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An Internship Report on:

National Telecommunication Corporation


(Islamabad)

Internship Report submitted to the Kohat University of Science &


Technology, Kohat in partial fulfillment of the requirements for
the degree of Bachelor of Business Administration.

Submitted By:
Muhammad Haroon Khattak
Session 2006-2010

Submitted To:
Sir. Muhammad Kaleem Sultan

Kohat University of Science & Technology,


Kohat
List of Contents
Internship Report on NTC 1

ACKNOWLEDGMENT
I (Muhammad Haroon Khattak) am very thankful to ALLAH Almighty who has
given me the abilities to do work and enthusiasm to perform well.

My internship period was an effort to gain and learn at very dynamic place like
National Telecommunication Corporation (NTC). And all happened because of HR
department. But special thanks to those who helped me in this concern. They give
me very supportive hand and super level of guidance like Miss. Qurat-ul-ain, Mr.
Sift-e-Ali, Mr. Asim and Mr. Salman.

I would like to thank the honorable Mr. Shakirullah (GMHR) and Mr.
Muhammad Siqlain (Dy. Director HRD) who provided me the opportunity to
work in NTC.
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EXECUTIVE SUMMARY
National Telecommunication corporation was established on 1st January 1996 vide
Pakistan Telecom (Re-Organization) Act 1996 to provide Telecommunication
services to GoP departments formally carried out by Pakistan Telecommunication
Corporation. NTC to meet the present demand of current era realize changing
environment. The telecommunication usage is increasing worldwide at a faster pace
and at the same time, analog microwave system is facing out with digital media.
NTC Data Network for E-governance/ commerce has started functioning with a
number of services ISP, intranet and certain value added services. The corporation
is also shouldering certain significant Government projects chiefly PAKSAT, and
education intranet, Moreover, the corporation has successfully established its MIS
department, which has now started NTC in house billing.

Financially NTC showing improvement its operating expenses have been kept
minimum level by properly analyzing requirements and streamlining functions.
Emphasis is given on preventive maintenance plan, to keep the vital assets of NTC
in proper working condition. Efforts are made to keep the corporation lean, new
induction of essentially required staff is made only.

The corporation is fully alive about the training and development of its staff.
Finance and Administration functions are also being manned through professional
qualified staff to run the corporation on true corporate lines.

Telecommunication sector in Pakistan is pioneer to experience the open market


competition. All business activities and strategies revolve around the consumer
needs and goals are set to meet demands to the best of their satisfaction. It
understood that quality of service and tailor made products, matching to different
customers needs, at competitive rate, will be the hallmark of success.

Human resource department is a vital part of NTC. It works as the soul of the
corporation. The employee recruitment and selection according to departmental
needs are done by the HR department. HR trains the employees in their expertise to
Internship Report on NTC 3

enhance their work efficiency by conducting training and workshops. HR does


work for employee benefits and motivation to keep them with organization and
enhance their competency to achieve organizational goals.
Internship Report on NTC 4

INTRODUCTION
The new era of telecommunication in Pakistan has brought several challenges with
it, despite of the advantages it has made visible for the consumers. The most
important being the challenge to keep intact the security requirements of the GoP
(Government of Pakistan) and to protect the new players in this field from the
conventional practices of the incumbent operators to protect their market share. To
overcome these challenges GoP established National Telecommunication
Corporation (NTC) in January 1996 under the Telecom Reorganization Act 1996.

The main objective was to have an infrastructure independent of all other operators
that can be used for the purpose of government communication and as an alternative
support for the operators entering the market.

Progress from Start to Date:


The ongoing infrastructure development journey for NTC began in 1996 when it
was created with few local exchanges and analog microwave. However, today NTC
has developed its own infrastructure to an extent where it can be called an
independent IT and telecom operator capable of meeting the challenges of the
deregulated environment and meeting the objectives for which it was created.

NTC started its operations in 1996 with only 5 local exchanges all over Pakistan
and an analog microwave link not capable of supporting the digital transmission. To
carry out its operations, it was mainly dependent on PTC infrastructure and used its
transit network, international gateways, transmission network, IN platform etc. to
carry out its operations. The copper network in the access provided to NTC was not
sufficient to cater for its subscriber base and meet the required quality of service
parameters. NTC had no arrangements for direct interconnect with cellular
operators as a result it had to pay substantial part of its revenues to PTCL for 3rd
party termination. Data services being essential demand of NTC customers could
not be met due to non availability of infrastructure. Billing of NTC customers was
carried out through PTC initially and through Pakistan Computer Bureau. The main
Internship Report on NTC 5

challenge for NTC at that time was to reduce this dependency on other operators to
minimum as soon as possible to fulfill its obligations and to sustain itself in the
deregulated environment in which PTC was to be privatized.

The main focus in the initial years was to develop its own basic infrastructure that
included optical fiber transmission backbone, transit network, billing system and
multi services data network (MSDN) beside expansion of its switching network to
un-served areas to cover as much of its subscriber base as possible. It purchased 2
fibers from PTC in the main optical fiber backbone and equipped it with 622 Mbps
SDH system. It expanded its exchanges in different cities to gain access to its
customers along with laying of copper cable. These exchanges were converted into
transit exchanges to provision long distance services on NTC network and to have
direct interconnects with cellular and other operators. The establishment of NTC
MSDN was a major milestone, achieved in 2001 which enabled NTC to provide
multiple data services such as dial- up, DSL, Web hosting and internet etc. to its
customers. Another milestone achievement in National history is in placement of
Pakistan education & Research Network (PERN) project. The project is providing
155 Mbps international connectivity to 59 universities connected all over Pakistan.
The billing system was developed in first 4 years which made it possible for NTC to
do its own billing.

Future Thoughts:
Being aware of the new technologies, demand for new services and converged
network NTC is in the process of upgrading and expanding its network. Migration
from conventional TDM network to IP based Next Generation Network has been
planned and being implemented. The 622 Mbps optical fiber backbone not able to
meet the requirement of bandwidth hungry applications is being upgraded to 10
Gbps DWDM based technology. To improve the efficiency ERP solution has been
planned and under process of implementation. To gain access to NTC users efforts
are being made for frequency allocation and as a stop gap arrangement virtual WLL
connections are being provided to NTC subscribers. To provide value added service
from its own platform NTC is planning its own IN platform. Very soon NTC
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subscribers will be hearing NTC operators for customer relations, call booking and
complaints through its state-of-the-art call center. Multi services access network has
been planned to be as close to the user on fiber as possible to extend multiple
services from a single platform. Plan for replacing analog microwave with digital is
being made so that NTC can meet the requirements in case of disasters and can
provide an alternate to optical fiber backbone. The co-location facilities are being
planned to facilitate new entrants in performing their operations.

NTC has traveled a long way in developing its infrastructure in lines with the
technological and market trends. NTC is determined to provide an infrastructure
required to meet its objectives and to support the nation and GoP in achieving its
objectives.
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OBJECTIVES OF STUDYING THE ORGANIZATION


The basic study of organization is to analyze the market trend regarding human
resource management. How the organizations are practicing in the business.
Organization study is in fact an opportunity to compare HR theories with the
running practices in the market. It gives an opportunity to generate new ideas and
bring innovation in practices and policies.

The purpose of the study is to make sure this publication understandable to its
readers by giving the overview of the organization in detail it is also descriptive in
nature through which one can understand the working of a government owned
corporation i.e. National Telecommunication Corporation. The main objectives of
studying NTC are as follows:

i. Studying the functions/affairs of the Revenue, finance & HR department.


ii. To see how strategic decision are made in a practical setting.
iii. To observe the task and authority relationship, existing in the organization
iv. To relate the theoretical concepts with the practical framework.
v. To study the overall structure of organization.

As it is my concern, this is the academic requirement of my Degree for bringing


into practice my valuable study of human resource management. This kind of study
is evaluation basis as well.

By studying organization I can learn new skills and develop my personal and
professional interests. Expand my personal network and make connections. I can
Gain valuable work experience and try something new and exciting.
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OVERVIEW OF ORGANIZATION
3.1 Brief History:
National Telecommunication Corporation (NTC) was established on January 01,
1996, vide Pakistan Telecommunication (Re-organization) Act, 1996 to undertake
the telecommunication business in respect of the government departments formerly
carried on by the Pakistan telecommunication corporation (PTC). The business was
transferred to the Corporation w.e.f. January01, 1996, gradually under the Pakistan
Telecommunication (Re-organization) Act, 1996. From this date the corporation,
took over the properties, rights, assets, obligations and liabilities of PTC as
specified in the Vesting Order issued by Ministry of Communication. Government
of Pakistan Gazette Notification No.1209 (I)/95 dated December 31, 1995; the
Corporation commenced its business on January 01, 1996. The corporation was
engraved of PTC and the assets equivalent to Rs. 5,143 billion were transferred to
NTC.

3.2 Nature of Organization:


As per section 41 (3) of Pakistan Telecommunication (Reorganization) Act,
1996, the Pakistan Telecommunication Authority (PTA) has granted a license to the
National Telecommunication Corporation for the provision of telecommunication
services within Pakistan to the Armed Forces, Defense Projects, Federal
Government, provincial Government or such other Governmental agencies or
Government institutes as the Federal Government may determine and during the
exclusivity period of the Pakistan Telecommunication Company Limited (PTCL)
specified in section 39, of the aforesaid Act, the NTC shall not sell its capacity on
the telecommunication system to any person other than such Government agencies.

Basically NTC is a Government owned corporation in which financial practices


exhibit it as a true public sector corporation. NTC is a developing organization and
most of its processes & operations are in the phase of being re-engineered. As far as
the decision making is concerned, right now, top-down decision making approach is
Internship Report on NTC 9

being followed. In administration its own Standard Operating Procedures (SOPs)


are followed.

3.3 Business Volume:


NTC has annual business volume of about Rs.300 billion. It is pertinent to mention
here that from the business volume point of view, Islamabad Region (out of five
NTC regions i.e. Islamabad, Peshawar, Lahore, Quetta & Karachi regions) is
generating about 37% of total revenue while Lahore region contributes 26 % and
other regions are generating remaining 37% of total revenue. Following are the
major sources of its revenue:-
• Fixed line connections.
• Media (MW, DRS, OFS, PCM, Carrier) services.
• Internet, MSDN services.
• PTV Transmission.
• Services for Mobile operators.
• Gateway services for International communication.
• Services for PERN project

Being public sector clientele, NTC has to face a great deal of difficulties in
recovering dues from different Government departments. However, its revenue
section is leaving no store unturned to come up with flying colors.

NTC business volume is likely to touch the zenith when most of the embassies will
be provided telecommunication facilities by NTC. In this regard, Director NTC
region Islamabad is trying its best to shift all those connections installed for
embassies through NTC network. It is pertinent to mention that currently PEMRA
has granted licenses to 50 new TV channels, thereby, it will call far usage of NTC
infrastructure to facilitate their transmission.
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3.4 Product Lines:


NTC being a service oriented organization is offering following product lines:-

3.4.1 Services:
NTC has a definite mandate to provide basic telecommunication services to its
designated customers, which include Federal and Provincial Governments, their
departments, autonomous organizations and defense services throughout the
country.
NTC Making committed efforts to provide following state-of-the-art
communication solutions using third genration IP Voice & Data Networking.

• Telephone:
o Basic Telephony
o Calling Card
o ISDN-Integrated Service Digital Network
o BRI-Basic Rate INterface
o PRI-Primary Rate Interface
o Supplementry Services
o Network Solutions for valued

• Multi-Services Data Network:


o Web Hosting facility
o Electronic mail platform
o Dialup Internet Access, DDP, ISDN
o Co-Location
o Virtual Private Networking
o Video Conferencing facility
o Broad Band Internet Access
o Intranet Solutions
o Radio/Wireless Networking Solution
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o Lease Line Services

• Transmission Services:
o Dark Fiber
o Media (Junction)

• Co-Location:
o Space, Dishes/Antennas, Power Supply
o Servers

3.4.2 Telephonic Services:


NTC has provided more than 1,05,000 working connections of telephone to its
government subscribers throughout the country.

To meet the requirements of its subscribers NTC is operating following switching


and transmission media services with various new installations in progress.
• 39 main switching units.
• 69 remote digital line units.
• Microwave links as its long haul media.

Following value added services are also planned for the users:
• Caller line identification.
• Call waiting.
• Call transfer.
• Wakeup timer.
• Don't disturb.
• Abbreviated dialing
• Switched Hotline
• Three Parties audio Conferencing

3.4.3 Wireless Local Loop:


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NTC CDMA phone is an alternate to NTC landline with an added advantage of


enhanced services. It’s the wireless telephony revolution based on
CDMA 2000 Technology that combines the best features of both mobile and
landline. It’s the only service that allows freedom from all sorts of telephonic
hassle. This unique and innovative service is the beginning of a new era in
connecting people. Go ahead and experience this new exciting service, specially
designed keeping in mind the needs of our designated subscribers.
• Currently offering following features:
o CLI, SMS, Internet with maximum 22 Kbps downloading
speed, Call Forwarding and Call Waiting.
• NTC WLL Installation Manual

3.4.4 Calling Card:


NTC international calling cards are available in denomination of Rs. 250 and 500.
NTC calling cards are exclusively dial able from NTC numbers only.

3.4.5 Internet:

3.4.5.1 ADSL
NTC has now embarked on the challenging industry of Telecommunications in
Pakistan thereby offering Digital Subscriber Line (DSL) Services
(ADSL/G.SHDSL/HDSL) over the existing phone lines. These High-Speed digital
communication services will go a long way in meeting the overdue demand of our
Government, Educational and Business community in resolving the “last mile/local
loop” issues. With NTCs DSL service, it is possible to receive high data rates at low
cost and optimum performance. A DSL line can carry both data and voice signals
and the data part of the line is continuously connected.

3.4.5.2 ISDN
Integrated Services Digital Network or ISDN in short, is essentially a network of
fast and highly reliable connections that bring voice, data and video together all on
one digital line. Besides individual users, the NTC-ISDN service also suits
corporate users with a small LAN and who are looking for low-cost network access
Internship Report on NTC 13

to the Internet. With its dial-on-demand technology, it automatically drops a


connection after a pre-defined amount of idle time, and reconnects when you wish
to reaccess the Internet. That's a lot of time, not to mention money, saved. With the
personal NTC-ISDN service, it is possible to access the internet using both ISDN
and analogue phone lines.

3.4.5.3 Dial-Up
Keeping in view, the requirement of internet making it a commodity in today’s
world NTC embarked upon the mission to provide low price quality access to the
Cyber world and set up top of the notch Access Servers in collaboration with
custom made billing and accounting system. At this moment NTC’s dialup service
is available to all the government functionaries across Pakistan. With clear pipe
IPLCs users always get the smooth Internet surfing experience at virtually no cost

3.4.6 WebHosting:
NTC Power Platform Hosting Solutions meet specific hosting requirements by
simplifying the challenges of any configuration. Our Hosting and Access Solutions
provide the service, flexibility, reliability and responsiveness need to satisfy all
clients requirements, business and technical.

NTCs reliable platform gives access to database development tools such as Active
Server Pages (ASP), MS Access, My SQL, Php, MS-SQL server, Oracle Open
Database Connectivity (ODBC) support and helps clients to get the most from latest
in Web-authoring excellence.

3.4.7 Video Conferencing:


NTC, has completed this challenging project which is directly related to overall
objectives of IT Action plan and the concept of E-Governance. NTC has deployed
state of the art hardware and designed a scalable network by means of which fast,
reliable, secure and real time access will be possible between the top Federal and
Provincial Government officials for better and closer communication without
physical displacement.
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3.4.8 Co-Location:
3.4.8.1 Space (Open, Covered), Dishes/Antennas on NTC Towers and AC/DC
Power Supply
NTC has its country wide Network of Microwave stations, exchanges and
offices. Now NTC proffer the facility of co-location (Space, Dishes/Antennas on
NTC towers, Power Supply) to Licenced Telecom Operatos to provide the facility
for rapid network expansion/ Growth. Our Co-Location service supports your
expanding network needs with a secure, redundant environment and provides
dedicated space for your equipment. We give you a gateway to the industry’s most
robust local and regional optical networks, allowing you to take advantage of the
best infrastructure having secure access, redundant power supplies, fire detection
systems and 24x7 support capabilities available.

3.4.8.2 Servers
NTC has established its core setup at three prime locations. More over portals from
various government, semi-government and private companies are also co-located at
NTC multiple data network nodes.
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4.1 ORGANIZATION STRUCTURE

CHAIRMAN
NTC

CHIEF CHIEF CHIEF


OPERATING TECHNOLOGY FINANCIAL
OFFICER OFFICER OFFICER

GM GM GM (Defence GM
GM GM
(SOUTH) (CENTRAL) Works / North) (ADMIN & HR)
(DATA & IT) (FINANCE)
Karachi Lahore Islamabad

• DIR (KARACHI) • DIR (LAHORE)


• DIR (ISLAMABAD) • DIR (B&F)
• DIR (QUETTA) • DIR (MULTAN) DIR • DIR (HR)
• DIR (PESHAWAR) • DIR (Acct)
• DIR DEV (SOUTH) • DIR DEV (DATACOMM.) • DIR (ADMIN)
• DIR DEV (NORTH) • DIR (Rev)
(CENTRAL)

• DIR (IC & RA) DIR


• DIR (TRANSMISSION) • DIR (P & D) (INTERNAL AUDIT&
• DIR (SWITCHING) • DIR (STORE) CONTROL)
• DIR (TN & SE)
• DIR (CIVIL)
CORPORATE
SECRETARY

4.2 Comments on Organizational Structure:


NTC organizational structure has been framed for better monitoring & control of
NTC installations & its assets (financial, human, equipment & material). In addition
to prevailing feedback control, there exists a prevailing practice of even feed
forward control by implementing fortnightly maintenance of each station which is
possible through this organizational structure because as per NTC standing
operating procedures, on occurring of a fault, intimation be given to all concerned,
however, if it persist then action can be taken by concerned Divisional Engineer
within one hour, if the situation is not being overcome then involvement by
concerned Regional Director within four hours, if the fault not rectified then
Director (M&O) may involve within eight hours, if it still persists then involvement
by Chief Engineer(development) within twelve hours. However, if all above efforts
have no fruitful results then involvement by Chairman within twenty four hours.
The whole efficiency & effectiveness of this monitoring & control lies in NTC
organizational structure.
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4.3 ORGANIZATIONAL STRUCTURE OF HR DEPARTMENT

CHAIRMAN
NTC
MUHAMMAD RIAZ
CORPORATE
SECRETARY

SHAKIRULLAH KHAN
GM (ADMIN & HR )

ZAHID HUSSAIN SHAH HAMIDULLAH KHAN


DIR (HR ) DIR (ADMIN )

FATIMA ATTIQUE SYED KHURRAM TARIQ ADNAN


DY DIR (HR ) DY DIR (HRO ) DY DIR (ADMIN )

SYED BASHARAT MUHAMMAD SAQLAIN


DY DIR (HRD ) DY DIR (HR )

4.3.1 Departments:

There are basically 3 main departments in NTC, which are;

• Finance department
• HR & Admin Department
• Technical Department

4.3.2 Admin & Human Resource:


This department recruits the workers and staff according to all departments
requirement. This department is also responsible for training, procurement,
inventory and issues of real state.
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Human resource is an increasingly broadening term that refers to managing


“human capital”, the people of an organization. The field has moved from a
traditionally administrative function to a strategic one that recognizes the link
between talented and engaged people and organization success.

In NTC HR department includes

i. Admin
ii. HRD
iii. HR
iv. Recruitment and selection
v. Admin & Coord
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HUMAN RESOURCE MANAGEMENT PROCESS


Human resource process begins with the organization needs. HRM process is a
strategic process of the organization in which the organization need is assessed first
and then on the basis of need action oriented steps are taken. In this concern human
resource planning and for casting is done, jobs analysis is promoted and on the basis
of forecasting recruitment and selections is made internally and externally.

5.1 Human Resource Planning:

Human resource planning (HRP) was tended to be a reactive process, because


business needs usually defined human resource needs. Human resource planning is
basically Right number of people with right skills at right place at right time to
implement organizational strategies in order to achieve organizational objectives.
HRP is part of strategic planning process, its part of policy development, line
extension planning. Different organizational and environmental changes like social,
economical changes are certainly forcing organizations to integrate business
planning with HRP and adopt a long term proactive perspectives.

Basically HRP parallels to the strategic business plan but we just have to see it with
the specific reference of human resource.

These are the following points of human resource planning;

• Interfacing with strategic planning and scanning the environment

• Taking an inventory of the company’s current human resources

• Forecasting demand for human resources

• Forecasting the supply of HR from within the organization and in the external
labor market
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5.1.1 Human Resource forecasting:

For casting is the estimation for the future time period, infect the future human
recourse requirement is measured. HR for casting is prediction of human recourse
requirement. HR for casting is done in to ways;
• Internal and external supply of labor
• Internal and external demand of labor

Internal supply relates to the condition inside of the organization such as age
distribution of the work force, termination, retirements, and new hires within job
classes. The simplest internal supply for cast is the succession plan in which
internal employee` s cadres and their promotion, termination, and new hiring
requirement is maintained.

In external supply government agencies are hired to supply human resources


according to the requirement. Many policies are implemented in this concern in
different countries. The most competitive business environment, organizations have
to bring innovation and technological changes in their business for the sake of
survive.

5.1.2 Human Resource Planning and Forecasting in NTC:

For forecasting in NTC HR department, very few methods are used. For Demand
forecasting, regression analysis is used, replacement chart method is used as well.
These replacement charts are used to help out in succession planning as well. The
way to do succession planning in NTC is the seniority maintains. One can easily
analyze through seniority that how many employees are to be promoted and how
many are about to be retired.
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5.1.3 HRP Process


HRP is the process of analyzing an organization’s human resource needs and
developing plans, policies, and systems to satisfy those needs.

Strategic planning is basically about changing industry rules and making future
planning for tomorrow.

HRP process has some basic steps;


• A talent inventory is assed that how it is used in the practice (skills,
abilities, potential of working employees)
• HR for cast in which prediction of HR requirements are done
• Action plans are taken according to HR for casting(recruitment, selections,
training, transfers and promotions are made)

Then in control and evaluation the final step is taken. The feed back is checked.
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Forecasting as a Part of Human Resource Planning

Choose human SUPPLY


DEMAND resource FORECASTING
FORECASTING programs

Determine
organizational
objectives External
Internal programs
programs
Promotion
Recruiting
Transfer
External
Career planning
selection
Training
Executive
Demand Turnover control
exchange
forecast for
each
objective

Internal supply forecast External supply forecast


Aggregate
demand Does aggregate
forecast Supply meet
Aggregate Aggregate supply
Demand? forecast

Yes No

Go to feasibility analysis steps


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5.1.4 Methods to forecast HR needs


There are different forecast methods used for demand and supply forecast. These
are the following methods of for casting;

Demand forecasting methods


• Delphi Method
• Staffing Table Approach
• Regression Analysis
• Time Series Analysis
• Linear Programming

Supply forecasting methods


• Skills Inventory
• Replacement Charts
• Succession Planning
• Flow Modeling/Markov Analysis
• Computer Simulations

5.2 Employee Recruitment and Selection


Recruitment is the process of discovering potential candidates. After having
established its strategic planning direction and developed a corresponding
employment plan. An organization must turn its attention to getting right people the
job that have been identified and their associated skills.

The process starts when the organization notifies the public that the openings exist.
The organization wants to get information out such a large number of potentially
qualified applicants respond. Then, hopefully, after several interactions with most
promising candidates, employees are hired. The more applications received, the
better the recruiter’s chances for finding an individual who best suited to the job
requirements.
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Employee recruitment begins with the job analysis and the forecasting of human
resource. In the old time recruitment was done by the head count of the applicant
out side the organization gate. But in today competitive business environment,
recruitment is done through resume data bases and other modern ways. After job
analysis till that short listing according to the organization job analysis is the
recruitment process. In this process the job description and job specification are
compared with each other to get the actual standards of recruitment policy. The
applicant experience and qualification is compared with the demanded criteria of
the organization.

After short listing of applicants, the process of selection starts where recruitment is
ended. Activities typically follow a standard pattern beginning with an initial
screening interview and concluding with the final employment decision. Its
typically consists of eight steps;
1. Initial screening
2. completing the application form
3. employment tests
4. comprehensive interview
5. back ground investigation
6. conditional job offers
7. medical/ physical examination
8. permanent job offer

Human Resource Process of Employee Selection in NTC:-

In NTC recruitment and selection process begins after the personnel recruitment
form is completed by the department which is concerned. After the PR form
completion, job description is attached to the PR form and present situation of
employees is noted as well for such post, Internal search is done to insure is there
any promotion or posting within the corporation is possible for such post. HR
department verifies the PR form to ensure the requirements against budgeted
positions sanctioned. After the internal procedure, employee recruitment process
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starts. For recruitment purpose, advertisement of the post in media and other
outsource are used. The other way for recruitment is requisition from government/
semi government/ Public Sector Corporation/ armed forces.

After the recruitment, employee’s selections begin with short listing of potential
candidates. In this concern, HR department short list the CVs according to the
criteria given in the job description and PR form. Then the list of potential/ suitable
candidates is prepared.

In selection process HR department and selection committee constituted by the


competent authority on case to case basis conduct test and interviews of candidates
identified through screening of Cs as per the interview Evaluation form, which is
completed by the interviewee. The potential candidates are requested to fill the in
the “Employment Application” form. And other verification are submitted by the
candidates. This verification can be medical tests, reference, educational and
background information.

5.2.1 Candidate Selection Sources:

Employee selection is always done in two ways

• internal search
• external search

In internal search many organizations attempt to develop their own employees for
positions beyond the lowest level. These can accur through search of current
employees. And this internal search is helped by HR demand forecasting; by
replacement charts, succession planning and many other ways. Referrals and
recommendation is the internal search sources. Referrals are an excellent means of
locating potential employees far those hard to fill positions. Usually employees do
not give reference in the organization but where it happens, it considered by the
organization.
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External search is customary for organizations to open up recruitment efforts to the


external community. These efforts include advertisements, employment agencies,
school, colleges, and universities, professional organizations and unsolicited
applicants. In professional organizations there are three levels; Public or state
agencies, private employment agencies, management consulting firm.

Employee Search Methods in Corporation:


Employee search is done in both ways, internally and externally. If an internal
employee is up to the criteria of the post, then internal selection is proffered. Out
source advertisement media is used. In external search other organizations are
preferred and the services of employment agencies are used as well.

5.3 Training and Development:


Training is a continuous learning process. It consists of planned programs designed
to improve performance at individual, group, and organizational levels. Improve
performance in turn, implies that there have been measurable changes in
knowledge, skills, attitudes and social behavior.

At a very basic level, one may choose to examine issues such as what type if
training program seems to yield positive outcomes for organizations and trainees.
How to identify if training is needed and if so what type of training is best fits the
needs that have been identified. There must be emphasis on learning needs not on
the methods and techniques.

Training and Development with Reference to NTC

In HR department, training and development is it self a segment. It has its own


vitality in the department. The corporation time to time conducts employee training
or courses within the Pakistan and outside the Pakistan, at the expense of NTC or
any other agency as for the corporation benefits as well.

Mostly required areas for training are the technical staff regarding
telecommunications, managerial and finance for doing managerial and financial
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activities. Different workshops are conducted to enhance functional expertise in the


field of management and finance to enhance overall productivity and leadership
ability of NTC employees.

5.3.1 Training Need Assessment:

Meaningful assessment of training needs start with the identification of organization


problems. The final purpose of need assessment is to find out what training and
development employee should receive.

Defining training need we have to start by identifying and comparing two levels of
performance. One is standard performance (Ps) and the current performance (Pc).
The difference of these two performance level is termed as performance gap. To
attain the performance standard, employee current competence (Cc) must be high.

Training needs might surface in any of these three broad areas. At a general level, it
is important to analyze training need against the backdrop of the organizational
objectives and strategies. Unless you do this, may waste time and money on training
program.

Training need assessment is done on three levels.


• Organizational analysis: at this level of assessment it is identified
that where within the organization training is needed.
• Operational analysis: it is an attempt to identify the contents of
training- what an employee must do in order to perform competently.
• Individual analysis: it is determined that how well each employee
is performing the task that make up his or her job.

In individual analysis training needs are defined in this way; the difference between
desired performance and actual performance is the individual`s training need.
Performance standards are identified in operation phase.
• Performance tests
• Performance data
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• Diagnostic rating of employees by customers, peers, and


supervisors.

At organizational level, senior manager who set the organizational goals should
analyze needs.
The manager who specify how the organization` s goals are going to be achieved
should analyze needs.

At the individual level, the managers and workers who do the work to achieve those
goals should analyze needs, keeping in mind that performance is a function of both
ability and motivation.

Employee Training Need Assessment in NTC:-


The employee training needs are determined at the time of recruitment,
performance review, or the department head/ immediate supervisor` s
recommendations. Employee training need is assessed on the basis of employee job
career; initial bases of jobs of employees need introductory training, in mid career
of employment, different trainings are arranged for promotion and improve
employee competency level.

5.3.2 Employee Development:

Employee development by design is more future oriented and more concerned with
education then employee job specific training. by education we mean that employee
development activities attempt to instill sound reasoning process to enhance one` s
ability to understand and interpret knowledge. Development, therefore, focuses
more on the employee personal growth. Successful employees prepared for
positions of greater responsibility have analytical, human, conceptual and
specialized skills. They are able to think and understand.

It is important to consider one critical component of employee development, all


employees, regardless of level, can be developed.

5.3.2.1 Employee Development Methods:


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Some development of an individual` s abilities can take place on the job. We will
review several methods, three on the job methods (job rotation, Assistant-to-
position, committee assignment), and one off the job technique.

Job Rotation:-

It involves moving employees to various positions in the organization in an effort to


expand their skills, knowledge and abilities. It can either be horizontal or vertical
rotation, vertical rotation can be nothing more then promoting a worker into a new
position, Job rotation is an excellent method for broadening an individual’s
exposure to company operation and turning a specialist into a generalist.

Assistant-to-position:

Employees with demonstrated potential are some times given an opportunity to


work under a seasoned and successful manager, often in different areas.

Committee Assignment:

Committee assignment can provide an opportunity for employee to share in


decision making, to learn by watching others, and to investigate specific
organizational problems.

Lecture Courses and Seminars:

It is a traditional off the job method for employee development. in lectures and
seminars employee gets different exposure that help him/ her in self development.
This is an excellent way for employee development.

5.3.2.2 Employee Development in NTC

The corporation training and development plays a vital role in employee


development. In this concern, different methods of employee developments are
implemented in NTC. Job rotation of employees is an excellent way to enhance the
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employee work exposure and efficiency. In NTC employees in same grade are
rotated in their job to other departments.
Employees attend lecture and seminars which increase employee work exposure
and motivate them to do work in corporation efficiently.

5.4 Performance Management:


Performance management is the systematic process by which an agency involves its
employees, as individuals and members of a group, in improving organizational
effectiveness in the accomplishment of agency mission and goals.

Employee performance management includes:

• planning work and setting expectations,


• continually monitoring performance,
• developing the capacity to perform,
• periodically rating performance in a
summary fashion, and

• Rewarding good performance.

Planning:
In an effective organization, work is planned out in advance. Planning means
setting performance expectations and goals for groups and individuals to channel
their efforts toward achieving organizational objectives. Getting employees
involved in the planning process will help them understand the goals of the
organization, what needs to be done, why it needs to be done, and how well it
should be done.

Monitoring:
In an effective organization, assignments and projects are monitored continually.
Monitoring well means consistently measuring performance and providing ongoing
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feedback to employees and work groups on their progress toward reaching their
goals.

Developing:
In an effective organization, employee developmental needs are evaluated and
addressed. Developing in this instance means increasing the capacity to perform
through training, giving assignments that introduce new skills or higher levels of
responsibility, improving work processes, or other methods. Providing employees
with training and developmental opportunities encourages good performance,
strengthens job-related skills and competencies, and helps employees keep up with
changes in the workplace, such as the introduction of new technology.

Rating:
From time to time, organizations find it useful to summarize employee
performance. This can be helpful for looking at and comparing performance over
time or among various employees. Organizations need to know who their best
performers are.

Rewarding:
In an effective organization, rewards are used well. Rewarding means recognizing
employees, individually and as members of groups, for their performance and
acknowledging their contributions to the agency's mission. A basic principle of
effective management is that all behavior is controlled by its consequences. Those
consequences can and should be both formal and informal and both positive and
negative.

Managing Performance Effectively:


In effective organizations, managers and employees have been practicing good
performance management naturally all their lives, executing each key component process
well. Goals are set and work is planned routinely. Progress toward those goals is measured
and employees get feedback. High standards are set, but care is also taken to develop the
skills needed to reach them. Formal and informal rewards are used to recognize the
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behavior and results that accomplish the mission. All five component processes working
together and supporting each other achieve natural, effective performance management.

5.5 Employee Compensation and Benefits:


When an organization is designed its overall compensation program, one of the
critical areas of concern is what benefits should be provided. Employee benefit is
defined as the membership- based no financial rewards offered to attract and keep
employees. Benefits offered to employees reflect many of the trends existing in our
labor force. Employers realize that the benefits provided to employees have an
effect on whatever the applicant accept their employment offers, or once employed,
whatever workers will continues to stay with organization. There is evidence that
the absence of adequate benefits and services for employees contributes to
employee dissatisfaction and increased absenteeism and turnover.

There has been dramatic increase in the number and type of benefits offered and an
equally sensational increase in their cost. Benefits are varied on the bases of
educational level, family status and employee expectations.

5.5.1 Types of Compensation and Benefits:


There are different benefits given to employees on the basis of their stay with
organization.

• Social Security: The benefits by government are retirement pension,


disability, and survivor benefits.
• Unemployment Compensation: it laws provided benefits to
employees who meet the following condition: have without job, have worked
for minimum number of weeks. But this type of compensation is not give in
Pakistan
• Workers Compensation: every state currently has some type of
worker` s compensation to compensate employees or their family for death or
permanent or total disability resulting from job related endovers.
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• Health Insurance: is mostly given by the organization to which


employee is attached. In this way different type of insurance policies are
purchased.

5.5.2 With Reference to NTC Benefit Plan:


In NTC employee compensation plan is designed by its management, it is approved
by the government. NTC has its on pay scale and benefit plan.

At pay level NTC employees get qualification pay at their specific studying their
relevant field at different rates.

5.5.3 Allowances / Benefits:


Employees entitled with the organization can avail these benefits.

• House Allowance:

In NTC official accommodation is not available, but employees residing at


specified stations are allowed house rent allowance @ 45% of initial basic pay
of the pay group and employees residing at other then specified stations are
allowed house rent allowance @ 30 % of initial basic pay of the scale.

• Head Quarters Allowance: -

Employees working in NTC head quarters are allowed to head quarters


allowance at different rates for proposed scales.

• Conveyance Allowance:-
There are different rates of conveyance allowance for different grade of
employees in NTC.

• Information Technology Allowance:-


All NTC employees are allowed IT allowance @ 500/- per month

• Entertainment Allowance:-
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This allowance is allowed to officers to entertain their official guests with


their monthly pay at different rates.

• Recreation and Special Allowances:-


These allowances are given to all employees of NTC once in two years and
per month. Recreation allowance is equal to 50% of the current basic pay.

• Over time Allowance:-


Employees in different groups performing their duties after their normal
working hours are paid over time allowances at different rates.

• Hard Area Allowance:-


Employees posted to the hard areas which are hard to employees to go there
are giving special allowances @ 15 % of their basic pay.

• Deputation Allowance:-
Employees in NTC whose services are hired on deputation are entitled to draw
deputation allowance @ 20% of pay subject to maximum of RS. 6000/- per
month.

• Annual Increment:-
All employees of the corporation in the time scale of pay are entitled to
receive an annual increment. This increment is announced on the performance
appraisal bases.

• Medical Facilities:-
NTC is being providing medical facilities to its employees and their depended
(family, parents) in very effective manner. This facility comprises of six main
head which are appended below.

Out Door:
Out door treatment is beside the given panels. The entitled are employees and
its immediate dependents. Limits of expenditure are as under:-
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- BPS 1 to 15 which is equal to 2 basic pays for financial year


- BPS 16 and above is equal to 1 ½ basic pay for fiscal year, and the
reimbursement can be made up to above given limits.

Indoor:
In door treatment is entitled to employee and immediate family. In this
treatment there is no limit of expenditure. The treatment can be availed only
through given panels / government/ defense hospitals

Dental Treatment
Limit of dental treatment to above given entitled is ½ basic pay for one year
Treatment can be taken through panel clinics however reimbursement can also
be made as well. Un-utilized ceiling of the employees is carried forward.

Prolong Treatment
Prolong treatment is when a patient is suffering with disease that would be
lengthen in duration for example Diabetes, Hypertension etc. It is limited to 2
basic pays for fiscal year, in addition to his out-door ceiling.

Critical Prolong Treatment


Critical or relating to a medical crisis: an illness of critical nature. Like Heart
Diseases, Hepatitis C, Cancer etc.
The expenditure can be made as per actual cost of the treatment.

Private Hospital
It is subjected to circumstances. Reimbursement from 50% to 90% can be
made in case of extreme emergent / accident cases where any delay can
threaten to the life of the patient.

5.6 Promotion:
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Promotions in NTC are done at different grades and groups. But for promotion
purpose, eligibility criteria are given in policy of corporation.

Eligibility Criteria of NTC

• An employee possessing such minimum qualification as may be prescribed is


eligible for promotion to a higher post under the rules of departmental
promotion in the cadre or the post he/ she belongs.
• If an employee have that qualification is suppose to pass an examination or
training, as is specified in regulation or prescribed by the management by the
time.
• The length of service is a criterion after the minimum required qualification
for promotion.

5.7 Termination:
In NTC policy, an employee is terminated without notice, during the probation
period of employee.

Employee can be terminated if he violates the national telecommunication


corporation polices/ rules and regulations.

5.8 Resignation:
According to NTC policy an employee wishing to terminate his appointment are
suppose to submit his/her recognition in writing, he/she is continue to be in the
service of national telecommunication corporation until his resignation is formally
accepted by the appointing authority. The employees resignations are not accepted
by NTC in case of any disciplinary proceedings are pending against him.

5.8 Retirements:
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Retirement from service is a legal separation from the service. On such date after he
has completed 20 years of service qualifying for pension or the other retirement
benefits as the competent authority may in the public interest direct.
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SWOT ANALYSIS:
SWOT Analysis can be characterized in terms of Strengths, weaknesses, opportunities and
threats to NTC.

6.1 STRENGTHS:
i. Positive attributed currently present in NTC, particularly in comparison to
competitors.
ii. Own new NTC HQ Building
iii. Strong customer relationship management system
iv. Semi- autonomous corp. that provides telecommunication services to federal
that provincial government.
v. NTC has its independent training department’s on need base analysis, In
house training, local training, and foreign training will be provided for the
development and growth of employees.

6.2 WEEKENESSES:

i. Local issues or characteristics that limit the current or future growth


opportunities for NTC.
ii. Not well equipped communication media.
iii. Typical recruitment and selection methods as per rules are used.
iv. Promotions are scheduled at slow pace. An employee has to wait for
atleast six years for a single grade promotion.
v. Employee’s job enrichment, job rotation, and job enlargement are not
done properly.
vi. Shortage of skilled and techno workforce.
vii. Delays in process and procedures because of rules and regulation.

6.3 OPPORTUNITIES:

i. Areas where NTC can remedy its weaknesses (learning from others,
State- level assistance, global change, aggressive marketing, targeted
investment, etc.)
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ii. Increased scope of telecommunication sector.


iii. Increasing awareness of efficiency.
iv. Strong government leadership

6.4 THREATS:

i. Trends that threaten NTC future and attractiveness to new industry,


from local weaknesses or global threats.
ii. Shortage of skilled workers.
iii. Aggressive incentives by the competitors.
iv. High inflation rate.
v. NTC will be threatened by the terrorist.

6.5 CHALLENGES FACED BY NTC:


i. Lack of R & D
ii. Local market lack investment from corporation and big joint
company.
iii. Shift of professional to abroad and foreign company.
iv. Vat and high custom duty.
v. Utilizing emerging technologies to improve staff productivity.
vi. Ensuring the reliability, availability, survivability & security of
telephone, data network & internet platforms & services.
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INTERNSHIP EXPERIENCE

Department:
HR department:
Assigned Duties:
1. Letter making and office correspondence
2. Maintaining the files.
3. Job description
4. Dispatching, data entry
5. Updating the files and records.
6. Collecting data from other department.
7. Computer general purpose operations (like E-mail, Printing)

Learning:
1. I learned how task are carried out in a practical environment.
2. I learned professional behavior and attitude towards office work
and assigned tasks.
3. I learned the formal behavior that is very important when we work
in an organization.
4. I come to know how an employee feels motivated.
5. I learned how to develop and maintain relations with the
colleagues, peers, opponents, supervisors and managers.
6. I learned how much interdependency is needed when we work in
an organization especially when I collected data for Manual from different
regions.
7. I learned to work in a team and as an individual.
8. I have learned the skill of identifying and judging people.
9. Working in official environment increased my level of confidence
and also developed self confidence that I am capable of doing any kind of
work.
10. Punctuality on given tasks.
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ANALYSIS
Working in an organization like NTC has really helped me specially in advancing
my understanding of what we study in theory. An interaction with the practical
environment helped me to understand how original tasks are carried out in practical
environment. Terms that we study in our courses, how much they are relevant and
important when you work in such a environment.
Organization design of NTC is like that of any other Government Organization,
though it has some positive points too regarding its premises and internal
environment.
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RECOMMENDATIONS

I would like to recommend the following for NTC.

1. The communication gap should be narrow down


2. Make un-announced visits of management
3. Promote effective code of ethics
4. Make available the people about the rules and procedures
5. Create an environment within the company that human rights are
understood and respected
6. In order to facilitate the employees there should be colonies for
residence
7. Introduce attractive salary package not only for the top
management but also for the middle and lower management.
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CONCLUSION
NTC being a prestigious organization provides a chance to fresh graduates like me
who are still under the learning process to enhance their abilities by giving them a
chance of internship. I come to know the actual working of this organization as the
staff was highly cooperative and guided me at every step. Whatever I studied in the
university was a great help and I was able to apply my theoretical knowledge and
implement it into practical knowledge.

Human resource department should play its dynamic role so that the organizational
goals can be achieved. Human resource work activities my affect the whole
organization vision.

I as an internee gained a lot while working in NTC but the important things I gained
are:
1. Interaction and interpersonal skills.
2. Knowledge application
3. Judging and identifying people.
4. Handling different managerial problem regarding HR &
administration.
5. Professional behavior and attitude towards office work and assigned
tasks.
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LIST OF ACCRONYMS

NTC National Telecommunication Corporation


GOP Government of Pakistan
SOP Standard Operating Procedure
PTC Pakistan Telecom Corporation
PTCL Pakistan Telecommunication Limited
PTA Pakistan Telecommunication Authority
AD Assistant Director
GOVT Government
BPS Basic Pay Scale
UDC Upper Divisional Clerk
DSL Digital Subscriber Line
OCS Overseas Courier Service
PCM Post Code Modulation
OFS Optical Fiber System
DRS Digital Remote System
SBP State Bank of Pakistan
ERP Enterprise Resource Planning
MSDN Multi Service Data Network
WLL Wireless Local Loop
PTV Pakistan Television
ATM Automated Teller Machine
PERN Pakistan Education & Research Network
POI Point of Interconnect
RDLU Remote Digital Line Unit
NBP National Bank of Pakistan