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HR PRACTICES AT PTCL

An insight into PTCLs HR practices and in-depth analysis

By:Sadiq

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PROCEEDINGS
INTRODUCTION
Company Mission/Vision

FORMATION OF HR HIERARCHY OF HR DEPARTMENT


Divisions

ANALYSIS OF HR DEPARTMENT
HRM planning and working

RECRUITMENT AND SELECTION TRAINING AND DEVELOPMENT


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PROCEEDINGS

COMPENSATION PERFORMANCE APPRAISAL FINAL VERDICT

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COMPANY
Largest telephone company.
26% owned by Etisalat and 62% by the Government and 12% by the general public. Privatization was not accepted by the masses. Employee strength of 35000. 28000 permanent and 7000 on contingent basis. Employees hold the key to success. Largest HR system.

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PTCL

Telephone connections

Internet Service Provider

Prepaid Telephone

DSL and Internet

Customer Services

Telephone sets
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CORPORATE SOCIAL RESPONSIBILITY

PTCL is frequently involved in donating funds. Sponsorships to study abroad. Going Green

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VISION AND MISSION

MISSION: To have professional environment, with focus of quality through optimum level of technology and maintaining customers satisfaction and sustained growth.

CORE VALUES: Professional Integrity, Customer Satisfaction, Teamwork, Company Loyalty.

VISION: To be the leading Information and Communication Technology Service Provider in the region

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FORMATION OF HR DEPARTMENT
HRD was established in 1996 and re-organized in 2005.

Initially only responsible for Transfers and Postings.

It developed a sophisticated computerized network for human resource

activities known as Human Resource Information System HRIS-PTCL.

The department works under SEVP and directly linked to the GM


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HR DIVISIONS AT PTCL

Human Resource Administration


Training and Development
Employee Relation Department

Organizational Development
Manpower Planning Department

Compensation and Benefits

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HR DIVISIONS

Human Resource Administration (HRA)


The basic functions performed by this department include: Recruitment and Selection

HR Compensation and Benefits


This division is responsible designing the compensation and benefits plan and maintaining distributive justice inside the organization. Rewards and Compensation

Organizational Development
This division devises ways to create fit between organization and its human capital.

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HR DIVISIONS

Training and Development


This division takes care of organizations ever changing needs for trained staff to meet international standards and keeping themselves ahead of the competition.

Employee Relation Department


This division takes care of employees by maintaining their motivation levels by providing them with all sort of counseling and self assessment programs.

Man Power Planning Department


This division ensures right number of employees working inside the organization.

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HIERARCHY OF HR DEPARTMENT
HR Manager CE HR
GM HRA

HR manager Compensation

HR manager OD

HR manager Training & Development

HR manager ER

HR manager MPP

HR Career Development

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Legal Advisors

Contract Employees

ANALYSIS OF HR-PRACTICES AT PTCL

HR STRATEGIES
Customer oriented approach to retain customers loyalty Restructuring: inclusion of new corporate culture Retention of critical Human Resource Motivation of employees

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ANALYSIS OF HR-PRACTICES AT PTCL

HRM PLANNING
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).

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ANALYSIS OF HR-PRACTICES AT PTCL

RECRUITMENT
Fresh recruitment of professional are made in areas like: Technical Human Resource (HR expert, HR Managers). Finance & Accounts. Business development & marketing.

Information technology (IT Professionals).

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RECRUITMENT AND SELECTION


Position or vacancy is announced through electronic media and print media.
Applications are scrutinized as per specification in the job description and job specification.

Short-listing.
Putting short-listed candidates through a series of technical and general knowledge tests. Interviews.
Structured and semi-structured interviews for short listed candidates.

Verification of documents of the candidates.

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RECRUITMENT AND SELECTION

Internal Recruitment

External Recruitment

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RECRUITMENT AND SELECTION


Recruitment

Application

Screening

Tests

Interview

Final Decision Making

Joining Letter
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TRAINING AND DEVELOPMENT


Pre Service Training: These trainings are for Assistant Divisional Engineers, Engineers and Supervisors. (1 to 2 years).
On the Job Training: These training are for Directors (technical) and Engineering Supervisors Pre Promotion Courses: For Director and Assistant Engineers (2 weeks). Computer Training: This training is for enhancing IT skills

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TRAINING AND DEVELOPMENT

Orientation Program: For Finance and Accountants In-Service Courses: For linemen, cable jointers and technicians (2 years). Technical Short Courses: These are short courses in order to be aware of new technologies and methodologies. Prohibition Period: Prohibition period is the time in which the organization trained employees before putting them on to jobs.

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PERFORMANCE APRAISAL
To measure the performance there are few standardized methods and benchmarks set by PTCL. Their main objectives are as follows:
Improvement in Performance Effectiveness, Efficiency, Productivity, Motivation Pay and Benefit Adjustments Training & Development Needs Career Planning & Development with Personal and Employee Development Staffing (Recruitment & Selection) Response and Feedback from

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COMPENSATION
PTCL has a very organized and effective compensation system.
They are offering 30% more pay than other Government Organizations. FINANCIAL REWARDS
Pension: 60% to 65% of basic pay

Disability Pension:
As per Government Rules Death Benefits: Funeral amount + 5-6 month pay

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COMPENSATION
Loan Facility:
Car & motorcycle loan: Loan will be deducted from monthly salary Provident Fund: 8.25% of salary + interest of 15%

NON-FINANCIAL REWARDS
Maintenance:
Company provides maintenance of Employees car & motorcycle Pick & Drop:

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COMPENSATION
Busses are used for this purpose
Accommodation: Self Own flats for lower staff (1 - 15th grade) Colonies and Full furnished houses for high rank officers and Top management (17th21st Grade Officers). MEDICAL BENEFITS Free medical services

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FINAL VERDICT
After thorough and in depth analysis of PTCLs HR practices we found:

Recruitment and selection procedures do not seem to match with company goals and objectives. But seemingly PTCL is overstaffed and needs to revive their hiring policies and scrutinize the process. HR at PTCL is divided into divisions. Each department works closely to create a synergy between PTCLs Human Resource Capital and company goals and objectives. At PTCL employees are evaluated using the Rating Scale. There are many other aspects of performance which have been ignored in PTCLs performance evaluation tools.

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FINAL VERDICT
PTCL portraits itself as a highly decentralized organization.
PTCL seems to be overstaffed and therefore faces many issues related with their lower and middle level staff management. Pay scale of the employees should be revised. PTCL has a mechanized way of hiring and staffing but there is room for improvement.

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FINAL VERDICT

The compensation system should be equivalent to the other multinational and international organizations working in Pakistan in the same field and

industry.
To improve medical benefits provided to PTCL employees the number of dispensaries should be increased.

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THANK YOU

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