Project Title: “Pakistan Telecommunication Company Limited”

Submitted to : Ms Sonia

Project management

Submitted by : Amir shehzad

Adnan khan

Yawar miraj

Hamayun khan

B.B.A, 5th Semester, Group “c”

Date : April 19, 2011

Institute of Management Sciences, Peshawar, Pakistan

Acknowledgement:

“To Him belongs the dimension of the Heavens and the earth,
it is He who gives Life
And death and He has power over all things.”
(Al-Quran)

First of all we would like to thanks to Allah who has empowered and enabled us to accomplish
the task successfully.

We also want to show our gratitude to our loving parents and humble teachers who make us able
to be at this position.

Bundle of Thanks to our honorable teacher 

Ms. Sonia ismat, who give us a chance to enhance our abilities and skills.
CONTENTS
Acknowledgement:............................................................................................................................................. 2
Executive Summary:........................................................................................................................................... 5
Objectives:................................................................................................................................................................ 6
Research Methodology:.................................................................................................................................... 6
Primary Data Collection............................................................................................................................... 6
Secondary Data Collection.......................................................................................................................... 6
Introduction, History, Vision and Mission of PTCL:..........................................................................7
Introduction:...................................................................................................................................................... 7
History:.................................................................................................................................................................. 7
Vision and mission.......................................................................................................................................... 7
Vision:.............................................................................................................................................................. 7
Mission:............................................................................................................................................................. 8
Core Values:........................................................................................................................................................ 8
HRM PLANNING:................................................................................................................................................. 8
Job Analysis:............................................................................................................................................................ 8
Purpose of Job Analysis................................................................................................................................ 9
RECRUITMENT:................................................................................................................................................... 9
Recruitment procedure........................................................................................................................... 9
Recruitment methods:................................................................................................................................ 10
Internal Recruitment:............................................................................................................................ 10
External recruitment:............................................................................................................................. 10
Quota System:............................................................................................................................................... 10
Selection:.............................................................................................................................................................. 11
Selection criteria:......................................................................................................................................... 11
Interview Methods:....................................................................................................................................... 12
Structured interview and Unstructured Interviews:.......................................................12
Format of Job description:...................................................................................................................... 13
Job Components.............................................................................................................................................. 13
Training institutes of Ptcl:...................................................................................................................... 13
Types of local training:.............................................................................................................................. 14
Pre service training:................................................................................................................................ 14
On the job training:.................................................................................................................................. 14
Pre promotion Courses:........................................................................................................................ 14
Computer Training:.................................................................................................................................. 14
In Services Courses:................................................................................................................................. 14
Technical short Courses:...................................................................................................................... 14
Prohibition period:.................................................................................................................................. 14
TRAINING STAFF............................................................................................................................................. 15
CAREER PLANNING AND DEVELOPMENT....................................................................................... 15
EDUCATIONAL LEAVE.............................................................................................................................. 16
PRIORITIES FOR FORMAL EDUCATION....................................................................................... 16
MANAGEMENT DEVELOPMENT TECHNIQUES.............................................................................16
Job Rotation:................................................................................................................................................. 17
Serving on Committees:........................................................................................................................ 17
Executive Committee:............................................................................................................................. 17
Outside Experience:................................................................................................................................. 17
PSYCHOLOGICAL TESTS & ASSESSMENTS:................................................................................ 17
PERFORMANCE APPRAISAL..................................................................................................................... 17
Performance Appraisal Methods........................................................................................................ 18
Rating Scale:...................................................................................................................................................... 18
Compensation and Rewards:................................................................................................................. 18
Compensation:............................................................................................................................................. 18
Financial Rewards:................................................................................................................................... 18
Medical BENEFITS:..................................................................................................................................... 19
EXECUTIVE SUMMARY:

This project is about a Pakistan well known and largest telecommunication company
named as Pakistan telecommunication Company limited ( PTCL ). In this project we have
covered almost all the Human Resource practices starting with the company brief
introduction its mission, vision and core values. Further there is some information about
the practical work at Ptcl while dealing with Human Resource (HR). Here, with more focus
on job analysis because almost all HRM activities are tied to job analysis and it is the
starting point for sound HRM.

Beside this, there we have examined the recruitment process, its procedure and various
methods used by ptcl according to nature and importance of job. Also different selection
methods for screening out the best applicants and then appropriate orientation and
training period are introduce for them so that Ptcl employees become more productive and
stable.

At the end there are some employee development methods for potential candidates by
sending them for training purposes to different countries like France and other foreign
countries. Also providing other compensation plans, rewards on the basis of the
performance appraisal system.
OBJECTIVES:

The most fundamental objective of this project was to see practical implementation of all
the theory which we have studied in our book.

RESEARCH METHODOLOGY:

The research techniques that are adopted for the purpose of this study are as follows:

PRIMARY DATA COLLECTION

Formal Interviews
Informal Interviews

The formal interviews include people from the top management of Ptcl and the informal
interviews included people from middle and lower management of Ptcl.

SECONDARY DATA COLLECTION

Internet Search

www.ptcl.net.pk

Newspapers
Reference books and other literature
Annual reports of the organization.
INTRODUCTION, HISTORY, VISION AND MISSION OF PTCL:

INTRODUCTION:

Pakistan Telecommunication Company Limited is the largest telecommunication company

in Pakistan. This company provides telephony services to the nation and still holds the
status of backbone for country's telecommunication infrastructure despite arrival of a
dozen other telecoms including telecom giants like Telenor and China Mobile. The company
consists of around 2000 telephone exchanges across country providing largest fixed line
network. GSM, CDMA, Broadband Internet, IPTV, wholesale data and backbone services are
other major resources of PTCL, making it a gigantic organization.

The Government of Pakistan sold 26% shares and control of the company to Etisalat in
2006. The Government of Pakistan retained 62% of the shares while the remaining 12%
are held by the general public.

HISTORY:

From the beginnings of Posts & Telegraph Department in 1947 and establishment of
Pakistan Telephone & Telegraph Department in 1962, PTCL has been a major player in
telecommunication in Pakistan. Despite having established a network of enormous size,
PTCL workings and policies have attracted regular criticism from other smaller operators
and the civil society of Pakistan.

Pakistan Telecommunication Corporation (PTC) took over operations and functions from
Pakistan Telephone and Telegraph Department under Pakistan Telecommunication
Corporation Act 1991. This coincided with the Government's competitive policy,
encouraging private sector participation and resulting in award of licenses for cellular,
card-operated pay-phones, paging and, lately, data communication services.

Pursuing a progressive policy, the Government in 1991, announced its plans to privatize
PTCL, and in 1994 issued six million vouchers exchangeable into 600 million shares of the
would-be PTCL in two separate placements. Each had a par value of Rs. 10 per share. These
vouchers were converted into PTCL shares in mid-1996.

VISION AND MISSION

VISION: 
The PTCL Training and Development wing will be a center of excellence in training services
and consulting that works in close partnership with its internal/external clients to build
competencies that achieve business goals. 

MISSION : 

To provide a learning environment and tools to help our customers reach their full
potential. 

CORE VALUES: 

 Open and free exchange of information at all levels.

 Continuous learning.
 Learners are active participants in all aspects of the training process.
 Search for innovative PEOPLE DEVELOPMENT solutions.

HRM PLANNING:

Before moving towards the Recruitment and selection first of all we should know
the HRM planning and job analysis of PTCL and it includes the following steps:

Conduct job analysis and based on the outcomes of the  job analysis, write job
descriptions.

Organizational restructuring and right sizing

Design and implement a performance management system

Provide current information regarding employees to be used in the decision

making process

Conduct HRM research with the aim of solving problems in  the organization

Integrated employee data management (HR MIS)

JOB ANALYSIS:

Job Analysis is a process to identify and determine in detail the particular job duties and
requirements and the relative importance of these duties for a given job. Job Analysis is a
process where judgments are made about data collected on a job.
In ptcl the most popular concept which is “The Job; not the person” is also applied. And
important concept of Job Analysis is that the analysis is conducted of the Job, not the
person. While Job Analysis data may be collected from incumbents through interviews or
questionnaires, the product of the analysis is a description or specifications of the job, not a
description of the person.

PURPOSE OF JOB ANALYSIS

The purpose of Job Analysis is to establish and document the 'job relatedness' of
employment procedures such as training, selection, compensation, and performance
appraisal.

RECRUITMENT:

Recruitment is process of attracting a qualified pool of candidates and discouraging

unqualified applicants for organizational actual or anticipated vacancies.

Q: From where fresh recruitment of the professional are made in PTCL?

Ans: Fresh recruitment of professional are only being made in areas like.

Technical
Human Resource (HR expert, HR Managers)
Finance & Accounts
Business development & marketing
Information technology (IT Professionals)

R ECRUITMENT PROCEDURE

The recruitment procedure of PTCL is as follows:

1. First position or vacancy is announced in the electronic media and print

media through Internet and newspapers respectively.

2. Then applications are scrutinized as per specification in the   job description

and job specification.

3. Candidates are being short-listed.

4. The next step is Test of short-listed candidates.

 5. The next step of the PTCL recruitment process is   the interview. They
usually  conduct  a  structured  and  semi-structured interview for the
candidates.

6. Last but not the least is the verification of the documents.

R ECRUITMENT METHODS :

There are basically 2 methods at PTCL frequently carried out when desired, these
methods are as follows:

1. Internal Recruitment
2. External Recruitment

I NTERNAL R ECRUITMENT :

In this method the candidates are recruited within the PTCL. It  is a search mode in
which the PTCL check out the potential and right and desired person within the
PTCL. In order to get desired candidates they advertise within the organization
by  job specification and job description by using Notice Boards.

E XTERNAL RECRUITMENT :

In this method PTCL recruit externally from the outside environment. 

 For this method  they use different modes to  recruit the people. Few of the
methods are as follows carried  out in past as well as currently:

Online Recruitment:

This done through the ptcl web site

Use of Print Media (Newspapers)

Q UOTA S YSTEM :

There is a percentage reserved by each quota differentiated on   the basis of Gender

and Province.

Punjab 50%
Sindh 20%
Baluchistan 10%
Khyber Pakhtun Khawa 17%
Women 5%
Handicapped 2%
Child Labor  Nil

S ELECTION :

The process of choosing from a pool of applicants the individual or individuals who

best fit the selection criteria for a given position.

PTCL has got very effective and efficient selection criteria.

S ELECTION CRITERIA :

These are the following steps carried out by PTCL in order to meet selection.

The diagrammatic presentation is as under:

Recruitment
(advertising jobs
specification and
description)
↓

Application
(online and forms)

Screening and
application
 ↓

test

interview

Joining letter

I NTERVIEW M ETHODS :

The interview method depends upon situation and condition but there are three
types of interview but two of them are and were in focus of ptcl while carrying out
the selection process.

These three methods are:

Structured method
Unstructured method
Stress interviews

But in ptcl the first 2 are normally used

S TRUCTURED INTERVIEW AND U NSTRUCTURED I NTERVIEWS :

Structured interview are those which are preplanned and predefined in order to
check skills, abilities, knowledge, behavior and required potential of the candidate.
While,
Unstructured interviews are not preplanned and predefined but are based on the
conditions and possibilities.

F ORMAT OF J OB DESCRIPTION :

Purpose of the job

Role and function
Dimension of the job
Annual operating budget of the unit
Number of client serve
Number of directly reports
Indirectly reports
Specifically accountabilities of job
Job responsibility

Performance standards

How is the performance of this job measured?

J OB C OMPONENTS

Communication
Initiative
Challenges
Adaptability
Team work
Guide lines
Nature of supervision received
Leadership
Responsibilities

T RAINING INSTITUTES OF P TCL :

One national postgraduate institute of telecom and informatics.

One telecommunication staff college Haripur

Two regional telecom training schools Lahore and Karachi

Nine regional telecom training schools in Peshawar, D.I. khan, Gujranwala,
Faisalabad, Multan, Sialkot, Quetta, and Hyderabad.

Fifteen divisional telecom training centers j

T YPES OF LOCAL TRAINING :

P RE SERVICE TRAINING :

As its name shows that it is the training before the job. These trainings are for
assistant divisional engineers, engineers and supervisors.

O N THE JOB TRAINING :

This type of training is beneficial for more technical staff.

P RE PROMOTION C OURSES :

With the promotion the scope of work changes or enhanced that’s why this training
program is designed to do job smoothly

C OMPUTER T RAINING :

This kind of training is given mostly new employees to get them familiar with the it
skills as used in ptcl.

I N S ERVICES C OURSES :

This kind of the courses is designed for linemen, cable jointers and technicians.(2
years normally)

T ECHNICAL SHORT C OURSES :

There are short course in the ptcl which are given to the employees to know about
the new technology environment and methodology.
P ROHIBITION PERIOD :

Prohibition period is the time in which the organization trained the employees
before getting them onto the jo0bs.
In ptcl normally trained the employee for six months
And for engineers it is about 2 years.

TRAINING STAFF

In order to train the employees at different schools and training centers, training

staff is hired and mostly the training staff consists of trained employees which are
used as instructors.

CAREER PLANNING AND DEVELOPMENT

Company and Employees are partners in career management

Company provides assistance in improving the  employee’s skills and capabilities

Financial Assistance

Educational Assistance

Encourages opportunities for higher education in foreign countries on scholarship

Foreign training to improve technical skills

Post graduation in telecommunication

Local training SCHOLARSHIP STUDIES:

The method to apply for scholarship is as follows:

 Educational
Level

Application for
foreign education

Selection committee

recommendation

EDUCATIONAL LEAVE 
 
Educational  leave  without  pay  is  for  5  years  for  PTCL employees.

PRIORITIES FOR FORMAL EDUCATION  

 
As PTCL is in Contract with one of the world’s leading Telecom Companies like
Siemens and Ericson so they are on priorities  to  PTCL  because  PTCL  is  using
and  buying exchanges manufactured by these companies. So in order to meet the
challenges of new technology transferred by these companies PTCL send its
employees to Sweden, Germany &France on a course of 9 months.
 Along with that PTCL also buy exchanges from China and in this way PTCL workers
work with Chinese Expertise that is also a sort of career development and
experience for PTCL employees.

MANAGEMENT DEVELOPMENT TECHNIQUES

J OB  R OTATION :

To widen the manager’s perspective about organization

S ERVING ON C OMMITTEES :

To observe interpersonal working of experienced executives

E XECUTIVE C OMMITTEE :

It  serves  as  junior  board  for investigating problems, preparing reports and

proposals

O UTSIDE E XPERIENCE :

It includes Workshops, Seminars and Conferences  for enchaining skills

and capabilities  of the managers

PSYCHOLOGICAL TESTS & ASSESSMENTS:

According to DE of HRM&P, there are no Psychological Tests of the PTCL but

according to his information they are adopting modern techniques so in near future
there will be such tests carried out in the organization.

In case of assessments they are on the skills, behavior, performance and expertise

of a person. After every 6 months and 1-year they carry out Performance checks
and publish annual performance reports.
PERFORMANCE APPRAISAL

To measure the performance there are few methods which an organization have to 
follow, in the case of PTCL Absolute performance appraisal is fallowed. Their main
objectives are as follow:

Improvement in Performance,
Effectiveness, Efficiency, Productivity, Motivation,
Pay and Benefit Adjustments
Training & Development Needs,
Career Planning & Development with Personal and Employee Development

P ERFORMANCE A PPRAISAL M ETHODS

There are many performance appraisal methods but in PTCL they use Rating scale
for performance evaluation.

R ATING S CALE :

The rating scale method offers a high degree of structure for appraisals. Each
employee trait or characteristic is rated on a bipolar scale that usually has several
points ranging from "poor" to "excellent" (or some similar arrangement).

The traits assessed on these scales includes,

Employee attributes such as cooperation, communications ability, initiative,
punctuality and technical (work skills) competence. The nature and scope of
the traits selected for inclusion is limited only by the imagination of the
scale's designer, or by the organization's need to know.

C OMPENSATION AND R EWARDS :

C OMPENSATION :

It is a system in which an employee is rewarded on the effective and efficient

required performance.
PTCL has a very organized and effective compensation system according to the
rules and regulations of Government of Pakistan. They are  offering 30% more pay
then other Government Organizations.

F INANCIAL R EWARDS :

The rewards, benefits, allowances that are offered by PTCL for its employees and

workers as well as officers are as follows:

Pension 60% to 65% of basic pay

Disability Pension as per Government Rules

Death Benefits Funeral amount + 5-6 month pay

Loan Facility

Car & motorcycle loan loan will be deducted from monthly salary

Provident Fund 8.25% of salary + interest of 15%

NON-Financial Rewards

Company provides maintenance of Employee’s car & motorcycle

Pick & Drop Busses are used for this purpose

Accommodation Own flats for lower staff (1 – 15 th grade)

Colonies and full furnished houses for high rank officers and Top

management (17th–21 st Grade).

Leave Policy

It is up to the mark of Government rules and regulations. 

 Leave policy contains:

Holiday Friday is half day and Sunday is off 

Earned Leaves 45 per year 

Casual Leaves 20 leaves per year (with Pay)

Maternity Leaves 120 days

M EDICAL BENEFITS:

PTCL also give medical benefits to its workers and employees.

PTCL employees have free medical treatment. In all over PTCL employees have free 
medical treatment. In all over the Pakistan there are 38 dispensaries which are
working and providing free treatments to PTCL employees. This benefit is
providing free treatments to PTCL employees. This benefit is  also for the family
members of the PTCL employees. After retirement too PTCL provide the medical
benefits to its former employees. Employees from grade 1 to 16 are entitled   for
medical  facility  up  to  five  years  of  the  retirement. Employees in grade 17 and
above have lifetime entitlement for the facility.

Thanks for your precious time and valuable data to perform our project successfully.