Ehtesham saleem

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)

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

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.

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

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

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

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.

Mission

To achieve our vision by having:An organizational environment that fosters

professionalism, motivation and qualityAn environment that is cost effective and quality

consciousServices that are based on the most optimum

technology"Quality" and "Time" conscious customer serviceSustained growth in earnings and profitabilityCore ValuesProfessional IntegrityCustomer Satisfaction

Organizational structureBoard of DirectorsCEOProject Director

-Marketing & Sales-Finance-Information System-Customer Care-Engineering-Quality Assurance-Information technology-HR & Admin

HR ImportanceThe 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

Job Analysis at PTCLThey 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

Job Specification & Description

Job Specification: After analysis of job they write job specification

taking following things under considerationSkills RequiredQualificationExperience 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.

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

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

weaknessesWeaknesses (w)Insufficient Human Resource Only seniority based promotionLake of training programLack of customer focusOld age employeesLack of aggressive marketingIneffective marketing deptCustomer dissatisfactionDelayed responsesLack of customer services

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”

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

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.