NAME: M.

ABDULLAH
ID: 30352

SUBMITTED TO:
SIR WAQAS RAJA

ASSIGNMENT: 01

HRACTIVITIES OF
PTCL-BB
 INTRODUCTION

PTCL is a company that provides services nation-wide and is the backbone for
country’s telecommunication infrastructure despite arrival of a dozen other
telecommunication companies. The company operates around 2000 telephone
exchanges across the country. It is originally owned by the Government of
Pakistan but later in control by Etisalat with 26 % of shares.

JOB ANALYSIS AND DESIGN

In PTCL job analysis is done through procedure manuals:

 PTCL do forecasting for future turnovers.
 After doing forecasting PTCL analyse where they have vacancy either it is
in PTCL Headquarters, Region, CCS or somewhere else.
 PTCL collect Data from managers, supervisors as well as their own inputs.
 PTCL collect data through interviews, informal questions about the job and
observations.
PTCL do Job analysis to analyse that:
 What type of work job requires?
 Which activities should be performed?
 What competencies we need for the job?
 What kind of person should we hire for the job?
After analysis of job PTCL write job specification taking following things under
consideration:
 Skills Required
 Qualification
 Experience, personality and Behaviour.

After Job Specification PTCL move towards job description and write
details of duties and responsibilities, working conditions and other main
aspects.
 RECRUITMENT AND SELECTION

Internal Candidates:
PTCL select their internal candidates for vacant posts by following methods:
 PTCL use online software call PMS for performance evaluation.
 Ask from employees immediate boss
 Or if boss nominates any employee as eligible for the job.
External Candidates:
For generating pool of external candidates PTCL follows the given steps:
 Advertisement through different mediums.
 Online Submission of CV’s Through “Rozi.com”
 Online pre-screening for those candidates who don’t meet the initial
requirements.
 Then applications of short listed candidates reaches to HR manager.
Selection through specific Tests which involves:
Technical test: candidates are tested according to their knowledge, for example
if a Mechatronics engineer, Technical test is as designed as Mechanical study.
Psychological test: Is just like ISSB Test, just to check that the candidates are fit
for organization culture or not.
Panel Interview: Judge their Technical skills.
Reference Check, Medical Test and joining Letter.

WORKFORCE PLANNING
PTCL hire those candidates that can be trusted. PTCL analysis the task through
their own systems and forecasts and analysis staff according to their demand and
needs for the future
PTCL USES THE FOLLOWING METHODS FOR WORKFORCE
PLANNING:
 BUDGET
 PROBABILTY THEORY
 SCHEDULLING
 PERT NETWORK ANALYSIS
 TRAINING AND DEVELOPMENT:
ORIENTATION: Orientation is given to new employees according to forum.
 Policies, Rules and Regulation of the organization.
 Duties and responsibilities to be performed
 Routine Tasks and Communication to colleagues and boss.
PTCL do Training Need Analysis (TNA):
PTCL do TNA by performing evaluation through observations or asking by
employees immediate bosses.
TYPES OF TRAINING:
PTCL do TNA which provides two types of training:
 On the Job Training
 Off the job Training
On the job Training:
 Training by supervisor.
 Training by colleagues.
 Learning by doing.
Off the job Training:
For Off-the job training PTCL have training centers,
 PTCL training centers.
 ITC academy Islamabad.

From recent 3 years their own former or existing employees give training
to new employees. After training they also evaluate the difference in
performance.

PERFORMANCE MANAGEMENT

PTCL evaluate the performance expectations of their employees semi-

annually. Method for the performance evaluation which is used by PTCL
is BELL CURVE. The organization uses bell curve and not any other
method like MBO for the reason that there is lack of transparency.
Although they have goals but as PTCL is in progressing stage and don’t
have transparency that’s why didn’t use MBO.
 PTCL’S MAIN OBJECTIVE OF PERFORMANCE APPRAISAL:
 Improvement in performance.
 Effectiveness, Efficiency, productivity, Motivation.
 Pay and Benefits Adjustments
 Training and Development needs.

COMPENSATIONS AND BENEFITS:

In PTCL compensations is on grading base. In PMS grading they divide

that A will get such percent, B will get such percent. Compensation is done
on the basis of performance. PTCL provides flexi hours. Employees can
work 9 to 4 or 10 to 5 according to their feasibility. Women can work at
home.

SPECIAL INCREMENT: Annual Salary review is conducted once a year

in June in which a committee reviews current salary of every employee.
Committee is headed by CEO and other which include vice president
finance etc. Annual regular increment for employees is up to 10% of gross
salary.

LOAN POLICY:
PTCL provides loan policy and incentives to its regular employees.
Provide different loans (house building loan, motor vehicle loan etc…)

HEALTH BENEFITS:
PTCL ensures Constant medical assistance to their Family Members to
over 100 hospitals.
 SHIFA INTERNATIONAL HOSPITAL
 ISLAMABAD DIADNOSIS CENTER
 WESTERN DENTAL. ETC………

EMPLOYEE AND LABOR RELATIONSHIP

PTCL consider human the most valuable asset of their organization therefore this
always try to provide right conditions for all members of their organization to
give of their best each day committed to organizations goals and values,
motivated to contribute to organization success with an enhanced sense of their
own well-being. For this the organization provide the following activities to their
employees.
 Movie nights
 Cricket matches
 Cross functions
 Offsite

HR POLICIES, Compliance, and systems

PTCL stays within a legal limits and taking all possible measures to prevent any
loss or damage of PTCL’s reputation. Actions and behaviours of employees
constitute the organizational culture which determines its standing in the society
and ultimately becomes its corporate brand. Code of Conduct has therefore been
designed to promote ethics, honesty and professionalism within the company.
PTCL management and staff manages the Code of Conduct in carrying out their
duties so they can be trust worthy.
STRATEGIES
ATTRACTING HUMAN CAPITAL: PTCL show great respect to
talent they always pick up talent from top rank universities and offer them
attractive package and facilities. PTCL encourage fresh graduates and young
people as they are more energetic and more committed. Now they are
offering more internships to fresh graduates and hire the best person among
them, this consume less cost as compare to traditional recruitment
procedure. Attracting the right person is more important for any firm, PTCL
have believe on hire for attitude and train for skill.
INTERNAL ANALYSIS:
 EXPERIENCED TELECOM RESOURCES

 AN INTEGRATED MONOPOLY

 OVER EMPLOYMENT and LOW PRODUCTIVITY ETC….

EXTERNAL ANALYSIS:
Low tele-density of Pakistan, Migration of Cellular Networks, ability to attract
And retain Quality professionals etc……..

REFERENCES:

www.ptcl.com

https://pdfcoffee.com/hr-department-in-ptcl-pdf-free.html
https://www.scribd.com/presentation/100204520/Hr-Policies-of-Ptcl