PTCL Company Report

Pakistan Telecommunication Company Ltd
Pakistan telecommunication Company LTD
Recruitment and Selection
Group Name: Mahnoor Javaid, Tayyab Ali, Hafiza Noor Fatima
Roll No: 19-BBA-22, 19-BBA-24, 19-BBA-25
Submitted to: Mr. Muhammad Azam Waqar
Subject: Organizational Psychology
Date:
School of Business management
NFC institute of Engineering and Fertilizer research Faisalabad
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Table of contents
Title
Acknowledgement 5
1. Introduction of PTCL 6
2. History 6
3. Mission, Vision, Values 6
4. Headquarter 7
5. Product and Services 8-10
• Services for Business
• Carrier Services and wholesale
• Services Home and Personal life
6. PTCL Directors 11
7. Organizational Structure 12
8. The Formation of HR Department 13
9. Division AT PTCL 13
10. Human Resource Planning 14
11. Job Analysis 14
• Why job analysis is is done?
12. Job Analysis at PTCL 14
13. Job Analysis Outcome 15-16
 Job Specification
 Job Description
14. Recruitment 16
15. Goals of recruitment 16
16. Purpose and importance of Recruitment 17
17. Recruitment policy At PTCL 17
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18. Recruitment Procedure 18

19. Methods of recruitment process of PTCL 18
 Internal Recruitment
 External Recruitment
20. Outsourcing 19
21. Selection 19
22. Selection Process 20
23. Interview Method 20
 Structured Interview
 Unstructured Interview
24. Competency based interview 21
25. Training need assessment 21
26. Training Process 21-22
 On-The-Job Training
 Off-The-Job Training
27. Orientation 23
28. Communication and its effect on productivity 23-24
29. BCG Matrix 25
30. Financial Analysis 26-29
31. Ratio Analysis 29-34
• Liquidity Ratio
• Financial Leverage Ratio
• Activity Ratio
• Profitability ratio
32. Common Size Analysis 34-42
• Vertical Analysis
• Horizontal Analysis
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33. Competitors of PTCL 43

34. SWOT Analysis 44-46
35. TOWS Analysis 47-49
36. EFE Matrix 50
37. CPM Matrix 51
38. IFE Matrix 52
39. QSPM Matrix 53
40. Feasibility Report 54-55
41. HRIS System of PTCL 56-58
 Reasons behind the adoption of HRIS
 Background of HRIS
 Components of HRIS
 Constraints in the adoption of HRIS
 Did HRIS work well for PTCL?
42. Conclusion 59
43. References 60
ACKNOWLEDGEMENT:
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“To him belongs the dimension of the Heavens and the earth, it is He who gives Life and
death and He has power over all things”
(Al-Quran)
All praise to Allah: who has given us the power to execute the project, Firstly, we would like
to thank Allah who helped us so much in all the problems during our project.
We would also like to show our special thanks of appreciation to our Organizational
Psychology teacher “Mr. Muhammad Azam Waqar” for their able guidance and support in
completing our project.
Then we would like to thanks our friends and family who have helped us with their
suggestions.
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1. INTRODUCTION OF PTCL
With a working capacity of 56000 and 5.7 Million customers, Pakistan Telecommunication
Company LTD (PTCL) is the biggest landline, the Internet, and other telecom services of
Pakistan. Pakistan. PTCL is the most reliable company that provides all telecommunications
services to consumers and businesses.
2. HISTORY:
At the time of Pakistan's existence, there was only the department of Post and Telegraph
(P&T) that provided telecommunications services. The department provides services to only
seven telegraph offices throughout Pakistan. In 1962, the Telegraph and Telephone
Department (T&T) was formed. In 1990 Telephone and Telegraph (T&T) was changed into
Pakistan Telecommunication Corporation (PTC). It owns a legal identity, and is completely
alienated from the Government of Pakistan.
The PTC supplement is divided into four units.
 Pakistan Telecommunication Company LTD PTCL

 Pakistan Telecom Authority (PTA)
 National Telecom Corporation (NTC)
 Frequency Allocation Board (FAB)
In 1995, Pakistan's telecommunications law developed the basis for the PTCL regime. In
1996, Pakistan Telecommunication Company LTD was established. PTCL launched data
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services and its mobile in 2001 via Ufone and respectively Pak Net. After a while, Ufone
increased its market share, and Pak Net was still struggling. PTCL introduces new DSL and
PTCL direct monitoring service. The company faces major challenges, and the Government
decides to sell 26% of the shares to any private company, and Etisalat buys 26% of PTCL
shares.
3. Mission, Vision, Values
3.1MISSION:
• Improving quality and motivation
• Services rely on technology.
• Customer service that pays attention to quality and time.
• Increase profit growth
3.2VISION:
• Becoming the very significant and vital information provider, moreover Country
Communication Technology source by gaining consumer happiness and growing
the number of shareholders.
3.3 VALUES:
• Teamwork
• Happiness of consumer
• Business reliability
• Strength of Innovation
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4. HEADQUARTERS:
The headquarters of PTCL is based in G-8/4, Islamabad, led by "President". In addition, it

has local palaces such as:
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5. PRODUCT AND SERVICES
PTCL is very popular with its wireless internet services such as CharJI and EVO devices. The
EVO Wingle device can provide internet speeds of up to 9.3 MBPS in all domains. You can
also check the EVO speed through the EVO connection.
5.1SERVICES FOR BUSINESS:

• VMS
• Web hosting
• Information Management System
• Business DSL
• Audio conference
• Analogue Channels
• Safety and security
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5.2CARRIERS SERVICES AND WHOLESALE:

 Telecom Operators
 The Sky link
 Internet Protocol Services
 Interconnection Services
 White Label services
 Broadband
5.3SERVICES FOR HOME AND PERSONAL USE:

 Smart TV
 landline
 V-fone
 New Packages
 Conference Call
 Broadband like EVO Web hosting, etc.
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6. PTCL DIRECTORS
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7. ORGANIZATIONAL STRUCTURE
Board of Directors
Chief executive officer
Project Director
Marketing Customer Information Finance Engineering

and sales Care system
Admin and HR IT Quality

Assurance
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8. THE FORMATION OF HR DEPARTMENT
The HR Department was established in 1996 and was recognized in 2005. It developed a
complex computer network of human resources known as the “HRIS-PTCL” Human
Resource Information System. The Department operates under SEVP and is directly linked
to GM. The department's current functions include recruitment and planning, organizational
restructuring, HR policy development, procurement, training management, care of a company
that provides medical services to the employee.
9. DIVISION AT PTCL
• Human Resource Administration

• Training And Development
• Organizational Development
• Compensation And The Benefits
• Department Of Employee Relations
• Manpower Planning Department
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10. HUMAN RESOURCE PLANNING

• Job analysis
• Write a job description
• Organizational reorganization
• Develop and execute a performance
management system
• Give information (used for decision-making
development)
• Complete staff management research to solve
problems
• Integrated Data Management (HR MIS)
11. Job Analysis:
Job analysis is an organized way of gathering and commenting on all key work-related
information. Job analysis is a way of deciding which jobs and types of jobs and the types of
people to be considered. We can use the facts it provides to note down job descriptions and
job specifications that can be used in hiring and selection.
11.1 WHY JOB ANALYSIS IS DONE?
Job analysis was performed under the following conditions.
 When an organization is established:
When organizations are established full job information is collected through job analysis
 When new jobs are design:
When tasks are difficult to change because of new technologies, ways, or self-assessment
systems an analysis of the work is performed.
12. JOB ANALYSIS AT PTCL:
Job analysis in Pakistan Telecommunication Company limited is done through process

manuals.
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 PTCL often predicts future turnover.

 After predicting PTCL testing when they have space could it be HQ, region,
CSS, or other?
 Gather information from managers, supervisors, and their submissions.
 They combine information through interviews.
 PTCL uses SAP software.
PTCL conducts job analysis to determine:
• What category of service job requires?

• What tasks must be executed?
• What type of individual should we recruit for this job?
13. JOB ANALYSIS OUTCOMES:
13.1 JOB SPECIFICATION:
A document carrying the minimal eligibility a person must have in order to execute a duties.
After analysis PTCL write job specification.
 Educational requirement
 Qualification
 Experience
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 Personality traits
 Physical abilities
13.2 JOB DESCRIPTION:
A written statement of what an employee does, how he or she did it, and under what
circumstances.
After the job specification they proceed to the job description and record the details of the
following:
• Summary of work
• Relationships, obligations and responsibilities
• Performance standards
• Working conditions
14. RECRUITMENT:
Recruitment is the process of attracting the best and most experienced job applicants. .Each
and every organization should be able to attract an abundant number of job seekers who have
the necessary skills to help the organization achieve its goal.
15. GOALS OF RECRUITMENT:
Following are the two goals.
1. Attracting eligible applicants:
The recruitment process is used to build a pool of eligible applicants. Eligible applicants
mean those applicants who have skills that are fully suited to job requirements.
2. Discouraging nonqualified applicants:
The second goal of the recruitment is to discourage applicants who are not eligible. When
recruiting is based on cautious planning of job disruptions and job descriptions most
applicants with non-essential qualifications are removed from the list of contender who may
make the hiring process more constructive and easier.
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16. PURPOSE AND IMPORTANCE OF RECRUITMENT:

 Motivate more and more applicants to apply to the corporation.
 Make a talent pool of job seekers to permit the selection of qualified contenders for the
job.
 Determining the current and upcoming needs of the company in consultation with its staff
and job analysis activities.
 Upgrade the pool of contenders at a least cost.
 Help out to raise the effectiveness of the selection method by reducing the number of
entrants or professionals.
 Meet the companies valid and collective liability in connection with the composition of
its workers.
 Initiate and prepare suitable job applicants who will be eligible for the job.
 Enhance corporate and individual performance through a variety of recruitment methods
and resources for all types of candidates.
17. RECRUITMENT POLICY AT PTCL:
When PTCL seeks to hire staff, it establishes an assessment center. A few practical steps:
• There is an initial interview
• Invitation to the assessment center
Managers are expected to demonstrate

their technical and managerial value in day-to-day
operations to improve the work environment. Students
are tested as an example of what they will do if they
choose. When the testing center training is done, 2nd
and last interviews are held, and efforts are made to suspend baptismal contenders. This is
done to reduce profits. It takes 3-4 months to get good marks. PTCL has finally come to
terms with the fact that 'you can't be ahead if you don't have the best'. He believes that he has
slightly reduced the relationship in the form of hiring and they are not compromising on the
levels because they are following the right channels.
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18. RECRUITMENT PROCEDURE:

Following are the recruitment procedure of PTCL:
• The first job opening is declared in the electronic media and print media .
• Applications are re-evaluated as stated in each job specification and job
description.
• Contenders are shortlisted.
• Then test candidates.
• The next step is an interview.
• The final step in the hiring process is document verification..
19. METHODS OF RECRUITMENT PROCESS OF PTCL:
 Internal recruitment
 External recruitment
19.1 INTERNAL RECRUITMENT:
In this process, applicants are employed within PTCL. Use software called PMS
(performance management) performance appraisal and it is a search method where PTCL
looks for a qualified, and fair and desirable person within PTCL. To find suitable candidates
advertise within organizations through job specifications, and job descriptions through notice
boards
19.2 EXTERNAL RECRUITMENT:

In this recruitment, PTCL hires candidates outside. In this way, they use a variety of methods
to select the right ones. Following is the process which is carried out in the past and present.
 Advertising in various print and electronic media.
 Online distribution of CV's eg Rozee .com
 Online prescreening for those who don’t match starting needs.
 Shortlisted applications reach the HR manager.
20. OUTSOURCING:
Outsourcing is a way of transferring control of a service area and its target to an external
service provider instead of an internal service.
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PTCL has outsourced its department and staff. Usually, it outsourced the customer care
centers. Pakistan communication limited enlist outsourced employee by:
 E Square
 Third Party Radar (Headhunting)
21. SELECTION:
Selection goas to reedy out the large set of requests that attain through the drafting phase and
to hire an interviewee who will be fruitful on the job.
After showing tests and interviews potential nominees are nominated and assigned to the
following five categories.
 Regular
It is the choice enduringly.
 NCPG (New contract pay grade)
First, they will have to work for one calendar month and formerly the agreement is given.
 Daily wages
Generally, security guards and peons are nominated on a daily wage basis.
 NTC New Term & Conditions
Employees are given agreement for two to three years.
 Project-based
Persons are selection and their time period depends on the time of the project."
22. Selection Process:
These are the following steps for assortment:

 Recruitment: (promotion job description & job specification).
 Applications: (online & forms)
 Screening of applications: (Procedure of short listing only the capable applicants who
are suitable for the job).
 Test: (Generally hiring takes place through outsourcing with a help of a third party).
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 Interview
 Final decision making: (Final choice takes place after the applicant has been
interviewed by the Manager).
 Joining letters: On the joining day, the employee has to submit the following
documents to the HRD (Joining Statement, Duplicates of educational and professional
certificates, Reference Letter, Three copies of passport size photographs.).
23. INTERVIEW METHOD:

The interview method depends on the condition , but there are THREE(3) categories of
interviews, but two(2) of them are and were in the focus of PTCL while carrying out
Selection. These three systems are:
 Structured Interviews
 Unstructured Interviews
 Stress Interviews
But at PTCL there are only 2 types used; which are structured & unstructured interviews.
23.1 STRUCTURED INTERVIEW:

Structured Interviews are those which are preplanned to checkered the skills,
capabilities, knowledge, behavior, and required potential of the candidates.
23.2 UNSTRUCTURED INTERVIEW:
Unstructured Interviews are those which are not preplanned but are based on
situations and options.
24. COMPETENCY BASED INTERVIEW:

• Concentrating on functional skills
• Managerial and administrative skills.
• Management Selection Competencies:
• Communication skills
• Source management
• Rational decision making
• Influencing
• Imaginative thinking
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• Business development
25. TRAINING NEED ASSESSMENT (TNA)
Useful training performs involve the use of an instructional system design process (ISDP).
The instructional systems design process creates by conducting a requirements assessment
because needs assessment is the 1st step in the instructional design process needs assessment
refers to the process used to conclude if training is necessary. Identify internal and external
resources of training and their field of specialization.
26. TRAINING PROCESS:
PTCL performance evaluation through observation or asking by employees immediate

bosses or performance management software (PMS).
PTCL provides following types of training:
 On-the-job training
 Off-the-job training
26.1 ON THE JOB TRAINING:

On-the-job training is a type of training taking place in a standard working situation. On-
the-job training is one of the initial forms of training “observational learning is maybe the
earliest” this is also called direct instruction.
It includes learning by observation:
1. Training by supervisor,
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2. Training by colleagues, and

3. Learning by doing.
On the job, training methods are as follow
 Teaching or training
 Mentoring
 Job Rotation
 Job Instruction Technology
 Apprenticeship
 Understudy
26.2 OFF THE JOB TRAINING:

This technique of training also involves employee exercise at a site away from the real work
environment. the job training generally case studies, role-playing, and utilize lectures having
the advantage of allowing people to get away from work and concentrate more on the training
itself.
For off-the-job training PTCL has training centers that are:
• PTCL training center
• ITC Academy Islamabad.
Off the job training methods are as follow,
 Lectures and Conferences
 Vestibule Training
 Simulation Exercises
 Sensitivity Training
 Transactional Training
Need assessment require of PTCL:
 Preformation analysis
 Organizational analysis
 Person analysis
 Task analysis
27. ORIENTATION:
Orientation is given to new employees according to forum or manual:
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• Policies, Guidelines, and Regulations of the organization
• Duties and responsibilities to be performed
• Routine Task
• Communication to colleagues and immediate boss
28. COMMUNICATIONS AND ITS EFFECT ON

PRODUCTIVITY:
29.
30. Communicating clearly is one every of the foremost effective skills one can cultivate as a
business leader or as a corporation (company). The truth is that increasing successful
professional communication takes time, needs practice, and maybe a lasting process of
private development. At the identical time, we also must listen carefully to any or all
external stakeholders because it will further strengthen relationships, improve customer
perspective and bridge the communication gaps.
31. “If you communicate, you’ll get by. But, if you communicate skilfully, you’ll be able
to work miracles”
32. The telecom sector heavily uses advertisements and brand campaigns to attach with their
customers because it could be a requirement of the industry. Let’s talk about PTCL,
because it not only provides connectivity in Pakistan, but it also connects the country with
the remainder(west) of the planet by being a member of 4 international submarine cable
consortiums. They’re actively engaged with their customers through various brand and
communication campaigns, including TV ads, brand initiatives, blogs, press releases, and
various offers & promotions on their digital platforms.
Their recent campaign ‘PTCL – Aitebar’ campaign, not only establishes the ICT
company because the backbone of communication in Pakistan, but it also positions the
brand as a B2B with a robust(strong) corporate customer base, including banks, airlines,
aviation, NGOs, Etc.
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33. The company also spearheads a comprehensive Corporate Social Responsibility (CSR)
program that serves in far-flung areas of Pakistan. It’s also communicated effectively
through various communication tools like social media, print, and electronic media to
form awareness about their initiatives for reaching resolute the general public.
34. Telcom like Jazz & WARID, Telenor, ZONG, Ufone, and PTCL depend on their
corporate communications to stay the brand image strong and convey company messages
and share their initiatives and CSR activities with their customers.
35. We have seen how PTCL’s
Corporate Communication has
transformed itself within the last
number of years. Their strategy and
focus are on proactively creating PR
opportunities like sharing timely
news updates, new initiatives, and
handling PR crises during any
outages associated with international
submarine cables ones they
communicated the company’s
position on technical fronts
throughout the night until the difficulty was resolved. They constantly kept their
customers updated via official channels including social media platforms, print, and
electronic media on the true situation that was helpful to keep everyone calm and content,
expecting the difficulty to be resolved.
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29. PTCL BCG MATRIX:
High Low
PTCL Broadband Smart TV
Charji
EVO
H
I
G
H
U-Fone V Fone
Landline
L
O
W
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30. FINANCIAL ANALYSIS:
Financial Statement:
Balance sheet
As At December 31,2019
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Financial Statement:
Balance Sheet
As At December 31 ,2019
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Pakistan Telecommunication Company LTD
Profit or Loss Statement
December 31, 2019
31.
RATIO ANALYSIS :
Financial ratios are numeric differentiation of financial statement accounts. This relationship
between the accounts of the financial statements helps capitalists, lenders, and inner controls
to insight how well a job is executing and zone that require refinement. Estimation is simply
a green combination of financial status and performance.
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Liquidity Ratio:
This ratio provides a plan for a corporation's ability to turn its assets into money and pay its
current liabilities in cash when needed.
CURRENT RATIO:
Formula:
Current Assets
Current Ratio =
Current liabilities
2019 2018
Current Ratio
0.87 Times 1.00 Times
QUICK RATIO:
Formula:
Quick assets
Quick ratio=
Current liablity
2019 2018
Quick Ratio
WORKING CAPITAL:
Formula:
Working Capital=Current Assets -Current Liabilities
2019 2018
Working capital
(10400) 139
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Financial Leverage ratio:
DEBT TO EQUITY RATIO:
Formula:
Total liability
Debt to Equity Ratio=
Total Equity
2019 2018
Debt to Equity
30:70 31:69
Ratio
DEBT TO ASSETS:
Formula:
Total liability
Debt to Assets Ratio= x 100
Total Assets
2019 2018
Debt to Assets
55.39% 53.92%
Ratio
Activity ratio:
Activity ratio estimate how effectively the firm is utilize its assets.
RECEIVABLE TURNOVER RATIO:
Formula:
Net annual credit sales

Receivables Turnover =
Average Account Recevuable
2019 2018
Receivables
Turnover
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DAYS SALES IN ACCOUNT RECEIVABLE:
Formula:
365 DAYS
¿
Account Receviable Turnover
2019 2018
Days sales in
94.072/days 94.56/days
account receviables
ASSET TURNOVER RATIO:
Formula:
Revenue
Assets turnover ratio =
A ssets
2019 2018
Assets Turnover
0.35 0.35
Ratio
Profitability ratio:
Profitability is essential if the business is to create income above the expenses sustained in
operating that business.
GROSS MARGIN RATIO:
Formula:
Gross profit
Gross Profit % = x 100
Net sales
2019 2018
Gross Profit%
23.7% 24.89
Net profit margin:
Formula:
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Net income
Net profit margin ratio=
Net sales
2019 2018
Net profit
8.87% 10.41%
margin ratio
Operating margin ratio:
Formula:
Operating profit
Operating margin ratio=
Net sales
2019 2018
Operating
6.90% 9.14%
margin ratio
Return on assets:
Formula:
Operatingincome
Return on Assets =
Average Total Assets
2019 2018
Return on
2.43% 3.20%
Assets
Earnings per share:
Formula:
Total Earning
EPS:
Outstanding Shares
2019 2018
1.24 1.46
FIXED ASSET TURNOVER RATIO:
Formula:
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Revenue
Fixed assets turnover ratio =
¿ Assets
Fixed assets 2019 2018

turnover ratio
RETURN ON EQUITY RATIO:
Formula:
Net income
Return on equity =
shareholder equity
Return on equity 2019 2018
7.41% 8.80%
RETURN ON CAPITAL EMPLOYED:

Formula:
Net operating profit

Return on capital employed =
Capital employed
Return on 2019 2018

capital employed
4.02% 5.45%
32. COMMON SIZE ANALYSIS:
Financial managers use a common size analysis tool to analyze financial statements. It
measures financial statements by expressing each line of an item as a percentage of the base
value over time. Common size analysis helps to determine how your company performs each
year, and then compare it with its competitors.
 Vertical vs. Horizontal Common Size Analysis:
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Common size analysis can be done horizontally or vertically. Each method offers unique and
specialized information, but both are effective tools to give you a quick overview of health
and business performance.
 Common Size Vertical Analysis:
This analysis is the analysis of the elements of a company’s statements in which one item is
compared to a basic item.
December 31, 2019
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Statement of Balance Sheet
December 31, 2019
36
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 Common Size Horizontal Analysis:
This analysis is changes in the financial position more than twice or more.
December 31, 2019
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Statement of Balance Sheet
December 31, 2019
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Statement of cash Flows
December 31, 2019
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33. COMPETITORS OF PTCL
Competitors of PTCL
 Moblink/Jazz
 Warid
 Telenor
 Zong
 Wateen
 Naya Tel
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34. SWOT ANALYSIS:

A scan of the internal and external environment is an significant part of the strategic planning
process which is performed by a strategic planning tool called SWOT analysis.
Environmental factors internal to the firm usually can be classified as strengths(s) or

weakness (w) and those external to the firm can be classified as opportunity (o) or threats (T).
34.1 Strength
Attribution of the organization that helps achieve the objectives.
 PTCL is the oldest telecommunication company in Pakistan founded in 1947.
 PTCL maintains the records of the customer in an organized way.
 Creating a monopoly by capturing 60% of the market. Jazz is among the top 10
mobile phone operators in the world.
 PTCL is the largest operational system and infrastructure within Information &
Communication Technologies (ICT) segment.
 Marketplace leadership in Local Loop, Wireless local loop (WLL), and fixed
telephone.
 Ufone is performing well though Warid (JAZZ), ZONG, and Telenor are tough
competitors.
All the participants still depend on the ptcl network either directly or indirectly
experienced telecom resources.
PTCL JAZZ
 UFON& PTCL is the market leader  MOBILINK is the market leader with a
with giant customers in Pakistan. giant customer base in Pakistan.
 PTCL& UFON have a strong brand  Jazz have also strong brand image in
image. mobile networks. JAZZ is the largest
market share after the WARID merger
(38% market share).
 PTCL offers low rates for the national  Jazz also offers low rates of national
calls etc, as related to all mobile calls etc, as related to the other mobile
networks networks like Telenor and ZONG.
 PTCL is the first telecommunication  MOBILINK is the first company to
company in Pakistan. introduce blackberry service in
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 PTCL& UFON is the market  Jazz is first the GSM-based cellular

challenger in the GSM segment. network in Pakistan.
34.2 Weakness:
 Business processes issues.
 No clear strategic direction.

 The internet service worker arm of PTCL continues to acquire losses due to the very
bad management and deficiency of network optimization.
 The fixed wireless phone service is very poor
 Over employment & low productivity.
PTCL JAZZ
 Quality of service is good  Quality of service is not good in
remote areas.
 It offers a high internet rate to the  It offers a high call rate to the client as
clients as compared to the other compared to the other participants.
participants.
 Advertisements  Advertisements
 Very low employee morals.  Focus on working people.
34.3 Opportunities:
An external condition that may help in achieving the objectives.
 Profit-taking growth of companies

 Low density of Pakistan.
 PTCL has massive infrastructure& actual estate assets that can be leveraged
further.
 Universal connectivity reliability has been improved. PTCL is growing the
infrastructure side by spreading out two sea-me-we submarine cables.
 Scope for efficient/cost-effective operations
PTCL& UFON JAZZ

 LOW the internet rates .and also low  Low the call and messaging rates.
the call and messaging rates.
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 Adopt the latest technologies.  It can offer prepaid internet packages

to its customers.
 Focus on the marketing of internet &  Concentration on marketing
TV services to its customers blackberry services, radio services,
TV & Internet services to its
customers.
 Expand the quality of service to the  Expand the quality of services in
customers. remote areas.
34.4 Threats:
The external condition that may be harmful in achieving the objectives.

 Cellular company’s rates
 Bigger competition in the long-distance continues to attempt burden.
 Movement to Cellular Networks
 Capability to Attract & Retain Quality Professionals
 Organizational management cycle.
PTCL JAZZ
 Increasing Number of competitors.  Facing tough competitors.
 Government policies  Political policies.
 Changes in customer expectations.  Changes in customer expectations.
 Rapid rise in taxes.  Rapid rise in taxes on
telecommunication services.
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35. TOWS ANALYSIS:
The TOWS analysis is borrowed from the swot analysis model, which deals with the inner
strong point and faintness of an organization (corporation), and therefore: the external
opportunities and fears it faces.
While the SWOT analysis begins with the internal analysis, the tows matrix begins
with an analysis of the external environment. Risks and opportunities are examined first.
From this point of view, an organization has the opportunity to think about a strong
picture of its atmosphere and strategy and where the company will go. The strengths and
weaknesses of the next company are considered. What is good internally and what is not so
good.
External analysis is connected to an analysis, and as a result, the TOWS metrics can help an
organization make better decisions, seize opportunities and better protect itself contrary to
threats.
Strategic options:
The TOWS matrix helps industries recognize their strategic options. An organization has the
opportunity to use utmost of its strengths and overcome its internal weaknesses and study to
deal with them correctly. Externally, an organization absorbs to look carefully at market
opportunities and recognize options. And they study how to overcome potential threats and
how to overcome them.
External environment:
The TOWS Matrix is not just for high-level management in an organization. It can be a very
useful tool for departments ( i.e a marketing or sales team) or individual employees at the
operational level. Once it is employed or the strength of a department is known, it can be
further improved. The TOWS matrix highlights the external environment.
It starts by analyzing external opportunities and threats. Up next are the interior
strengths and weaknesses, which can subsequently be linked to the external analysis. And this
can be where it goes a step beyond the normal SWOT analysis; strategic tactics emerge by
opposing
 S-O (Strengths-Opportunities),
47
 W-O (Weaknesses-Opportunities),
 S-T (Strengths-Threats) and
 W-T (Weaknesses-Threats).
The next step in the analysis is to help them think about the option they want to
pursue. External opportunities and threats are compared here to internal strengths and
weaknesses to help identify strategic options.
External:
Threat: Growing competition from cheaper Polish workers.
Opportunity: Strong desire from vocational educationalists for partnerships with an

organization for traineeship positions.
Internal:
Weakness: The organization takes little initiative when it comes to customer achievement
and waits for customers to come to them.
Strength: There is a large group of very experienced professionals working within the
organization who have a lot of expertise.
Strategies:
The above factors can be related to each other, due to strategy.
S-O (Strengths-Opportunities):
In what manner an organization use the knowledge of its professionals to respond to the
needs of vocational training centers? In partnership, the organization can influence vocational
education centers that young people have sufficient volume, information and experience to
train up to independent professionals at all levels of vocational education.
S-T (Strengths-Threats):
How can the organization use its skilled staff to contest with the cheap labor used by
competitors? An intelligent method for the organization would be to communicate with the
outside world that their staff has approved diplomas and that the residential cooperative must
comply with legal requirements and safety standards.
48
W-O (Weaknesses-Opportunities):
How can partnerships with vocational education centers support the organization recover
itself and make extra effort in customer acquisition? By presenting itself as an accredited
apprenticeship provider, the organization will re-introduce itself to the market and show that
it adapts to altering times and that businesses and residential collaborations care for a variety
of needs wants to offer.
W-T (Weaknesses-Threats):
How the organization can well position itself in the market and thus decrease the risk to
competitors. By presenting itself as a recognized apprenticeship provider, the organization
can claim to be a serious competitor and offer maintenance services through apprentices at a
potentially low rate, a task that is still recognized. Continued by the company.
36. EFE MATRIX:
49
37.CPM
MATRIX
50
51
38. IFE MATRIX:
52
39. QSPM MATRIX:
53
40. FEASIBILITY REPORT:
Study of PTCL work:
PTCL delivers telecommunication and internet services countrywide and is the pillar for the
country's telecommunication structure contempt the presence of a dozen other
telecommunication companies, Data and it is the backbone services such as GSM, HSPA+,
CDMA, LTE, broadband internet, IPTV, and wholesale are an increasing part of its business.
PTCL Organizational Structure:
Organizational Structure defines the official structure of an organization or structure of

communication and authority (power). In other words, the organizational construction
establishes each principal, administrative position and assists in defining authority,
culpability, and accountability.
An organizational table is important in the development of a cost plan and expenditure
reports showing individual commitments to implement management plans
In PTCL President / CEO is the head of a major operational entity. i.e State management,
Finance, Operations, HR, Technical and Corporate affairs. So Senior Executive Vice
President who is the head of these units generally reports directly to the President.
54
The main determination of ptcl is to enable them to achieve and achieve organizational goals
and purposes. Designing the right structure means that managers have to choose how they
organize the work activities and efforts with more focus both vertically and horizontally.
Study on PTCL Technological Feasibility of Business:
In order to have sustainable business performance in the highly competitive environment of

the Telecom business, PTCL has to distribute the peak quality services to its customs. Quick
provisioning of PTCL services takes a lot of worth to the customs which not only guarantee
more incomes but creates kindness for the company.
with clear communication, the first choice of business circles is PTCL landline handset,
domestic, national, and worldwide calling. Today businesses can have 10-100 lines with up-
to-date services to meet their needs. These include possibilities like Caller-ID, call-waiting,
Call Barring, call-forwarding, to name a few.
Profitability Position:
PTCL posted a gross profit of R.S 16,978,972 in the year 2019 against the 2018 year's figure
of R.S 17,741,653.
And operating income in 2019 was 4,938,883 R.s, while in 2018 operating income was R.S
6,514,124.
PTCL's total profit before tax in the year 2019 was RS 9,331,228, and after taxation, the total
profit was 6,347,235 Rs. While in the year 2018 total profit after taxation was RS 7,422,447.
40.1 Departments of PTCL:
Engineering:
In ptcl the engineering department is answerable for:

 Maintenance department
 Operations department
 Research and Development
Marketing:
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In PTCL company the marketing department play important role and concerned to create
value for the customer, and capture value in return.
Finance:
Finance department deals with all the financial activities and manage the following
departments:
 Accounts department
 Revenue department
 Taxation department
Human resource department:

The HR department is responsible for the administration of human resources needed in the
organization efficiently and effectively. It includes;
 Training and Development
41. HRIS System of PTCL:
The Human Resource Information System (HRIS) is an online software or solution for data
entry, data tracking, and Human Resources data, salary, management and accounting inside
an entity. It is helpful for overall processes you would like to follow and rely on to collect
useful and meaningful data.
It is usually classified as a database, large number of companies trades some type of HRIS
and every HRIS has special, different and unique characteristics.
56
42.1 Reasons Behind The Adoption Of HRIS
Reasons for the acceptance of HRIS are the development of business communications,
staffing opinions, staff verification etc. Improve E-commerce with HR tasks modification and
achieving the benefits.
42.2 Background of HRIS:
 The need for HRIS was raised in 2006

 ERP Implementation (SAP)
 Oracle Based Accounting System
 Digital record of all employees
 Oracle Taleo destination (not yet used)
42.3 Components of HRIS:
Major elements of HRIS installation, data storage and extraction. Staff details have been
submitted to HRIS for installation work. In the past, data entry was one way; still, modern
technology used for scanning is allowed to scan and retain the original image of the original
documents. once the information has been entered into the database system function input,
57
the data storage function updates the database. Output is the most able to be seen function of
HRIS. Basic production requires HRIS to process, calculate, and then 1 nepotism acceptance
of Human Resource Information Systems advance in Pakistani organizations 30% current
output in a comprehensive manner. In addition, HRIS has management and IT. Management
includes staff, policies designed to run the organization effectively and data; while IT has
computer and software components
42.4 Constraints in the adoption of HRIS:
 self-esteem troubles caused by fear

 Degradation of complex objects
 Political conflict
 Lack of senior management support
 Lack of technical knowledge
 High volume data
 One-year data classification
42.5 About SAP Module:
SAP stands for Systems Applications and Products in Data Processing. SAP, by definition, is
also the name of the ERP (Enterprise Resource Planning) software and company name. SAP
Software is an international European brand, founded in 1972. SAP has provided end-to-end
solutions for staff planning, distribution, manufacturing, production etc.
There are important points in the SAP module.
• Manage all work from the hiring of staff to the end of the work
• Affected SAP sub-components
• Time management
• Personal Management
42.6 HRIS work well for PTCL?
 In the first 3 years after the assassination, consensus was seen in the flow of
information.
 It is easy to standardize decision-making companies as plans are integrated.
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 Data management is effective.

 Automatic.
 Human Resource Management Improved
42.7 If HRIS was effective, what was the cause of privatization?
In 2006, the audit was completed among designated, transferred and hired employees,
the reasons for which are:
 The most powerful players have entered the Pakistani market with strong feet,
offerings and motivational ideas as a result of which the staff has changed.
 In the early years, PTCL did not have a clear HR policy, promotions were still ,
employees were forced into HR action.
42.8 How was employee data updated?
PTCL uses a system called "Y Data Cleansing Exercise" in which the non-essential
information of employees and all employee details regarding payroll, promotions, health,
fidelity systems, new appointments, etc. It is automatically updated on all activities.
42.9 How to analyze big data?
• SAP reporting
• Check generating reports
Conclusion:
After a thorough and in-depth analysis of PTCL and its HR practice, we conclude that:
PTCL is the biggest landline, the internet, and other telecom services in Pakistan. PTCL is the
most reliable company. The headquarters of PTCL is based in G-8/4, Islamabad led by
President. The HR department was established in 1996 and was recognized in 2005. This
department operates under SEVP and it's directly linked to GM. Job analysis in PTCL is done
through process manuals. As we know that an excellent recruitment process can minimize the
time concerned in the interviewing, hiring, and training, and improvement. At PTCL internal
and external method of recruitment is done. PTCL has outsourced some of its departments.
Usually, it outsourced the customer care center. The steps that PTCL takes to meet the
59
selection are described. At PTCL there are only 2 types of interview methods are used.
PTCL provides on-the-job training and off-the-job training. Orientation is also given to new
employees. The financial statement of PTCL is explained in detail for ratio analysis and
common-size analysis. SWOT analysis of PTCL is compared with jazz, and many other tools
for strategic analysis of PTCL are used.
References:
https://ptcl.com.pk/
https://ptcl.com.pk/Home/PageDetail?ItemId=375&linkId=933
https://www.scribd.com/document/380819397/Final-PTCL-Project
A SWOT Analysis Of PTCL Systems (ukessays.com)
PTCL Managment Project by Aamir | Telecommunications | Economies (scribd.com)
Final PTCL Project Complete | Recruitment | Employment (scribd.com)
What Is a Human Resources Information System? (thebalancecareers.com)
60
BASIC INFORMATION ABOUT HRIS SYSTEM OF PTCL (slideshare.net)
61

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Pakistan Telecommunication Company Ltd

Pakistan telecommunication Company LTD

Recruitment and Selection

Group Name: Mahnoor Javaid, Tayyab Ali, Hafiza Noor Fatima

Roll No: 19-BBA-22, 19-BBA-24, 19-BBA-25

Submitted to: Mr. Muhammad Azam Waqar

Subject: Organizational Psychology

School of Business management

NFC institute of Engineering and Fertilizer research Faisalabad

18. Recruitment Procedure 18

33. Competitors of PTCL 43

The PTC supplement is divided into four units.

 Pakistan Telecommunication Company LTD PTCL

3. Mission, Vision, Values

The headquarters of PTCL is based in G-8/4, Islamabad, led by "President". In addition, it

5. PRODUCT AND SERVICES

5.1SERVICES FOR BUSINESS:

5.2CARRIERS SERVICES AND WHOLESALE:

5.3SERVICES FOR HOME AND PERSONAL USE:

Chief executive officer

Marketing Customer Information Finance Engineering

Admin and HR IT Quality

8. THE FORMATION OF HR DEPARTMENT

• Human Resource Administration

10. HUMAN RESOURCE PLANNING

11.1 WHY JOB ANALYSIS IS DONE?

Job analysis was performed under the following conditions.

 When an organization is established:

 When new jobs are design:

12. JOB ANALYSIS AT PTCL:

Job analysis in Pakistan Telecommunication Company limited is done through process

 PTCL often predicts future turnover.

PTCL conducts job analysis to determine:

• What category of service job requires?

13. JOB ANALYSIS OUTCOMES:

13.1 JOB SPECIFICATION:

After analysis PTCL write job specification.

13.2 JOB DESCRIPTION:

• Relationships, obligations and responsibilities

15. GOALS OF RECRUITMENT:

Following are the two goals.

1. Attracting eligible applicants:

2. Discouraging nonqualified applicants:

16. PURPOSE AND IMPORTANCE OF RECRUITMENT:

17. RECRUITMENT POLICY AT PTCL:

• There is an initial interview

• Invitation to the assessment center

Managers are expected to demonstrate

18. RECRUITMENT PROCEDURE:

19. METHODS OF RECRUITMENT PROCESS OF PTCL:

19.1 INTERNAL RECRUITMENT:

19.2 EXTERNAL RECRUITMENT:

 Third Party Radar (Headhunting)

It is the choice enduringly.

 NCPG (New contract pay grade)

22. Selection Process:

These are the following steps for assortment:

23. INTERVIEW METHOD:

23.1 STRUCTURED INTERVIEW:

23.2 UNSTRUCTURED INTERVIEW:

24. COMPETENCY BASED INTERVIEW:

25. TRAINING NEED ASSESSMENT (TNA)