Group Members

Moqeet Ahmed
Moqeet Ahmed
Kalsoom Dilawar
Kalsoom Dilawar
Malka Nisar
Malka Nisar
Mehwish Asgher
Mehwish Asgher
Waqar Ali
Waqar Ali
HR Policies and practices

PTCL
 Presentation Format

• Introduction about company

• Objectives
• Human Resource Management
• Recruitment and selection
• Orientation
• Training and Development
• Compensation
 Introduction to PTCL

• 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  
 History of 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.
 Products offered

• Evo
• BroadBand
• GSM
• Smart Tv
• V fone
 Vision statement
• To be the leading Information and
Communication Technology Service Provider
in the region by achieving customer
satisfaction and maximizing shareholders'
value.
 Mission 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.
 Core Values

• Professional Integrity
• Customer Satisfaction
• Teamwork
• Company Loyalty
 Objectives

• Profit maximization
• Differentiation
• Cost leadership ( for the time being)
• Retain customers
• Best and affordable service
 Needed competencies

Following are the needed competencies for

achieving companies objectives
• Employees behavior
• Skill and experience
• Networking
• Loyalty
 Organizational structure

Board Of Directors

CEO

Project Director

Marketing
Customer Care Information System Finance Engineering
&
Sales

HR
Information Quality
&
technology Assurance
Admin
 Departmental Division

• Marketing Department
• Finance Department
• Human Resource Department
• Customer Care Department
• Information System Department
• Engineering Department
• Information Technology
 Human Resource Functions

• Job Analysis
• Recruitment and selection
• Training and Development
• Performance evaluation and Appraisal
• Compensation
 Job Analysis

Job analysis is the exploration of activities

related to job. It is a basic task to be performed
for efficient recruitment.
 Job Analysis at PTCL

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 Specification

After analysis of job they write job specification

taking following things under consideration
• Skills Required
• Qualification
• Experience
• Personality and Behavior
 Job Description

After job specification they move towards job

description and write details of duties and
responsibilities, working conditions and other
main aspects.
Human Resource Planning

Internal Candidates

External Candidates
 Human Resource Planning

Internal Candidates

For internal candidates

• Promotion
• Job Posting
• Succession Planning
External Candidates
 Human Resource Planning

External Candidates

For External Candidates

• Internet
• Advertisement
• Employment Agencies
• outsourcing
 Recruitment and Selection

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.
 Conducting Interview

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.
 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.
 Training and Development

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 Need Analysis (TNA)

Ptcl do TNA by performance evaluation through

Performance Management Software (PMS),
observation or asking by employees’
immediate bosses.
 Types of training

Ptcl do TNA provides following two types of

training
• On the job training
• Off the job training
 On-the job Training

It includes learning by observation

• Training by supervisor
• Training by colleagues
• Learning by doing
 Off-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
 Outsourcing

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
Compensation
 Salary Plans and Incentives

• Structured pay Plans

• Increase salary once in a year
• Increments are based on experience
• Bonuses on performance
• Allowances
 Facilities

• Free internet service

• Free telephone facility at office and home
• Transport facility
• Medical facility
• Accommodation facility