PROJECT REPORT ON

ON

OPPO ELECTRONICS

Submitted by
Ajay Sharma

Under the Guidance of

Dr. Abhilasha Jindal

Chitkara Business School

Chitkara University, Punjab

12 November, 2018

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 DECLARATION
I hereby declare that I have completed Marketing Management project from 10 October, 2018 to 10
November, 2018 under the guidance of Dr. Abhilasha jindal. I declare that I have worked with full
dedication during these days of project and my learning outcomes fulfill the requirements for the award of
credit for course Marketing Management - ii in Master of Business Administrator, Chitkara University,
Punjab.

Ajay Sharma

Date:

2
 ACKNOWLEDGEMENT

Before i get into the actual report, i would like to express our gratitude to all those who helped me in
shaping up this project. In numerous ways, people who gave unending support right from the start.
I would like to thank my faculty Dr. Abhilasha Jindal whose guidance and stimulating suggestions helped
us to learn HR Concepts..

I would also like to thank our professor Dr. Navreet Kaur, for their encouragement, support and
perseverance shown during the course of our project.

I would also like to take this opportunity to thank our teachers for their continued understanding, active
involvement, inspiration and patience.

Ajay Sharma

Date:

3
Table of Contents

Chapter 1

1.1 Introduction to Company and Product ------------------------------------------------------------------------- 05

Chapter 2
2.1 Introduction to Place -------------------------------------------------------------------------------------------- 07

Chapter 3

3.1 Introduction to Price ---------------------------------------------------------------------------------------------- 12

Chapter 4

4.1 Introduction to Promotion ---------------------------------------------------------------------------- 18

Bibliography --------- ----------------------------------------------------------------------------------------------------------21

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 Chapter 1
1. INTRODUCTION OF COMPANY AND PRODUCT

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. 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.

1.1 Multibrand strategy

Marketing of more than two competing and almost identical products, that belongs to a single organization
and is filled under different and unrelated brands, is called multi-branding. Market segmentation is an
effective way to expand customer influence, who make purchasing decisions, according to various factors.

Due to the fact, that it’s almost impossible for a single brand to reach and maintain the variation that market
segmentation offers, diversifying and applying multi- brand strategy to maximize the relevance to the
customers is a practical thing to do. The core idea of multi-brand strategy is to increase the overall market
share.

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1.1.1 OPPO ELECTRONICS
First brand that came into existence was the OPPO Electronics, its major product lineup includes more
than just smartphone, it manufactures Blu-ray players and Universal DVD player as well. The company
was founded in 2004 and Tony Chen who is the current CEO of the company is listed as the corporation,
which is actually a subsidiary of the BBK Electronics. Company entered the mobile phone market in the
year of 2008 and just within five year it was reportedly the second most profitable company in China in
2013 among the players like ZTE, Huawei, Lenovo and Xiaomi.

Oppo Digital an independently operating division of OPPO Electronics was setup in the United States
in California, which is known for offering Up-Converting DVD and Blu-ray Disc players. The first
product that they sold was OPPO OPDV971H, which was a Universal DVD player.

1.1.2 MULTIBRAND STRATEGY BY OPPO

Chinese smartphone maker Oppo’s launches new online brand Realme in the month of May 2018,
adopting “India-first approach” in a bid to garner a lion’s share in the country’s online channel, having
inked an exclusive partnership with online marketplace Amazon. Under the strategy, the latest brand
will launch all new devices in India first before introducing it to any other global market.

1.1.3 BRAND EXTENSION WITH OPPO DIGITAL

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OPPO Digital is an independently operated overseas division sharing the brand name OPPO with OPPO Electronics, both
owned by Chinese company BBK Electronics. Founded in 2004, it is based in Menlo Park, California OPPO Digital designs
and markets audio and video equipment, including Blu-ray Disc players and personal audio products such as headphones
and headphone amplifiers, mainly targeting markets in Mainland China, Hong Kong, Taiwan, Japan, USA, Europe, Australia,
New Zealand and India.

1.2 MISSION
To let our extraordinary people to enjoy the beauty of our technology.

1.3 VISION
To become healthier and sustainable enterprise.

1.4 VALUES
Benfen, user – oriented, striving for perfection result oriented.

1.5 PRODUCT
The brand name Oppo was registered in China in 2001 and launched in 2004.[2] Since then, they have
expanded to all parts of the world. Its major product lineup includes more than just smartphone, it
manufactures Blu-ray players and Universal DVD player as well.

Oppo Smart Phone

Oppo Digital
•Oppo F series •Headphones
•Oppo A series •Hi-Fi speakers
•Oppo R series
•Oppo N series
•Oppo K series

1.5.1 LEVEL OF A PRODUCT

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 Core Benefit - Ease of communication and
Excellent smartphone photography

Basic Product - Dual SIM, Browser, Camera for image capturing

Expected Product - Fast charging, Color OS, Ai Camera, High Storage

Augmented Product - Two year product warranty, AI Camera,

15 min charging

Potential Product - 5G enabled smartphones, Foldable smartphones,

5 rear cameras

1.6 PRODUCT AND SERVICE DIFFERENTIATION

Product and Service differentiation is the marketing strategy that businesses use to distinguish a
product/service from similar offering on the market.

Characteristics of Product and service differentiation are:

(a) Price: OPPO has adopted a mid-premium pricing policy and kept its product prices on the higher
side compared to similar products of its rival brands. It has successfully assured its customers of
value-based pricing and created a niche market for itself.

Model Name Price

Oppo Find X Rs. 59990
Oppo F9 Pro Rs. 23990
Oppo F9 Rs.18990
Oppo A3S Rs. 9990
Oppo A71k Rs. 12990
Oppo A5 Rs. 14990
Oppo A83 Rs. 13900

(b) Performance Quality: For those looking for selfie-centric devices, OPPO’s smartphones have
always been under consideration. The company’s F-series of devices have been offering impressive
qualities of selfies. However, with all this focus on selfies, it’s easy to overlook the fact that the
smartphones offer more than just quality selfies. The devices are packs with hardware that aims to
ensure a smooth performance.

(c) Durability: Oppo smart phones having sliding structure which helps in fall protection. Oppo did
300000+ times durability test on their devices. OPPO Find X is the first Android smartphone to
feature 3D Structured Light Technology. Using 15,000 facial dot recognition and intelligent analysis,
3D Face Recognition is 20 times safer than fingerprint recognition for unlocking the phone.

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 (d) Reliability: Oppo devices are reliable as it is equipped with the Qualcomm Snapdragon 845 and 8
GB running memory, OPPO Find X offers extremely high performance. The huge storage memory
of 256 GB makes data processing more efficient while the game acceleration mode optimizes fast
and smooth gaming.

(e) Reparability: Oppo is providing ease of fixing a product when it malfunctions with one year brand
warranty and six months accessories and battery.

(f) Style: The OPPO Find X also comes with a standout innovative dual-rail periscope structure with a
full hidden 3D camera.

(g) Design: OPPO has exclusively teamed up with leading supercar brand Automobili Lamborghini to
explore speed through design. The OPPO Find X Automobili Lamborghini Edition features a classic
carbon fiber texture look found in supercar design, giving Find X a real sense of power. By using the
most advanced OPPO technology, SuperVOOC Flash Charge, your device can now be fully re-
charged in just 35 minutes.

1.7 PRODUCT HIERARCHY

Product hierarchy of Oppo smart phones are following:
Need Family Communication
Product Family Sony Phone, Vivo Phone, Samsung phone, Apple phone, Oppo Phone
Product Class Personal Mobile Phone
Product Line Oppo smartphones – F series, R series, K series, N series, A series
Product Type Oppo F9, Oppo F9 Pro, Oppo A3, Oppo A7K, Oppo Find X
Item (SKU) Size(5- 6 inch), Price (Rs.8000 – Rs. 59990), Color (Black, Red, Grey)
1.8 Product Mix

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1.8 PRODUCT LINE ANAYSIS – MARKET PROFILE
Product line managers need to know the sales and profit of each item in their line in order to determine which
items to build, maintain, harvest or divest. They also need to understand each product’s market profile, i.e.
how their product line is positioned against competitors product line.

1.9 PRODUCT LINE MODERNIZATION

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It is a strategy in which items in a product line are modified to suit modern styling and tastes and re-launched.
Oppo did following product modernizations:

Model Name Technology

F1S Selfie centric phone
Find 5 Highest range of HD Display
Find x Full Screen Smartphone with minimum bezels
K series Focused on camera technology

1.10 PRODUCT LINE FEATURING

Product line manager may select one/few items in the line to feature i.e. to be considered as Traffic Builders/
Flagship products. Oppo is currently focusing on advertisement of following product line featuring:

Release Date Model Name Price

26 March 2018 Oppo F7 Rs. 19990
15 September 2018 Oppo F9 Pro Rs. 23990
24 August 2018 Oppo A5 Rs. 14990
15 July 2018 Oppo A3s Rs. 9990

1.11 PRODUCT LINE PRUNING

Product line needs to be reviewed periodically for pruning/ dropping markets. Pruning could be due to dead
products that depress profits and company being short production capacity in this case, company should
concentrate on higher margin products. Oppo dropped following smart phones from markets:

Release Date Model Name Reason

23 September 2013 Oppo N1 New variant with latest android version and
high internal memory
10 April 2014 Oppo R1S Dual focused camera trend
5 October 2016 Oppo R9s AI enabled camera trend
23 June 2017 R11 Battery backup issue
1.12 PRODUCT LABELING
It is a simple attached tag or an elaborately designed graphic that is part of the package.

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Chapter 2
12
2. ANALYSIS OF PRICING

Oppo products are present to cater to various customer requirements from high end to low end segments.
Even though it is charging medium to high price for its products it is still keeping the prices of its smart
phone products lower as compared to its competitors such as Samsung, LG, Apple etc to attract the
consumers towards its products by offering good quality products differentiated in terms of camera quality
at an affordable price. Thus, in reality, it is using a penetration pricing strategy in its marketing mix for its
products to get a larger market share. On the other hand, Oppo digital products are marketed as premium
products to gain market share in the North America with their headphones costing $399. Further the price
of the products charged are different in North America and Europe with products costlier in Europe than
in North America. Thus, the Oppo Global which is the smart phones division serves the middle to low-
end segments while the Oppo Digital serves the high-end segment with its products.

2.1 FOCUSED ON MID RANGE CATEGORY IN INDIA

Oppo won’t jump into the premium smartphone market in India in a big way, and instead focus on the
higher-volume mid-range category as well as try to change its image from a camera-only focused brand,
in a bid to regain lost market share to aggressive rivals such as Xiaomi and Huawei. The brand is now
planning to ramp up its marketing efforts with an increased budget and will come up with various
campaigns around the Asia Cup and Christmas to drive sales in India, which is among the largest
smartphone markets globally. Oppo is not aggressively jumping into to premium segment of Rs 30,000
and above. That's not realistic for mid range category. Brand would continue to be between Rs 15,000 and
Rs 25,000 category. The handset maker is now trying to break its camera-phone brand image in the market,
and the new launch—Find X—is aligned with its new brand strategy.

2.2 BIGGEST CHALLENGE

According to Director, “We found from our branding research that Indian consumers think that camera is
the only strength that Oppo has. This has been the biggest challenge from the brand perspective for us,”
Yang said. “The new phone launch is important to change that perception.”

Oppo has lost significant market share in the last one year to Xiaomi and Huawei in India. Oppo is banking
big on its next flagship smartphone under the mid-segment, which it expects will bring back growth to the
brand in India. Find X is important from a branding perspective but mid range product is important to
drive sales.

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2.3 MARKET SHARE
Oppo had 7.4% smartphone share in the first quarter of 2018, down from 9.9% share during a year earlier
period, according to IDC research. Xiaomi maintained its lead in Q1 with 30.3% market share, followed
by Samsung (25.1%) and Vivo (6.7%).

On lost market share, Yang said that is one of the elements of consideration but not the priority for Oppo
currently.“We have deliberately stayed away from sub-Rs 10,000 category as part of our product strategy.
We are currently not focused on sales performance, rather working on providing better Smartphone
innovation beyond the camera,” he added. The brand will have to focus on offline channels in the near-
term to drive sales and in-depth partnerships with e-commerce players are also necessary.

2.4 PRICE - QUALITY STRATEGY

The balance between price and quality and the psychological decision making behind it has always been
a challenge for marketers. Pricing in itself is so dynamic in nature that it can make or break a brand single
handed. Moreover, at any given point of time there are many different elements playing a role in deciding
the pricing strategy of a company.

However, as years and years of research have shown, pricing is a strong psychological component which
can manipulate customer’s decision making. Keep the pricing high, and the customer will think that the
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quality must be high too. This expectation of the customer is because he wants to receive value for his
money. So when he is paying more money, he is expecting more value. And you are better off giving him
a high quality product.

On the other hand, if your product is high quality, and you are keeping the price low, the customer might
not see the value in the product. He might think that he is paying so less for the product. Then, is the
product up to mark? Will the quality be high when the price is so low? That is the problem with a price
quality relationship.

OPPO is having following Price – Quality strategy:

PRICE

HIGH MEDIUM LOW

HIGH PREMIUM HIGH VALUE SUPERB VALUE
STRATEGY STRATEGY STRATEGY

FIND X
MEDIUM OVERCHARGING MEDIUM VALUE GOOD VALUE
STRATEGY STRATEGY STRATEGY

Oppo F9, OPPO F9 Oppo A71K, Oppo

Pro A3S, Oppo A37f
LOW RIP OFF STRATEGY FALSE ECONOMY ECONOMY
STRATEGY STRATEGY

2.5 OPPO PRICING OBJECTIVE

Oppo is having following different pricing strategy for their models:

(a) Product Quality Leadership Objective

This is the High value strategy, where a higher quality product is provided and more expensive
components are used. Oppo is having One model in this high value strategy, which is Find X.

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.
(b) Survival Objective

This is 'Buying work’ or dropping the price to gain market share. It is a Good Value or Economy strategy.
Often used when customers’ needs change or when competitors move into a market. Oppo is having
products in this range are Oppo F9, Oppo F9 Pro, Oppo A3S, A57, OPPO A38 etc.

(c) Maximum sales growth objective

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This is a similar low price strategy involving setting a low initial price to capture market share initially,
then when the market grows and costs decrease, costs are reduced further. For example: Oppo A3S etc.

(c)
“The e-commerce opportunity is huge in India and is growing rapidly, and we don’t want
to miss out on this platform. However, offline will remain the main channel for Oppo,” the
executive said.

Oppo is banking big on its next flagship smartphone under the mid-segment, which it
expects will bring back growth to the brand in India.

“Find X is important from a branding perspective but next product is important to drive
sales. We expect that product to bring energy back to Oppo,” Yang said.

Oppo’s new manufacturing facility in Greater Noida is expected to come into operations
in the second half of 2019. “We are setting up a bigger unit with Rs 2,000 crore
investment…We plan to shift to the bigger factory by next year,” Yang said.

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 Chitkara University in Punjab has been founded by Dr. Ashok Chitkara and Dr. Madhu Chitkara who have
been passionate teachers for more than 40 years now. Since inception, Chitkara University has been
different. Their students have been different. Within a decade, most of academic programs are ranked in
top 50 programs in the country. The unique difference being that Chitkara University has been established
by and managed by passionate academicians with the sole mission of making each and every
student “industry-ready".

2.1 ERP Software

Chitkara University has implemented Chalkpad’s ERP solution which allows Management, Teachers,
Students, Parents and Alumni to easily connect, communicate, share information, and manage information.

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 Figure 1: Chalkpad user interface

2.2 Job Analysis

Job Analysis is done based faculty available in each school Chitkara university is also having employer
service book data and master soft copy of data which includes each and every information about employee.
Data of background check in previous organization is also used for job analysis.

2.3 Identification of job requirements

Manpower planning is based on the basis of forecasted student’s strength in each school. It is also based on
projected Attrition and transfer cases of the year. After completion of each session, regular recruitment is
done.

2.4 Qualification requirements

For professor, assistant professor and associate professor following requirements are required:

(a) Professor – Post- Doc

(b) Associate professor – Ph.D

(c) Assistant professor – Ph.D

(d) Lecturer – Bachelor’s Degree and Master’s Degree

2.5 Employee Hierarchy

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 Figure 2: Job level in university

2.6 Interview Process

Interview process consists of following five rounds:

(e) CV Short listing: First step in interview is CV short listing based on requirements.

(f) HR Interview: Face to face HR interview is done with the candidate. This interview also
includes written and technical interview.

(g) Teaching Demo: After qualify HR interview, Teaching demo is conducted on subject that
candidate selected. This round is followed in certain cases.

(h) HOD and registrar Meeting: In this meeting, HOD asked about subject related questions.
Sometime registrar and pro chancellor meeting is also conducted.

(i) Final HR meeting: In this meeting, negotiation and bargaining is done on amount of salary
offered to candidate.

2.7 Advertisement of Recruitment process

For recruitment of new candidates, Walk in interviews, Campus Recruitment process is followed.
Various newspapers is used to advertise walk in interviews. Chitkara uses following online portals for
job opening awareness across online platforms:

(a) LinkedIn

(b) Indeed

(c) Naukri

(d) Facullty360

(e) Clickindia

(f) JobsAvaitor

(g) Trovit

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 (h) Vacancyopen

Chitkara University also accept online job application through official website
www.chitkara.edu.in/carrers

2.8 Stress interviews and Lag Time

Stress interviews are not conducted by chitkara recruitment team. According to HR of chitkara, some
kind of stress related situation might be offered to candidate during HOD and pro vice chancellor
meeting.

2.8 Lag Time

Maximum lag time is one week. Approach of recruiting employee by chitkara HR team is as soon as
possible.

2.9 Induction Process

After the successful joining of new employee, first day is reserve of induction process. On this day,
newly joined person get information about university policies in brief. They get to know about
curriculum of university, meeting with HOD of department and other process.

2.10 Working hours shift

In Chitkara, working time is from 9:00 AM to 4:20 PM. Attendance is punched by bio metric machine.
Staff members can able to view his attendance on chalkpad.

2.11 Promotion and Demotion

Promotion is decided based on seniority. Promotion is based on overall performance and 360 degree
feedback. Demotion not occurs in organization. If any employee found indulges in illegal activity then
warning is issued to these kinds of employees.

2.12 Exit interview and Resignation

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 Exit interview is conducted by HR of chitkara. Their main aim in exit interview is just try to retain that
ongoing employee. They are tried to make best efforts to retain that candidate. Exit interview consist of
questionnaire and face to face round.

For resignation, one month of notice period is required. If employee wants to leave the organization
within between then semesters then three months of salary is deducted from the employee.

2.13 Leave Policy

For academic employee’s 10 casual leaves and 6 earned leaves are provided. For non- academic
employees, 10 casual leave and 8 earned leaves are provided. Vocations include summer, winter and
Diwali vocations. Uninformed and unauthorized leaves are deducted as loss of pay.

2.12 Job Satisfaction

Job satisfaction measurement is done by feedback collected from the employees through online form.
Other methods include self evaluation and verbal discussion with higher authorities.

2.13 Appraisal

Appraisal is based on following parameters:

(a) Performance
(b) Discipline
(c) Behavioral aspects
(d) Decided by Dean
(e) Evaluation of section performance in final exam

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 Chapter 3
3 VIBGYOR HIGH

VIBGYOR High! An institution built on the dream to honor young people by giving them an environment
to grow intellectually, artistically, athletically and morally. At VIBGYOR High they impart learning through
a series of classes, sports, extra-curricular activities and special events.

At VIBGYOR, students are guided by qualified teachers and scholars who in their own way are also
counselors and an inspiration. At VIBGYOR High, education is designed on a broad-based curriculum with
the goal to ignite our nation's young minds. They believe in creating an environment where students also
learn from their peers and through friendship.

To sum up, they Enthuse, Enlighten and Empower: The three strong pillars that define who they are, their
beliefs and their commitment towards growth and focus. VIBGYOR High consists of total 6000 employees,
48000 students, 33 schools, in 5 states and 9 cities.

3.1 HR Software

HR Mantra software is used in VIBGYOR High for all the administration and HR related activities. It is
being used by all the employees to check for official matters like leave, attendance, tax calculation, policy
referring. It is also used by the HR for recruitment, on boarding, Salary process, statutory compliance and
Exit formalities.

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3.2 Job Analysis

Job Analysis is done based on grades and boards available in VIBGYOR High. Grades available are pre-
primary, primary, middle, secondary, higher secondary. VIBGYOR is offering three boards in various
schools which are ICSE, CBSE, IGCSE.

3.3 Identification of job requirements

Manpower planning is based on the basis of forecasted student’s strength in each school. It is also based on
projected Attrition and transfer cases of the year. After completion of each session, regular recruitment is
done.

3.4 Qualification requirements

For pre primary and primary teacher post following entrance test are required to qualify:

(a) Nursery Teacher Training

(b) Early Childhood Care Education

For middle, secondary and higher secondary teachers following qualification required:

(a) Bachelor’s Degree

(b) Master’s Degree

(c) Bachelor of Education is compulsory.

3.5 Employee Hierarchy

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 Principle

Vice
Principle

Assistant
Coordinator Teacher
Teacher

3.6 Interview Process

Interview process consists of following five rounds:

(a) Telephonic Interview: After CV short listing, telephonic round is conducted to check the
flow of English speaking.

(b) HR Interview: Face to face HR interview is done with the candidate. This interview also
includes written and technical interview.

(c) Teaching Demo: After qualify HR interview, Teaching demo is conducted on subject that
candidate selected.

(d) HOD Meeting: In this meeting, HOD asked about subject related questions.

(e) Final HR meeting: In this meeting, negotiation and bargaining is done on amount of salary
offered to candidate.

3.7 Advertisement of Recruitment process

VIBGYOR uses online portals like Indeed, Naukri, Linkedin for advertise of job openings. For
recruitment of new candidates, Walk in interviews, Campus Recruitment process is followed. Various
newspapers is used to advertise walk in interviews.

3.8 Stress interviews and Lag Time

Stress interviews are not conducted by VIBGYOR recruitment team. According to HR of VIBGYOR,
some kind of stress related situation might be offered to candidate during HOD meeting. One week of
lag time is for whole recruitment process.

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3.9 Induction Process

Online induction is done for the new joinees before their on boarding process. Training is conducts by
learning by Learning and Development Department from Mumbai. Online induction is done via online
modules. Candidate need to complete online modules and passed the assessment. These online modules
consist of information about teaching process, VIBGYOR history and culture and rules and regulations
of VIBGYOR organization. Training is conducted on the basis of skills and competencies by L& D
Department of Mumbai.

3.10 Working hours shift

In VIBGYOR, 7 hours of regular working shift hours required. Attendance is punched by bio
metric machine. Every employee in VIBYOR is allowed to come late till 15 minutes in morning only
for three times in a month. After three times, salary of half day is deducted for late reporting.

3.11 Promotion and Demotion

Promotion is decided by the director of Academics for Academic Team and by CEO for Non Academic
Team. Promotion is based on overall performance and 360 degree feedback. Demotion not occurs in
organization. Following slips are given to employee if any indiscipline is created by employee:

(a) Yellow slip – First warning

(b) Orange slip – Second warning
(c) Red slip - Termination occurs

3.12 Exit interview and Resignation

Exit interview is conducted by HR of VIBGYOR. Their main aim in exit interview is just try to retain
that ongoing employee. They are try to make best efforts to retain that candidate. Exit interview consist
of questionnaire and face to face round.

For resignation, one month of notice period is required. If notice is not served then the Notice recovery
is done from the current month's hold salary.

3.13 Leave Policy

26
 For academic employee’s 8 casual leaves and 10 earned leaves are provided. For non- academic
employees, 12 casual leave and 30 earned leaves are provided. Vocations include summer, winter and
Diwali vocations. Uninformed and unauthorized leaves are deducted as loss of pay. Medical leaves is
also provided to both academic and non academic employees which can be taken anytime based on
health issues and any emergency.

3.14 Job Satisfaction

Job satisfaction measurement is done by feedback collected from the employees through online form.
Maternity benefits and internal promotions are also applicable. Transfers are considered as per
requirements.

3.15 Appraisal

Appraisal is based on following parameters:

(f) Performance
(g) Discipline
(h) Behavioral aspects
(i) Outstanding work done apart from the listed job description,

Appraisal is given 12% Maximum. For calculation Bell curve is used.

27
 Figure 3: Bell Curve

Surprise QAG visits done by Mumbai Team on half yearly basis for both Academic and Non Academic.
During this visit audit is done which is used for appraisal calculation.

3.16 Rewards

Rewards are given to employees at the end of each month. It is decided by centre head from the inputs
received by department HOD. In rewards, online vouchers are given to employees who includes
Amazon, flipkart, myntra and other shopping sites vouchers.

28
 Chapter 4
4 LOVELY PROFESSIONAL UNIVERSITY

Lovely Professional University (LPU) is a private university situated in Jalandhar, Punjab, India.[2] The
university was established in 2005[2] by Lovely International Trust, under The Lovely Professional
University Act, 2005 (Punjab Act 25 of 2005)[3] and started operation in 2006.[4] With 24,000 students in
2010, it claims to be the largest single-campus private university in India.

LPU is having more than 30000 students and 5000 plus staff including faculty members.

4.1 University Management system

LPU is using univeristy management system named as LPUUMS, which is used to allows Management,
Teachers, Students, Parents and Alumni to easily connect, communicate, share information, and manage
information.

4.2 Gift Policy

All staff members of the University are strictly forbidden from accepting/exchanging any gifts/ sweets/
favors/ obligations etc on any occasion /festivals including Diwali or otherwise from anyone related to the
University including students/ staff/ vendors/supplier/service provider/contractors/associates etc. In case

29
anyone approaches with any kind of gifts/ sweets/ favors/ obligations, Staff may attend him/her well but
refuse to accept the same gracefully.

Staff member should immediately inform by SMS on 09876740030 about the nature of gift and name of such
person who approach you with gift along with his affiliation in terms of company/ organization etc. In case
someone forcefully leaves the gifts/ sweets etc of any nature, the same should also be informed in SMS and
the gift should be deposited on the next working day so that the gift can be returned back to the concerned
by HR. It would be appreciated if the members exchange good wishes and greetings through SMS and email.

4.2 Flexi – Time Policy

LPU is having following flexi time policy for 2018-19 sessions:

(a) Three instances in a month of late arrival up to 10 minutes will be condoned.

(b) Two instances in a month of late arrival up to half an hour will be condoned.
(c) In both the circumstances individual may leave at the scheduled time of departure (as per shift) in the
evening.
(d) Point No. c, is not applicable for those who have a scheduled class/lecture /tutorial/practical or any
other scheduled obligations like meetings, functions, seminars, guest lecture etc. at the start of their
shift timing (i.e. 0800/0900/1000 hrs as per shift)

4.3 Staff Training Policy

For the academic Session 2018-19, all faculty members to complete at least one MOOC certification from
NPTEL, SWAYAM or equivalent national/international platforms with proctored exam. One Research and
Academic Extension Leave (RAEL) and 3.5 Bonus Points will be credited on completion of MOOC with
proctored exam subject to certification and scoring minimum 60% marks. Division of Research and
Development will credit 10 bonus points to the Subject matter Expert/ Resource Person for e-content
Development of (MOOCs) as per benchmarking with UGC norms.

4.4 On- Boarding Policy

In order to facilitate on-boarding of new joiners, Faculty Associates shall be appointed. They will support
new joiners in obtaining role clarity, comprehension of policies and systems and assimilation into University
work culture.

30
Heads of Schools will nominate suitable faculty Associates who have been associated with the University
for at least 2 years. Should be Posted at location where associate can easily accessible to new joiners.
Associate have the potential to support the new joiners in understanding their roles, systems and policies and
work culture. Associate can help the new faculty member to achieve excellence in performing their day to
day roles and responsibilities.

4.5 Appraisal Policy

For Teaching Staff, LPU is having following appraisal policy:

1. Your performance feedback shall be done twice a year (once after completion of each Term) by the
COD/HOD under whom you have worked/performed on the following parameters

(a) Academic Performance

(b) Acceptability and Performance of other responsibilities (Administrative, Committees)
(c) Implementations of Policies
(d) Behavioral and Personality Aspects
(e) Punctuality and Conduct

2. Other than the above your performance feedback shall also be taken from the following Divisions:

(a) Division of Admissions

(b) Division of Human Resource
(c) Division of Academic Affairs.
(d) Office of the Pro Chancellor.
(e) Division of examination

4.6 Break during working hours policy

(a) Lunch break: The University specifies half an hour lunch break for staff members which can be
availed after 12:00 Noon onwards. For teaching staff the lunch timings should be scheduled as per
the free time slot available in time table
(b) For Lunch: only the designated spaces (dining halls) should be used. Breakfast should not be taken
during working hours.
(c) Short break: Other than the Lunch break, the teaching staff members can take two short breaks and
Admin/ Technical staff can take one short breaks of 10 minutes duration each after 10:00 AM (For
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 shift starting at 10:00 AM after 11:00 AM) for having tea/ beverages/ snacks etc. Staff members may
take tea/ beverages/ snacks at the nearest dining hall/ kiosk.
(d) Tea and beverages in work station: Only tea/ beverages are allowed to be taken in office/
workstation but no snacks/ eatables are allowed.

Bibliography
1. https://www.tutorialspoint.com/human_resource_management/
2. Human Resource Management by Gary Dessler.
3. Website: www.vibgyorhigh.com
4. Website: www.ums.lpu.in
5. Website: www.chitkara.edu.in
https://www.livemint.com/Technology/llmml3jWgrq1TaOiRik85K/Xiaomi-strengthens-India-
smartphone-market-share-report.html
https://brandequity.economictimes.indiatimes.com/news/marketing/while-smartphone-brands-are-
focusing-on-online-sales-oppo-targets-the-offline-market/55742040

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Thanks

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