Professional Documents
Culture Documents
MUHAMMAD ZUBAIR-2782
WAQAS ULLAH SHAH-2854
ARSHAD SIDDIQUE-2862
Acknowledgements
In the name of Allah, who gave us ability and strength to complete our project. We owe
considerable debt to large number of persons who either directly or indirectly helped us during
various phases of project. It was a new experience, exciting but challenging and indeed guidance
rather frequently, which was afford very generously.
Our special thanks to Mr.Mahfooz Kiyani for his guidance and support during our project
preparation.
Dedication
No words can adequately express our overriding debt of gratitude to our parents whose support
and helps us in all the way. Above all we shall thanks to our friends who constantly encouraged
and blessed us and enable to do this work successfully.
INTRODUCTION
History
Vision
Mission
Core Values
Products & Services
Objectives of PTCL
Main Offices
Hierarchy of PTCL
HR DEPARTMENT OF PTCL
Introduction
o Importance of HR
o Objectives of HR
o Strategies of HR
o HRP (Human Resource Planning)
JOB ANALYSIS
Job Analysis at PTCL
o Job Description
o Job Specification
SELECTION CRITERIA
Interview Methods
o Structured Interview
o Unstructured Interview
o Format of Job Description
Orientation
Training Need Analysis (TNA)
o On Job Training
o Off Job Training
PERFORMANCE APPRAISAL
COMPENSATION
Financial Rewards
Non-Financial Rewards
Leave Policy
Medical Benefits
INTRODUCTION
even years into a new century, the telecom sector of world finds itself at crossroads after
changing itself almost beyond recognition over the last 25 years. Privatization and
competition are the order of the day, with a majority of countries having adopted these policies
s
to advance their telecom sector. The results have been impressive; the industry has grown at
unprecedented pace. Although there has been a phenomenal growth in Pakistan, especially
in the cellular mobile communication and in the internet, yet the late density remains almost
stagnant. So far PTCL is the sole land line service provider of Pakistan. PTCL is the giant
of Pakistan telecommunication industry and enjoying the monopoly.
BRIEF HISTORY
ver the years, technology has changed the concept of communication and what was thought to
be a fictional only a decade ago, has actually made its way through to our hands today. This is
the future we dreamt of so fondly. Welcome to the modern age, of telecommunication, which
o
have become complementary to our lives? But there must also be an anchor to introduce,
allow, improve and channelize all these services and innovations sweeping through the globe.
Department in 1962, to this very day, PTCL is a story of commitment and vision. Pakistan
Telecommunication Corporation (PTC) set sails for its voyage of glory In December
1990, taking over operations and functions from Pakistan Telephone and Telegraph
Department under Pakistan Telecommunication Corporation Act 1991.
This coincided with the Government’s competitive Policy, encouraging Private Sector
participation and resulting in award of licenses for Cellular, card-operated Payphones, paging
and, lately, data communication Services. Pursuing a progressive policy, the Government in
1991, announced its Plans to privatize PTC, and in 1994 issued six million vouchers
exchangeable into 600 million shares of the would-be PTCL in two separate placements. Each
had a par value of Rs.10 per share. These vouchers were converted into PTCL Shares in mid-
1996. In 1995, Pakistan Telecommunication (Reorganization) Ordinance formed the basis for
PTCL monopoly over basic telephony in the country. It also paved the way for the establishment
of an independent regulatory regime.
The Provisions of the Ordinance were lent permanence in October 1996 through Pakistan
Telecommunication (Reorganization) Act. The same year, Pakistan Telecommunication
Company Limited was formed and listed on all stock Exchanges in Pakistan. Since then, PTCL
has been working vigorously to meet the dual Challenge of telecom development and socio-
economic uplift of the country.
Even bigger challenges. Pakistan also entered post-monopoly era with deregulation of the sector
in January 2003. In middle of 2005 Government
Of Pakistan had decided to sell at least 26 percent of this company to some private agency. There
were three participants in the bet for privatization of PTCL. Etisalat, a Dubai based company
was able to get the shares with a large margin in the bet. On the Government level, a
comprehensive liberalization policy for Telecom sector has already been announced now.
Now PTA have issued License to two new telecom companies in Pakistan TELENOR
international and WARIDTEL this act will put some challenges for PTCL to cope with. In
2006 Etisalat takes over PTCL’s management.
There have been various changes in the company due to privatization. Such examples include
the VSS (Voluntary Separation Scheme for its employees), ERP (SAP based),restructuring,
B& CC (Billing and Customer Care Software)etc. Another seemingly minor change was change
of brand identity (logo) that will present PTCL's new face after privatization, with greater
focus on customer satisfaction and bringing about of new advancements in telecom for Pakistani
consumers.
MISSION
VISION
“To be the leading Information and Communication Technology Service Provider in the region
by achieving customer satisfaction and maximizing shareholders value”
CORE VALUES
Professional Integrity
Teamwork
Customer Satisfaction
Loyalty to the Company
PTCL is all set to redefine the established boundaries of the telecommunication market and is
shifting the productivity frontier to new heights. Today, for millions of people, we demand
instant access to new products and ideas. More importantly we want them for their better living
standards with increased values in this ever-shrinking globe of ours. We are setting free the spirit
of innovation.
PTCL is going to be your first choice in the future as well, just as it has been over the past six
decades.
MAIN OFFICES
Headquarters like:
These Regions provide Telecommunications services to the customers in their respective areas.
Apart from these, PTCL has an Optical Fiber Construction Region.
Lahore and Optic Fiber System Islamabad, each headed by a General Manager to install, operate
and look after optic fiber systems/cables.
OBJECTIVES OF PTCL
Objectives are the ends towards which activity is aimed. These are the results to be achieved.
Pakistan Telecommunication Company limited states its objectives as under
HIERARCHY OF PTCL
BOARD OF DIRECTERS
CHIEF EXECUTIVE
OFFICER (CEO)
PROJECT DIRECTOR
HR DEPARTMENT OF PTCL
INTRODUCTION
The Human Resource Department in PTCL was formally established in 1996 and it was re-
organized in 2005. PTCL human resource system is known as HRIS-PTCL and it is working
under SEVP & GM at regional centers. HR manager plays a very important role in
hierarchy, and also in between the higher Management and low level employees. It is one of
the most important people to achieve company`s overall objective by properly managing the
most useful company resources.
IMPORTANCE OF HR
The main objective of HR department in PTCL is to meet company needs of the Human
Resources and the needs of the people hired by the company. The management of PTCL
considers that in order to stay competitive and to meet the needs of their customers they should
focus on their employees. They consider employees the main assets of organization and focusing
on providing them the better facilities.
OBJECTIVES OF HR
Its aim to be the preferred employer, (including the top tiers along with other companies,
which are recognized and preferred multinational).
To have a competitive remuneration package (i.e. competitive salaries, benefits etc.).
To provide excellent opportunities for the development of well-defined career path.
Development of effective manpower planning.
To have an efficient information system.
The company wants to attain an ‘’Achievement Culture’’, using the tool of Career
Development, Communication, Training and Development.
STRATEGIES OF HR
♦ Motivation of employees
HRM PLANNING
♦ Conduct job analysis and based on the outcomes of the job analysis, write job
descriptions.
♦ Conduct HRM research with the aim of solving problems in the organization
1. JOB ANALYSIS
4. PERFORMANCE APPRAISAL
5. COMPENSATION
JOB ANALYSIS
Job analysis is the exploration of activities related to job. It is a basic task to be performed for
efficient recruitment.
JOB SPECIFICATION
After analysis of job they write job specification taking following things under consideration:
• Skills Required
• Qualification
• Experience
• Personality and Behavior
JOB DESCRIPTION
After job specification they move towards job description and write details of duties and
responsibilities, working conditions and other main aspects.
Recruitment Policy
Whenever PTCL wants to recruit new employees; it sets up an assessment center. The following
process is carried out:
After the assessment center training is complete, a second and final interview is held, and
subsequent efforts are made to a customize the candidates with the culture at the workplace. This
is done in an attempt to minimize turnover. It normally takes 3-4 months to recruit good grades.
PTCL firmly believes that ‘’you cannot be the best if you do not have the best’’. It believes it has
gently reduced nepotism in the recruitment process and they do not compromise on standards
because they follow correct procedures and processes.
RECRUITMENT PROCEDURE
First position or vacancy is announced in the electronic media and print media
through Internet and Newspapers respectively.
Then applications are scrutinized as per specification in the job description and job
specification.
Candidates are being short-listed.
The next step is Test of short-listed candidates.
The next step of the PTCL recruitment process is the interview. They usually conduct a
structured and semi-structured interview for the candidates.
Last but not the least is the verification of the documents.
INTERNAL RECRUITMENT
In this method the candidates are recruited within the PTCL. By using a software called PMS
(Performance Management System)for performance evaluation and it is a search mode in which
the PTCL check out the potential and right and desired person within the PTCL. In order
to get desired candidates they advertise within the organization by job specification and job
description by using Notice Boards.
EXTERNAL RECRUITMENT
In this method PTCL recruit externally from the outside environment. For this method they use
different modes to recruit the people. Few of the methods are as follows carried out in past as
well as currently:
The process of choosing from a pool of applicants the individual or individuals who best fit the
selection criteria for a given position. PTCL has got very effective and efficient selection criteria.
Ptcl has also outsourced some of its departments as well as employees. Mostly it has outsourced
the customer care centers. It hires the outsourced employees by:
• E Square
SELECTION CRITERIA
These are the following steps carried out by PTCL in order to meet selection:
SCREENING OF APPLICATIONS
TEST
INTERVIEW
FINAL DECISION MAKING
JOINING LETTER
Interview Methods
The interview method depends on the situation and conditions but there are 3 types of interviews
but two of them are and were in focus of PTCL while carrying out Selection. These three
methods are:
♦ Structured Interviews
♦ Unstructured Interviews
♦ Stress Interviews
STRUCTURED INTERVIEW
Structured Interviews are those which are preplanned and predefined in order to check the
skills, abilities, knowledge, behavior, and required potential of the candidates.
UNSTRUCTURED INTERVIEW
Unstructured Interviews are those which are not predefined and preplanned but they are
based on conditions and possibilities.
FORMAT JOB DESCRIPTION
♦ Dimensions of job
4. Indirectly reports
1. Job responsibility
2. Achievements
♦ Performance standards
2. Standard constitutes.
♦ Job Components
1. Communication
2. Initiative
3. Challenges
4. Adaptability
5. Team work
6. Guide lines
8. Leadership
9. Responsibilities
Orientation
• Routine Task
On job training
Off job training
ON JOB TRAINING
It includes learning by observation
• Training by supervisor
• Training by colleagues
• Learning by doing
From recent 3 years their own former or existing employees give training to new employees.
After training they also evaluate the difference in performance.
PERFORMANCE APPRAISAL
To measure the performance there are few methods and standards and benchmarks, which an
organization have to follow, in the case of PTCL too. Their main objectives are as follows:
Improvement in Performance
Effectiveness, Efficiency, Productivity, Motivation
Pay and Benefit Adjustments
Training & Development Needs
Career Planning & Development with Personal and Employee Development
Staffing (Recruitment & Selection)
Response and Feedback from
There are many performance appraisal methods but in PTCL they use Rating scale for
performance evaluation.
RATING SCALE
The rating scale method offers a high degree of structure for appraisals. Each employee
trait or characteristic is rated on a bipolar scale that usually has several points ranging
from "poor" to "excellent" (or some similar arrangement).
The traits assessed on these scales include employee attributes such as cooperation,
communications ability, initiative, punctuality and technical (work skills) competence. The
nature and scope of the traits selected for inclusion is limited only by the imagination of the
scale's designer, or by the organization's need to know.
COMPENSATION
FINANCIAL REWARDS
Loan Facility
Car & motorcycle loan Loan will be deducted from monthly salary
LEAVE POLICY
MEDICAL BENEFITS
PTCL also give medical benefits to its workers and employees. PTCL employees have free
medical treatment. In all over Pakistan there are 38 dispensaries which are working and
providing free treatments to PTCL employees. This benefit is also for the family members of the
PTCL employees.
After retirement too PTCL provide the medical benefits to its former employees. Employees
from grade 1 to 16 are entitled for medical facility up to five years of the retirement. Employees
in grade 17 and above have lifetime entitlement for the facility.