Job Evaluation at PTCL

Job Appointment Data

Job Title: Assistant Manager HR Scale/ Grade: BPS- 17 Department: Human Resource Supervisor: Manager HR Organization: PTCL Regional Office Gujranwala

1. Introduction
PTCL is the largest telecommunications provider in Pakistan. The company maintains a leading position in Pakistan as an infrastructure provider to other telecom operators and corporate customers of the country. PTCL is going to be your first choice in the future as well, just as it has been over the past six decade. PTCL is the largest and solely land line based communication system in Pakistan. PTCL is the giant of Pakistan telecommunication industry and enjoying the monopoly.

2. Overview of the PTCL

1947 1962 1990-91 1995 1996 1998 2000 2003 2005 Post and telegraph Dept. established Pakistan telegraph & telephone Dept. Pakistan telecom corporation About 5% of ptcl assets transferred to PTA,FAB & NTC PTCL formed listed on all Stock Exchange of Pakistan Mobile & internet subsidiaries Telecom policy finalized Telecom deregulation policy announced 26% Shares by Etisalat UAE through open bidding

3. Vision of PTCL
To be the leading Information and Communication Technology Service Provider in the Region by achieving customer satisfaction and maximizing shareholders' value

4. MISSION 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

5. Core Values
Professional Integrity Customer satisfaction Team Work Company Loyalty Corporate Information

6. Organizational Structure of PTCL

An organization structure clarify the roles of personnel of an organization and to determine who has to do what task, what objectives are to be achieved. It clarifies reporting channel and removes confusion and uncertainty of job assignment. Decision making and communication networks are aligned for achievement of organization objectives. The head of Pakistan telecommunication Company Limited is called President then come the SEVP ( Operations), SEVP ( Technical), and SEVP ( Human Resource Management), SEVP (Marketing and Business Development). Then there is chain of Executive vice presidents.

President & CEO

Business Zone
North, Islamabad Regional GM SEVP Regional GM NTR-I

Business Zone
Central, Lahore Regional GM LTR-South SEVP Regional GM FTR -

Business Zone
South, Karachi Regional GM STR-II Karachi SEVP Regional GM STR-I Hyderabad

ITR-

Islamabad
Regional GM RTRRawalpindi Regional GM HTRAbbottbad

Peshawar

Lahore
Regional GM LTR North Lahore

Faisalabad
Regional GM GTR Gujranwala

Regional GM NTR-II D.I.Khan Regional GM AJK / NAMuzaffarabad

Regional GM STR-III Karachi Regional GM STR-IV Karachi

Regional GM STR-V Sukkur

Regional GM CTR- Raiwind

Regional GM MTR Multan

Regional GM WTR Quetta

GM Support functions BZ-N, Islamabad

GM Support functions BZ-C, Lahore

GM Support functions BZ-S, Karachi

7. Organizational Structure of PTCL- Regional Office Gujranwala

Regional office is located at Dsaka Road Gujranwala. It is part of PTCL central zone Lahore and looking after cities like Sialkot, Shakeghar, Daska, Wazirabad, Ghakar and Narowal. Regional office is responsible to give services to Domestic, Corporate and Industrial customers of this region. Office has various departments, which are looking after services of organization. Organization is directly under command Lahore Zone. The total number of Employees in Gujranwala Region is 2300. They are being managed by concerned Managers and supervisors. Since last 15 years, PTCL has incorporated HR Department in their Organization. HR Department is playing significant roll in success of organization. Head, Zonal and Regional offices have HR Specialists, who are working in close coordination for achievement of Business goals.

8. Functions of HR department- Regional Office Gujranwala

PTCL HR department reviews all the developmental plans and long term policies to create an effective employees development program, appropriate compensation and benefit plan and good governance model in line with statutory requirement and best practices. It ensures implementation of HR policies and procedures and their alignment with strategic vision and core objectives of the company.

9. Hierarchy of HR Dept in the PTCL GTR (Total Employees-19)

Senior Manager HR

Personal Assistant

Manger HR

Manger Administration 6 clerks are working under the Admin.

Asst. Manager Welfare

Asst. Manager MIS

Asst. Manager HR

Asst. Manager Admin

Clerk

Clerk

Clerk

Clerk

Clerk

Clerk

10. Job Evaluation at PTCL Gujranwala

In this report, we have tried to high light aspect regarding Job Evaluation process of PTCL. We have evaluated Job Design of Assistant HR Manager at Regional Office and that has been compared with JD of Senior HR Manager. The difference in tasks and duties do high light diffractions in both appointments, which leads to ranks and grades in PTCL. These variations in JDs do affect HR practices in regards to Recruitment & selection, Performance appraisal, Reward & Benefits and Training & Development of Human Resource.

11. Job Comparison between HR & Assistant HR Manager a. Appointment Details

S/NO

Details
Department Organization Reports To Direct Reporting Grade/ Scale

HR Manager
HR PTCL Regional Office GTR Senior Manager HR 9 BPS- 18

Assistant HR Manager
HR PTCL Regional Office GTR Manager HR 3 BPS- 17

1 2 3 4 5

b. General Education and Experience

S/NO Details 1 Education 2 Experience

HR Manager
MBA (HR) HR Dept (9 to 10 Years)

Assistant HR Manager
MBA (HR) HR Dept (4 to 5 Years)

c. Duties and Responsibilities

S/NO

HR Manager
Recruitment & Selection a. Forecasting b. Supervision of R & S Training and Development a. Identify Trg Need Assessment b. Developing & Implementing Plan

% Time

Assistant HR Manager
Recruitment & Selection a. Assist in Forecasting b. Assist in R & S Training and Development a. Trg Need Assessment b. Development of Trg Plan c. Implement Trg Plan d. Trg of New Employees e. Conduct Internship Programs

% Time

15%

25%

15%

30%

5 6

Reward & Compensation a. Review of Compensation Plan b. Reward Management Performance Appraisal a. Developing Performance appraisal System b. Identification of High Performers Policies Implementation and Feedback Welfare (Retd Employees) a. Supervision Management Information System a. Workability of system b. Updating and Accuracy HR Advisory role a. Vertical b. Horizontal

10%

15%

Performance Appraisal a. Develop Performance appraisal Forms b. Assist Line Managers Policies Implementation and Feedback

15%

15% 5%

15%

10%

15%

HR Advisory role a. Horizontal

15%

c. Skills and level of Expertise

S/NO

Skills
Interpersonal Decision Making Problem Solving Strategic Orientation Strategy Evaluation Strategy Implementation Analytical View Mentoring Business Process Understanding Computer Handling

1 2 3 4 5 6 7 8 9 10

HR Manager (Skill Level) Professional Professional Professional Professional Advance Professional Professional Professional Professional Professional

Asst HR Manager (Skill Level) Advance Advance Advance Advance Intermediate Advance Intermediate Advance Advance Advance

12. Conclusion
As we know that job evaluation is important responsibility of HR specialist and that is done through systematic process. Job specification and Job Description leads to successful completion of this process. We have to carry out in depth study of Knowledge, Skills and Competencies. Through that process JD,s are evolved and that is an helpful tool for implementation of Grads and Compensation Packages. In this assignment we have carried out Job Evaluation of Asst HR Manager and compared it with HR Manager. This assignment gives us clear picture regarding variation in Task, Responsibilities and level of skills. Therefore we can understand Grade/ Scale difference between both appointments.