3. ACKNOWLEDGEMENT
In the name of almighty Allah who gives me
the strength and courage to write the report.
First of all I want to say thanks to my seniors,
colleagu and friends who assist me on every
stage of this report to write to report.
I want to say special thanks to the
following:
Mr. mobarik (Legal Assistant)
Mr. Lateef (Admin Officer)
4. Tabel of contents
.Introduction
-Scope of the report
-Company Details
.Organizational structure
-Hierarchy
-chain of command
-Organizational
Environment
.Detail of HR function
.HR practices and polices
.Job analysis at PTCL
.Recruitment and selection
.Findings
-strengths
-Weaknesses
.Conclusion
.Recommendation
.Refernces
5. INTRODUCTION
Pakistan telecommunication company limited (PTCL) is
the largest telecommunication service provider in
pakistan with employee strength of around 30000 and
5.7 million customers. PTCL also continues to be the
largest CDMA operator in the country with 0.8 million
v-fone customers. The company maintains a leading
position in pakistan as an infrastructure provider to the
other telecom operators and corporate customer of the
country. The company provides a verity of up-to-date
home user, corporate and wholesale communication
services e.G. Telephony, internet, television, video
conferencing etc. The company structure is spread over
the entire country which facilitates the company
in providing services to the value added customers in
every part of the pakistan.
6. intro
Geographically the company is divided into: headquarters,
north, south, central, and west zones and functionally in
commercial, hr & admin, corporate development, finance,
operations and technical departments. The hierarchy of the
company comprises of the following cadres: president and
ceo, senior executive vice president, executive vice
president, general manager, senior manager, manager,
specialist, management trainee and non-management
employee
7. Scope of the report
As an internee in PTCL the main focus of my report
research was on general operation procedures in
one of the branches of PTCL.
Similarly different aspects of overall of PTCL are
also covered in this report
8. HISTORICAL BACKGROUND
1947
Posts & Telegraph Dept. established
1962
Pakistan Telegraph & Telephone Deptt.
1995
About 5 % of PTCl assets transferred to PTA,FAB & NTC.
1996
PTCL Formed & listed on all Stock Exchanges of Pakistan
1998
Mobile & Internet subsidiaries established
2000
Telecom Policy Finalized
2003
Telecom Deregulation Policy Announced
2006
Etisalat Takes Over PTCL's management
9. Vision
To be the leading Information and
Communication Technology Service Provider
in the region by achieving customer
satisfaction and maximizing shareholders'
value'.
The future is unfolding around us. In times to
come, we will be the link that allows global
communication. We are striving towards
mobilizing the world forthe future. By
becoming partners in innovation, we are
ready to shape a future that offers telecom
services that bring us closer.
10. 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
Core Values
Professional Integrity
Customer Satisfaction
11. Organizational structure
Board of Directors
CEO
Project Director
-Marketing & Sales
-Finance
-Information System
-Customer Care
-Engineering
-Quality Assurance
-Information technology
-HR & Admin
12.
13. HR Importance
The main objective of HR department
in PTCL is to meet company needs of
the human resource and the needs of
the people hired by the company. The
Management of the PTCL considers
that in order to stay competitive and to
meet needs of the customers. They
also focus on the employees. They
consider the employees as the main
asset of the company providing the
better facilities
14. Job Analysis at PTCL
They collect data from managers,
supervisors as well as their own inputs.
They collect data through interviews,
informal questions about the job and
observation.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
15. Job Specification &
Description
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.
16. Recruitment and Selection:
PTCL Hired the Candidate through internal and external way.
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.
External Candidates:
For generating pool of external candidates PTCL follows the
given steps:
Advertisement through different Medias
Online submission of C.V(e.g. Rozi.com)
Online prescreening for those who don’t meet initial
requirement
Then an application of short listed candidates reaches to HR
manager
17. Strength and Weaknesses
Strength (s)
Newly launched products
Monopolistic position
Skillful Human resources
Adequate financial resources
powerful R &D
Leader of the market
Governmental support
Large earnings
Best policies
Best employees compensation
Latest technology
Wide coverage
Quality of services
18. weaknesses
Weaknesses (w)
Insufficient Human Resource
Only seniority based promotion
Lake of training program
Lack of customer focus
Old age employees
Lack of aggressive marketing
Ineffective marketing dept
Customer dissatisfaction
Delayed responses
Lack of customer services
19. CONCLUSIONS:
No doubt PTCL is enjoying monopoly but the time is came when competition
will force .Company to change its policies to become favorite telecom
service provider in the Market & keep its current place & customer base.
The actual working substances are the Human beings.
It goes with out saying that human resources are the most important in the
organization and so does the human resource department .It integrate all the
Activities and functions of the company like job analysis, recruitment,
staffing, training,
Designing compensation package, employee’s appraisal system. Human
resource Department plays the key role in the hiring, retention, motivation
and promotion of the
Employees .Actually it assign the specified duties to the specified persons in
this age of Specialization. Human resource manager should be well versed
and confident in his Field. He should be humane, well natured and have go
face reading capabilities .All this
Ensures his success.
He should be of the notion “victory is not everything, but the way of fighting
is”
20. RECOMMENDATIONS
This report shows that existing system is not up to the
standard and must be replacing with an efficient one.
A comprehensive financial information system is required to
be streamlined, so that availability of accurate data records
may be insured
Most of the PTCL personnel are non-professional; I suggest
that the competent authority of PTCL should be appointing
professionals.
It is proposed that the system of funds allotment may
immediately be discontinued and the Regional Offices may
be allocated lump sum fund. This will surely help to speed up
the execution of the work.
All the tool of enforcement of strict financial discipline may be
under taken in order to monitor the whole system.
Employees should be equipped with up to date IT skills and
for this purpose refresher & training courses should be
designed
21. Conti
There should be a total computerized accounting system to
save the precious time.
The officer may be trained to adopt company culture soft-
spoken, good relations with customers and target oriented.
Finance and marketing offices and engineers may be sending
to international seminars/ workshops to get knowledge of new
technique and procedures.
There should be effective human resource department in
order to get right people on the right job. Promotion should be
made the basis of performance rather than seniority.
Moreover, the element of corruption exists throughout the
operation and finance department, which must be checked to
get high performance.
Strategic planning and especially long term planning should
be done in a way, which doesn’t only fulfill the requirement of
today, but also those of future.
