become in sync with our biological
reflexes and processes, such as eye movements, thought processes, and kinesthetic
movements, and even cultural preferences as well.

TIM, KOLLAM
1.3.1 History of mobile phone industry
Mobile phones have become a part of many individuals' lives, without which they
would feel, lost. Technologically, it has been said that cell phones have been among the
greatest gifts to humankind. Phones in different forms have been available since the 19th
Century. However, as the researchers went on searching for different kinds of phones
throughout the next century, in 1956 the Ericsson Company released a fully automatic,
cellular, phone system, called the MTA in Sweden. This gadget was quite bulky, so users
were not that happy to have to take it a long, as this mobile phone weighed nearly 40
kilograms (88 pounds)! Later, an improved version of this concept came to fruition in 1965,
and it was known as the MTB. In 1966, a mobile phone called RATZ - 10 was introduced.
On further developments in the field of cellular phones, in 1971 the earliest commercial
cellular phone was introduced in Finland, known as the Zero Generation mobile network.
Later, in the year 1973, Motorola was introduced, which possessed a 5” width and 9” length,
and weight of a manageable 2.9lbs. Slowly, with the passing of time, the mobile phones
improved by leaps and bounds and, with the introduction of Global Systems for mobile
communication, radio spectrums were able to be used effectively in cellular phone systems.
1.3.2 Mobile phone industry in India
Feature phones continue to rule India’s handset market in 2017, replicating the scenario last
year, when migration from basic devices to smart phones slowed due to affordability,
durability and longer battery life. Low-cost 4G feature phones could further stall the move to
smart phones. “The continued relevance of feature phones makes India stand out as the
biggest feature phone market globally (comprising about 30% of total volume).” “With
support for mobile banking and 4G capabilities (likely in 2017), feature phones will remain
popular in the Indian market even in 2017" Smartphone shipments in India in the fourth
quarter of 2016 to fall 20-25% sequentially, taking the total for the year to 108 million units,
hurt mainly by the invalidation of high-denomination currency notes in November.
Smartphone sales to grow about 15% to 125 million in 2017, led by Chinese handset makers,
from an expected 5% growth in 2016, when the market was hit by demonetisation. In
contrast, smart phones sales have improved steadily in China and now account for about 90%
of the market. Replacement demand consumer upgrades will drive the bulk of total 2017
Smartphone shipments. Besides, government incentives, faster than-expected rollout of 4G
networks and availability of ultra-low- end 4G devices will support Smartphone adoption in

TIM, KOLLAM
India, where they have a 25% market share. The 4G basic phone category will delay the
migration due to the subsidy element and could be disruptive for about a year. Aggressive
marketing spends and investments in brand building, Chinese vendors have been quick to
capitalize on the emergence of online channels and migration from 3G to 4G devices in India.
Market size
India to become second largest Smartphone market by 2018. The country’s Smartphone
market will grow at a compounded annual growth rate (CAGR) of 23 percent through 2018
and would account for 30 percent of the global growth during the period. India to overtake
the US next year as the second-largest Smartphone market by units. India will grow nearly
five times faster than the world’s largest Smartphone market China, where growth has
decelerated., Samsung continued to lead the market with 26 per cent share, followed by
Chinese players Xiaomi (13 per cent), Vivo (12 per cent), Oppo (10 per cent) and Lenovo (8
per cent). Overall, the mobile handset market grew by six per cent in the January-March 2017
quarter, withsmartphones and feature phones contributing equal share. Samsung led the tally
here too with 26per cent share, followed by itel (nine per cent), Micromax (eight per cent),
Xiaomi (seven percent) and Vivo (six per cent). India's smartphone market is
witnessing a focus shift in distribution strategy by major brands. Offline brands like OPPO,
vivo and Gionee have now started focusing on online channels as well to gain extra market
share. Online-only brands like Xiaomi and Motorola are moving fast into offline markets to
widen their reach to the mass market, addressing consumers in tier II and III cities. The
premium segment (over Rs 30,000) grew at 35 per cent year-on- year with Samsung
accounting for 48 per cent market share, followed closely by Apple at 43 per cent. OnePlus,
OPPO and Google made it to the top five in this segment, but each with marginal shares.
The ASP (average selling price) of smartphones in India increased by Rs 2,000 during the
March quarter compared to the year-ago period. "The reason for the increase in ASP is
the growing number of users that are upgrading to the high-end specifications offered by
brands in the Rs 8,000-20,000 price segment
India registered 109.1 million units of smartphone shipments with a marginal 5.2 per cent
annual growth in 2016. The share of China-based vendors touched a whopping 46 per cent in
the fourth quarter of 2016. Their shipments doubled over the same period last year while the
share of homegrown vendors slipped to 19 per cent. Samsung continued to lead the
smartphone market with 25.1 per cent share despite a 13.1 per cent sequential decline in the

TIM, KOLLAM
fourth quarter of 2016. But Samsung’s annual shipments grew 3.2 per cent in 2016, driven
majorly by the J-series. Xiaomi climbed up to second spot with 10.7 per cent share against
3.3 per cent share in the same period last year. Year-on- year shipments grew threefold while
sequential growth was 15.3 per cent. Lenovo (including Motorola) slipped to third place as
shipments declined 17.4 per cent sequentially in the fourth quarter of 2016 and 14.5 per cent
over same quarter of previous year, the report noted. Oppo made it to the top five lists with
8.6 per cent share.

TIM, KOLLAM
About the Company
BBK Electronics Corporation is a Guangdong based consumer electronics manufacturer with
their headquarters and production base in Chang’an, Dongguan. It is said to be the highest
contributor to the tax money in Chang’an and thus you can see the introduction of the
company listed at people’s government of chang’an town. The company came into existence
in the year of 1995 and month of September. According the listing of government website it
has manufacturing factories spread in 10 Hectares of land and employees more than 17,000
people. It has different branches that cater to myriad of businesses that are operational all
over the world. The listing also claims that BBK has two branches and one subsidiary under
its name, where it does business in research, production and sale of educational electronics
product such as learning machines, language repeaters, electronics dictionary, reading
machines, etc. They also manufactured landline and cordless phones at that time. It has Blu-
ray Disc players, headphones and headphone amplifiers that come under the OPPO
digital division. While when it comes to smartphones, it has three brands OPPO, Vivo and
OnePlus that serves as phones manufacturer.
Vivo is a leading global smartphone brand focusing on introducing products with
professional grade audio, extraordinary appearance, and fast and smooth user experience.
Vivo was founded in 2009 as a sub-brand of BBK Electronics. The brand entered the
telecommunication and consumer electronics industry with landline phones and wireless
phones. In 2011, Vivo started manufacturing and marketing its own range of smartphones.
Vivo entered the Indian market in 2014. Currently 20,000 operators work in Vivo, and 3,000
engineers are in four R&D centers in Dongguan, Shenzhen, Nanjing and Chongqing. From
hardware design and manufacture, to software development (Android based Funtouch OS),
Vivo has built a complete and sustainable ecosystem.
Phones
Vivo has made numerous phones including several concept phones. Out of them Vivo "V"
series are the flagship models of the company
V-Series
V9
The Vivo V9 release on March 2018, with Dual Rear Camera Setup (for Indonesia Version
with 13MP + 2MP) 16MP + 5MP Depth Sensor, and the 24MP AI Front Camera (12MP Dual

TIM, KOLLAM
Pixel for Vivo V9 6GB Indonesia). Vivo V9 6GB with Qualcomm Snapdragon 626 with AI
Engine up to 2.2 GHz Octa Core
V11
The Vivo V11 was released on September 5, 2018, which is the first Vivo smartphone to
share a circular Halo-notch design like the Oppo F9 and R17's Water-drop Notch. It features
an under-display fingerprint sensor from the X23 and for the first time, it is integrated with
the Jovi Voice Assistant in the Chinese market, particularly BBK Electronics.
X-Series
X1
In 2012, Vivo released the X1. The X1 was also the first Vivo phone to use a Hi-Fi chip,
developed by American semiconductor company Cirrus Logic. Vivo followed this up in 2013
by releasing the world’s first 2k-resolution screen phone, the Xplay3s. Other popular phones
in the Vivo lineup include the X5Pro, the X5Max, and the Xshot.
X21
In 2018, Vivo unveiled the X21 UD, the world's first smartphone with an under screen
fingerprint scanner. It used the "ClearID" technology developed by Synaptics.
X23
The Vivo X23 was officially revealed for the Chinese market featuring an improved Under-
display fingerprint sensor and the all new Jovi Assistant developed by Vivo.
Nex Series
Nex
Vivo unveiled a concept smartphone named Vivo "Apex" at the Mobile World Congress 2018.
The concept phone features a high screen to body ratio (91.2%), pop-up front camera and two
optical fingerprint scanners under its OLED display. They put it into production several
months later. The production version was named Vivo Nex.
Nex Dual Display Edition
Vivo unveiled the Nex Dual Display Edition , having a second OLED screen and triple rear
cameras embodied at the back with a lunar ring instead of a sliding module.
Vivo has been certified in over 100 countries and regions worldwide, choosing the path of
internationalization and moved on. Currently Vivo is present in India, Malaysia, Indonesia,
Thailand, Myanmar, Vietnam and Philippines.

TIM, KOLLAM
Vivo - India Presence
Vivo officially entered in India in December 2014 with world’s slimmest smartphone at time,
the X5Max, which was priced quite premium around Rs 32,000. In the short span of less than
two years company has launched most of its line-up in country, which counts up to 16 in
India. Spreading in three X, Y and V Series, they offer a wide range of options to Indian
audience catering needs such as premium, mid and entry level. The brand is focused in
creating a strong retail and after sales network in country to offer their services to most parts
of the country. Currently, they have 8000 employees serving Indian customers and a network
of 10,000 retailers in over 300 cities in 22 states. Company plans to establish more than 200
exclusives after sales services for their customers by the end of the 2016.
According a report released by Counterpoint Research, as of last year, company has already
capture 1% market share in the country, while it is estimated to grow double. As the brand
has increased its activities in the country and launching their handset quite quickly. One
example is the V3 and V3 Max, which saw the global launch of the handset in the country
last month in Mumbai. Alex Feng, the CEO of Vivo India remarks the various partnerships
like Viacom18 and IPL, which would lead company to grow to much larger audience in the
coming years. Moreover, they have also invested Rs.125Crore in the “Make in India”
campaign run by Indian government. Total 2,200 Indian employees will be working in the
Great Noida facility where Vivo phones are set to be manufactured. It will allow company to
reach a goal of one million units per month, thus, building solid foundation for company in
the country.
1. VISION
To be the Leader among India’s First Class marketing companies
2. MISSION
FOR EMPLOYEES：Create and maintain a harmonious, respectful work environment
FOR BUSINESS PARTNER:Create a fair,equal cooperative platform with mutual benefits
FOR CONSUMER:Provide quality products and superior service
FOR SHAREHOLDER:Render above-average returns on investment
3. CORE VALUES
1. Benfen

TIM, KOLLAM
2. Integrity
3. Team Work
4. Responsibility
5. Caring employees
BENFEN
1.BENFEN, a Chinese proverb which means individual responsibility , is about keeping an unbiased
mind ; free from the influence of stress, pain and temptation , particularly when sacrifice have to be
made . It`s about continuing to do the right things, and doing them correctly.
2. It is also about how we cooperate with others. We never take advantage of those around us, even
when we have to make some sacrifices ourselves.
3. Finally, it`s about holding oneself accountable when problems arise.
Integrity
1. Life begins with integrity
2. Never make empty promises and fulfil your promises. Only those who keep up their promises shall
be trustful.
3. We shall get the best result by all means as long as it is the right thing even if we have no ability
to make promise on it.
Teamwork
1. There is always something that we can learn from everyone.
2. “Alone we can do so little, together we can do so much". There is no effective individual without
an effective team.
3. Team coordination is the basic foundation to maximize team effectiveness
4. We>> I
Responsibility
1. We must have a strong ambition to reach goals. The result should be on time, in quality and
quantity.
2. By all means: report results
a. Take responsibility of the results
b. We should explore all possible ways to reach the goals before we report
c. Whatever the interim results are, should be reported
3. Success and failure is evident, don’t make any excuses.

TIM, KOLLAM
Share things we know, admit and eagerly learn things we don`t know.
It is never shameful to admit your ignorance. Not admitting your ignorance is more shameful than
not knowing.
4. To pursue the best results:
One should spare no effort to get better result than others.
One should be earnest and persistent until last minute. The Longer you hold on, the better the margin
return will be
5. Undertake the responsibility and share the achievements
When taking responsibility: take initiative, not to be constrained and be fearless
Be modest and share the credit of achievements.
Caring employees
1. Embrace new things with an open mind and embrace the new world with an open attitude.
2. Think out of the box, practice, try boldly and tolerate the resulting risks, even failures are the best
way to improve one self and learn more
3. Listen, empathize, appreciate others, and communicate candidly.
4. Absorb new generations of talents. Inspire them to fulfill their talents and tolerate their
shortcomings. Always hold expectation for every employee.
Competitors
 Samsung India Electronics Pvt Ltd
 Oppo India Pvt Ltd
 Xiomi
 Huawei
 Gionee
 Moto
 Micromax
 Lenovo

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Department’s profile
The departmental function of Vivo is as follows:
 Human Resource Department
 Sales Department
 Merchandising Department
 Branding Department
 Finance Department
 Terminal Department
 Service Department
Human Resource Department
In vivo the Human Resource Department is divided into 2 sub departments namely,
 Admin department
 Legal department
 Admin department
This department is considered as the bread and butter of this organization. Up to a certain
limit the expense of the company is maintained by this department. The requirements needed
for the employees are satisfied through the help of this department. Such as:
 Arrangements for training the employees
 Facility allocation
 Legal department
This department mainly deals with the legal and lawful part between the company and a 3rd
party, a vendor.
For example; when a printing vendor or an advertising agency enters into a contract by
agreeing by the terms and conditions with the company, the legal department is obliged to
make an agreement. So that the contract ends in an agreement.
The registration, VAT, sales tax etc… is taken care of this department.

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Organogramof the Company
ASM
ISP
MANAGEMENT
(ASST MGR
SELLOUT) SO
TRAINER
FINANCEMERCHANDISINGBRANDING
SOUTHNORTH
LEGALADMIN DMSMIS
SECRETARY
ISP
MANAGEMENT
(ASST MGR
SELLOUT)
SERVICE
SALES BACKEND
HR
GM
PROMOTER
SO
ASM
PROMOTER TRAINER
A.P VISIBILITY
ACCOUNTS
INVENTORY

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It's the people in an organization that carry out many important work activities. Managers and
HR professionals have the important job of organizing people so that they can effectively
perform these activities. This requires viewing people as human assets, not costs to the
organization. Looking at people as assets is part of contemporary human resource
management and human capital management.
The human resources management team suggests to the management team how to
strategically manage people as business resources. This includes:
 Managing, Recruiting and hiring employees
 Coordinating employee benefits
 Suggesting employee training
 Development of employee related strategies.
SWOT ANALYSIS
SWOT analysis is a structured planning method used to evaluate the Strengths, Weaknesses,
Opportunities, and Threats involved in a business venture. It involves specifying the objective
of the business venture and identifying the internal and external factors that are favourable
and unfavourable to achieving that objective
Strengths
 Innovative features in smart phone
 Fun touch operating system
 Better sale service
 Better promotion and sales team
Weaknesses
 High range price in smart phone
 Limited product line
 Less credibility

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Opportunity
 More number of potential customers
 Huge market
 High employment potential
 Able to adopt new technology
Threats
 Competition in the foreign as well as in the domestic market
 Low priced product available from other companies

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Internship Details
Objectives
 To understand about how an organizational system performing
 To understand the major functions in the HR department
 To gain ideas from experienced people working for the department
 To make a bridge between the theories and practical procedures in a real life situation
 To develop a network of corporate contacts for future career enhancement
 To study managerial activities performed in an organization
SCOPE OF THE INTERNSHIP
For the internship I have chooses VIVO- Haijin Trade India Pvt Ltd. For developing practical
knowledge I want to do internship. The process establishes networking contracts, which may
help students to get a job, which means students, can train and prepare them for the job
market. Throughout the period of Internship,
 I was able to get familiarized with the structure, system, and procedure and functioning of
an organization.
 I was able to learn practical solution which requires immediate solution by relating
numerous theories and concept into practice.
 I was able to learn how the HR functions related work in an organization.

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Area of operation
During the 45 days of internship period in the organization as an intern, I decided to work
under the HR department where I could learn some important aspects of HR functions and
understand the corporate culture of a mobile phone company and also bring in some fresh
ideas to the department. My specialization in MBA being HR, for obvious reasons I took up
internship in HR. I was fortunate enough to have the opportunity to do the internship program
in such a well staffed organization.
The following are the works undertaken by me.
 On the first day of my internship programme there was an introduction class which
was taken by the Deputy HR Manager and HR Executive of the company. They gave most
useful and valuable information about the company.
 On the first week of the internship, the work assigned me to check the documents of Head
office employees and also sorting the records of new employees according to their current
work location.
 I got an opportunity to assist the HR team in a recruitment drive and this experience
give more knowledge about for conducting a recruitment drive and I also attend the training
session of vivo’s new product NEX.
 On the second week , the work assigned to me to register the ESI of newly joined
employees(VBA – Vivo Brand Advisors), and cross checked the data’s of employees with
excel and hard copy
 On the third week , the task was to download the e- pehchan card of employees and
telecalling to the employess who are under the mediclaim policy
 Presented the topic “ FUTURE OF HR IN BLOCK CHAIN” To the HR team as a
part of knowledge sharing session and organize the program “ VIVO onam curtain raiser”

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 Collecting the case studies and company culture attendance from Zonal Business
Manager and verify the case studies.
 Prepare and conducted the employee satisfaction survey to the Head office employees
and collect the photographs of joiners for preparing the identity cards
 Collecting the mediclaim details and collected feed back from the employees who are
affected in the kerala floods 2018 and prepared the list of affected people in the flood and
categorize the people according to the financial losses.
 Got an opportunity to coordinate the vivo’s flood relief campaing #Ningalodopam
Njangalam (CSR Activity)
 Invited applicants for the Executive Accountant post.
 Being a volunteer distributes the relief materials across the Eranakulam District and
Prepared the consolidated list of supply of materials worth Rs. 50 Lakhs.
STRUCTURE OF HR DEPARTMENT
DIRECTOR
HR MANAGER
DEPUTY HR MANAGER
ASSISTANTHRMANAGER
SENIOREXECUTIVE
HR EXECUTIVE

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Functions of HR
The functions of human resource management are:
1. Staffing
2. Training and Development
3. Motivation
4. Maintenance.
By doing all these functions Human resource management complete its job.
Staffing in HRM
Activities in HRM concerned with seeking and hiring qualified employees is Staffing. A
company needs a well-defined reason for needing individuals who posses specific skills,
knowledge and abilities to specify the job. Employee referrals can produce the best applicants
for two reasons. First, current employees screen applicants before referring them. Second,
current employees believe that their reputations with the firm will be reflected in the
candidates that they recommend. Recruiting is the initial step of staffing. Recruiting is the
process of locating, identifying, and attracting capable employees. Many companies are
finding new employees on the World Wide Web. The source that is used should reflect the
local labor market, the type or level of position, and the size of the organization. Now the
second step of Staffing, that is Strategic HR planning. For that a company plans strategically.
They set goals and objectives, these goals and objectives may lead to the structural changes in
the company. Third step is Selection. This process is attracting qualified applicators and
discouraging the unqualified applicants. By this a company can get its desired employees of
requirement. It has dual focus, attempting thin out the large set of applications that arrived
during the recruiting phase and to select an applicant who will be successful on the job. To
achieve this goal, companies can use a variety of steps. The employees who are able to do all
the steps and ensure good performance they get the job. HRM must communicate a variety of
information to the applicants, such as the organization culture.

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Training and Development
Training is one of the important activities of human resource management. In the training
process companies try to motivate and train the employees in a manner so that they can work
more effectively in the future. Under the training process there are some steps they are given
below: Employee Orientation: Employee orientation provides new employees with the basic
background information they need to perform their jobs satisfactorily. Companies arrange an
orientation program for the employees. In an orientation program the employees should feel-
behaviour
Training: There is some process, method and techniques of employee training. A company
follows the all the steps of training to provide the employees a good look on their work.
Career Development: The career development stage is given below
r a career.
or moving to another career.
-5 years of career is called early career.
-20 years after the career starts.

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retired.
Motivation in HRM
Motivation is to inspire people to work, individuals in such as to produce best results. It is the
willingness to exert high level of effort towards organizational goals, conditioned by the
efforts and ability to satisfy some individual needs. An important part of the retention of staff,
reducing staff turnover and minimizing absenteeism at work is ensuring that staff are
properly motivated. The wage should be increased, the facilities should be insured and social
security should be confirmed. These are the types of common motivational ways. Staff
motivation is the cornerstone of open, flexible and caring management culture, which the
Government aims to establish through HRM. To put it into practice, “open” means not only
to listen to staff suggestions and opinions, but also to empower staff, accept their constructive
criticisms and use their suggestions. To be “flexible”, we may need to change the traditional
ways of doing things. As far as staff motivation is concerned, the biggest challenge perhaps is
to stop focusing on problems and the guilty party (police behavior) and start looking for those
responsible for things gone right (coach behavior). “Caring” calls for a human leader who
would give emotional support to individuals and at the same time attend to the overall
emotional needs of team members – which include treating them all in a fair and impartial
manner. Today’s employees want a respect that can be seen as involvedness in decision that
will affect them. Listening to the employees is a way of Motivation. All the motivation
functions focus on one primary goal, to have some competent and adapted employees with
up-to-date skills, knowledge and abilities, exerting high energy levels.

TIM, KOLLAM
Maintenance of employees
To maintain the employees of a company must look after the employee- Health and Safety:
For employees health and safety there HR policy need to be very clear to all staff so that they
feel safe to work here. They can put their attention and productivity properly towards the
task.
Communication
The communication between the employees and top level management should be clear and
transparent. There should no gap between top level management and low level management.
Employee’s relation
Employees should be committed to their companies and the companies also should
understand the needs and wants of the employees. In some companies employees and labors
create labor union for better relationship among the workers and employees.

TIM, KOLLAM
LOG BOOK DETAILS ON A DAILY BASIS
DAY WORK DONE
23-07-2018 Briefing of the company and the departmental activities
24-07-2018 Meeting with the HR Manager and understand the basic functions
of HR and sorted the employee records
25-07-2018 Checking the documents in the employee file and checked 50 files
26-07-2018 Checking and downloading the e-pehchan card
27-07-2018 Assist HR team in recruitment drive
28-07-2018 Verify the submission of case study and company culture
attendance and attend the training session of vivo’s new phone NEX
30-07-2018 Registering the ESI of newly joined employees
31-07-2018 Verifying the bank account details and identifying the missing
documents
01-08-2018 Filing the documents according to the work location
02-08-2018 Downloading e-pehchan card and verifying the offer letter of new
appointments
03-08-2018 Sorting the files and downloaded the ESI cards
04-08-2018 Making calls to the employees who under the mediclaim category
06-08-2018 Review meeting and final confirmation of mediclaim
07-08-2018 Verification of documents and filing
08-08-2018 Presented the topic “Future of HR in Block chain” as a part of
Knowledge sharing
09-08-2018 Planning the activities in Vivo- onam curtain raiser Programme
10-08-2018 Collecting Photographs newly joined employees

TIM, KOLLAM
11-08-2018 Prepared questionnaire for employee satisfaction survey
13-08-2018 Collecting the details of mediclaim
14-08-2018 Checking the documents and downloading e-pehchan cards
16-08-2018 Consolidating the documents and arranged in each file
17-08-2018 Collect details of current trends of Mobile phone industry
18-08-2018 Registering the ESI
20-08-2018 Collecting the details of employees who are affected in the floods
21-08-2018 Submitted report regarding the status of employees during the flood
time
22-08-2018 Coordinating the vivo flood relief campaign #Ningalodopam
Njanagalum
23-08-2018 Verify the bank account details and coordinated the activities of the
campaign
27-08-2018 Collect the photographs of newly joined employees
28-08-2018 Invited applicants for the post “executive accountant”
29-08-2018 Distributes relief materials to flood affected zones in Eranakulam
district
30-08-2018 Prepared the collage the regarding the all activities in the campaign
31-08-2018 Prepared the list of top MBA and Engineering colleges in Kerala for
conducting recruitment drive
01-09-2018 Written a short story about the experience of Abhish who escaped
from the floods.
03-09-2018 Collect the quotation for the packing cover supplying the dress
materials to the flood affected people
04-09-2018 Registering the ESI of newly joined employees

TIM, KOLLAM
05-09-2018 Meeting with the vendors regarding the packing cover( 2000 pieces)
06-09-2018 Registering the remaining the ESI, coordinating, and make the list
of distribution place of relief materials.
07-08-2018 Submitted the final tentative list of placement time in top MBA and
Engineering colleges across Kerala
08-09-2018 Meeting with the HR manager regarding the learning’s from the
internship and share his valuable information to me
AN AVERAGE DAY WORK
The interns are required to complete the 45 Days of internship as the part of the course
curriculum programme. I got an opportunity to work in the HR department of the vivo- Haijin
Trade India Pvt Ltd. The work starts by 09.30 am ends by 05.30 pm. An average day will be
spending for verifying documents, ESI registration, filing and sorting employee records, and
the task assigned by the head of the HR department. The interns are assigned by the
department to work full day. All activities that have done for the day should be reported to
the HR Executive of the HR department by the end of the day.

TIM, KOLLAM
LEARNING SUMMERISATION
As an intern of vivo- Haijin Trade India Pvt Ltd I have truly enjoying my Internship from the
learning and experience view point. The friendly welcoming and the space they have created
for an intern allowed me with ample opportunities to learn and know myself as a worker.
This experience brought out my strength and it adds more confidence to my professional
approach built a stronger positive attitude and taught me how to work in team as a player.
The company has separate department and separate executive heads for each department. On
completion of the Internship period, I came to know about the functions performed in HR
department, its importance to an organization, the role of performing each employees
working in the HR department, and the nature of work performed. Internship is to gather a
real life working experience and put the theoretical knowledge in practice. Each activity
performed in a company was a learning process. Since the each task was assigned to me was
the chance of learning new things. Each and every organization maintains their records as a
systematic manner. vivo is a well performed company establishes a uniform records keeping
system across the department of the company. As an intern, though I had limited space to
work, I still managed to grab plentiful experiences. I was given and made the utmost use of
my responsibilities. There is however some gap between our theoretical knowledge and real
life practice, yet the managerial level staff members is quite open towards upgrading current
approach, which was extremely motivating. Hence, I can sum up by saying that my internship
experience was mile stone to my academic and professional experience.

TIM, KOLLAM
BIBLIOGRAPHY
1. hrcouncil.ca/home.cfm
2. www.wikipedia.com
3. www.vivo.com
4. www.vivo.co.in

Internship report of Vivo Mobiles Kerala

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Internship report of Vivo Mobiles Kerala