project report,ptcl 2

8/6/2019 Project Report,PTCL 2

1/20

Project Title: Pakistan Telecommunication Company Limited

Submitted to : Ms Sonia

Project management

Submitted by : Amir shehzad

Adnan khan

Yawar miraj

Hamayun khan

B.B.A, 5th Semester, Group c

Date : April 19, 2011

Institute of Management Sciences, Peshawar, Pakistan


2/20

Acknowledgement:

To Him belongs the dimension of the Heavens and the earth, it is He who gives LifeAnd death and He has power over all things.

(Al-Quran)

First of all we would like to thanks to Allah who has empowered and enabled us to accomplish

the task successfully.

We also want to show our gratitude to our loving parents and humble teachers who make us ableto be at this position.

Bundle of Thanks to our honorable teacher

Ms. Sonia ismat, who give us a chance to enhance our abilities and skills.


3/20

CONTENTS

Acknowledgement:................................................................................................................................................... 2Executive Summary: ................................................................................................................................................ 5Objectives:...................................................................................................................................................................... 6Research Methodology: ......................................................................................................................................... 6

Primary Data Collection ................................................................................................................................... 6Secondary Data Collection .............................................................................................................................. 6

Introduction, History, Vision and Mission of PTCL: ............................................................................. 7Introduction: ............................................................................................................................................................ 7History:........................................................................................................................................................................ 7Vision and mission ............................................................................................................................................... 7

Vision:.................................................................................................................................................................... 7Mission:................................................................................................................................................................... 8

Core Values:.............................................................................................................................................................. 8HRM PLANNING: ...................................................................................................................................................... 8Job Analysis:.................................................................................................................................................................. 8

Purpose ofJob Analysis..................................................................................................................................... 9RECRUITMENT: ......................................................................................................................................................... 9Recruitment procedure ................................................................................................................................ 9

Recruitment methods: .................................................................................................................................... 10Internal Recruitment: ................................................................................................................................. 10External recruitment: ................................................................................................................................. 10Quota System: .................................................................................................................................................... 10

Selection:.................................................................................................................................................................... 11Selection criteria: .............................................................................................................................................. 11

Interview Methods:............................................................................................................................................ 12Structured interview and Unstructured Interviews: ........................................................ 12

Format ofJob description: ........................................................................................................................... 13Job Components .................................................................................................................................................... 13Training institutes of Ptcl: .......................................................................................................................... 13Types of local training:................................................................................................................................... 14


4/20

Pre service training: .................................................................................................................................... 14On the job training: ....................................................................................................................................... 14Pre promotion Courses: ............................................................................................................................ 14Computer Training: ...................................................................................................................................... 14In Services Courses:...................................................................................................................................... 14Technical short Courses: .......................................................................................................................... 14Prohibition period: ....................................................................................................................................... 14

TRAINING STAFF .................................................................................................................................................. 15CAREER PLANNING AND DEVELOPMENT .......................................................................................... 15

EDUCATIONAL LEAVE .................................................................................................................................. 16PRIORITIES FORFORMAL EDUCATION.......................................................................................... 16

MANAGEMENT DEVELOPMENT TECHNIQUES ............................................................................... 17Job Rotation: ....................................................................................................................................................... 17Serving on Committees:............................................................................................................................. 17Executive Committee: ................................................................................................................................. 17Outside Experience:...................................................................................................................................... 17PSYCHOLOGICAL TESTS & ASSESSMENTS: .................................................................................. 17

PERFORMANCE APPRAISAL ......................................................................................................................... 17Performance Appraisal Methods ............................................................................................................ 18Rating Scale: ............................................................................................................................................................ 18Compensation and Rewards: ..................................................................................................................... 18

Compensation: .................................................................................................................................................. 18Financial Rewards:........................................................................................................................................ 18Medical BENEFITS:.......................................................................................................................................... 19


5/20

EXECUTIVE SUMMARY:

This project is about a Pakistan well known and largest telecommunication company

named as Pakistan telecommunication Company limited ( PTCL ). In this project we have

covered almost all the Human Resource practices starting with the company brief

introduction its mission, vision and core values. Further there is some information about

the practical work at Ptcl while dealing with Human Resource (HR). Here, with more focus

on job analysis because almost all HRM activities are tied to job analysis and it is the

starting point for sound HRM.

Beside this, there we have examined the recruitment process, its procedure and variousmethods used by ptcl according to nature and importance of job. Also different selection

methods for screening out the best applicants and then appropriate orientation and

training period are introduce for them so that Ptcl employees become more productive and

stable.

At the end there are some employee development methods for potential candidates by

sending them for training purposes to different countries like France and other foreigncountries. Also providing other compensation plans, rewards on the basis of the

performance appraisal system.


6/20

OBJECTIVES:

The most fundamental objective of this project was to see practical implementation of allthe theory which we have studied in our book.

RESEARCH METHODOLOGY:

The research techniques that are adopted for the purpose of this study are as follows:

PRIMARYDATA COLLECTION

Formal Interviews

Informal Interviews

The formal interviews include people from the top management of Ptcl and the informal

interviews included people from middle and lower management of Ptcl.

SECONDARYDATA COLLECTION

Internet Search

www.ptcl .net.pk

Newspapers

Reference books and other literature

Annual reports of the organization.


7/20

INTRODUCTION,HISTORY,VISION AND MISSION OFPTCL:

INTRODUCTION:

Pakistan Telecommunication Company Limited is the largest telecommunication companyin Pakistan. This company provides telephony services to the nation and still holds the

status of backbone for country's telecommunication infrastructure despite arrival of a

dozen other telecoms including telecom giants like Telenor and China Mobile. The company

consists of around 2000 telephone exchanges across country providing largest fixed linenetwork. GSM, CDMA, Broadband Internet, IPTV, wholesale data and backbone services are

other major resources of PTCL, making it a gigantic organization.

The Government of Pakistan sold 26% shares and control of the company to Etisalat in2006. The Government of Pakistan retained 62% of the shares while the remaining 12%

are held by the general public.

HISTORY:

From the beginnings of Posts & Telegraph Department in 1947 and establishment of

Pakistan Telephone & Telegraph Department in 1962, PTCL has been a major player in

telecommunication in Pakistan. Despite having established a network of enormous size,

PTCL workings and policies have attracted regular criticism from other smaller operators

and the civil society of Pakistan.

Pakistan Telecommunication Corporation (PTC) took 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 pay-phones, paging and, lately, data communication services.

Pursuing a progressive policy, the Government in 1991, announced its plans to privatize

PTCL, 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. Thesevouchers were converted into PTCL shares in mid-1996.

VISION AND MISSION

VISION:

The PTCL Training and Development wing will be a center of excellence in training services

and consulting that works in close partnership with its internal/external clients to build

competencies that achieve business goals.


8/20

MISSION:

To provide a learning environment and tools to help our customers reach their full

potential.

CORE VALUES:

y Open and free exchange of information at all levels.y Continuous learning.y Learners are active participants in all aspects of the training process.y Search for innovative PEOPLE DEVELOPMENT solutions.

HRMPLANNING:

Before moving towards the Recruitment and selection first of all we should knowthe HRM planning and job analysis of PTCL and it includes the following steps:

Conduct job analysis and based on the outcomes of the job analysis, write job

descriptions.

Organizational restructuring and right sizing

Design and implement a performance management system

Provide current information regarding employees to be used in the decision

making process

Conduct HRM research with the aim of solving problems in the organization

Integrated employee data management (HR MIS)

JOBANALYSIS:

Job Analysis is a process to identify and determine in detail the particular job duties andrequirements and the relative importance of these duties for a given job. Job Analysis is aprocess where judgments are made about data collected on a job.

In ptcl the most popular concept which is The Job; not the person is also applied. And

important concept of Job Analysis is that the analysis is conducted of the Job, not the

person. While Job Analysis data may be collected from incumbents through interviews or


9/20

questionnaires, the product of the analysis is a description or specifications of the job, not a

description of the person.

PURPOSE OFJOBANALYSIS

The purpose of Job Analysis is to establish and document the 'job relatedness' of

employment procedures such as training, selection, compensation, and performance

appraisal.

RECRUITMENT:

Recruitment is process of attracting a qualified po ol of candidates and discouraging

unqualified applicants for organizational actual or anticipated vacancies.

Q: From where fresh recruitment of the professional are made in PTCL?

Ans: Fresh recruitment of professional are only being made in areas like.

Technical

Human Resource (HR expert, HR Managers)

Finance & Accounts

Business development & marketing

Information technology (IT Professionals)

RECRUITMENT PROCEDURE

The recruitment procedure of PTCL is as follows:

1. First position or vacancy is announced in the electronic media and printmedia through Internet and newspapers respectively.

2. Then applications are scrutinized as per specification in the job descriptionand job specification.

3. Candidates are being short-listed.4. The next step is Test of short-listed candidates.5. The next step of the PTCL recruitment process is the interview.

They usually conduct a structured and semi-structured interview for the

candidates.


10/20

6. Last but not the least is the verification of the documents.

RECRUITMENT METHODS:

There are basically 2 methods at PTCL frequently carried out when desired, these

methods are as follows:

1. Internal Recruitment2. External Recruitment

INTERNAL RECRUITMENT:

In this method the candidates are recruited within the PTCL. It is a search mode inwhich 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:

Online Recruitment:

This done through the ptcl web site

Use of Print Media (Newspapers)

QUOTA SYSTEM:

There is a percentage reserved by each quota differentiated on the basis of Genderand Province.

Punjab 50%

Sindh 20%

Baluchistan 10%

Khyber Pakhtun Khawa 17%

Women 5%


11/20

Handicapped 2%

Child Labor Nil

SELECTION:

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.

SELECTION CRITERIA:

These are the following steps carried out by PTCL in order to meet selection.

The diagrammatic presentation is as under:

Recruitment

(advertising jobsspecification and

description)

Application

(online and forms)

Screening and

application


12/20

test

interview

INTERVIEW METHODS:

The interview method depends upon situation and condition but there are three

types of interview but two of them are and were in focus of ptcl while carrying outthe selection process.

These three methods are:

Structured methodUnstructured method

Stress interviews

But in ptcl the first 2 are normally used

STRUCTURED INTERVIEW AND UNSTRUCTURED INTERVIEWS:

Structured interview are those which are preplanned and predefined in order to

check skills, abilities, knowledge, behavior and required potential of the candidate.

While,

Unstructured interviews are not preplanned and predefined but are based on the

conditions and possibilities.

Joining letter


13/20

FORMAT OFJOB DESCRIPTION:

Purpose of the job

Role and functionDimension of the job

Annual operating budget of the unitNumber of client serve

Number of directly reports

Indirectly reports

Specifically accountabilities of job

Job responsibility

Performance standards

How is the performance of this job measured?

JOB COMPONENTS

Communication

Initiative

Challenges

AdaptabilityTeam work

Guide linesNature of supervision received

LeadershipResponsibilities

TRAINING INSTITUTES OFPTCL:

One national postgraduate institute of telecom and informatics.

One telecommunication staff college Haripur

Two regional telecom training schools Lahore and Karachi

Nine regional telecom training schools in Peshawar, D.I. khan, Gujranwala,

Faisalabad, Multan, Sialkot, Quetta, and Hyderabad.

Fifteen divisional telecom training centers j


14/20

TYPES OF LOCAL TRAINING:

PRE SERVICE TRAINING:

As its name shows that it is the training before the job. These trainings are forassistant divisional engineers, engineers and supervisors.

ON THE JOB TRAINING:

This type of training is beneficial for mo re technical staff.

PRE PROMOTION COURSES:

With the promotion the scope o f work changes or enhanced thats why this trainingprogram is designed to do job smoothly

COMPUTERTRAINING:

This kind of training is given mostly new employees to get them familiar with the it

skills as used in ptcl.

IN SERVICES COURSES:

This kind of the courses is designed for linemen, cable jointers and technicians.(2

years normally)

TECHNICAL SHORT COURSES:

There are short course in the ptcl which are given to the employees to know about

the new technology environment and methodology.

PROHIBITION PERIOD:

Prohibition period is the time in which the organization trained the employees

before getting them onto the jo0bs.

In ptcl normally trained the employee for six months

And for engineers it is about 2 years.


15/20

TRAININGSTAFF

In order to train the employees at different schools and training centers, training

staff is hired and mostly the training staff consists of trained employees which areused as instructors.

CAREERPLANNINGANDDEVELOPMENT

Company and Employees are partners in career management

Company provides assistance in improving the employees skills and capabilities

Financial Assistance

Educational Assistance

Encourages opportunities for higher education in foreign countries on scholarship

Foreign training to improve technical skills

Post graduation in telecommunication

Local training SCHOLARSHIP STUDIES:

The method to apply for scholarship is as follows:

Educational

Level


16/20

Application forforeign education

Selection committee

recommendation

EDUCATIONAL LEAVE

Educational leave without pay is for 5 years for PTCL employees.

PRIORITIES FORFORMALEDUCATION

As PTCL is in Contract with one of the worlds leading Telecom Companies like

Siemens and Ericson so they are on

priorities to PTCL because PTCL i s using and buying exchanges manufactured

by these companies. So in order to meet the challenges of new technology

transferred by these companies PTCL send its employees to Sweden, Germany

&France on a course of 9 months.

Along with that PTCL also buy exchanges from China and in this way PTCL workers

work with Chinese Expertise that is also a sort of career development and

experience for PTCL employees.


17/20

MANAGEMENTDEVELOPMENTTECHNIQUES

JOB ROTATION:

To widen the managers perspective about o rganization

SERVING ON COMMITTEES:

To observe interpersonal working of experienced executives

EXECUTIVE COMMITTEE:

It serves as junior board for investigating problems, preparing reports and

proposals

OUTSIDE EXPERIENCE:

It includes Workshops, Seminars and

Conferences for enchaining skills and capabilities of the managers

PSYCHOLOGICAL TESTS &ASSESSMENTS:

According to DE of HRM&P, there are no Psychological Tests of the PTCL butaccording to his information they are adopting modern techniques so in near

future there will be such tests carried out in the organization.

In case of assessments they are on the skills, behavior, performance and expertise

of a person. After every 6 months and 1-year they carry out Performance checks

and publish annual performance reports.

PERFORMANCE APPRAISAL

To measure the performance there are few methods which an organization have to

follow, in the case of PTCL Absolute performance appraisal is fallowed. Their main

objectives are as follow:

Improvement in Performance,


18/20

Effectiveness, Efficiency, Productivity, Motivation,

Pay and Benefit Adjustments

Training & Development Needs,

Career Planning & Development with Personal and Employee Development

PERFORMANCEAPPRAISAL METHODS

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 includes,

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 AND REWARDS:

COMPENSATION:

It is a system in which an employee is rewarded on the effective and efficientrequired performance.

PTCL has a very organized and effective compensation system according to the

rules and regulations of Government of Pakistan. They are offering 30% more pay

then other GovernmentOrganizations.

FINANCIAL REWARDS:


19/20

The rewards, benefits, allowances that are offered by PTCL for its employees and

workers as well as officers are as follows:

Pension 60% to 65% of basic pay

Disability Pension as per Government Rules

Death Benefits Funeral amount + 5-6 month pay

Loan Facility

Car & motorcycle loan loan will be deducted from monthly salary

ProvidentFund 8.25% of salary + interest of 15%

NON-Financial Rewards

Company provides maintenance of Employees car & motorcycle

Pick & Drop Busses are used for this purpose

Accommodation Own flats for lower staff (1 15 th grade)

Colonies and full furnished houses for high rank officers and Top

management (17th21st Grade).

Leave Policy

It is up to the mark of Government rules and regulations.

Leave policy contains:

Holiday Friday is half day and Sunday is off

Earned Leaves 45 per year

Casual Leaves 20 leaves per year (with Pay)

Maternity Leaves 120 days

MEDICAL BENEFITS:

PTCL also give medical benefits to its workers and employees.


20/20

PTCL employees have free medical treatment. In all over PTCL employees have free

medical treatment. In all over the Pakistan there are 38 dispensaries which are

working and providing free treatments to PTCL employees. This benefit is

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.

Thanks for your precious time and valuable data to perform our project successfully.

project report,ptcl 2

Documents