Professional Documents
Culture Documents
HR Department in PTCL
HR Department in PTCL
The main purpose of this report is, review of the human resources techniques &
systems adopted by the organization. Find out their weaknesses and give
suggestions for improvements. Human Resource Management practices followed
by the company were seen practically whether the company adopted them
according to the international labor law standards or not.
My Internship report contains all the information about my work experience in
PTCL. As an Intern, I spent good time in learning. I learnt to deal with different
situations and have experiences of the organizations working environment which
affects an employee performance and attitude towards work and had good time
in learning and performing duties as HR Intern. Confidence, on time decision
making, consistency, hard work, team work, seeking success out of dark,
innovation, creativity, organizational survival and customer handing techniques
are the key learnings out of my internship and I would like to say that it will be
one of my best skills that would remain with me and help me in the coming life.
I would like to highlight this that my experience with PTCL was very memorable
and full of leanings where I found lot of positive changes in my attitude learning
and behavior.
INTRODUCTION
Even years into a new century, the telecom sector of world finds itself at
crossroads after changing itself almost beyond recognition over the last 25 years.
Privatization and competition are the order of the day, with a majority of
countries having adopted these policies to advance their telecom sector. The
results have been impressive; the industry has grown at unprecedented pace.
There has been a phenomenal growth in Pakistan, especially in the cellular mobile
communication and in the internet. With this advancement, more human
(Human
Resource
Management),
SEVP
(Marketing
&
Business
Programmers, and IT Specialists etc. There are also Regional Heads (General
Managers) to head PTCL Regions then come the Senior Managers (Operations),
Senior Engineers (Operations), Engineers to look after the telecom system of
Regions. There are also Senior Managers Finance, Account Officers and
Accountants to Handle Regional account and billing matters. Manager HR & his
staff are responsible to take care of Personnel affairs at Regional Level. In nongazetted staff there are Engineering Supervisors Operations /Switching /Power
plant /Optical Fiber system/M.W Media, Account Assistants, Stenographers,
Assistants, Key Punch Operators, Telecom Technicians, Upper Division Clerks,
Lower Division Clerks, Line Men, Wire Men, Drivers, Exchange Cleaners, Naib
Qasids and Peons etc. All the staff is recruited by the HR Department headed by
SEVP HR. The HR experts are responsible for hiring & to further streamline its
recruitment process.
MAIN OFFICES
The Head Office of Pakistan Telecommunication Company Limited is situated in
Sector G-8/4, Islamabad, which is headed by the President. Besides, it has
Regional Headquarters like:
Switching
network
Central
region
Lahore.
These
Regions
provide
HR Department in PTCL
PTCL Internship Report HR
Composition of HR Committee
Chairman
Mr Abdul Aziz Al Sawaleh (Chief HRO Etisalat UAE)
Members
Mr.Abdulrahim A. Al Nooryani
Mr. Noor-ud-Din Baqai
Mr.Fadi Al Ansari
Mr. walid Irshad (president & CEO)
Mr. Ismail Salih Taha (SEVP HR &A)
SEVP HR &A
EVP
PROCUREMENT
EVP HR
EVP ADMIN
EVP O.D
GM HR
SENIOR
MANAGER
MANAGER
ASSISTANT
MANAGER
NON
MANAGEMENT
STAFF
Supportive
Competitive
Open
Professional
Ethical
HR Initiatives
support plan has also been finalized. The VSS Software to support all these
activities has also been developed and is being tested.
A comprehensive local market Telecom Sector Compensation Survey was
carried out to design a new Remuneration Scheme for all staff. The new
remuneration scheme will be consistent with the Employees Retention policy for
key talent. The retention policy is in final stage and will be implemented after
Boards approval.
It aims to be the preferred employer, (included in the top tiers along with
other companies, which are recognized and preferred multinationals).
Recruitment Policy
Whenever PTCL wants to recruit new employees; it sets up an assessment
center. The following process is carried out:
PTCL Internship Report HR
PTCL firmly believes that You cannot be the best if you do not have the
best. It believes it has greatly reduced nepotism in the recruitment process, and
they do not compromise on standards because they follow correct procedures
and processes.
Other parts of the recruitment process are:
managerial competencies.
Recruitment process in PTCL
For Internal employees: If the recruitment has to be done from internal sources
only, the vacancy is advertised internally only through an e-mail generated by SM
recruitment and sent to all employees also all GMs are instructed to post the
vacancy announcement in all visible places. Resumes are accepted both as hard
copies and as soft on recruitments email address (recruitment@ptcl.net.pk)
PTCL Internship Report HR
When the deadline is reached the cvs are collected and short listed based on the
specifications provided by the department for a particular position.
5. Interviewing Candidates
6. Approvals:
The file reaches the compensation and benefits department from the SEVP
HR & A department, the salary package and benefits are determined and sent to
SEVP HR & A for approval.
8. Placing Offers:
External candidates:
A verbal offer is placed on the telephone the candidate is asked to visit the
headquarters for further formalities. Upon visit, the original offer letter and a
copy are signed by the candidate
Internal candidates:
Before an offer is placed to internal candidates, consent is obtained from
their supervisor and GM regarding the move. This is done via e-mail or through
file movement. Once consent is granted an offer if placed. Regular employees are
given an offer letter whereas NTC employees are not given an offer letter.
Regular, NCPG employees are asked for a resignation in case of a new offer. NTC
are not required to resign from the current contract.
9. Medical Referral:
Upon visit candidate is also issued a medical referral letter for a hospital on
PTCLs panel. They are required to visit the hospital and conduct the tests
mentioned on the referral on companys expense. Those tests are sent directly to
GM Medical by the hospital and a medical report is sent directly to the
recruitment department mentioning their medical fitness condition.
If found medically fit for job candidate is informed and he asked to submit
his documents including educational and experience , they are tallied with the cv
and copies are retained for record. A copy of CNIC and passport size photographs
are also kept for record. He is referred to the Recruitment Helpdesk where he is
provided with a set of forms for all the facilities and benefits being provided to
him. His date of joining is confirmed from him. He is asked to provide the
complete forms with the requisites on the date of his joining.
On the date of joining the candidate is handed over his appointment letter
and a joining report is received. He is again referred to RHD who take care of his
work space and other facilities.
Regional Hiring:
The recruitment process initially is the same for hiring in the regions. Main
differences in the process are in the following areas:
For hiring in regions strong liaison is done with HR&A departments in the
region.
PTCL Internship Report HR
RHD is a one-window service point for all the initial needs of the new staff
member and would provide the new employee with a Complete Starter Pack(ID
PTCL Internship Report HR
Procedure:
Once the candidate accepts the offer he/she would be given or sent,
through courier, a medical referral requiring him/her to go for comprehensive
medical tests and check up. A Prerequisites checklist detailing the requirements
for joining and filling of the obligatory documents would also be sent.
Upon receiving the medical fitness certificate of the employee the recruitment
department asks him/her to visit the office the next day at the mutually agreed
time to fulfill the pre-joining requirements and to finalize the joining date. The
employee is referred to the Recruitment Help Desk for any queries that he/she
might have.
The Staff Welfare Branch issues a medical book which is to be registered with
the health centre chosen by the employee.
11. Concerned Department: The joining date for informing the concerned
departments for required action
The Recruitment Help Desk in charge follows up with all the concerned
departments and have all the arrangements completed before the joining date of
the employee. It is required that a lead time of minimum 30 days is given to the
RHD for the timely and proper execution of responsibilities.
The RHD would also be responsible for the arrangements and coordination
of the orientation programs for the new hires.
The new hires are required to report to the Recruitment Help Desk on the
date of joining. A Joining Report is to be provided which is to be filled by the
employee and verified by the reporting authority. The employee is to be asked to
submit the report to the reporting officer and provide a copy to the recruitment
department for further processing. The orientation manual is delivered to the
employee on the date of joining.
Bank Account form : Initially the candidate is provided with the Bank Account
form and panel Banks List
Bank Referral letter: The candidate selects the Bank and is given a Bank
Referral letter being addressed to the Manager of the bank.
Salary imbursement : After that the candidate open an account in the
respective Bank and informs the RHD , which then sends the account details to
the Manager Payroll for Salary imbursement
Existing Account: Incase if the candidate already has an account in the Panel
Banks on the panel, then he just has to provide the Account number.
Generating E-Mail ID
After receiving the Joining Report from the candidate, a request is sent to the
IT Administrator for the generation of E-Mail ID and Password.
Mgt Staff & Non-Mgt Staff: Joining Report, Personnel information & bank
Account letter is received by RHD. or Non-Management staff request is
forwarded to GM HR & A and for Management Staff to the OD Department.
Employee Number: From their onwards candidates get their position Numbers
and are entered in SAP and eventually get their Employee Number.
FSTC Installation
First FSTC forms are given to the Employees and after getting them filled RHD
verifies them ensures quality and sends it to the CE Operations.
CE issues a Sanction Memo to Regional GM who sends request to the
concerned exchange.
The exchange sends technicians for the FSTC Installation
Employee ID Card
Temporary card : Filled forms are submitted to the RHD with requisites , who
verifies them and issues a Temporary Card to the Employee
These filled forms are then sent to the Dir Security who prepares the ID Card
and sends it to the RHD.
PTCL Internship Report HR
RHD hands over the ID Card to the employee and Temporary Card is taken
back and returned to the Security Department.
Purchase and Issuance of IT Equipment:
For the Issuance of IT Equipment a request is forwarded from RHD IT
Department. IT department forwards the request to Procurement
Department. After purchase the Procurement department sends the
Equipment to the IT dept for Installation.
The Installed equipment is sent to the RHD by the IT Dept, where it is handed
over to Employee and receiving is obtained.
RHD, for smooth and efficient operations maintains a pool pf IT equipment; for
this purpose the requisition for IT equipment is sent to IT and Procurement
department 2 months in advance.
SELECTION PROCESS
Panel members
decided
Conducting of
interview
Evaluation
HR Policy
Confirmation from
Employees
Appointment Letter
Orientation
Purpose of RHD
PTCL Internship Report HR
The recruitment help desk is a one window service point for the initial needs of
the new staff members and provides them with
Office Space
Official Telephone
Official E-mail ID
Official ID Card
Medical Card
Bank account
Stationary
Computer/ Notebooks (according to Designation)
On date of joining, this allows the employee to dive into his/her assignments right
away without the worries of completing administrative requirements.
RHD is responsible for conducting Orientation programs
Feedback from the employees
Escort to respective departments
RESOURCES
CONCERNED DEPARTMENT
Supt. C&B
Admin (Maintenance)
CE (Operations)
Mobile Phone
Medical card
GM (Medical Services)
Id Card
Director Security
GM (I&O)/Procurement
Lotus Administrator
EVP (admin)/GM
(Maintenance)
Re-imbursements
Finance department
PROCESS
Recruitment
Issues Medical
referral
Recruitment
Receives Medical
Fitness from GM
Medical
Recruitment
Calls the candidate and advise to
visit next day with required
documents
If Fit
If Unfit
Recruitment
Daily send the
intimation of all Visits
scheduled to RHD
Benefits
PTCL Internship Report HR
PTCL provides the following benefits to the employee as per the policies which
are subjected to change from time to time as per management decision. Some
major benefits are the following.
1. Medical
Employees and their dependents are entitled to free medical facility as per
the company policy.
2. Telephone Connection
Employees shall be provided with official telephone connection at
residence, DSL connection, Free Cell Phone set connection and credit
amount according to their entitlements.
3. Leave
Employees are entitled to annual leave
4. Leave: fare assistance: LFA shall be provided to the entitled employee4s as
per company policy.
5. Gratuity: The employees shall receive gratuity for every completed year of
the service on the expiry of the appointment.
6. Car Maintenance allowance: CMA shall be provided to the entitled
employees.
7. Travel Allowance: PTCL provides travel allowance to the employees for
official trips according to the entitlements.