World Call Telecom

1- History of Organization
In 1996 First Capital Securities

Corporation began to incubate a payphone operation called Worldcall
Payphones Limited. The new venture stood at the front end of a
communication revolution that was yet to grip the country. Our
perception of a changing business environment placed Worldcall at the
lead of a demand-led explosion of payphones all over the country. We
installed our first payphone in June 1996. Today Worldcall has over
70,000 payphones all over the country. We are one of the largest fixed
line payphone operator and the pioneers of “Supervised Payphones”
business model in Pakistan. With the expansion in telecom we have
continued to innovate. Over the years we have invested in new
technologies and businesses. In 1998 prepaid calling cards were
launched by Worldcall Phone cards under the brand name "Hello". In
the following year the group established dial-up internet services
through Worldcall Dot Com.
In 1999 Worldcall Telecom Lanka established the Groups' first overseas

presence when payphone operations were established in Sri Lanka.
In 2000 Worldcall Multimedia established a Hybrid Fiber Coaxial (HFC)

scalable network in Lahore thus becoming the first Multi-service
operator in the country, providing cable television and Internet-over-
cable. In cable TV in Lahore, Worldcall was the last entrant and by far
the largest. In 2003 we launched a state of the art HFC network
operation in Karachi under Worldcall Broadband Limited. These are the
A Complete HRM System

largest and only national networks capable of triple play (cable
TV, high speed internet/data and telephony). These companies are also
offering metro fiber lease to a number of other telecom / cellular
operators as well as corporate.
Worldcall Telecom Limited acquired Wireless Local Loop (WLL)

licenses/spectrum in the post deregulation auction to provide WLL
telephony in all 14 telecom regions of Pakistan
Primarily in the 1900 MHz band. It has partnered with Samsung for a
CDMA 2000 1x solution (with EVDO option). WTL started service from
Lahore in June 2005 which is now available in over 40 cities. WTL also
acquired an LDI license and service commenced at the end of 2004.
WTL enjoys significant edge over competition due to rights to dark
fibers in a national long haul network which is being built across
Pakistan.
Evolution
Worldcall Telecommunications Group began life in 1995 when First
Capital Securities Corporation Ltd started incubating Worldcall
Payphones, now Worldcall Telecom Limited. The next few years were
spent in expanding payphone network across Pakistan, creating new
businesses and drawing investor attention to the value of Worldcall as
the number 1 alternative national telecoms operator post deregulation.
And now, the Worldcall Group is one of the largest private telecom
operators in the country with the most extensive and diversified
telecom businesses including Wireless Local Loop (WLL) through CDMA
2000 1X technology in over 40 cities, nationwide presence of long

distance & international (LDI) network with 44 POPs, over 70,000
payphones, largest broadband HFC networks in Pakistan providing
triple play (CATV, broadband internet, telephony), the pioneer prepaid
calling card "Hello" and rights to dark fibers in a national long haul
network being built across Pakistan.
2- Recruitment Procedure of
Worldcall
2.1 Objective:
To plan and regulate recruitment, selection, training and other human
resource activities, at the right time with right people to meet the
Company’s short range and long range organizational objectives.
HR planning is a part of quarterly budgeting exercise, and aims to

estimate the manpower need of the organization over the period
covered.
 Keeping in view the objectives/targets and future needs of the

department, the Company Heads of each business function will
make a Manpower Requirement Forecast of his Company for

the period under review. This document shall be prepared
along with the quarterly capex and opex budget.
 Proper justification will be required for each requisitioned

position. Due consideration will have to be given to various
factors such as work load of existing human resources, planned
expansion of the department, external developments etc, while
developing justifications.
Quarterly Manpower budgets once approved by the Group Budget Committee are to
be submitted to Group HR within one or two days of the date of such approval.
2.2 Personnel Requisition and Recruitment:

 All recruitments shall be done on the strength of duly approved
Personnel Requisition initiated by the concerned Company for
which the position is required.
 Personnel Requisition should be in conformity with the
approved Manpower budget. Any requisition over and above
the approved budget will have to be
approved by the Chairman, Group Finance Director & the respective

Managing Director.
2.3 Recruitment Sources:

To locate suitably qualified and best available candidates from within
and as well as from outside to
fit in with the job opening in the Company.
Human Resource Department shall maintain a database of skill

inventories of its staff. Whenever a vacancy arises this database
shall be checked to identify possible internal candidates.
 Solicited / unsolicited applications from external candidates are

recorded and maintained by the Human Resource function to
cater recruitments at all levels.
 If it is considered necessary to advertise a vacancy in the press,

advertisement will be placed in the relevant newspaper seeking
applications from interested candidates for particular positions.
This would be subject to the prior written approval of the
competent authority.
Selection:
To identify and select right persons for the right job following the
recruitment process.
 The Group HR in liaison with the representative of respective

company’s HR will be responsible for scheduling interviews and
communicate the date venue and time of the interview to the
short listed candidates. The head of Human Resources will
make a list of selected candidates and prepare employment
offers for all new appointments specifying name, designation,
remuneration, probation period etc.
 The interview panel should comprise of at least three persons

i.e. head of user department, immediate supervisor and head of
Human Resources as explained in

the selection committee. They will evaluate the candidates on
Interview Evaluation Form.
Regional Office Selection

Committee:
 For grade M4 & M3 Department Head will be RGM and
immediate supervisor will be Branch Manager.
 For grade S the Department Head will be Branch Manager/Area

Manager.
2.6 Traveling Allowance (TA) for Outstation

Candidates:
 TA and DA are not payable to local candidates.
 Outstation candidates if called for interview will be paid

Traveling Allowance as under:
Manager & above: Return Economy Air fare / Executive

Daewoo fare.
Assistant Manager & below are selected at Regional Offices of

the relevant company
Probation & Confirmation:

It is important that new employees be assessed closely during their
probationary period and a conscious decision is taken regarding their
confirmation in service by the management.

 Every employee is required to serve a mandatory
probationary period. During this period the head of the user
department is responsible to monitor the probationer’s
performance.
 The Human Resource function will forward a “Probation

Performance Report” to the Head of the user’s department
once within the probationary period of the new employee.
(During the 3rd month of the probationary period).
 The head of user’s department based on the comments /

recommendation by the immediate supervisor will decide to
confirm or extend the period of probation where applicable or
terminate employment.
 The Head of HR Department based on the recommendation will

prepare confirmation or termination letters accordingly.
Orientation:
To help the new appointee in understanding clearly the Company’s
environment, values, working of their departments and work related
policies. This process ensures that new employees would settle down
comfortably in the new environment and integrate quickly
with their colleagues and co-workers. Guidelines and written

documents regarding orientation will be provided by the relevant

Human Resource Department of the company.

2.9 The Selection Process: Flow Chart
The Selection Process
Failed to meet minimum qualifications

Initial Screening HR Department /
Immediate Supervisor
Failed to complete application or failed job

specifications Completed Application
Passed
Failed to impress interviewer and / or meet Interview Criteria

job specifications Comprehensive Up to M 3 & Below
Interview 1. COO
2. Head of concerned department
3. HR Head
4. Immediate Supervisor
Passed
5. HR Coordinator
From M 2 to E
Level & compensation 1. Chairman
If declined
recommendation by relevant heads 2. Group MD & Gropu DF
& HR head and approved by Group 3. Managing Director
Heads / Chairman 4. Group Directors
5. HR Head
6. COO
Passed
Problems encountered Background Investigation

(If required )
Passed
If declined
Refer to Group HR for required
documentation
Permanent Job Offer
Reject Application

Recruitment & Selection
Process:
STEP-1 Initial Screening:
Preliminary screening interview of potentially acceptable candidates

should be carried out by the supervisor & HR representative of the
relevant department / company to determine that the candidate fulfills
the prerequisites of the available job. i.e.
 Educational qualifications
 Relevant work experience
 Suitable for proposed position
 Salary range
 Fulfills the minimum qualifications
 Passed for next step
 Failed to meet minimum qualifications
 Reject Applicant
STEP-2 Completion of the Application Form:
Applicants will complete the Application Form with the required

information and sign the application form (signing the application form
means the information given is authentic, and permission to check
references)
 Required Information:
 Personal & Job related profile of the applicant

 Completes application & meets job specifications
 Failed to complete application or failed job specifications
STEP-3 Comprehensive Interview:

Applicants will be interviewed by:
(Interview Criteria)
The interview panel should comprise of at least three persons .i.e.

head of user department, immediate supervisor and head of Human
Resources, in case of Management Staff selection. In case of Non-
Management Staff hiring (at Regional Offices) the selection criteria will
be supplied by the Human Resource Department to the DGM and
Senior Area Managers who will select the candidate after the interview
process.
 Impresses interviewer & or meet job specifications
 Failed to impress interviewer & or meet job specifications
STEP-4 Background Investigation (if required)

Background Investigation of those applicants, who are to be selected
for the proposed position should be done by HR person by contacting

the former employer etc.
 Satisfactory feedback
 Unsatisfactory feedback
STEP-5 Recommendation for Level & Compensation:
Level and Compensation recommendation by relevant Heads & HR

Head and approved by Group Heads / Chairman.
STEP-6 Head Office HR for required Documentation:

Once the Applicant is selected and offered the proposed job position.
Relevant documents will be sent to Group HR for required necessary
documentation / issuance of appointment letter as per Organization’s
policies & procedures.
STEP-7 Permanent Job Offer:

Applicant is informed by the relevant Department Head once the
appointment letter is received from Group HR for the proposed job
position.,
Note:

Total duration for the completion of the process will be 6 to 8
working days.

3- HRM Policies
3.1 CONFIRMATION OF EMPLYOMENT
Policy by Worldcall Telecom:
3.1.1 Policy:
All employees of FCSC/Worldcall Group shall serve a probationary
period (as per appointment letter) before he/she is confirmed as a
permanent employee on the basis of his/her performance during the
probationary period of three months.
3.1.2 Objective:
The probationary period provides for assessment of employee’s
professional competence, performance, and overall suitability to
successfully meet position requirements and standards.
It likewise provides the employee with an opportunity to determine

whether the position meets his/her expectations or not.
During the probationary period, the performance of the employee is

required to be monitored carefully.

Confirmation Procedure and Time Schedule:
Responsibility Activity Time Schedule

HR To forward, Confirmation 2 weeks to
Notification Letter and
confirmation
Probationary Progress Report
to Immediate Manager for
his/her remarks.
Immediate To evaluate the performance Before 1 week to
of the employee on the
Supervisor confirmation
Probationary Progress Report.
Immediate Get final approval from Before 1 week to
GM/DGM or Head of the
Group/Department on the
Probationary Progress Report.
Immediate Send completed forms to HR. Before 1 week to
Confirm the employee only if
the performance ratings are
as per policy.
HR Date of
Issue confirmation letter
including Salary Revision (if Confirmation
any) along with other related
aspects.
Or Issue
Warning/Termination letter

3.2 Gratuity Policy
3.2.1 Policy
Gratuity policy is applicable to all permanent employees of the Group,
who have completed their probation period. Gratuity will pay to those
employees of group who were involved in any beneficial activity for the
organization through out their services career. After leaving or
resigning from company employee will be awarded by the gratuity
money, which will be a share (of organizational benefit) in terms of
percentage decided by higher management.
3.2.2 Objective:
Gratuity can be a source to develop employee’s interest towards better

performance. As it is a reward of any task which is in organizational
benefit.

3.3 Leave Policy
3.3.1 Policy
All permanent employees of organization can avail leave from work according to the
rules and regulations of company.
3.2.2 Objective
The company grants annual paid leave to all its confirmed employees
to allow periods of rest and relaxation, which will benefit the employee
both mentally and physically.
3.3.3 Leave Rules

 Leave will not be granted before completion of One year’s service with the Company.
 All un availed annual leave standing at the credit of employees shall lapse at the year-
end i.e. 31st December.
 All festival and gazette holidays falling during leave period will be reckoned as part of
leave.

 Annual leave shall not be granted on more than two occasions in a year with
minimum quantum of one week at a time.
3.4 Cellular Phone Policy
3.3.1 Policy
FCSC/Worldcall Group will give the cellular phones to its manger level and above employees on
company’s own expense.
3.3.2 Objective
Cellular phones are allotted to respective employees with an aim to
facilitate fast and effective communications consequently achieve
company’s objectives.
3.3.3 Entitlements:
 Manager level and above can purchase Cellular Phone on more than the limits provided
by the company. He/She will have to inform the respective HR / Administration
department and to pay the exceeding amount accordingly.

 Employee will carry out utmost care of the Cellular phone. In case an
employee loses the Cellular phone set, replacement of the Cellular Phone will be
responsibility of the employee.
 The Cellular Phone will remain with the employee and will only be replaced either on
the promotion (if he/she is entitled for higher limit) or any change in the Cellular Phone
Policy.
 The relevant Administration Department will be responsible for maintaining Cellular

Phone Inventory.
3.5 Medical Policy
3.5.1 Policy:
First Capital / Worldcall Group strive to provide medical coverage and
assistance in overcoming any health issues pertaining to the
employees.
3.5.2 Objective:
To ensure employees that organization is not concerned to work &

performance only but take care of its employee health as well.

3.5.3 Eligibility
The following will be eligible under the medical policy.
 All Permanent employees who have completed probationary

period with the company successfully.
 Employees joining any time between fiscal year (July to June) will
get OPD benefits on pro rata basis. If an employee has availed
the full facility of OPD during the year and due to any reason
he/she leaves the company, the company will deduct the amount
of OPD facility which he/she has taken in advance.
3.6 Late Coming Policy
3.6.1 Policy:
In all cases of late comings on more than two occasions in a month, a
letter will be issued by the Human Resource Department to the
concerned employee stating the dates when he was late with
appropriate advice and on third occasion wages of a day will be
deducted from his /her monthly wages
3.6.2 Objective:

To create a timely & accurate working environment for work.
3.6.3 Procedure:
The Daily Attendance Sheet will be removed from the reception at 9:15
hrs. (After 15 min of grace time)
All those reporting after 9:15 hrs shall sign the sheet at admin section
and write their arrival time.
The admin section shall note and record the late comings.
3.7 Car Policy
3.7.1 Policy:
Only eligible employees will be provided with a vehicle as per
his / her entitlement upon joining.
3.7.2 Objective:

To provide conveyance facility to eligible employees, so that they
can perform their official duties efficiently and effectively.
3.7.3 General:
 All company cars provided to eligible employees will remain in

the company’s name.
 Employees driving company vehicles must possess a valid

driving license and submit a copy of the same to the HR
department.
 All traffic related violations would be the responsibility of the

employee.
3.8 Travel Policy

3.8.1 Policy:
All expenses incurred should be within reasonable limits,
commensurate with the nature of business and capacity in which the
employee represents the company.
3.8.2 Objective:
To provide employees with overseas / local traveling facilities and
entertainment expenditure incurred by the employee on company’s
business.
3.8.3 General:
Travel Advances:
All travel advances must be settled by submitting the expense
statement within seven days after conclusion of the visit. Receipts and
supporting documents should be attached with all expenses.
Expense Statement:
Expense statement should be initiated by the concerned employee
verified by the department head and approved by the Chairman /
Managing Director / COO / Group Director.
3.9 Over Time Policy

3.9.1 Policy:
Employees who work on off days like Saturday & Sunday will be paid
according to their wages (equal to one day) depending on the extra
days they work in a months
3.9.2 Objective:
To complete work on time with extra efforts and giving benefits to
employees as well of their labors.
3.10 Fuel Policy

3.10.1 Policy:
Worldcall Group is facilitating its all employees with fuel as per
designation.
3.10.2 Objective:
Organization is giving fuel to its all employees to motivate them in
order to get maximum output in shape of individual’s productivity.
3.10.3 General:
 All Permanent employees who have completed probationary
period with the company successfully will have this benefit.
 Company will make calculation of fuel in liters (with current rate).
 Any month’s fuel claim will not be forwarded with next month
fuel claim.
 Fuel claim will be exempted from Tax.

World Call Telecom

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World Call Telecom

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1- History of Organization

In 1996 First Capital Securities

In 1999 Worldcall Telecom Lanka established the Groups' first overseas

In 2000 Worldcall Multimedia established a Hybrid Fiber Coaxial (HFC)

A Complete HRM System