kalsoom dilawar
DESCRIPTION
Group Members. Moqeet Ahmed. Kalsoom Dilawar. Malka Nisar. Mehwish Asgher. Waqar Ali. HR Policies and practices. PTCL. Presentation Format. Introduction about company Objectives Human Resource Management Recruitment and selection Orientation Training and Development Compensation. - PowerPoint PPT PresentationTRANSCRIPT
Kalsoom Dilawar
Moqeet Ahmed
Malka Nisar
Mehwish Asgher
Waqar Ali
Group Members
HR Policies and practices
PTCL
• Introduction about company• Objectives• Human Resource Management• Recruitment and selection• Orientation• Training and Development• Compensation
Presentation Format
• Ptcl is in existence over the past six decades• The company provides telephonic services nation-wide
and is the backbone for country's telecommunication infrastructure despite arrival of a dozen other telecommunication companies
• The company operates around 2000 telephone exchanges across the country
• Originally owned by the Government of Pakistan, this holding has been reduced to 62% since 2006, when 26% of shares and control was sold to Etisalat - and the remaining 12% to the general public
Introduction to PTCL
• Since the establishment of Pakistan in 1947 PTCL has been the major player.
• It established and worked under PTC act 1991.• In 1994 it issued six million vouchers
exchangeable into 600 million shares• PTCL was listed on all stock exchanges of
Pakistan till 1995 • These vouchers were converted into PTCL
shares in mid-1996.
History of PTCL
• PTCL launched its mobile and data services subsidiaries in 2001 by the name of Ufone and PakNet respectively.
• In 2005 Government of Pakistan decided to sell 26 percent of this company to some private corporation.
History of PTCL
• Evo• BroadBand• GSM• Smart Tv• V fone
Products offered
• To be the leading Information and Communication Technology Service Provider in the region by achieving customer satisfaction and maximizing shareholders' value.
Vision statement
To achieve our vision by having:• An organizational environment that fosters
professionalism, motivation and quality• An environment that is cost effective and quality
conscious• Services that are based on the most optimum
technology• "Quality" and "Time" conscious customer service• Sustained growth in earnings and profitability.
Mission statement
• Professional Integrity• Customer Satisfaction• Teamwork• Company Loyalty
Core Values
• Profit maximization• Differentiation • Cost leadership ( for the time being)• Retain customers• Best and affordable service
Objectives
Following are the needed competencies for achieving companies objectives
• Employees behavior• Skill and experience• Networking • Loyalty
Needed competencies
Board Of Directors
CEO
Project Director
Marketing&
Sales
FinanceInformation SystemCustomer Care Engineering
Quality Assurance
Information technology
HR&
Admin
Organizational structure
• Marketing Department• Finance Department• Human Resource Department• Customer Care Department• Information System Department• Engineering Department• Information Technology
Departmental Division
• Job Analysis• Recruitment and selection• Training and Development• Performance evaluation and Appraisal • Compensation
Human Resource Functions
Job analysis is the exploration of activities related to job. It is a basic task to be performed for efficient recruitment.
Job Analysis
In Ptcl job analysis is done through procedure manuals• They do forecasting for future turnover.• After forecast they analyze where they have vacancy
either it is in HQ, Region, CCS or somewhere else?• They collect data from managers, supervisors as well
as their own inputs• They collect data through interviews, informal
questions about the job and observation.
Job Analysis at PTCL
They do job analysis to analyze that: • What type of work job requires?• Which activities should be performed?• What competencies we need for the job?• What kind of person should we hire for the
job?
Job Analysis at PTCL
After analysis of job they write job specification taking following things under consideration
• Skills Required• Qualification• Experience • Personality and Behavior
Job Specification
After job specification they move towards job description and write details of duties and responsibilities, working conditions and other main aspects.
Job Description
Human Resource Planning
Internal Candidates
External Candidates
Human Resource Planning
For internal candidates• Promotion• Job Posting • Succession Planning
Internal Candidates
External Candidates
Human Resource Planning
For External Candidates• Internet• Advertisement• Employment Agencies• outsourcing
External Candidates
Internal Candidates:
Ptcl select their internal candidates for vacant posts by following methods:
• They use online software call PMS for performance evaluation.
• Ask from employees’ immediate boss• Or if boss nominate any employee as eligible
Recruitment and Selection
External Candidates:
For generating pool of external candidates Ptcl follows the given steps:
• Advertisement through different medias• Online submission of C.v’s ( e.g. Rozi.com) • Online prescreening for those who don’t meet
initial requirement• Then applications of short listed candidates
reaches to HR manager.
Recruitment and Selection
1st Interview:
After initial prescreening short listed candidates are called for interviews
2nd Interview:
After further short listing from 1st interview remaining candidates are called for 2nd interview
** For internal candidates there is only one interview.
Conducting Interview
Both interviews are Panel interviews• Consisting of 3 to 4 members• Members are:–Head of concerned department–Head of HR department– 1 or 2 members of Higher management
Members of higher management can be different in 2nd interview
Interview
Types of Questions:• Interview is formal and structured• Each panel member has sheet to evaluate• In 1st interview they evaluate qualification, skills
and behavior of the applicant• In 2nd interview most of questions are situational
and job related
** Questions for internal candidates are situational and job related.
Interview
Orientation:
Orientation is given to new employees according to manual/forum
• Policies, Rules and Regulations of the organization
• Duties and responsibilities to be performed• Routine Task• Communication to colleagues and immediate
boss
Training and Development
Ptcl do TNA by performance evaluation through Performance Management Software (PMS), observation or asking by employees’ immediate bosses.
Training Need Analysis (TNA)
Ptcl do TNA provides following two types of training
• On the job training• Off the job training
Types of training
It includes learning by observation• Training by supervisor• Training by colleagues• Learning by doing
On-the job Training
For off-the job training PTCL have training centers• Ptcl training center• ITC academy Islamabad
From recent 3 years their own former or existing employees give training to new employees
After training they also evaluate the difference in performance
Off-the job Training
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• HRRS• Third party Radar
Outsourcing
Compensation
• Structured pay Plans• Increase salary once in a year• Increments are based on experience• Bonuses on performance• Allowances
Salary Plans and Incentives
• Free internet service • Free telephone facility at office and home• Transport facility • Medical facility• Accommodation facility
Facilities