Group Members Moqeet Ahmed Kalsoom Dilawar Malka Nisar

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

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 Pak. Net respectively. • In 2005 Government of Pakistan decided to sell 26 percent of this company to some private corporation.

Products offered • • • Evo Broad. Band 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 & Sales Customer Care HR & Admin Information System Information technology Finance Quality Assurance Engineering

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 1 st Interview: After initial prescreening short listed candidates are called for interviews 2 nd Interview: After further short listing from 1 st interview remaining candidates are called for 2 nd 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 2 nd interview

Interview Types of Questions: • Interview is formal and structured • Each panel member has sheet to evaluate • In 1 st interview they evaluate qualification, skills and behavior of the applicant • In 2 nd 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