Professional Documents
Culture Documents
Ihtesham Report
Ihtesham Report
On
Pakistan Telecommunication Company Limited Peshawar (PTCL)
A Project Submitted
in Partial Fulfillment of the Requirements
For the Degree of
Bachelor in Business Administration
Session: 2015-2019
By
Ihtesham Hussain
Reg.No.BU-BBA-1-FEX-16-16
To
Dr. H. Rahman
Assistant Professor
Department of Management Sciences
i
INTERNSHIP REPORT
On
Pakistan Telecommunication Company limited Peshawar (PTCL)
A Project Submitted
in Partial Fulfillment of the Requirements
For the Degree of
Bachelor in Business Administration
Session: 2015-2019
By
Ihtesham Hussain
Reg.No.BU-BBA-1-FEX-16-16
To
Dr. H. Rahman
Assistant Professor
Department of Management Sciences
ii
Approval Sheet
Internship Report
on
Pakistan Telecommunication Company Limited Peshawar (PTCL)
This report is submitted to the Department of Management Sciences, Abdul Wali Khan
University Mardan Buner Campus in partial fulfillment of the requirement for the Degree of
Bachelor of Business Administration (HRM).
Session 2015-2019
iii
Internship Certificate
iv
UNDERTAKING
I declare that the work presented in this project titled “Internship report on Pakistan
Telecommunication Company Limited Peshawar ” submitted to the Department of Management
Sciences, Abdul Wali Khan University Mardan, Buner Campus, Sawari for the award of the
Bachelor in Business Administration degree in HRM, is my original work. I have not
plagiarized or submitted the same work for the award of any other degree. In case this
undertaking is found incorrect, I accept that my degree may be unconditionally withdrawn.
August, 2019
AWKUM, Buner Campus
______________________
Ihtesham Hussain
BBA (HONS) HR
v
CERTIFICATE
Certified that the work contained in the project titled “Internship Report on Pakistan
Telecommunication Company Limited Peshawar (PTCL)” by Ihtesham Hussain Reg No. BU-
BBA-1-FEX-16-16. Has been carried out under my supervision and that this work has not been
submitted elsewhere for a degree. It is also certified that the student has incorporated all the
observations, suggestions and recommendations where deem necessary made by the external
evaluator as well as the internal examiners.
___________________________
Dr. H. Rahman
Department of Management Sciences
AWKUM, Buner Campus
vi
EXECUTIVE SUMMARY
The internship report is the necessary part of the BBA program, and every student has to do
internship of two months in any organization of repute after successful completion of the
internship work a student is required to write whatever practices and practical work he has done
in his internship work.
The main purpose of the internship report is to familiarize student with contemporary Human
resource practices and techniques being adopted by the organization. In the report a student has
to do three types of analysis of the organization such as General Analysis, SWOT Analysis of the
respective organization. In my opinion an organization has to develop proper and effective
performance appraisal system to improve the performance of their employees and company as
well. An organization has to choose a transformational Leader so as to accelerate the
performance towards goal achievement. Pakistan Telecommunication Company Limited (PTCL)
is the largest Telecommunication Company in Pakistan. This company provides telephone
services to the nation and still holds the status of backbone for country’s Telecommunication
infrastructure despite the arrival of other telecom giants like Mobilink, Telenor and China
mobile. The socio-economic growth of a developing country depends mainly on the
Telecommunication sectors and involvement in information technology, telemarketing and E-
commerce makes it an integrate organ of the overall development of the country. PTCL also
continues to be the largest CDMA (code division multiple access) operator in country with 0.8
million v-fone customers. Currently major initiatives have been taken by PTCL to upgrade its
network, introduce a range of new value added services, develop a portfolio of information
technology, internet, national long-haul network, carrier services, write label services, EVO
wireless broad band, broad band IPTV (Smart TV). The company consists of around 2000
telephone exchange across country providing largest fined line network.GSM (group special
mobile) 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(google.com) the government of Pakistan retained 62% of the shares while remaining 12%
are held by the general public (google.com).
vii
PREFACE
This Report is the Practical experience phase of our BBA-HR program. The sole objective is to
familiarize the student with the practical manipulation of business organization and bridging gap
between Academia and Industry. This report provides a profound knowledge about how big
organizations like PTCL manage their Human Resources to achieve their common goals.
In the first phase of the report there is the general introduction about the company and then
different terms have been explained, then the mission, values, different services and different
strategies of the organization have been explained.
In the second phase there is a deep study on Human Resource department of Pakistan
Telecommunication Company Limited (PTCL). There is discussion on each Branch of the
Human Resources Wing in PTCL, Such as Administration, Personnel, Welfare, Legal,
Examination, and Dispatch branches. In this section there is a deep discussion on each branch
duties and responsibilities they have to perform.
In the third phase, SWOT analysis of the firm have been done by the help of which it is
identified that what are the strong areas of the company and where it lacks so that it can improve,
and then in the end most important my experience while working in the PTCL as internee is
explained.
Ihtesham Hussain
BBA (HONS) HR
viii
ACKNOWLEDGEMENT
Almighty ALLAH for giving me the life and energy to conceive and actualize the
internship and this report.
Our learned and erudite teacher Mr. Ramiz Kashmiri (Lecturer, Department of
Management Sciences), Abdul Wali Khan University Buner Campus for his inspiring
guidance, keen interest, and continuous encouragement throughout my internship report
making efforts.
My family, who gave me the moral support needed for studies.
I am extremely indebted to my Supervisor Dr. H. Rahman (Assistant Professor in
Managements Sciences) Abdul Wali Khan University Buner Campus for guiding me
every now and then in preparing this report.
I also express my deep thanks to my fellow Mr. Mehran who pushed me every now and
then to complete this report as soon as possible.
Last but not the least I am highly indebted to all the distinguished faculty of the
Department of Management Sciences for providing me the opportunity and support to
accomplish my BBA-HR degree at Department of Management Sciences, of Abdul Wali
Khan University Buner Campus.
Ihtesham Hussain
BBA (HONS) HR
ix
Table of Contents
x
Chapter 3: Overview Office Ntr-1 Of (PTCL) Introduction 19
3.1 Introduction ……………………………………………………..……………….19
3.2 HR Activities..…………………………………………………………….……...21
3.2.1 Employees Welfare…………………………………...…………………….…….21
3.2.2 Account Section…………………………...………………….…………………..23
3.2.3 Exam branch………………..……………………………………………………..26
3.2.4 Equal Employees Opportunity……………………………………………………26
3.2.5 Recruitment…………………………………………………………………...…..27
3.2.6 Interviews…………………………………………………………………………28
3.2.7 Selection…………………………………………………………………………..28
3.2.8 Orientation Training…………………………………...………………………….29
3.2.9 Performance Management System………..…………....………………………....30
3.2.10 Training and Development …………………………………………………….....30
Chapter 6: Recommendations 36
6.1 Suggestions…………………………………………………………………….....37
References 39
xi
CHAPTER 1
1.1 INTRODUCTION
As a part of the academic requirement for completing BBA (Hons), I was required to undergo for two (2)
months of internship with an organization. The internship is to serve the purpose of acquainting the
students with the practice of knowledge of the discipline of banking administration. This report is about
PTCL was established in 1949 and since then, it has expended its network, becoming the largest
commercial corporation of Pakistan. It offers different products of services to its customers. The main
purpose of the report in hand is together relevant information to compile internship report on
PTCL.
To observe, analyze and interpret the relevant data competently and in a useful manner.
1
1.4 SCOPE OF THE STUDY
As an internee in PTCL the main focus of my report research was on general operation procedures in
one of the branches of PTCL. Similarly different aspects of the PTCL have also been covered in
this report.
2
CHAPTER 2
PTCL is established since 1947 by establishing Posts and Telegraph’s Department, proceeding to
establishing Pakistan Telegraph and Telephone Department in 1961, then in 1990-91, it went to
become Pakistan Telecom Corporation, after which in 1996, PTCL became listed in all stock
exchanges of Pakistan, further in 1998, its subsidiaries of Mobile Services, and Internet Services
started on the name of Ufone and Pak Net, coming to the year 2000, it Finalized its Telecom
Policy. It also announced in year 2003, the Telecom Deregulation Policy, finally in 2006,
Etisalat (The Telecom Company of United Arab Emirates) took over its Management and it is
still holding the status of backbone.
3
1947 Posts & Telegraph Dept. established
4
2.1.3 Establishment of Pakistan Telecommunication Corporation (PTC)
In 1990, PT & T Department was transformed into a corporation and titled as Pakistan
Telecommunication Corporation. The objective of this initiative was to provide greater
autonomy and flexibility to the organization in achieving its long-term objectives. During the
next five years, the Telecommunications sector made tremendous progress in the provision of
Telecommunication services. It started manufacturing and production of During PTC period the
number of lines increased to 21, 26,054 in 1995, an increase of over 230 percent over 1990.
2.1.4 Pakistan Telecommunication Company limited (PTCL)
In December 1995, PTC was converted into a joint stock company under Pakistan
Telecommunication (Reorganization) Ordinance; assets of the PTC were divided among Pakistan
Telecommunication Company Limited (PTCL), Pakistan Telecommunication Authority (PTA),
National Telecommunication Corporation (NTC) and Frequency Allocation Board (FAB). While
policy was reserved for the government, the regulation of the sector was entrusted to the Pakistan
Telecommunication Authority (PTA). Frequency Allocation Board (FAB) was created for the
management of the radio frequency spectrum and National Telecommunication Corporation
(NTC) was created. For government’s telecommunication services PTCL inherited about 94.8%
of PTCL’s assets; including 2.862 million access line installed (ALI) and 2.228 million
subscribers (ALIS). Later, in October 1996, the parliament of Pakistan passed the Pakistan
Telecommunication (Re-organization) Act. PTCL was established in public sector as a joint
stock company in 1996 by enactment of the parliament of Pakistan. Pakistan Telecommunication
Company Limited (PTCL) was issued a license by Pakistan Telecommunication Authority
(PTA) to provide telecommunication services in Pakistan for a period of 25 years commencing
from January 1, 1996.
2.1.5 Sale of 26% shares to Etisalat for $ 2.6 billion
The Emirates Telecommunication Corporation (Etisalat) offered the highest bid of$ 2.6 billion
for 26% shares of Pakistan Telecommunication Company limited (PTCL) on June 19, 2005. On
13th march 2006 the government has signed an agreement with Etisalat to handover the
management of PTCL to them.
5
2.2 EMIRATES TELECOMMUNICATION COMPANY “ETISLAT”
Etisalat founded on 30th August 1976, the Emirates Telecommunication Corporation -Etisalat
provides Telecommunication services to the United Arab Emirates and is one of the leading
service providers in the Middle East.
Etisalat is embracing new technology, new philosophies and new ways of doing business. Their
new corporate logo and identity is a catalyst to this change. The identity has green background,
which signifies solidity, inspires confidence and denotes Etisalat the mother brand.
The red dot represents technology and the world of communication. The 3 curve featured in the
design not only represent the letter ‘E’ which stands for Etisalat and the Emirates but also
signifies an entity that is growing outside its boundaries and expanding into strategic business
locally and internationally. The red dot and the curve together represent the image of a stylized
of a stylized “Human” entity reaching out for excellence in service levels, receptive to new ideas
and philosophies in a world of dynamic change.
Etisalat deals in voice communication, wireless communication and data communication.
Etisalat was one of the first to introduce mobile telephones in the Middle East in 1982 and
launched the GSM service in September 1994.
Etisalat celebrated its 25th anniversary in September 2001. The telecommunication services they
have been providing match the highest standard in the industry.
Etisalat was the highest bidder for the acquisition of 26% stake in PTCL. This latest win reflects
the determination of Etisalat to strengthen its position as the leading telecommunication in the
region. On 10th December 2007 the government has signed an agreement with Etisalat to
handover the management of PTCL to them. This latest acquisition further positions Etisalat
amongst the leading international telecom players worldwide. Etisalat offers world-class
standards in customer service and state-
Of-the-art technology wherever it operates, a very attractive proposition for strategic partnership
and alliances.
6
2.3 MISSION STATEMENT OF PTCL
A company’s mission statement is typically focused on its present business scope-“who they are
and what they do” mission statement broadly describes an organization’s present capabilities,
customer focus, activities and business makeup.
Pakistan Telecommunication company limited statement is stated as
Mission
To be the partner of choice for our customers, to develop our people and to deliver value to our
shareholders.
7
2.5 CORE VALUES OF PTCL
Values are general statements, procedures or understandings that guide or channel thinking in
decision making. It provides direction for action and regularizes the decision making in certain
circumstances.
Pakistan Telecommunication Company limited defines its values as
1 Professional Integrity
2 Customer Satisfaction
3 Teamwork
4 Company loyalty
8
functions and procedures are performed. In PTCL the functions of planning and policy
formulation are carried out by the Board of Directors whereas the management of the
organization is carried out by the executive management.
9
2.9 ORGANIZATIONAL CHART
10
2.10 BOARD OF DIRECTOR
It is the highest body of PTCL, which has been vested with the function of policy formulation.
The first Director was elected by the subscribers in their first meeting. Under the rules, the
directors appointed are not being less than sever in numbers. There is general body meeting once
a year of all the shareholders to elect the members of board of directors. A director once elected,
holds office for a period of three years unless he resigns, becomes disqualified from being a
director or otherwise ceases to hold office. A retiring director is eligible for re-election.
Presently the board of directors has Ten members, As follow
11
2.11 MANAGEMENT
Moqeem Ul Huq
CSO (Chief Strategy Officer)
Sikandar Naqi
CBDO (Chief Business Development Officer)
Adnan Shahid
CCO (Chief Commercial Officer)
Adil Rashid
CDSO (Chief Digital Services Officer)
Jahanzeb Taj
CBOO (Chief Business Operations Officer)
Zahida Awan
Legal Advisor - Executive Vice President (Legal
12
2.12 DATA PRODUCTS AND SERVICES
13
Layer 2 MPLS /VPN
Layer 3 MPLS /VPN
Platinum
Gold
Silver
Bronze
2.12.4 IP Transit
In today’s extremely competitive transit marketplace, providers of Internet and content services
require a differentiated upstream Internet service that will complement or improve upon their
existing arrangements, delivering cost-effective, rapid access to global content, together with
assured reliability.
They also need the flexibility to be able to react quickly to changes in demand or expectations.
PTIX IP Transit is a high-performance, Internet access service that satisfies each of these
requirements.IP Transit provides ISPs, DNOPs, LDIs, Corporate, Software Exporters and other
organizations with a high-speed, high-quality connection to the Internet, through access to our
entire BGP routing table.
Internet content is delivered via our private, low latency and low packet loss fiber-optic and
Multi-Protocol Label Switching over IP (MPLS/IP) network, which provides connectivity
between key Internet and business markets across the country.
The service is underpinned by extensive customer routes and peering connections with Major
Upstream Providers.Our IP network is connected to Tier-1 IP service providers around the globe
via multiple submarine cables in East and West to guarantee 100% availability in the case of any
Int’l Submarine cut.
14
PTCL network is extend globally and having presence in Europe in AMsIX, LINX and in East
in Equinix in Singapore, PTCL also having content providers presenting in Pakistan in PIE, and
over all of that strong private peering connectivity made with neighbor networks, all of that
strength our IP Transit product. We provide the following components as part of the standard IP
Transit service:
Cellular Backhaul
Video Transmission Service
Broadband VSAT Network
Managed End-To-End VSAT Service
Maritime (Immersed)
15
2.13 DEPARTMENTS OF PTCL
Every organization is divided into definite departments. Each department performs different kind
of jobs and requires staff with specialized skills to handle particular job. This increases the
efficiency of workers and makes `There are several aspects on which departmentalization in an
organization can be based. The division can be done on the basis of function, product, customers
or geographical locations. The PTCL Head Quarters is comprised of several departments. The
division is made on the basis of function they perform. Hence it can be concluded that PTCL has
adopted the policy of functional departmentalization. The main departments of PTCL are
mentioned below.
1. Human Resource Management Dept.
2. Finance Dept.
3. Commercial Dept.
4. Operational Dept.
5. Technical Dept.
6. IT Dept.
7. Corporate Affairs Dept.
8. Special Projects Dept.
6 Special training courses and workshops have been conducted for the top and middle
management through reputed organizations like UST NTR-1
16
7 Efforts are being made to improve productivity and efficiency of the Company while
emphasis is also being placed on effective management employees relationship and better
line of communications to achieve corporate goals.
Finance
Accounts
Revenue
The Finance Wing deals with the revenue matters of the company & the Accounts Wing is
responsible for proper book-keeping of the financial transactions, commercial audit &
preparation of periodic accounts of the company. The Accounts Office of PTCL is in Lahore.
Finance is the backbone of every organization because without finance any organization can’t
run its business. It plays an important role in determining the long-term objectives and evaluating
the feasibility of the business. The financial activities of PTCL have been split up into three
major branches: Finance, Accounts & Revenue. The details regarding this section will be
covered in finance section with reference to my project.
17
2.13.4 OPERATIONAL DEPARTMENT
Manages operations of PTCL HQ, with regional offices, branches, and, subsidiaries as well as
with other corporations.
2.13.6 IT DEPARTMENT
This department is established to introduce new and advance technology in PTCL. Due to IT
department working system is to converted in a computerized system.
18
CHAPTER 3
3.1 INTRODUCTION
The HR of an association comprises surprisingly who play out its exercises. PTCL is corporation
which provides services on wide base in country. PTCL is the leading telecommunication
company in Pakistan PTCL provides telephonic and internet service nationwide and play a vital
role for the country telecommunication infrastructure.
PTCL manage and operates around 2000 telephone exchange across the country providing the
largest fixed line network and wireless network service.
Data and main services such as GSM, HASPA, WCDMA, and LTE, broad band internet, IPTV
and whole sale are increasing part of PTCL business.
PTCL HR department perform these function welfare of employee. Employee training and
development ,payroll system of employee , record of employee, employee compensation,
employee related legal cases, selection of internees, these function are perform by PTCL HR
department.
19
3.1.1 HIERARCHY OF HR DEPARTMENT HEAD OFFICE
PESHAWAR NTR-1
20
3.2 HR ACTIVITIES
The Following Are The Activates Of HR Department.
21
5. Non serving certificate of daughter. ( affidavit )
6. Employee’s current pay slips copy.
Uniform allowance:-Amount uniform allowance for non-gazette and NCPG employees it’s per
year 2 times summer and winter.
Incentive Allowance:-financial support to employee its 20% to gazette employee on basic pay
and 30% to non-gazette employee on basic pay.
Rest and Recreation allowance (RR allowance):-after two year one half basic pay paid to
employee for rest and recreation.
Hajj Scheme: -Regular and NCPG employees both participate in hajj lucky draw every year and
it have 2 categories A &B, A categories include gazette employee and B categories include non-
gazette and NCPG employee’s lucky employees got selected for hajj.
Burial charges: - when employee dies during service Rupess.20, 000 given on the spot to his
family.
Medical facilities: PTCL allows medical facilities for Regular , NCPG & Contractual employees
22
SAP account creates from HEAD QUARTER.
Company provides medicines with invoice.
PTCL makes GRN ( goods receipt note )
Make sanction.
And at the end on Sap finance department Credit Company’s account.
Family Pension: -if the employee death occurs during service so the company give the pension
to his family.
Charge Sheet:-when employee do absenteeism without permission the committee charge the
employee and send the explanation call it make when explanation call are unsatisfactory and
employee can also appeal against his charges.
Show Cause: -give notice to employee and ask from employee that why he did that illegal work
and ask the reason of illegal or reasonable work.
Removal from Service: -employee remove from the service by some reasonable work or illegal
work in that case employee can job in other place.
Dismissal From Service: -when employee remove or dismiss from service due to some serious
case such as murder etc. and employee dismiss from the service in that case employee cant job at
other organization
23
Earn Leave :-it’s the leave which add to the account of employee and when employee need it
then give the application and get that leave its four leave in months and forty eight in year
employee use it for when he go to hajj or marriage or build the home.
Casual Leave: -when employee makes leave due to some specific reason such is sickness
situational matter etc. or due to some reasonable issue.
Ex Pakistan Leave: when employee haven’t leave with his institute and he want to go to foreign
for hajj or any other reason so company avail him ex Pakistani leave or company send him or her
to foreign assignment then avail the ex-Pakistani leave.
Extra Ordinary Leave: leave without any salary or without any payment to employee and extra
ordinary leaves are not count in the service of employee.
Termination:-when company gives favors to his employee that fulfills your charges or punishes.
Leave Preparatory For retirement:-when employee reach to the last year of retirement and he
/she have leave in balance so he /she can avail LPR and if employee not avail LPR so then the
company make payment of six month basic pay to employees
Retirement cases
Punishment cases
24
Major penalty:-
Dismissal.
Removal.
Reduction initial time scale.
Demote to initial or minimum scale for three year.
Minor penalty:-
On retirement 6 month house accommodation allowance are given to regular and NCPG.
If death occurs of employee then give 24 month house accommodation allowance to his
widow.
Employee old age benefit institute give 5050 rupees to employee.
Son coat financial compensation in lieu in casement on son quota.
Accidental death 4 laic gives extra to employee family.
Honoraria 2000,4000,5000,1.5 basic pay are given to employee on performance base and
company offer it sometime not any time
Transfer type
1. Posting transfer:-when some want to transfer him or herself is known as posting transfer.
2. The interest of service transfer:-when transfer occurs through department wish.
3. Mutual transfer:-transfer by the mutual understanding of employee for example one employee
in Peshawar and another in swat Peshawar the employee who in Peshawar want to transfer to
swat and swat employee want to transfer to Peshawar.
25
3.2.3 EXAM BRANCH
Daily dispatch:-received daily dispatch and send it to branches of PTCL.
Training:-the mail of new technology come to PTC College and then PTCL send its
employee for training to PTC College.
Handle the interne and internship programmed.
Make payment voucher.
Employee Relations
When a union has been certified by the National Industrial Relations Commission N.I.R.C, as
the result of an election, as the sole and exclusive bargaining agency (E.B.A) for the employees,
then management must bargain with it in regard to wages, rate of pay, hours of work, and other
conditions of employment. The principal tasks involved in handling labor relations are contract
negotiation, contract interpretation and administration, and grievance handling. The H.R.
department plays very significant role in labor-management relations. The director of industrial
relation usually serves as a key member of the bargaining team often acting a chief management
spokesman. In operating on a day-to-day basis under the terms of the labor agreement, line
supervision often finds frequently occasion to consult the H.R. department regarding such
matters like allocation of over time, handling of transfers and layoffs, and the application of
contract work rules.
26
3.2.5 RECRUITMENT
The department first determines the need of employees to be hired .The post against each
vacancy is advertised and then the applications are invited from the applicants. If there is a post
of manager cadre the SEVP personally is the interviewer of the interviewer along with his team.
PTCL is also using an online Human Resource Hiring Management System in order to find the
best fit for the organization.
Recruitment Methods
There are basically 2 methods at PTCL frequently carried out when desired, these: methods are
as follows:
Internal Recruitment
External Recruitment
Internal Recruitment
In this method the candidates are recruited within the PTCL. It is a search mode in which the
PTCL check out the potential and right and desired person within the PTCL. In order to get
desired candidates they advertise within the organization. Job specification and job description
by using Notice Boards
External Recruitment
In this method PTCL recruit externally from the outside environment. For this method they use
different modes to recruit the people. Few of the methods are as: follows carried out in past as
well as currently, Online Recruitment, Use of Print Media, (Newspapers
Quota System
There is a percentage reserved by each quota differentiated on the basis of Gender and
Province.
Punjab 50%
Sindh 20% Khyber Pakhtunkhwa 17%
Baluchistan 10%
Women 5%
Handicapped 2%
27
Modes of Recruitment
PTCL Advertise its vacant positions through different sources of media these are as Follows:
Official Web Site
PTV
The NEWS
The JUNG
NAWA-A- WAQT
Google (Online application forms)
Structured Interviews
Unstructured Interviews
Semi Structured Interview
Unstructured Interviews
Are those which are not predefined and preplanned but they are based on conditions and
possibilities.
3.2.7 SELECTION
Selection is the process of choosing from a pool of applicants the individual or individuals who
best fit the selection criteria for a given position. PTCL has got very effective and efficient
selection.
Selection Criteria
These are the following steps carried out by PTCL in order to meet selection
Recruitment (Advertising Job specification Description)
28
Application (Online & Forms)
Screening of applications
Test
Interview
Final Decision Making
Joining Letter
29
organizations. Advance management courses, effective supervision, problem analysis and
decision making, practice of supervision problems of management, junior executive’s
management course, job instructions procedures and leadership conference etc. are the simple
regular management training programs that may be considered for partaking.
On-The-Job Training
It is considered that the finest place for real learning to happen is by being on job i.e. underneath
the skilled instructions and training by his superior, the employee learns the job. As not many of
the supervisors and managers are qualified instructors, it becomes the responsibility of the
administrative department and personnel to arrange, through applied supervision courses, the
training of the job guidelines procedures.
Attendance policy
Absent without any notification of 3 days so the policy is to deduct one day salary and 2
day leave.
If employee absent 3 to 5 days it will be deduct 2 day salary and 3 day leave.
And more and 6 days show cause to employee.
30
organizational growth. PTCL employees are a great asset not only for the company but also for
the country. Their marvelous potential is yet to be exploited. Their skills need to be developed,
their expertise need to be updated for which training and development department is at their
disposal to cater their training needs.
We assure that, training and development team would never miss an opportunity to contribute
towards the betterment of the company. Training and Developments is playing an essential role
in changing PTCL from a government sector organization to corporate sector company. We
consider every employee of the company as our customer and firmly believe that meeting their
expectation would help us achieve customer satisfaction. We look forward to your input for
making our endeavors more effective.
We would like to take this opportunity to salute all our workers and employees especially those
who are working in the field and assure them that the management is fully aware of their
dedication and hard work and appreciates their performance and want to make them more skillful
and improve their expertise through different trainings.In this spirit, that T&D Training and
Development has a clear road map of activities and is committed to provide high quality
trainings for the development of every single employee. We promise that your support and
cooperation coupled with our hard work will bring epoch making triumphs and prosperity for
PTC.
31
CHAPTER 4
SWOT ANALYSIS OF THE ORGANIZATON
4.1.1 Strengths
PTCL enjoys monopoly State Of the Art International Gateway Exchanges & Satellite Earth
Stations. PTCL have largest network with its state of art technology and new digital exchanges.
These are the few important characteristics of PTCL network.
32
4.1.2 WEAKNESSES
33
4.1.3 OPPORTUNITY
Growth in telecommunication industry
Market Size
Privatization & liberalization
Govt, IT operations & projects
Innovation
Introduce new technology
Local handset manufacturing
4.1.4 THREATS
Strong competitors.
Political Instability
New cellular companies
Privatization bad debts
Economy’s depression
Internet offers by different mobile company is another threat to the DSL Service by
PTCL
Internet USB offers by different mobile company such as Telenor and Mobilink
Ability to retain qualified professionals
34
CHAPTER 5
The Human Resources should take less time in recruitment and training the staff.
Highly qualified & trained staff may be deputed in HR department.
Refreshing courses should be adequate and more frequent during the year.
The promotional criteria by the Human Resource Department should be defined and be
aspire rules.
More training centers should be established. If there is lack of resources, it is difficult, the
training centers of the other organizations in the same capacity can be utilized by
determining the terms and conditions.
During the training by Human Resource Department the ethical values should be more
emphasized.
The proper and competitive evaluation of the methods and procedures adopted by
othercompetitors will enhance the performance of Human Resource Department.
This is the era of Information Technology. The functions and procedures of the
company should be converted from manual to the automatic. It will enhance the
performance & accuracy of the Human Resource Department and ultimately of the
company. Human Resource Department should allocate resources for this purpose.
Human Resource Department may advice and train employees for one window
operation in order to reduce the time and conserve the resources.
Agents for the promotion of the company policies and to facilitate the customers by the
Human Resource Department may be appointed with proper check and balance system.
Pay packages may be revised in the light of profit earned by the organization.
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CHAPTER 6
RECOMMENDATIONS
The following recommendations are advised in areas, which have a scope for refining and
improvement.
The extraordinary rate at which IT and internet services around the world are growing is
that of 40% to 50% and Pakistan has also outstandingly grown-up in this segment.
In Pakistan, the growth potential of the cellular industry is massive and in order to gain
advantage from this, Ufone and V-wireless, which have very good prospects, need to
enlarge their cellular network and allied system as soon as possible.
Proper job instruction should be given to all the official staff and particularly to the
departmental managers as this makes them capable of directing the operations of the
whole department in a synchronized way.
Robust strategies need to be embraced by PTCL for the promotion and publicity of
services that they provide so that they can attain an edge over others in the market.
Currently the company lacks behind in the proper usage of sophisticated methods of
promotion such as the absence of proper advertisements in the dailies, incomplete
information and nonexistence of unique features on their web site etc.
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Display on various boards and charts, in English plus other native languages, of the
company’s mission statement and finance mission (generated by the finance department)
along with the departments’ mission in their respective departments is essential.
Care needs to be taken on the working environment of the employees as this affects their
performance. Spacing should be distributed according to the needs of the respective
branches. Employees have an eight hours daily working routine and sometimes they even
sit for longer period of time. The overcrowded work place affects their efficiency at
work. For the effective and efficient output by the employees, enhanced working
conditions should be delivered.
6.1 SUGGESTIONS
To maintain high morals of the employees, exceptional and more attention should be
given to their welfare.
So as to encourage and develop the sense of association with the organization, different
schemes of employee’s interest should be announced every now and then.
PTCL, having a centralized style towards decision making should adopt a decentralized
approach as it assists in the appropriate distribution of responsibility and authority.
Proper job description should be laid down along with the breakdown of jobs of the
people working in PTCL so that they would be clear about their jobs and the
responsibilities and expectations which are expected from it.
Too many rules and regulations inside the organization, harmfully affects the performance of the
employees. Vigorous and flexible systems and procedures are required for constant monitoring
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and evaluation. Being a significant task, the objective of the system is to assist in the functions
and attain the anticipated results.
Within an organization, the performance of employees varies from person to person making it
essential to assess their performance. Hence, a proper employee appraisal system needs to be
established for the identification of the right employees who are entitled for promotion.
The management must be actively concerned in the arrangement of totally different events in
order to intensify communication among the employee’s members, as healthy and anxiety
free surroundings offers the platform to utilize skills within the nice manner. Along with the
numerical performance indicators, PTCL undertook quite ton of steps to start the journey to
bring a culture amendment within the organization.
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REFRENCES
https://ptcl.com.pk
www.google.com
PTCL Annual Internship Reports.
PTCL Human Resource Management Department Team Help.
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