Human Resource Management : management development techniques
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Human ResourceHuman Resource
ManagementManagement
Submitted to:Submitted to:
Sir Khasif AliSir Khasif Ali
Submitted by:Submitted by: GROUP NO.05GROUP NO.05
MUHAMMAD AHMEDMUHAMMAD AHMED
TAIMUR UMARTAIMUR UMAR
ASADULLAHASADULLAH
AWAIS RAFIAWAIS RAFI
UNIVERSITYUNIVERSITY OF SAHIWALOF SAHIWAL
Group No.05 Page 1
ManagementManagement
Submitted to:Submitted to:
Sir Khasif AliSir Khasif Ali
Submitted by:Submitted by: GROUP NO.05GROUP NO.05
MUHAMMAD AHMEDMUHAMMAD AHMED
TAIMUR UMARTAIMUR UMAR
ASADULLAHASADULLAH
AWAIS RAFIAWAIS RAFI
UNIVERSITYUNIVERSITY OF SAHIWALOF SAHIWAL
Group No.05 Page 1
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Table of ContentsTable of Contents
EXECUTIVE SUMMARYEXECUTIVE SUMMARY
STATEMENT OF PURPOSE
PRODUCT SERVICE AND TECHNOLOGY
VISION, MISSION AND CORE VALUES
ACKNOWLEDGEMENT AND DEDICATIONS
HIERARCHY OF PTCL
CHAP 1: INTRODUCTION OF PROJECTCHAP 1: INTRODUCTION OF PROJECT
1 INTRODUCTION OF PTCL
2 HISTORY OF PTCL
3 HISTORY CHART
CHAP 2: FINDINGS OF TRAINING & DEVELOPMENTCHAP 2: FINDINGS OF TRAINING & DEVELOPMENT
2.1 TYPES OF EMPLOYEES AT PTCL
2.2 TRAINING INSTITUTE
2.3 TYPES OF LOCAL TRAINING
2.3.1 TRAINING STAFF
2.4 CAREER PLANNING & DEVELOPMENT
2.4.1 SCHOLARSHIP STUDIES
2.4.2 EDUCATIONL LEAVE
2.4.3 PRIORITIES FOR FORMAL EDUCATION
2.5 MANAGEMENT DEVELOPMENT TECHNIQUES
Group No.05 Page 2
EXECUTIVE SUMMARYEXECUTIVE SUMMARY
STATEMENT OF PURPOSE
PRODUCT SERVICE AND TECHNOLOGY
VISION, MISSION AND CORE VALUES
ACKNOWLEDGEMENT AND DEDICATIONS
HIERARCHY OF PTCL
CHAP 1: INTRODUCTION OF PROJECTCHAP 1: INTRODUCTION OF PROJECT
1 INTRODUCTION OF PTCL
2 HISTORY OF PTCL
3 HISTORY CHART
CHAP 2: FINDINGS OF TRAINING & DEVELOPMENTCHAP 2: FINDINGS OF TRAINING & DEVELOPMENT
2.1 TYPES OF EMPLOYEES AT PTCL
2.2 TRAINING INSTITUTE
2.3 TYPES OF LOCAL TRAINING
2.3.1 TRAINING STAFF
2.4 CAREER PLANNING & DEVELOPMENT
2.4.1 SCHOLARSHIP STUDIES
2.4.2 EDUCATIONL LEAVE
2.4.3 PRIORITIES FOR FORMAL EDUCATION
2.5 MANAGEMENT DEVELOPMENT TECHNIQUES
Group No.05 Page 2
2.6 Psychological Tests & Assessments
CHAP 3: ANALYSIS OF HR-PRACTICES AT PTCLCHAP 3: ANALYSIS OF HR-PRACTICES AT PTCL
3.1 HRM PLANNING AND WORKING3.1 HRM PLANNING AND WORKING
3.1.1 HR STRATEGIES
3.1.2 HRM PLANNING
3.2 RECRUITMENT
3.2.1 RECRUITMENT PROCEDURE
3.2.2 RECRUITMENT METHODS
3.2.2.1 INTERNAL RECRUITMENT
3.2.2.2 EXTERNAL RECRUITMENT
3.2.3 QUOTA SYSTEM
3.3 SELECTION
3.3.1 SELECTION CRITERIA
3.3.2 INTERVIEW METHODS
3.3.3 FORMAT OF JOB DESCRIPTION
3.4 PAY SCALES & OPPORTUNITIES
3.4 COMPENSATION
3.4.1 FINANCIAL REWARDS
3.4.2 NON-FINANCIAL REWARDS
3.4.3 LEAVE POLICY
3.4.4 MEDICAL BENEFITS
3.5 PERFORMANCE APPRAISAL
3.5.1 PERFORMANCE APPRAISAL METHOD
Group No.05 Page 3
CHAP 3: ANALYSIS OF HR-PRACTICES AT PTCLCHAP 3: ANALYSIS OF HR-PRACTICES AT PTCL
3.1 HRM PLANNING AND WORKING3.1 HRM PLANNING AND WORKING
3.1.1 HR STRATEGIES
3.1.2 HRM PLANNING
3.2 RECRUITMENT
3.2.1 RECRUITMENT PROCEDURE
3.2.2 RECRUITMENT METHODS
3.2.2.1 INTERNAL RECRUITMENT
3.2.2.2 EXTERNAL RECRUITMENT
3.2.3 QUOTA SYSTEM
3.3 SELECTION
3.3.1 SELECTION CRITERIA
3.3.2 INTERVIEW METHODS
3.3.3 FORMAT OF JOB DESCRIPTION
3.4 PAY SCALES & OPPORTUNITIES
3.4 COMPENSATION
3.4.1 FINANCIAL REWARDS
3.4.2 NON-FINANCIAL REWARDS
3.4.3 LEAVE POLICY
3.4.4 MEDICAL BENEFITS
3.5 PERFORMANCE APPRAISAL
3.5.1 PERFORMANCE APPRAISAL METHOD
Group No.05 Page 3
EXECUTIVE SUMMARY:
The goals of this project will be presented in this executive
summary with summarized pieces of information about specific
activities i.e. Training & Development regarding Human resource
department of PTCL.
STATEMENT OF PURPOSE:
This project aim at presenting the studies of Human Resource
Activities carried out in PTCL but the main focus is on Training &
Development of employees working at the particular organization.
PTCL is one of the biggest organizations in Pakistan and the main
area in which this organization deals is providing valuable services
to its customer regarding telephone services, mobile services,
internet services, DSLs, and Information Technology prospective to
the whole Pakistan within four provinces as well as Azad Jammu &
Kashmir.
INTRODUCTION:
Pakistan Telecommunication Company Limited (PTCL) 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 other telecom giants like Telenor, Warid, Mobilink and
China Mobile. The company consists of around 2000 telephone
exchanges across country providing largest fixed line network.
GSM, CDMA and Internet are other 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.
Group No.05 Page 4
The goals of this project will be presented in this executive
summary with summarized pieces of information about specific
activities i.e. Training & Development regarding Human resource
department of PTCL.
STATEMENT OF PURPOSE:
This project aim at presenting the studies of Human Resource
Activities carried out in PTCL but the main focus is on Training &
Development of employees working at the particular organization.
PTCL is one of the biggest organizations in Pakistan and the main
area in which this organization deals is providing valuable services
to its customer regarding telephone services, mobile services,
internet services, DSLs, and Information Technology prospective to
the whole Pakistan within four provinces as well as Azad Jammu &
Kashmir.
INTRODUCTION:
Pakistan Telecommunication Company Limited (PTCL) 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 other telecom giants like Telenor, Warid, Mobilink and
China Mobile. The company consists of around 2000 telephone
exchanges across country providing largest fixed line network.
GSM, CDMA and Internet are other 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.
Group No.05 Page 4
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PTCL is also part of the consortium of three major Submarine
communication cable networks: SEA-ME-WE 3, SEA-ME-WE 4
and I-ME-WE. In addition to wire line operations, PTCL also
provides fixed line service through its countrywide CDMA based
WLL (Wireless Local Loop) network, under the Vfone brand name.
In the cellular segment, the second largest cellular provider in
Pakistan, Ufone, is also a wholly owned subsidiary of PTCL.
HistoryHistory
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.
In 1995, Pakistan Telecommunication (Reorganization) Ordinance
formed the basis for PTCL monopoly over basic telephony in the
country. The provisions of the Ordinance were lent permanence in
October 1996 through Pakistan Telecommunication
(Reorganization) Act. The same year, Pakistan Telecommunication
Company Limited was formed and listed on all stock exchanges of
Pakistan
Group No.05 Page 5
communication cable networks: SEA-ME-WE 3, SEA-ME-WE 4
and I-ME-WE. In addition to wire line operations, PTCL also
provides fixed line service through its countrywide CDMA based
WLL (Wireless Local Loop) network, under the Vfone brand name.
In the cellular segment, the second largest cellular provider in
Pakistan, Ufone, is also a wholly owned subsidiary of PTCL.
HistoryHistory
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.
In 1995, Pakistan Telecommunication (Reorganization) Ordinance
formed the basis for PTCL monopoly over basic telephony in the
country. The provisions of the Ordinance were lent permanence in
October 1996 through Pakistan Telecommunication
(Reorganization) Act. The same year, Pakistan Telecommunication
Company Limited was formed and listed on all stock exchanges of
Pakistan
Group No.05 Page 5
PTCL launched its mobile and data services subsidiaries in 2001
by the name of Ufone and PakNet respectively. None of the brands
made it to the top slots in the respective competitions. Lately,
however, Ufone had increased its market share in the cellular
sector. The PakNet brand has effectively dissolved over the period
of time. Recent DSL services launched by PTCL reflect this by the
introduction of a new brand name and operation of the service
being directly supervised by PTCL.
Last Year, in middle of 2005 Government of Pakistan had decided
to sell at least 26 percent of this company to some private agency.
There were three participants in the bet for privatization of PTCL.
Etisalat, a Dubai based company was able to get the shares with a
large margin in the bet.
Last year when Government was going to privatize the company
there was country wide protest and strike by PTCL workers. They
even disrupted Phone lines of some big Government institutions
like Punjab University Lahore and many lines of public sector were
also blocked. Military had to take over the management of all the
Exchanges in the country. They arrested many workers and put
them behind bars. The contention between Government and
employees ended with a 30% increase in the salaries of workers.
There have been various changes in the company due to
privatization. Such examples include the VSS (Voluntary
Separation Scheme for its employees), ERP (SAP based),
restructuring, B& CC (Billing and Customer Care Software) etc.
Another seemingly minor change was change of brand identity
(logo) that will present PTCL's new face after privatization, with
greater focus on customer satisfaction and bringing about of new
advancements in telecom for Pakistani consumers.
Group No.05 Page 6
by the name of Ufone and PakNet respectively. None of the brands
made it to the top slots in the respective competitions. Lately,
however, Ufone had increased its market share in the cellular
sector. The PakNet brand has effectively dissolved over the period
of time. Recent DSL services launched by PTCL reflect this by the
introduction of a new brand name and operation of the service
being directly supervised by PTCL.
Last Year, in middle of 2005 Government of Pakistan had decided
to sell at least 26 percent of this company to some private agency.
There were three participants in the bet for privatization of PTCL.
Etisalat, a Dubai based company was able to get the shares with a
large margin in the bet.
Last year when Government was going to privatize the company
there was country wide protest and strike by PTCL workers. They
even disrupted Phone lines of some big Government institutions
like Punjab University Lahore and many lines of public sector were
also blocked. Military had to take over the management of all the
Exchanges in the country. They arrested many workers and put
them behind bars. The contention between Government and
employees ended with a 30% increase in the salaries of workers.
There have been various changes in the company due to
privatization. Such examples include the VSS (Voluntary
Separation Scheme for its employees), ERP (SAP based),
restructuring, B& CC (Billing and Customer Care Software) etc.
Another seemingly minor change was change of brand identity
(logo) that will present PTCL's new face after privatization, with
greater focus on customer satisfaction and bringing about of new
advancements in telecom for Pakistani consumers.
Group No.05 Page 6
PRODUCT, SERVICES AND TECHNOLOGY:
PTCL offers a wide range of services for its clients all over the Pakistan.
These services are Telephone connections, billings, customer services,
operations, telephone sets, and DSL and internet connections, licensing
authority, Internet Service Provider (paknet), online
Billing through credit cards, prepaid telephone cards, Mobile
connections and services etc
Vision
To be the leading Information and Communication Technology
Service Provider in the region by achieving customer satisfaction
and maximizing shareholders' value'.
The future is unfolding around us. In times to come, we will be the
link that allows global communication. We are striving towards
mobilizing the world for the future. By becoming partners in
innovation, we are ready to shape a future that offers telecom
services that bring us closer.
Mission
To achieve our vision by having:
An organizational environment that fosters professionalism,
motivation and quality
An environment that is cost effective and quality conscious
Group No.05 Page 7
PTCL offers a wide range of services for its clients all over the Pakistan.
These services are Telephone connections, billings, customer services,
operations, telephone sets, and DSL and internet connections, licensing
authority, Internet Service Provider (paknet), online
Billing through credit cards, prepaid telephone cards, Mobile
connections and services etc
Vision
To be the leading Information and Communication Technology
Service Provider in the region by achieving customer satisfaction
and maximizing shareholders' value'.
The future is unfolding around us. In times to come, we will be the
link that allows global communication. We are striving towards
mobilizing the world for the future. By becoming partners in
innovation, we are ready to shape a future that offers telecom
services that bring us closer.
Mission
To achieve our vision by having:
An organizational environment that fosters professionalism,
motivation and quality
An environment that is cost effective and quality conscious
Group No.05 Page 7
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Services that are based on the most optimum technology
"Quality" and "Time" conscious customer service
Sustained growth in earnings and profitability
Core Values
Professional Integrity
Customer Satisfaction
Teamwork
Company Loyalty
Group No.05 Page 8
"Quality" and "Time" conscious customer service
Sustained growth in earnings and profitability
Core Values
Professional Integrity
Customer Satisfaction
Teamwork
Company Loyalty
Group No.05 Page 8
HIERARCHY OF PTCLHIERARCHY OF PTCL
Group No.05 Page 9
Group No.05 Page 9
Findings of Training & Development:Findings of Training & Development:
Types of Employees at PTCLTypes of Employees at PTCL
There are approximately 56000 employees working in PTCL,There are approximately 56000 employees working in PTCL,
They are of different types which are as follows:They are of different types which are as follows:
Permanent employeesPermanent employees
On-Contract employees: 400 employees are at Contract.On-Contract employees: 400 employees are at Contract.
Daily Wages Employees: 7000 employees are at DailyDaily Wages Employees: 7000 employees are at Daily
Wages.Wages.
4000 Employees are in Telecom Foundation4000 Employees are in Telecom Foundation
On DeputationOn Deputation
Training InstituteTraining Institute
One National postgraduate Institute of Telecom & Informatics.One National postgraduate Institute of Telecom & Informatics.
(50 students)(50 students)
One Telecommunication Staff College Haripur (450 students).One Telecommunication Staff College Haripur (450 students).
Two regional telecom training schools Lahore and Karachi (400Two regional telecom training schools Lahore and Karachi (400
students).students).
Nine regional telecom training schools in Peshawar, D.I Khan,Nine regional telecom training schools in Peshawar, D.I Khan,
Gujranwala, Faisalabad, Multan, Sialkot, Quetta, & Hyderabad.Gujranwala, Faisalabad, Multan, Sialkot, Quetta, & Hyderabad.
Fifteen Divisional telecom training centers (75 students each).Fifteen Divisional telecom training centers (75 students each).
Group No.05 Page 10
Types of Employees at PTCLTypes of Employees at PTCL
There are approximately 56000 employees working in PTCL,There are approximately 56000 employees working in PTCL,
They are of different types which are as follows:They are of different types which are as follows:
Permanent employeesPermanent employees
On-Contract employees: 400 employees are at Contract.On-Contract employees: 400 employees are at Contract.
Daily Wages Employees: 7000 employees are at DailyDaily Wages Employees: 7000 employees are at Daily
Wages.Wages.
4000 Employees are in Telecom Foundation4000 Employees are in Telecom Foundation
On DeputationOn Deputation
Training InstituteTraining Institute
One National postgraduate Institute of Telecom & Informatics.One National postgraduate Institute of Telecom & Informatics.
(50 students)(50 students)
One Telecommunication Staff College Haripur (450 students).One Telecommunication Staff College Haripur (450 students).
Two regional telecom training schools Lahore and Karachi (400Two regional telecom training schools Lahore and Karachi (400
students).students).
Nine regional telecom training schools in Peshawar, D.I Khan,Nine regional telecom training schools in Peshawar, D.I Khan,
Gujranwala, Faisalabad, Multan, Sialkot, Quetta, & Hyderabad.Gujranwala, Faisalabad, Multan, Sialkot, Quetta, & Hyderabad.
Fifteen Divisional telecom training centers (75 students each).Fifteen Divisional telecom training centers (75 students each).
Group No.05 Page 10
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Types of local TrainingTypes of local Training
Pre Service Training:Pre Service Training: These trainings are for Assistant Divisional
Engineers, Engineers and Supervisors.
(1 to 2 years).
On the Job Training:On the Job Training: These training are for Directors (technical)
and Engineering Supervisors
Pre Promotion CoursesPre Promotion Courses:: For Director and Assistant Engineers (2
weeks).
Computer TrainingComputer Training: It’s for enhancing IT skills
Orientation Program:Orientation Program: For Finance and Accountants
In-Service Courses:In-Service Courses: For linemen, cable jointers and technicians
(2 years).
Technical short CoursesTechnical short Courses: They are short courses in order to be
aware of new technologies and methodologies.
Prohibition periodProhibition period
Prohibition period is the time in which the organization trained the
employees before getting them on to the jobs. In PTCL they
normally trained the employees for six-month and time period of
engineers is about 2 years.
Group No.05 Page 11
Pre Service Training:Pre Service Training: These trainings are for Assistant Divisional
Engineers, Engineers and Supervisors.
(1 to 2 years).
On the Job Training:On the Job Training: These training are for Directors (technical)
and Engineering Supervisors
Pre Promotion CoursesPre Promotion Courses:: For Director and Assistant Engineers (2
weeks).
Computer TrainingComputer Training: It’s for enhancing IT skills
Orientation Program:Orientation Program: For Finance and Accountants
In-Service Courses:In-Service Courses: For linemen, cable jointers and technicians
(2 years).
Technical short CoursesTechnical short Courses: They are short courses in order to be
aware of new technologies and methodologies.
Prohibition periodProhibition period
Prohibition period is the time in which the organization trained the
employees before getting them on to the jobs. In PTCL they
normally trained the employees for six-month and time period of
engineers is about 2 years.
Group No.05 Page 11
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 managementCompany and Employees are partners in career management
Company provides assistance in improving the employee’s skillsCompany provides assistance in improving the employee’s skills
and capabilitiesand capabilities
Financial AssistanceFinancial Assistance
Educational AssistanceEducational Assistance
Encourages opportunities for higher education in foreign countriesEncourages opportunities for higher education in foreign countries
on scholarshipson scholarships
Foreign training to improve technical skillsForeign training to improve technical skills
Post graduation in telecommunicationPost graduation in telecommunication
Local trainingLocal training
Group No.05 Page 12
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 managementCompany and Employees are partners in career management
Company provides assistance in improving the employee’s skillsCompany provides assistance in improving the employee’s skills
and capabilitiesand capabilities
Financial AssistanceFinancial Assistance
Educational AssistanceEducational Assistance
Encourages opportunities for higher education in foreign countriesEncourages opportunities for higher education in foreign countries
on scholarshipson scholarships
Foreign training to improve technical skillsForeign training to improve technical skills
Post graduation in telecommunicationPost graduation in telecommunication
Local trainingLocal training
Group No.05 Page 12
SCHOLARSHIP STUDIES:
The method to apply for scholarship is as follows
Group No.05 Page 13
Education level
Application for
Foreign Education
Selection Committee
Recommendations
The method to apply for scholarship is as follows
Group No.05 Page 13
Education level
Application for
Foreign Education
Selection Committee
Recommendations
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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
Job Rotation:Job Rotation: To widen the manager’s perspective about
organization
Serving on Committees:Serving on Committees: To observe interpersonal working of
experienced executives
Executive Committee:Executive Committee: It serves as junior board for investigating
problems, preparing reports and proposals
Outside ExperienceOutside Experience: It includes Workshops, Seminars and
Conferences for enchaining skills and capabilities of the managers.
Group No.05 Page 14
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
Job Rotation:Job Rotation: To widen the manager’s perspective about
organization
Serving on Committees:Serving on Committees: To observe interpersonal working of
experienced executives
Executive Committee:Executive Committee: It serves as junior board for investigating
problems, preparing reports and proposals
Outside ExperienceOutside Experience: It includes Workshops, Seminars and
Conferences for enchaining skills and capabilities of the managers.
Group No.05 Page 14
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.
ANALYSIS OF HR-PRACTICES AT PTCL
HRM PLANNING & WORKING
HRM planning and Working has a focus on following challenges as
well as opportunities.
HR STRATEGIES
Customer oriented approach to retain customer’s loyaltyCustomer oriented approach to retain customer’s loyalty
Restructuring: inclusion of new corporate cultureRestructuring: inclusion of new corporate culture
Retention of critical Human ResourceRetention of critical Human Resource
Motivation of employeesMotivation of employees
Preparation for WTO regimePreparation for WTO regime
HRM PLANNING
Conduct job analysis and based on the outcomes of the jobConduct job analysis and based on the outcomes of the job
analysis, write job descriptions.analysis, write job descriptions.
Organizational restructuring and right sizingOrganizational restructuring and right sizing
Design and implement a performance management systemDesign and implement a performance management system
Provide current information regarding employees to be used inProvide current information regarding employees to be used in
the decision making processthe decision making process
Conduct HRM research with the aim of solving problems in theConduct HRM research with the aim of solving problems in the
organizationorganization
Integrated employee data management (HR MIS)Integrated employee data management (HR MIS)
Group No.05 Page 15
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.
ANALYSIS OF HR-PRACTICES AT PTCL
HRM PLANNING & WORKING
HRM planning and Working has a focus on following challenges as
well as opportunities.
HR STRATEGIES
Customer oriented approach to retain customer’s loyaltyCustomer oriented approach to retain customer’s loyalty
Restructuring: inclusion of new corporate cultureRestructuring: inclusion of new corporate culture
Retention of critical Human ResourceRetention of critical Human Resource
Motivation of employeesMotivation of employees
Preparation for WTO regimePreparation for WTO regime
HRM PLANNING
Conduct job analysis and based on the outcomes of the jobConduct job analysis and based on the outcomes of the job
analysis, write job descriptions.analysis, write job descriptions.
Organizational restructuring and right sizingOrganizational restructuring and right sizing
Design and implement a performance management systemDesign and implement a performance management system
Provide current information regarding employees to be used inProvide current information regarding employees to be used in
the decision making processthe decision making process
Conduct HRM research with the aim of solving problems in theConduct HRM research with the aim of solving problems in the
organizationorganization
Integrated employee data management (HR MIS)Integrated employee data management (HR MIS)
Group No.05 Page 15
RECRUITMENT
Fresh recruitment of professional are only being made in areas like.Fresh recruitment of professional are only being made in areas like.
TechnicalTechnical
Human Resource (HR expert, HR Managers)Human Resource (HR expert, HR Managers)
Finance & AccountsFinance & Accounts
Business development & marketingBusiness development & marketing
Information technology (IT Professionals)Information technology (IT Professionals)
RECRUITMENT PROCEDURE
The recruitment procedure of PTCL is as follows:The recruitment procedure of PTCL is as follows:
First position or vacancy is announced in the electronic media andFirst position or vacancy is announced in the electronic media and
print media through Internet and newspapers respectively.print media through Internet and newspapers respectively.
Then applications are scrutinized as per specification in the jobThen applications are scrutinized as per specification in the job
description and job specification.description and job specification.
Candidates are being short-listed.Candidates are being short-listed.
The next step is Test of short-listed candidates.The next step is Test of short-listed candidates.
The next step of the PTCL recruitment process is the interview.The next step of the PTCL recruitment process is the interview.
They usually conduct a structured and semi-structured interview forThey usually conduct a structured and semi-structured interview for
the candidates.the candidates.
Last but not the least is the verification of the documents.Last but not the least is the verification of the documents.
Recruitment methodsRecruitment methods
There are basically 2 methods at PTCL frequently carried out whenThere are basically 2 methods at PTCL frequently carried out when
desired these methods are as follows:desired these methods are as follows:
Internal RecruitmentInternal Recruitment
External RecruitmentExternal Recruitment
Group No.05 Page 16
Fresh recruitment of professional are only being made in areas like.Fresh recruitment of professional are only being made in areas like.
TechnicalTechnical
Human Resource (HR expert, HR Managers)Human Resource (HR expert, HR Managers)
Finance & AccountsFinance & Accounts
Business development & marketingBusiness development & marketing
Information technology (IT Professionals)Information technology (IT Professionals)
RECRUITMENT PROCEDURE
The recruitment procedure of PTCL is as follows:The recruitment procedure of PTCL is as follows:
First position or vacancy is announced in the electronic media andFirst position or vacancy is announced in the electronic media and
print media through Internet and newspapers respectively.print media through Internet and newspapers respectively.
Then applications are scrutinized as per specification in the jobThen applications are scrutinized as per specification in the job
description and job specification.description and job specification.
Candidates are being short-listed.Candidates are being short-listed.
The next step is Test of short-listed candidates.The next step is Test of short-listed candidates.
The next step of the PTCL recruitment process is the interview.The next step of the PTCL recruitment process is the interview.
They usually conduct a structured and semi-structured interview forThey usually conduct a structured and semi-structured interview for
the candidates.the candidates.
Last but not the least is the verification of the documents.Last but not the least is the verification of the documents.
Recruitment methodsRecruitment methods
There are basically 2 methods at PTCL frequently carried out whenThere are basically 2 methods at PTCL frequently carried out when
desired these methods are as follows:desired these methods are as follows:
Internal RecruitmentInternal Recruitment
External RecruitmentExternal Recruitment
Group No.05 Page 16
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Internal Recruitment:Internal Recruitment:
In this method the candidates are recruited within the PTCL. It is aIn this method the candidates are recruited within the PTCL. It is a
search mode in which the PTCL check out the potential and rightsearch mode in which the PTCL check out the potential and right
and desired person within the PTCL. In order to get desiredand desired person within the PTCL. In order to get desired
candidates they advertise within the organization by jobcandidates they advertise within the organization by job
specification and job description by using Notice Boards.specification and job description by using Notice Boards.
External recruitmentExternal recruitment::
In this method PTCL recruit externally from the outsideIn this method PTCL recruit externally from the outside
environment. For this method they use different modes to recruitenvironment. For this method they use different modes to recruit
the people. Few of the methods are as follows carried out in pastthe people. Few of the methods are as follows carried out in past
as well as currently:as well as currently:
Online Recruitment.Online Recruitment.
Use of Print Media (Newspapers).Use of Print Media (Newspapers).
Quota System:Quota System:
There is a percentage reserved by each quota differentiated on theThere is a percentage reserved by each quota differentiated on the
basis of Gender and Province.basis of Gender and Province.
PunjabPunjab 50%50%
SindhSindh 20%20%
N.W.F.PN.W.F.P 17%17%
BaluchistanBaluchistan 10%10%
WomenWomen 5%5%
HandicappedHandicapped 2%2%
Child LaborChild Labor NilNil
SELECTION:SELECTION:
The process of choosing from a pool of applicants the individual orThe process of choosing from a pool of applicants the individual or
individuals who best fit the selection criteria for a given position.individuals who best fit the selection criteria for a given position.
PTCL has got very effective and efficient selection criteria.PTCL has got very effective and efficient selection criteria.
Group No.05 Page 17
In this method the candidates are recruited within the PTCL. It is aIn this method the candidates are recruited within the PTCL. It is a
search mode in which the PTCL check out the potential and rightsearch mode in which the PTCL check out the potential and right
and desired person within the PTCL. In order to get desiredand desired person within the PTCL. In order to get desired
candidates they advertise within the organization by jobcandidates they advertise within the organization by job
specification and job description by using Notice Boards.specification and job description by using Notice Boards.
External recruitmentExternal recruitment::
In this method PTCL recruit externally from the outsideIn this method PTCL recruit externally from the outside
environment. For this method they use different modes to recruitenvironment. For this method they use different modes to recruit
the people. Few of the methods are as follows carried out in pastthe people. Few of the methods are as follows carried out in past
as well as currently:as well as currently:
Online Recruitment.Online Recruitment.
Use of Print Media (Newspapers).Use of Print Media (Newspapers).
Quota System:Quota System:
There is a percentage reserved by each quota differentiated on theThere is a percentage reserved by each quota differentiated on the
basis of Gender and Province.basis of Gender and Province.
PunjabPunjab 50%50%
SindhSindh 20%20%
N.W.F.PN.W.F.P 17%17%
BaluchistanBaluchistan 10%10%
WomenWomen 5%5%
HandicappedHandicapped 2%2%
Child LaborChild Labor NilNil
SELECTION:SELECTION:
The process of choosing from a pool of applicants the individual orThe process of choosing from a pool of applicants the individual or
individuals who best fit the selection criteria for a given position.individuals who best fit the selection criteria for a given position.
PTCL has got very effective and efficient selection criteria.PTCL has got very effective and efficient selection criteria.
Group No.05 Page 17
SELECTION CRITERIA:SELECTION CRITERIA:
These are the following steps carried out by PTCL in order to meetThese are the following steps carried out by PTCL in order to meet
selection.selection.
Group No.05 Page 18
Application
(Online & Forms)
Joining Letter
Final Decision Making
Interview
Test
Screening of applications
Recruitment
(Advertising Job
specification &
Description)
These are the following steps carried out by PTCL in order to meetThese are the following steps carried out by PTCL in order to meet
selection.selection.
Group No.05 Page 18
Application
(Online & Forms)
Joining Letter
Final Decision Making
Interview
Test
Screening of applications
Recruitment
(Advertising Job
specification &
Description)
Interview Methods:Interview Methods:
The interview method depends on the situation and conditions butThe interview method depends on the situation and conditions but
there are 3 types of interviews but two of them are and were inthere are 3 types of interviews but two of them are and were in
focus of PTCL while carrying out Selection. These three methodsfocus of PTCL while carrying out Selection. These three methods
are:are:
Structured InterviewsStructured Interviews
Unstructured InterviewsUnstructured Interviews
Stress InterviewsStress Interviews
But at PTCL there are only 2 types used which areBut at PTCL there are only 2 types used which are
Structured Interviews are those which are preplanned andStructured Interviews are those which are preplanned and
predefined in order to check the skills, abilities, knowledge,predefined in order to check the skills, abilities, knowledge,
behavior, and required potential of the candidates.behavior, and required potential of the candidates.
Unstructured Interviews are those which are not predefined andUnstructured Interviews are those which are not predefined and
preplanned but they are based on conditions and possibilities.preplanned but they are based on conditions and possibilities.
Format of Job Description:Format of Job Description:
Following is the format of Job description given by PTCL:Following is the format of Job description given by PTCL:
Purpose of the jobPurpose of the job
Role and functionRole and function
Dimensions of jobDimensions of job
Annual operating budget of unitAnnual operating budget of unit
Number of clients servedNumber of clients served
Number of directly reportsNumber of directly reports
Indirectly reportsIndirectly reports
Specific accountabilities of the JobSpecific accountabilities of the Job
Job responsibilityJob responsibility
Group No.05 Page 19
The interview method depends on the situation and conditions butThe interview method depends on the situation and conditions but
there are 3 types of interviews but two of them are and were inthere are 3 types of interviews but two of them are and were in
focus of PTCL while carrying out Selection. These three methodsfocus of PTCL while carrying out Selection. These three methods
are:are:
Structured InterviewsStructured Interviews
Unstructured InterviewsUnstructured Interviews
Stress InterviewsStress Interviews
But at PTCL there are only 2 types used which areBut at PTCL there are only 2 types used which are
Structured Interviews are those which are preplanned andStructured Interviews are those which are preplanned and
predefined in order to check the skills, abilities, knowledge,predefined in order to check the skills, abilities, knowledge,
behavior, and required potential of the candidates.behavior, and required potential of the candidates.
Unstructured Interviews are those which are not predefined andUnstructured Interviews are those which are not predefined and
preplanned but they are based on conditions and possibilities.preplanned but they are based on conditions and possibilities.
Format of Job Description:Format of Job Description:
Following is the format of Job description given by PTCL:Following is the format of Job description given by PTCL:
Purpose of the jobPurpose of the job
Role and functionRole and function
Dimensions of jobDimensions of job
Annual operating budget of unitAnnual operating budget of unit
Number of clients servedNumber of clients served
Number of directly reportsNumber of directly reports
Indirectly reportsIndirectly reports
Specific accountabilities of the JobSpecific accountabilities of the Job
Job responsibilityJob responsibility
Group No.05 Page 19
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AchievementsAchievements
General accountabilities of the Job.General accountabilities of the Job.
Peripheral accountabilities of job.Peripheral accountabilities of job.
Performance standardsPerformance standards
How is the performance of this job measured?How is the performance of this job measured?
Standard constitute.Standard constitute.
Job ComponentsJob Components
CommunicationCommunication
InitiativeInitiative
ChallengesChallenges
AdaptabilityAdaptability
Team workTeam work
Guide linesGuide lines
Nature of supervision receivedNature of supervision received
LeadershipLeadership
ResponsibilitiesResponsibilities
Pay Scales & Opportunities:Pay Scales & Opportunities:
At PTCL according to the information gathered by us is as follows:At PTCL according to the information gathered by us is as follows:
PTCL employees have good salary as we compare to otherPTCL employees have good salary as we compare to other
Government OrganizationsGovernment Organizations
PTCL employees have less pay if we compare them with otherPTCL employees have less pay if we compare them with other
private sector Employees comparable at same designations andprivate sector Employees comparable at same designations and
jobs.jobs.
Minimum pay at PTCLMinimum pay at PTCL RS.6000 and aboveRS.6000 and above
For 17For 17thth Grade and aboveGrade and above RS.25000 and aboveRS.25000 and above
Group No.05 Page 20
General accountabilities of the Job.General accountabilities of the Job.
Peripheral accountabilities of job.Peripheral accountabilities of job.
Performance standardsPerformance standards
How is the performance of this job measured?How is the performance of this job measured?
Standard constitute.Standard constitute.
Job ComponentsJob Components
CommunicationCommunication
InitiativeInitiative
ChallengesChallenges
AdaptabilityAdaptability
Team workTeam work
Guide linesGuide lines
Nature of supervision receivedNature of supervision received
LeadershipLeadership
ResponsibilitiesResponsibilities
Pay Scales & Opportunities:Pay Scales & Opportunities:
At PTCL according to the information gathered by us is as follows:At PTCL according to the information gathered by us is as follows:
PTCL employees have good salary as we compare to otherPTCL employees have good salary as we compare to other
Government OrganizationsGovernment Organizations
PTCL employees have less pay if we compare them with otherPTCL employees have less pay if we compare them with other
private sector Employees comparable at same designations andprivate sector Employees comparable at same designations and
jobs.jobs.
Minimum pay at PTCLMinimum pay at PTCL RS.6000 and aboveRS.6000 and above
For 17For 17thth Grade and aboveGrade and above RS.25000 and aboveRS.25000 and above
Group No.05 Page 20
Rests of the benefits and compensations as well as allowances areRests of the benefits and compensations as well as allowances are
as per government rules.as per government rules.
Compensation:Compensation:
It is a system in which an employee is rewarded on the effectiveIt is a system in which an employee is rewarded on the effective
and efficient required performance. PTCL has a very organized andand efficient required performance. PTCL has a very organized and
effective compensation system according to the rules andeffective compensation system according to the rules and
regulations of Government of Pakistan. They are offering 30%regulations of Government of Pakistan. They are offering 30%
more pay then other Government Organizations. The rewards,more pay then other Government Organizations. The rewards,
benefits, allowances that are offered by PTCL for its employeesbenefits, allowances that are offered by PTCL for its employees
and workers as well as officers are as follows:and workers as well as officers are as follows:
Financial RewardsFinancial Rewards
PensionPension 60% to 65% of basic pay60% to 65% of basic pay
Disability PensionDisability Pension as per Government Rulesas per Government Rules
Death BenefitsDeath Benefits Funeral amount + 5-6 months payFuneral amount + 5-6 months pay
Loan FacilityLoan Facility
Car & motorcycle loanCar & motorcycle loan loan will be deducted from monthlyloan will be deducted from monthly
salarysalary
Provident FundProvident Fund 8.25% of salary + interest of 15%8.25% of salary + interest of 15%
NON-Financial RewardsNON-Financial Rewards
MaintenanceMaintenance Company provides maintenance ofCompany provides maintenance of
Employee’s car & motorcycleEmployee’s car & motorcycle
Pick & DropPick & Drop Busses are used for this purposeBusses are used for this purpose
AccommodationAccommodation Own flats for lower staff (1 - 15Own flats for lower staff (1 - 15thth
grade)grade)
Colonies and Full furnished houses forColonies and Full furnished houses for
high rank officers and Top management (17th–21high rank officers and Top management (17th–21stst Grade Officers).Grade Officers).
Group No.05 Page 21
as per government rules.as per government rules.
Compensation:Compensation:
It is a system in which an employee is rewarded on the effectiveIt is a system in which an employee is rewarded on the effective
and efficient required performance. PTCL has a very organized andand efficient required performance. PTCL has a very organized and
effective compensation system according to the rules andeffective compensation system according to the rules and
regulations of Government of Pakistan. They are offering 30%regulations of Government of Pakistan. They are offering 30%
more pay then other Government Organizations. The rewards,more pay then other Government Organizations. The rewards,
benefits, allowances that are offered by PTCL for its employeesbenefits, allowances that are offered by PTCL for its employees
and workers as well as officers are as follows:and workers as well as officers are as follows:
Financial RewardsFinancial Rewards
PensionPension 60% to 65% of basic pay60% to 65% of basic pay
Disability PensionDisability Pension as per Government Rulesas per Government Rules
Death BenefitsDeath Benefits Funeral amount + 5-6 months payFuneral amount + 5-6 months pay
Loan FacilityLoan Facility
Car & motorcycle loanCar & motorcycle loan loan will be deducted from monthlyloan will be deducted from monthly
salarysalary
Provident FundProvident Fund 8.25% of salary + interest of 15%8.25% of salary + interest of 15%
NON-Financial RewardsNON-Financial Rewards
MaintenanceMaintenance Company provides maintenance ofCompany provides maintenance of
Employee’s car & motorcycleEmployee’s car & motorcycle
Pick & DropPick & Drop Busses are used for this purposeBusses are used for this purpose
AccommodationAccommodation Own flats for lower staff (1 - 15Own flats for lower staff (1 - 15thth
grade)grade)
Colonies and Full furnished houses forColonies and Full furnished houses for
high rank officers and Top management (17th–21high rank officers and Top management (17th–21stst Grade Officers).Grade Officers).
Group No.05 Page 21
Leave PolicyLeave Policy
It is up to the mark of Government rules and regulations. LeaveIt is up to the mark of Government rules and regulations. Leave
policy contains:policy contains:
HolidayHoliday 5days a week. Saturday, Sunday is off5days a week. Saturday, Sunday is off
Earned LeavesEarned Leaves 45 leaves per year45 leaves per year
Casual LeavesCasual Leaves 20 leaves per year (with Pay)20 leaves per year (with Pay)
Maternity LeavesMaternity Leaves 120 days120 days
Medical benefitsMedical benefits
PTCL also give medical benefits to its workers and employees.PTCL also give medical benefits to its workers and employees.
PTCL employees have free medical treatment. In all over PakistanPTCL employees have free medical treatment. In all over Pakistan
there are 38 dispensaries which are working and providing freethere are 38 dispensaries which are working and providing free
treatments to PTCL employees. This benefit is also for the familytreatments to PTCL employees. This benefit is also for the family
members of the PTCL employees.members of the PTCL employees.
After retirement too PTCL provide the medical benefits to its formerAfter retirement too PTCL provide the medical benefits to its former
employees. Employees from grade 1 to 16 are entitled for medicalemployees. Employees from grade 1 to 16 are entitled for medical
facility up to five years of the retirement. Employees in grade 17facility up to five years of the retirement. Employees in grade 17
and above have lifetime entitlement for the facility.and above have lifetime entitlement for the facility.
Group No.05 Page 22
It is up to the mark of Government rules and regulations. LeaveIt is up to the mark of Government rules and regulations. Leave
policy contains:policy contains:
HolidayHoliday 5days a week. Saturday, Sunday is off5days a week. Saturday, Sunday is off
Earned LeavesEarned Leaves 45 leaves per year45 leaves per year
Casual LeavesCasual Leaves 20 leaves per year (with Pay)20 leaves per year (with Pay)
Maternity LeavesMaternity Leaves 120 days120 days
Medical benefitsMedical benefits
PTCL also give medical benefits to its workers and employees.PTCL also give medical benefits to its workers and employees.
PTCL employees have free medical treatment. In all over PakistanPTCL employees have free medical treatment. In all over Pakistan
there are 38 dispensaries which are working and providing freethere are 38 dispensaries which are working and providing free
treatments to PTCL employees. This benefit is also for the familytreatments to PTCL employees. This benefit is also for the family
members of the PTCL employees.members of the PTCL employees.
After retirement too PTCL provide the medical benefits to its formerAfter retirement too PTCL provide the medical benefits to its former
employees. Employees from grade 1 to 16 are entitled for medicalemployees. Employees from grade 1 to 16 are entitled for medical
facility up to five years of the retirement. Employees in grade 17facility up to five years of the retirement. Employees in grade 17
and above have lifetime entitlement for the facility.and above have lifetime entitlement for the facility.
Group No.05 Page 22
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PERFORMANCE APPRAISALPERFORMANCE APPRAISAL
To measure the performance there are few methods and standardsTo measure the performance there are few methods and standards
and benchmarks, which an organization have to follow, in the caseand benchmarks, which an organization have to follow, in the case
of PTCL too. Their main objectives are as follows:of PTCL too. Their main objectives are as follows:
Improvement in PerformanceImprovement in Performance
Effectiveness, Efficiency, Productivity, MotivationEffectiveness, Efficiency, Productivity, Motivation
Pay and Benefit AdjustmentsPay and Benefit Adjustments
Training & Development NeedsTraining & Development Needs
Career Planning & Development with Personal and EmployeeCareer Planning & Development with Personal and Employee
DevelopmentDevelopment
Staffing (Recruitment & Selection)Staffing (Recruitment & Selection)
Response and Feedback fromResponse and Feedback from
Performance Appraisal MethodsPerformance Appraisal Methods
There are many performance appraisal methods but in PTCL theyThere are many performance appraisal methods but in PTCL they
use Rating scale for performance evaluation.use Rating scale for performance evaluation.
Rating Scale:Rating Scale:
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 include 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.
Conclusion & Recommendations:Conclusion & Recommendations:
After getting all the desired information and critically analyzing theAfter getting all the desired information and critically analyzing the
organization I like to recommend and conclude my thinking andorganization I like to recommend and conclude my thinking and
findings in following points.findings in following points.
Group No.05 Page 23
To measure the performance there are few methods and standardsTo measure the performance there are few methods and standards
and benchmarks, which an organization have to follow, in the caseand benchmarks, which an organization have to follow, in the case
of PTCL too. Their main objectives are as follows:of PTCL too. Their main objectives are as follows:
Improvement in PerformanceImprovement in Performance
Effectiveness, Efficiency, Productivity, MotivationEffectiveness, Efficiency, Productivity, Motivation
Pay and Benefit AdjustmentsPay and Benefit Adjustments
Training & Development NeedsTraining & Development Needs
Career Planning & Development with Personal and EmployeeCareer Planning & Development with Personal and Employee
DevelopmentDevelopment
Staffing (Recruitment & Selection)Staffing (Recruitment & Selection)
Response and Feedback fromResponse and Feedback from
Performance Appraisal MethodsPerformance Appraisal Methods
There are many performance appraisal methods but in PTCL theyThere are many performance appraisal methods but in PTCL they
use Rating scale for performance evaluation.use Rating scale for performance evaluation.
Rating Scale:Rating Scale:
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 include 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.
Conclusion & Recommendations:Conclusion & Recommendations:
After getting all the desired information and critically analyzing theAfter getting all the desired information and critically analyzing the
organization I like to recommend and conclude my thinking andorganization I like to recommend and conclude my thinking and
findings in following points.findings in following points.
Group No.05 Page 23
PTCL is an overstaffed Organization so there will bePTCL is an overstaffed Organization so there will be
Restructuring of the organization or Downsizing.Restructuring of the organization or Downsizing.
PTCL should be up to the International standards i.e. 166PTCL should be up to the International standards i.e. 166
lines/employee (lineman).lines/employee (lineman).
Staffing will have to be on Merit and Fair rather than onStaffing will have to be on Merit and Fair rather than on
Personnel links and unfair means.Personnel links and unfair means.
The employees at PTCL have lackness in motivation so theThe employees at PTCL have lackness in motivation so the
organization has to set challenging tasks and jobs for them toorganization has to set challenging tasks and jobs for them to
make them active and energetic.make them active and energetic.
The compensation system should be equivalent to the otherThe compensation system should be equivalent to the other
multinational and international organizations working inmultinational and international organizations working in
Pakistan in the same field and industry.Pakistan in the same field and industry.
Along with the domestic Trainers, PTCL will have to hireAlong with the domestic Trainers, PTCL will have to hire
External Trainers from France, Germany, China, andExternal Trainers from France, Germany, China, and
Switzerland so that they will able to train their employees inSwitzerland so that they will able to train their employees in
Pakistan on International standards and with modernPakistan on International standards and with modern
Education and Technology.Education and Technology.
There are only 38 dispensaries for 56,000 PTCL employeesThere are only 38 dispensaries for 56,000 PTCL employees
all over the Pakistan that is less so they will have to increaseall over the Pakistan that is less so they will have to increase
the number of Dispensariesthe number of Dispensaries
Promotions in PTCL should be on the basis of achievements,Promotions in PTCL should be on the basis of achievements,
skills, performances, behavior, attributes, rather than onskills, performances, behavior, attributes, rather than on
seniority.seniority.
After getting training the employees should be on the rightAfter getting training the employees should be on the right
place for which they were trained for.place for which they were trained for.
Group No.05 Page 24
Restructuring of the organization or Downsizing.Restructuring of the organization or Downsizing.
PTCL should be up to the International standards i.e. 166PTCL should be up to the International standards i.e. 166
lines/employee (lineman).lines/employee (lineman).
Staffing will have to be on Merit and Fair rather than onStaffing will have to be on Merit and Fair rather than on
Personnel links and unfair means.Personnel links and unfair means.
The employees at PTCL have lackness in motivation so theThe employees at PTCL have lackness in motivation so the
organization has to set challenging tasks and jobs for them toorganization has to set challenging tasks and jobs for them to
make them active and energetic.make them active and energetic.
The compensation system should be equivalent to the otherThe compensation system should be equivalent to the other
multinational and international organizations working inmultinational and international organizations working in
Pakistan in the same field and industry.Pakistan in the same field and industry.
Along with the domestic Trainers, PTCL will have to hireAlong with the domestic Trainers, PTCL will have to hire
External Trainers from France, Germany, China, andExternal Trainers from France, Germany, China, and
Switzerland so that they will able to train their employees inSwitzerland so that they will able to train their employees in
Pakistan on International standards and with modernPakistan on International standards and with modern
Education and Technology.Education and Technology.
There are only 38 dispensaries for 56,000 PTCL employeesThere are only 38 dispensaries for 56,000 PTCL employees
all over the Pakistan that is less so they will have to increaseall over the Pakistan that is less so they will have to increase
the number of Dispensariesthe number of Dispensaries
Promotions in PTCL should be on the basis of achievements,Promotions in PTCL should be on the basis of achievements,
skills, performances, behavior, attributes, rather than onskills, performances, behavior, attributes, rather than on
seniority.seniority.
After getting training the employees should be on the rightAfter getting training the employees should be on the right
place for which they were trained for.place for which they were trained for.
Group No.05 Page 24
REFERENCESREFERENCES
http://www.ptcl.com.pkhttp://www.ptcl.com.pk
http://www.pakboi.gov.pk/html/PTCL_restructuring.htmlhttp://www.pakboi.gov.pk/html/PTCL_restructuring.html
http://www.telecomfoundation.com/files/projects.htmhttp://www.telecomfoundation.com/files/projects.htm
http://www.ptcl.com.pk/download/ptcl_org_chart.pdfhttp://www.ptcl.com.pk/download/ptcl_org_chart.pdf
http://www.ptcl.com.pk/w_human_resourses.htmlhttp://www.ptcl.com.pk/w_human_resourses.html
http://www.ptcl.com.pk/news/may 17_tele_challenges.htmlhttp://www.ptcl.com.pk/news/may 17_tele_challenges.html
http://www.pakistan.gov.pk/moitt/news/current/http://www.pakistan.gov.pk/moitt/news/current/
moit03042004.pdfmoit03042004.pdf
http://www.ptcl.com.pk/directors_report_2007.htmlhttp://www.ptcl.com.pk/directors_report_2007.html
http://en.wikipedia.org/wiki/http://en.wikipedia.org/wiki/
Pakistan_Telecommunication_CompanyPakistan_Telecommunication_Company
Group No.05 Page 25
http://www.ptcl.com.pkhttp://www.ptcl.com.pk
http://www.pakboi.gov.pk/html/PTCL_restructuring.htmlhttp://www.pakboi.gov.pk/html/PTCL_restructuring.html
http://www.telecomfoundation.com/files/projects.htmhttp://www.telecomfoundation.com/files/projects.htm
http://www.ptcl.com.pk/download/ptcl_org_chart.pdfhttp://www.ptcl.com.pk/download/ptcl_org_chart.pdf
http://www.ptcl.com.pk/w_human_resourses.htmlhttp://www.ptcl.com.pk/w_human_resourses.html
http://www.ptcl.com.pk/news/may 17_tele_challenges.htmlhttp://www.ptcl.com.pk/news/may 17_tele_challenges.html
http://www.pakistan.gov.pk/moitt/news/current/http://www.pakistan.gov.pk/moitt/news/current/
moit03042004.pdfmoit03042004.pdf
http://www.ptcl.com.pk/directors_report_2007.htmlhttp://www.ptcl.com.pk/directors_report_2007.html
http://en.wikipedia.org/wiki/http://en.wikipedia.org/wiki/
Pakistan_Telecommunication_CompanyPakistan_Telecommunication_Company
Group No.05 Page 25
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