Assignment:

Professional practice
Assignment :
No 1
Submitted to:
Mam shahwana
Submitted by:
M.waqas zahid
Roll No:
BS-IT-19-59
Class:
BS-Information Technology
(Evening)
Dated:
22-12-2020
Q: Take any Organization of your choice and discuss its
Human Resource Management practice.
HR PRACTICES AT PTCL:
An insight into PTCL’s HR practices and in-depthanalysis
Human Resource Functions:

➢ Objectives
➢ Selection tools
➢ Structured employment interview
➢ Integrated selection system
➢ Performance appraisal instrument and describe a
validation strategy
 • Organizational structure :

Bord of directors

CEO

Project director

Markiting Customer Information finance Engineering

&sale care system

HR & admin Information technology Quality assurance

• Selection tools:

Background
information

References
Interviwes

Selection

Paper and
Performance
test pencil test

Physical
ability test
 The selection process

• The Selection process:

Managers find out weather each application are qualified for
the position and likely to be a good performer .
1. BACK GROUND INFORMATION:
• Helpful to screen out application who are locking key
qualification .
• Determine which qualified application are more promising
then other .
2. Interviews:
• Structed interviews where managers ask each application
the same job related question .
3. Paper pencil test:
• Ability test access the extant to which application process
the skill necessary job performance .
4. Physical ability test:
• Measure of dexterity , strength and stamina for physical
demanding job .
• Measure must be job related to avoid discrimination .
 5. Performance test:
• Test that measure can applicant current ability to perform
the job a part of the job such as require an applicant to
take typing speed test.
6. References:
• Many former employers are reluctant provide negative
information .
• Knowledgeable sources who known the applicant skills
ability and other special characters .

Ss
Reliability and validity

Selection tools must be reliable and valid:

➢ Reliability :
Is the degree to which tool to measure the same thing
each time it is used.
➢ : Validity:
Is the degree to which the test measure what is supposed
to measure .
 Structured interviews

Biographical Behavioral Competency Situational

interviews interview interview interview
 Benefits of structured interviews

Obtain consistence More reliable and valid Meet federal EEO

information needed for then other interviews guidelines for the
selection decisions formats selection process
 Types of selection interviews

Selection interview Interview type STRUCTURE

MORE More

➢ Biographical
➢ Behavioral
➢ Competency
➢ Situational
➢ Stress
➢ Non-directive

Less Less
1.Non-directive interview:
• Question are developed based on answered to previous question.
• May not obtain needed information
• Information obtained may not be not job- related or comparable
to that obtained from other applicants.
2. Stress interview:
• Designed to create anxiety and put pressure on an application to
see how the person responded.

Effective interviewing

• Question to avoid :
➢ Yes/no question
➢ Obvious questions
➢ Question that rarely produce a true answer
➢ Leading question
➢ Illegal question
➢ Question that are not job related
 Problems in the interviews

Snap judgments

Negative emphasis
Poor interviewing
techniques

Halo effective

Basis and
stereotyping

Culture noise
 Departmental division in PTCL

o Markiting department
o Finance department
o Human resource department
o Customer care department
o Information system department
o Engineering department
o Information technology

Performance appraisal

“Performance appraisal is the systematic ,period and impartial rating

An employee’s excellence in matters pertaining to his present job and
his potential for a better job “
 Salary plan and incentives

o Structured pay plans

o Increase salary once in year
o Increments are based on experience
o Bounce or performance
o Allowances

Facilities

o Free internet services

o Free telephone facility at office at home
o Transport facility
o Medical facilities
o Accommodation facilities