Reserch of Amm& Maj

COMPARITIVE STUDY ON IMPACT
OF HRM(Human Resource
Management) PRACTICES ON THE
PERFORMANCE OF
TELECOMMUNICATION
SECTOR(UFONE & PTCL)
SUBMITTED TO: MR.GOOLFAM
SUBMITTED BY: MAJID ASGHAR,
MINA JAVED, AMMAD-UD-DIN.
Abstract
In this research paper we discussed the comparative study on
impact of HRM practices on performance of telecommunication
sector ( Ufone & PTCL ). We have selected a sample size of 25,
from Ufone & PTCL . We have conducting the data by asking
direct questions. The statistical tool which had been applied is
correlation & regression and the result evaluated showed the
positive association between the HR practices and the
performance of Ufone & PTCL.
Introduction:
As telecommunication sector in Pakistan is most vast, complex & rapidly
growing sector. Competition is growing day by day so telecommunication
companies just can’t sit back without having competitive advantage .This
competitive advantage can be strengthen by using technologies and
maintaining, retaining our active and passive source which contribute in
growth of this industry .As we are only discussing active source that how
important is to control human capital because they are the main inputs of
the path of the success.
An employee requires training to shine like a diamond. A diamond sparks
and become valuable after cutting and polishing. But the main question is
that how to polish and cut them effectively in the in the benefits of
organization.
We have conducted the research on the telecommunication sector in

Pakistan, Ufone and PTCL which both are owned by the Government. Our
research is limited in the territories of Islamabad/Rawalpindi only. As the
scope of HR(HUMAN RESOURCE ) is very wide but we are discussing few
aspects of HRM(HUMAN RESOURCE MANAGEMENT) that how they can
contribute in the performance of the organizations. We had faced few ethical
problems during gathering of data, because employees working in the PTCL
are highly educated to have knowledge about the importance of HRM and its
effect on there performances
HRM plays an important role in the creation of competitive advantage within

firms. Executives must be able to integrate HR practices into overall
organization initiatives in order to ensure the successful implementation of
strategies. The likelihood of successful implementation of most strategic
plans is greatly reduced when strategic initiatives ± for growth, mergers or
customer service ± do not adequately consider whether HR practices such as
staffing, training, employee participation, rewarding, organizing and
communicating with employees are consistent with the organization’s
objectives or the future capability of the organization to meet those
objectives, as reflected in HR supply and demand forecasts.
The purpose of the research is to find weather the HR practices perform a

wider role in increasing performance of the Telecommunications sector or
not. For this we had used five variables as HR practices i.e., training,
employee’s participations, job definition, compensation & selection.
Our research would help in finding out the relation between HR practices and
performance of telecommunications sector, that the result would help them
in finding out main reasons and there strength regarding HRM practices
which can increase there performance and also highlight the deficiencies,
limitations & flaws prevailing in there HR practices i.e. Training, employees
participations, job definition, compensation & selection.
PTCL:
From the humble 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.
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00000000
http://en.wikipedia.org/wiki/Image:PTCLnewLogo.jpg
New Logo of PTCL, effective from August 14, 2007
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 PTC, 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. It also paved
the way for the establishment of an independent regulatory regime. 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
PTCL launched its mobile and data services subsidiaries in 1998 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 operations of the
service being directly supervised by PTCL instead of PakNet.
As telecommunication monopolies head towards an imminent end, services

and infrastructure providers are set to face even bigger challenges. Pakistan
also entered post-monopoly era with deregulation of the sector in January
2003. On the Government level, a comprehensive liberalization policy for
telecom sector is in the offing.
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.
Many big change events are happening in PTCL at the moment after its
privatization. These 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.
PTCL has an ARPU of $6-7
Ufone:
The company commenced its operations under the brand name of Ufone
from Islamabad on January 29 2001. Ufone expanded its coverage and has
added new cities and highways to its coverage network. After the
privatization of PTCL, Ufone is now owned by Etisalat.
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8484947b7b948
http://en.wikipedia.org/wiki/Image:Ufonesara_pakistan.jpg
PTML is a wholly owned subsidiary of PTCL. Established to operate cellular

telephony. The company commenced its operations, under the brand name
of Ufone from Islamabad on January 29 2001.
During the year, as a consequence of PTCL’s privatization, 26% of its shares
were acquired by Emirates Telecommunication Corporation (Etisalat). Being
part of PTCL, the management of Ufone has also been handed over to
Etisalat. During the year July 2005 to June 2006, Ufone continued on the path
to success. The Company further expanded its coverage and has added new
cities and highways. Ufone has network coverage in more than 750 cities,
towns and across all major highways of the country.
During the year Ufone successfully completed the network expansion of

Phase 4 in existing as well as in new cities and towns which amounted to
more than US Dollar 170 million. As a result the asset base of the Company
has increased from Rs. 20 billion to Rs. 27 billion.
During the year Ufone adopted the policy of simplified tariffs with no hidden
charges, which resulted in positive impacts on the usage trends of
subscribers as well as total subscriber base, which has increased from
2,579k in June 2005 to 7,487k in June 2006. Ufone currently caters for
international roaming to more than 195 live operators across 119 countries
and introduced International roaming facility for Prepaid subscribers in Saudi
Arabia, United Kingdom, United Arab Emirates, Singapore, Portugal and
Kuwait with lowest rates, featuring no security deposit and activation
charges. GPRS Roaming facility is available with more than 75 Live Operators
across 59 countries.
The company has also been awarded a new License for providing cellular
services in Azad Jammu & Kashmir and the Northern Areas.
Operating Performance Ufone’s operational performance has been very

encouraging. Despite the stiff competition in Pakistan telecom market which
has led to reduction of prices to bare minimum level, due to its aggressive
policies and exercising strict control over expenses the Company managed
to improve its revenue and after-tax profit by 87% and 54% respectively, as
compared to last year.
Future Plans keeping in view the growth potential of the cellular industry
there is no option but to be aggressive in order to remain a potent force in
the cellular industry. In order to extend cellular network to new cities, towns
and highways and enhance its current installed capacities in existing cities,
Ufone has finalized a huge network expansion contract amounting to about
USD 550 million, which will enhance the subscribers’ capacity by 10 million.
This is the largest ever expansion project of Ufone.
A strong focus will be on maintaining high quality of service, which is always

a benchmark of Ufone, increasing usage and exploring new revenue streams
on value added services, market visibility through various market initiatives
to fulfill subscribers’ satisfaction and demand and above all to increase the
value of investment for the shareholders.
http://en.wikipedia.org/wiki/Image:Ufonesara_pakistan.jpg
Literature Review:
ORGANIZATIONAL PERFORMANCE
In an increasingly dynamic global business environment, understanding how firms
can adapt successfully to changing marketplaces is of fundamental theoretical and
managerial interest (Cooper, 1994; Griffin and Page, 1993).
Firm’s performance is largely based on its resources (Pringle and kroll, 1997;
Werner Felt, 1984). Resources are assets or inputs to production that an
organization owns, control, or has access to( Helfat and Peteraf , 2003) and that
give it an enabling capacity to enhance its efficiency or effectiveness. (Hunt, 1997)
Human Resources can be organization’s largest and most difficult-to-control

expense, but it can also be central ingredients affecting organizational performance
(Pfeffer, 1998).Human capital can lead to increased productivity (both individual
and organizational). Success in attracting appropriate, able and skilled employees
sets upper limits on potential performance, however good the management and
development of an existing workforce may be. In order for companies to be
successful, they must provide employees with contextualized training and support.
Not surprisingly, therefore, selection and training are the subject of a voluminous
literature.
The development and advance of psychology as a discipline has been strongly

associated with careful evaluation of the validity and utility of different selection
tools in identifying the ‘best’ candidates for a position (Schmidt and Hunter, 1998;
Wood and Payne, 1998). Thus, a key task for researchers has been to understand
how human resources can be managed to maximize productivity and enhance
creativity while controlling cost. Rising to this challenge is a body of research
labeled Strategic Human Resource Management (SHRM) which is devoted to
understanding how human resource management practices affect organization-wide
outcomes (Ferris, Hochwarter, Buckley, Harrell Cock, and Frink 1999; MacMillan and
Schuler, 1985)
Training:
Human beings learn through participation in historically and socially constituted
practices in the workplace, classroom and elsewhere, though the particular context
will shape the process and outcomes of learning (Billett, 2004). Learning is a
situated and context-dependent activity. Employee learning at the workplace
results from participation in the authentic goal-directed activities of particular
communities of practice with the aim of developing expertise to solve routine and
non-routine problems (Billett, 1996). Such participation involves both planned and
unplanned learning practices (Marsick and Watkins, 1987; Eraut, 2000; Eraut et al.,
2000).
Workplace employee learning must be situated within the context of the

employment relationship, one in which private sector employers’ primary purpose is
to produce goods and services for profitable sale as commodities (Rainbird et al.,
2004). Access to, and take up of, learning opportunities must be grounded in these
material realities, the divergent interests, power asymmetries and the potential for
conflict between employer and employee. This highlights the political dimension of
learning. Opportunities to learn might not be provided by employers or taken up by
employees because both parties pursue goals other than enabling or undertaking
learning which may limit their capacity and/or motivation to provide, or participate
in, particular learning opportunities.
Employees learn in many ways other than through employer-provided training. It

may be better, therefore, to describe the role of employers as the broader one of
enablers of employee learning rather than just as providers of training. Second, and
related, many studies have focused solely or primarily on formal training, which,
though not always defined explicitly, appears to refer to planned, off-the-job
activities prescribed by designated teachers; concentrating on certified training
would narrow the object of study even further. Restricting the focus in this way,
however, omits much, if not most, employee learning (National Skills Task Force,
2000b; Fuller et al., 2003), particularly self-directed or unplanned learning arising
through participation in various workplace practices (Marsick and Watkins, 1987;
Eraut, 2000; Eraut et al., 2000). Unplanned – and even planned – on-the-job learning
may be unrecognized by either employers or employees and consequently go
under-reported in research studies, particularly those relying heavily on quantitative
survey data that allow little opportunity to delve deeper into respondents practices,
motives for acting and the contexts of action. Most employee knowledge and skills
are uncertified (Coffield, 2000) and quite possibly unverifiable in so far as
employees do not know they possess them or are unable to articulate them to
others. Such omissions are particularly important in workplaces where little certified
learning occurs. Rising costs, increased competition and time necessary to hire and
train new talent haved made retention of top performers to the bottom line.
recognizing gaps and developing skills enables managers to properly map out
succession plans while employees develop career paths.
Employee Participation
Management of the employment relationship has changed markedly

throughout the world in the last two decades. Two major elements of this change
have been the extension of employee involvement or participation in the work place
(Markey et al. 2001a, Markey and Monat 19997a) and the growth in non-standard
forms of employment, which are strongly feminized. Given that standard
employment is characterized by stable work hours, relative job security, and
promotion and training opportunities.
Employee participation may be defined as any work place process that “allows to
exert some influence over their work and the conditions under which they work”
(Strauss 1998: 15, similarly Davis and Lansbury 1996: 3). It can be divided into two
main approaches: direct participation; and indirect or representative participation.
Direct participation involves the employee in job or task oriented decision-making in
the production process at office floor level. The most common forms of direct
participation include problem-solving groups or quality circles, and decision-making
work teams. Problem solving groups only make recommendations to management,
and unusually their focus is defined in a particular area such as safety, quality or
productivity. Decision-making work teams generally enjoy greater discretion in
organizing their own work within broad guidelines with minimal direct supervision.
They require a reorganization of technology and work flow, multi-skilling and
training. (Strauss 1998 ).Both forms represents formalized means for management
to access employee knowledge through small groups or teams of employees.
Employee participation is an attractive work place practice for employers because

of the positive relationship between participation, satisfaction and productivity.
(Miller and Monge, 1986). From a cognitive perspective, employees have more
complete knowledge about their work, and they are in a better position than
managers to implement decisions (Miles an Ritchie 1971). Employees who are
knowledgeable about and interested in an issue are more likely to be satisfied and
productive with the option to participate.
Winners in global markets are typically firms that demonstrate timely responses
and flexible product innovation, coupled with effective management of internal and
external competencies. (Teece, Pisano, and Shuen,1997; Zou and Cavusgil, 2002).
JOB DEFINITION
It is impossible to list, in anything smaller than an encyclopedia, the multitude of
tasks, that combine to produce the results desired from a particular job. Behn
(1997). Job descriptions are meant to be a guide only 'staff must not interpret them
rigidly or job descriptions become a barrier to success' (Degner, 1995). Grant (1989)
describes them as a 'map' that show direction. Job descriptions are not a description
of how a job is to be done a contract but are set of rules, regulations or proper
practices. They describe the nature of the work to be done by stating the purpose
and main responsibilities. They may also include information on the type of person
who is best suited to perform the job. Job descriptions have the potential to be used
for a number of human resource functions. Well written job descriptions define the
work of the organization and its reasons for existence as an employer of human
resources. More, they define and help quantify the relative importance of work,
what each position contributes to a process and the organization as a whole.' This
definition illustrates an important point regarding job descriptions, used in today's
work environment, by emphasizing that they describe not only what the job is about
but how the job contributes to the work of the organization.
Ray and Hawthorne (1993) state 'an accurate and detailed job description is an
increasingly crucial component of the effective use of valuable human resources
and other organizations. Studies have proposed a number of determinants of job
satisfaction, including demographic characteristics (age, gender, educational level,
race, marital status), job characteristics (absolute and relative wages, number of
hours worked, tenure, attitude towards work), and employer characteristics
(number of staff) ( Clark, 1997).
The content of the job description varies widely from organization to organization
and the purpose of the job description will influence what is included. They actively
communicate great deal of information about a job, especially between the
manager and employee (Giles, 1995; Grant, 1989). 'When employees have a road
map to success they often perform much better - and that translates into continued
business growth for you and your firm' (Consulting Task Force, 1991). This
information is presented in a completely objective and impersonal way, which
allows the job description to be used in relation to many human resource functions
such as recruitment, induction, training and performance management.
EMPLOYEE COMPENSATION
Clear goal planning, skill development, and a true pay-for-performance, are the
practices that successful companies used to demonstrate that thee employees are
valued. Companies today routinely provide a compensation package that include
both cash benefits (salary, paid leave, paid holidays and bonuses) and non cash
benefits (insurance and retirement plans).
Many works have chosen agency theory as their theoretical framework in order to
characterize the compensation processes in businesses (Gomez- Mejia, Larraza, &
Makri, 2003). The agency perspective has greatly increased our understanding of
executive compensation, but has been less applied to explain compensation at the
lower levels in firms. Little is known about the determinantsof employee
compensation contracts from an agency perspective (Werner, Tosi, & Gomez- Mejia,
2005). This is somewhat surprising considering that the study of employment
compensation has major practical implications. Employee compensation costs often
exceed 80% of total operating expenses (Gomez-Mejia & Balkin, 2006), and these
costs offer a more realistic image of firms’ costs than executive compensation
costs.
The analysis is of even greater interest in family businesses, where lower levels of
management hierarchy exist (Galve & Salas, 2003; Van Steel & Stunnenberg, 2006),
and the compensation costs at the operational level are consequently even higher.
Surprisingly, however, employee salaries have not been examined in family
businesses within an agency framework, and this in spite of the existence of general
theoretical models in both the theory of incentives (Laffont & Martimort, 2002) and
contract theory (Bolton & Dewatripont, 2005).
Only a small number of general empirical studies have dealt with employee
compensation contracts. We might mention the work of ( Werner et al. 2005), who
investigate how the ownership structure is related to the firm’s overall
compensation strategy. They find significant differences in the compensation
practices that apply to all employees by function of the ownership structure.
Elsewhere,( Rayton 2003) reports that profit sharing plans align the objectives of
employees with those of the firm.
SELECTION
The productivity and efficiency of organizations have always depended heavily on
the quality of their workforce, or their ‘human capital’, and there is general
agreement that its importance relative to fixed capital is steadily increasing (see,
e.g., Becker, 1993; Elias and Scarbrough, 2004). The recruitment and selection of
an effective workforce consequently can be viewed as central to the success of an
enterprise and a key function of HRM. For example, Schmitt and Chan define the
goals of strategic HRM as ‘to acquire, deploy and allocate human resources in ways
that provide the organization with a competitive advantage’ (1998: 239, italics
ours).
Selection is not only about choosing the most suitable candidate, success in
attracting appropriate, able and skilled employee’s sets upper limits on potential
performance, however good the management and development of an existing
workforce may be. Not surprisingly, therefore, recruitment and selection is the
subject of a voluminous literature. The development and advance of psychology as
a discipline has been strongly associated with careful evaluation of the validity and
utility of different selection tools in identifying the ‘best’ candidates for a position
(Schmidt and Hunter, 1998; Wood and Payne, 1998).
The use of personality tests for selection is highly controversial, and has been
attacked on the grounds of both fairness and utility (Mischel, 1968; Blinkhorn and
Johnson, 1990; Paul, 2004). Earlier meta-analyses (see, e.g., Schmitt et al., 1984)
tended to conclude that they are clearly less effective than assessment centers,
work samples, and cognitive ability tests in predicting performance at work.
However, Robertson and Kinder examine the validity of a range of personality
variables in predicting various different aspects of job competence and, while
agreeing that there ‘are likely to be some circumstances in which personality scales
will not show validity’, conclude that for some criterion variables – notably
creativity, analysis and judgment – ‘personality scales produce practically useful
criterion-related validity’ of up to 0.33 and can add information to that provided by
measured tests of cognitive ability (1993: 240).
Bartram (2004: 238) argues that ‘academic literature to support the use of
personality assessment for selection’ has been a major development of the last
decade. The development and advance of psychology as a discipline has been
strongly associated with careful evaluation of the validity and utility of different
selection tools in identifying the ‘best’ candidates for a position (Schmidt and
Hunter, 1998; Wood and Payne, 1998).
The growing consensus around formal testing means that an informed use of
formal measurement is seen as a major indicator of good HR practice in selection.
METHODOLOGY
To address the research objectives, two samples of telecommunication sector
employees were studied in parallel: a survey of Ufone & PTCL. Employees in both
samples were selected randomly from both organizations on the basis of criteria
relating to employment size, location and sector. All participating businesses were
legally independent. The data was gathered by asking questions directly from
employees by floating questioners. The statistical tool used to calculate the results
is regression and correlation. In regression we put organizational performance on Y-
axis as an dependent variable and training, employee’s participations, job
definition, compensation & selection.
As independant variable on X-axis. In correlation we are checking the association of

training, employee’s participations, job definition, compensation & selection &
organizational performance with each other.
Employee
Training
Participation
Job Definition
Compensation
Theoretical Framework
Selection
Hypothesis
H1: association exists between overall organizational performance & training.
H2: association exist between overall organizational performance & Employee

participation
H3: association exists between overall organizational performance & Job

definition.
H4: association exist between overall organizational performance &
Compensation
H5: association exists between overall organizational performance & Selection.
Data Analysis & Results

OVERALL P .AVG T.AVG EP.AVG JD.AVG C.AVG S.AVG
5.58 2.75 2.75 2.67 2.75 3.00
5.00 1 1 1.00 1 1.00
4.50 2 3 3.00 2.25 2.00
6.17 4 3.25 4.67 3 3.67
5.42 2.5 3 2.67 2.5 3.00
5.25 1.5 2.25 1.67 2 1.67
4.33 1.25 3.25 1.00 3.25 1.00
8.25 3.5 3.5 2.33 3 3.67
4.83 1.25 1.5 1.67 1.75 1.33
6.08 1.5 1.25 1.00 2.5 1.00
5.25 5 4 3.00 3.25 3.00
6.33 1.25 3 1.00 3 5.00
5.50 2.5 1.75 1.67 1.5 2.33
2.67 2 2 2.00 1.5 2.00
2.25 2 2 2.00 1.75 1.67
3.17 1.25 1.5 1.33 1.25 1.67
3.17 1.5 1.75 1.67 2.5 3.67
4.00 1.75 1.5 2.00 1.75 2.00
4.92 3 2.25 2.00 2 2.67
3.92 2 2.5 2.00 2 2.67
5.33 2 2 2.00 3.25 2.67
2.67 2 2 2.00 1.5 1.67
3.08 2 1.25 1.33 2.25 1.67
5.08 2.5 1.25 1.67 1.75 1.67
5.00 1.5 2 1.67 1.5 1.33
Regression
SUMMARY OUTPUT
Regression Statistics
Multiple R
0.549066
R Square
0.301474
Adjusted R Square
0.117651
Standard Error
1.293781
Observations
25
ANOVA
df
SS
MS
F
Significance F
Regression
5
13.72592
2.745184
1.640023
0.197661
Residual
19
31.80352
1.67387
Total
24
45.52944
Coefficients
Standard Error
t Stat
P-value
Lower 95%
Upper 95%
Lower 95.0%
Upper 95.0%
Intercept
2.439406
0.968832
2.517884
0.020935
0.411618
4.467194
0.411618
4.467194
X Variable 1
0.387465
0.455076
0.851429
0.405135
-0.56502
1.33995
-0.56502
1.33995
X Variable 2
0.08484
0.558125
0.152008
0.880783
-1.08333
1.253008
-1.08333
1.253008
X Variable 3
-0.34079
0.517711
-0.65827
0.518263
-1.42438
0.742789
-1.42438
0.742789
X Variable 4
0.633107
0.585475
1.081356
0.293074
-0.59231
1.858521
-0.59231
1.858521
X Variable 5
0.234441
0.337478
0.694684
0.495662
-0.47191
0.940791
-0.47191
0.940791
Correlation
OVERALL P .AVG
T.AVG
EP.AVG
JD.AVG
C.AVG
S.AVG
OP.AVG
1
T.AVG
0.36302227
1
EP.AVG
0.41856767
0.620394
1
JD.AVG
0.204697856
0.750709
0.578642
1
C.AVG
0.495508825
0.449005
0.709627
0.338114
1
S.AVG
0.41199423
0.44619
0.573697
0.412881
0.564228
1
Data Analysis:
H1: Weakly positive
association exists
between overall
organizational
performance &
training.
H2: Weakly positive

association exist
between overall
organizational
performance &
Employee
participation
H3: Weakly positive
association exists
between overall
organizational
performance &
Job definition.
H4: Weakly positive

association exist
between overall
organizational
performance &
Compensation
H5: Weakly positive

association exists
between overall
organizational
performance &
Selection.
Conclusion
The result of this study of two different samples of telecommunication
sector indicate that on average, jointly HRM practices programs are
positively associated with the overall organizational performance.
By this research we conclude that overall organizational performance

depends on HRM practices so it is necessary to conduct training and
development should be used on regular basis to increase the level of
motivation which can ultimately affect the overall organizational
performance.
Employee participation also show a positive relation with organizational

performance so to motivate the employees, management needs to give
more rights to the employees for this they have to create a strong
relationship with employees and take immediate actions on their complaints
& create a family environment in the organization.
Mission, task, objectives & goals of a company can be achieved more

effectively and efficiently if job analysis is properly done as shown by our
research that it has a positive relation with over all organizational
performance, so job deigned needs to be properly scheduled and
explanatory in terms of job description & according to the requirement of
both employee and management.
Apparently the factor which attracts the most is compensation as far as

retention of employee is concern. Our research has also shown the same
kind of result so it is one of the most important factors which play a big part
in the achievement of organizational goals .compensation must be enough to
retain the employees.
Selection is the most complex and important factor on the part of
organization management. So the loyalty must be shown while selecting, in
terms of job requirements. So it proves that our research is correctly
conducted because all the HR practices have shown positive association with
the overall organizational performance.
Recommendation
From the survey based on Ufone and PTCL , the backbone of any companies
its position in the eyes of people and its goodwill is built on the basis of its
quality services and work, and the services are provided by the employees.
So employees are the most valuable asset which needs a special care, and
to create its efficiency. So to increase the efficiency of employee we need
there valued participation with proper selection and job analysis and
motivate them through training and compensations, that is what we have
proved in our research, and succeeded.
If we talk about the comparison between the Ufone and PTCL, the point
where Ufone take lead is the affective handling of its human capital. So PTCL
must improve its HR department and adopt new ways of increasing HR
capital. They must improve their selection process and make effective
training program and develop assessment tools, on the other hand Ufone
must not take the competition easily, in a era of rapidly changing trends and
globalization, they require to reach international HR standards.
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COMPARITIVE STUDY ON IMPACT

We have conducted the research on the telecommunication sector in

HRM plays an important role in the creation of competitive advantage within

The purpose of the research is to find weather the HR practices perform a

New Logo of PTCL, effective from August 14, 2007

Pakistan Telecommunication Corporation (PTC) took over operations and

Pursuing a progressive policy, the Government in 1991, announced its plans

In 1995, Pakistan Telecommunication (Reorganization) Ordinance formed the

As telecommunication monopolies head towards an imminent end, services

Last Year, in middle of 2005 Government of Pakistan had decided to sell at

PTCL has an ARPU of $6-7

PTML is a wholly owned subsidiary of PTCL. Established to operate cellular

During the year Ufone successfully completed the network expansion of

Operating Performance Ufone’s operational performance has been very

A strong focus will be on maintaining high quality of service, which is always

Human Resources can be organization’s largest and most difficult-to-control

The development and advance of psychology as a discipline has been strongly

Workplace employee learning must be situated within the context of the

Employees learn in many ways other than through employer-provided training. It

Management of the employment relationship has changed markedly

Employee participation is an attractive work place practice for employers because

As independant variable on X-axis. In correlation we are checking the association of

H2: association exist between overall organizational performance & Employee

H3: association exists between overall organizational performance & Job

H5: association exists between overall organizational performance & Selection.

Data Analysis & Results

H2: Weakly positive

H4: Weakly positive

H5: Weakly positive

By this research we conclude that overall organizational performance

Employee participation also show a positive relation with organizational

Mission, task, objectives & goals of a company can be achieved more

Apparently the factor which attracts the most is compensation as far as

Industrialized Market Economies, 3rd edn, Sydney: Allen & Unwin

Batra, Rajeev (1999). Marketing in Transitional Economies. Boston,

MA: Kluwer Academic Publishers.

(Bartram, D. (2004). ‘Assessment in organizations’. Applied Psychology, 53: 2, 237–259.)

to Education, 3rd edn, Chicago, IL: University of Chicago Press.)

Billett, S. (1996). ‘Towards a model of workplace learning: the learning curriculum’,

Studies in Continuing Education, 18: 1, 43–58.)

(Billett, S. (2004). ‘Learning through work: workplace participatory practices’, in H.

Rainbird, A. Fuller and A. Munro (eds), Workplace Learning in Context, London:

Failure and the Problem of Governance in the Chinese Economic

Reforms. Administrative Science Quarterly 33(4):507–527.

Degner (1995) Job Description (Online) Available

management practice’. Human Resource Management Journal, 14: 4, 21–40.)

(Eraut, M. (2000). ‘Non-formal learning, implicit learning and tacit knowledge in

of Informal Learning at Work on Business Productivity, London: Department of Trade and

Journal, 46, 226–237.

Grant 1989 , Personnel Economics for Managers, New York, Wiley

Griffin, Abbie and Page, A.L. (1993). An Interim Report on Measuring

Product Development Success and Failure. Journal of Product Innovation

Hofstede, Geert and Bond, Michael Harris (1988). The Confucius

Connection: From Cultural Roots to Economic Growth. Organizational

Hunt S.D (1997). Resource-Based Theory: An Evolutionary Theory of Competitive Firm

Markey R, Gollan P, Hodgkinson A, Chouraqui A, Veersma U, eds, (2001a)Models of

(Marsick, V. and Watkins, K. (1987). ‘Approaches to studying learning in the workplace’,

in V. Marsick (ed.), Learning in the Workplace, London: Croom Helm.)

(Mischel, W. (1968). Personality and Assessment, New York: Wiley.)

Peffer J. (1998). Seven practices of successful organization. California Management Review,

workplace learning’, in H. Rainbird, A. Fuller and A. Munro (eds), Workplace Learning

in Context, London: Routledge.)

Ray & Hathrone (2001): Effects on Change

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Reserch of Amm& Maj