Hr Policies of Ptcl

Kalsoom Dilawar

Moqeet Ahmed

Malka Nisar

Mehwish Asgher

Waqar Ali

Group Members

HR Policies and practices

PTCL

• Introduction about company• Objectives• Human Resource Management• Recruitment and selection• Orientation• Training and Development• Compensation

Presentation Format

• 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  

Introduction to 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.

History of PTCL

• Evo• BroadBand• GSM• Smart Tv• V fone

Products offered

• To be the leading Information and Communication Technology Service Provider in the region by achieving customer satisfaction and maximizing shareholders' value.

Vision 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.

Mission statement

• Professional Integrity• Customer Satisfaction• Teamwork• Company Loyalty

Core Values

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

Objectives

Following are the needed competencies for achieving companies objectives

• Employees behavior• Skill and experience• Networking • Loyalty

Needed competencies

Board Of Directors

CEO

Project Director

Marketing&

Sales

FinanceInformation SystemCustomer Care Engineering

Quality Assurance

Information technology

HR&

Admin

Organizational structure

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

Departmental Division

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

Human Resource Functions

Job analysis is the exploration of activities related to job. It is a basic task to be performed for efficient recruitment.

Job Analysis

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 Analysis at PTCL

After analysis of job they write job specification taking following things under consideration

• Skills Required• Qualification• Experience • Personality and Behavior

Job Specification

After job specification they move towards job description and write details of duties and responsibilities, working conditions and other main aspects.

Job Description

Human Resource Planning

Internal Candidates

External Candidates

Human Resource Planning

For internal candidates• Promotion• Job Posting • Succession Planning

Internal Candidates

External Candidates

Human Resource Planning

For External Candidates• Internet• Advertisement• Employment Agencies• outsourcing

External Candidates

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.

Recruitment and Selection

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.

Conducting 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.

Interview

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 and Development

Ptcl do TNA by performance evaluation through Performance Management Software (PMS), observation or asking by employees’ immediate bosses.

Training Need Analysis (TNA)

Ptcl do TNA provides following two types of training

• On the job training• Off the job training

Types of training

It includes learning by observation• Training by supervisor• Training by colleagues• Learning by doing

On-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

Off-the job Training

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

Outsourcing

Compensation

• Structured pay Plans• Increase salary once in a year• Increments are based on experience• Bonuses on performance• Allowances

Salary Plans and Incentives

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

Facilities