INTERNSHIP REPORT ON PTCL

Submitted By:

Muhammad Shehroze Akbar Ali

Roll No:

BS-IAS-148-S-F18

Session:

2018-2022

Internship Organization:

Pakistan Telecommunication Company Limited (PTCL)

Branch and Address:

Zonal Office 132-A, Taufail Road Lahore cant

Internship Supervisor:

Saeed Mazhar Hussain

Internship Supervisor Contact Number:

042 37510550
Sr. No. CONTENTS Pg. No.
Chapter 1: Introduction to the Organization
1.1 Brief History 4
1.2 Nature of the organization 5
1.3 Organogram & Number of Employees 6
1.4 Vision 8
1.5 Mission 8
1.6 Values 9
1.7 Goals & Objectives of Organization 9
1.8 Business of Organization (Products and/or Services) 9
Chapter 2: Management Practices
HR Human Resource Management Practices
Section
2.1 HR Division – a Review 11
2.2 Job analysis 14
2.3 Human Resource Planning 14
2.4 Recruitment and Selection Procedures 15
2.5 Orientation of new hires 16
2.6 Training & Development of employees 16
2.7 Appraising & Managing Performance 16
2.8 Compensation & Benefits Policies 17
2.9 Labor Relations 17
 2.10 Procedures of Record keeping of Employees
Chapter 3: Tasks and Duties at Internship
3.1 Function(s)/Department(s) of Internship 17
3.2 Week 1 17
3.3 Week 2 17
3.4 Week 3 18
3.5 Week 4 18
3.6 Week 5 18
3.7 Week 6 (add more weeks according to duration of your internship) 18
3.8 Learning and Achievements at Internship (Write a paragraph or week wise 19
activities)

Chapter 4: SWOT Analysis 19

Internship Completion Certificate (copy)
Internship Evaluation Form (copy)

Chapter 1: Introduction to Pakistan Telecommunication

Company Limited

Brief History: 
Pakistan Telecommunication Company Limited is the largest integrated Information
Communication Technology company of Pakistan. With a humble start from a telephone and
telegraph department in 1947, it has evolved to offer latest digital and telecommunication
technologies today. With the largest fixed line network of the country, PTCL offers products and
services like high speed Broadband internet, CharJi wireless internet, Smart TV  service, over-
the-top applications like Smart Link App, Smart TV App and Touch App, and world class digital
content like Netflix, iflix and icflix. PTCL’s enterprise grade platforms like Smart Cloud, Tier-3
Certified Data Centers, Managed Services and Satellite Services are meeting the connectivity
needs of organizations and enabling businesses to operate more efficiently. It acts as the
communication backbone for the country with largest fiber cable network that spans from
Khyber to Karachi and submarine cables connecting Pakistan to the world.

Posts & Telegraph Department

From the beginning of the Posts & Telegraph Department in 1949 and establishment of Pakistan
Telephone & Telegraph Department in 1962, PTCL has been a major player in
telecommunication in Pakistan. 
 
Pakistan Telecommunication Corporation
In accordance with the Pakistan Telecommunication Corporation Act of 1991, the Pakistan
Telephone and Telegraph Department's activities and duties were taken over by Pakistan
Telecommunication Corporation. This was in line with the government's competitive strategy,
which promoted participation from the private sector and led to the granting of licences for
cellular, card-operated pay phones, paging, and, more recently, data communication services. 

Privatization Plan
As part of its progressive strategy, the government declared its intentions to privatise PTCL in
1991. In two separate placements in 1994, it issued six million vouchers convertible into 600
million shares of the future PTCL. Each share had a par value of 10 rupees. In the middle of
1996, these vouchers were changed into PTCL shares.
 
Pakistan Telecommunication Company Limited
The Pakistan Telecommunication (Reorganization) Ordinance, which was passed in 1995, served
as the framework for PTCL's monopoly on basic telephony in the nation. The Pakistan
Telecommunication (Reorganization) Act of October 1996 gave the provisions of the Ordinance
permanent status. Pakistan Telecommunication Company Limited was established in the same
year and listed on all Pakistani stock exchanges.
In 2001, PTCL introduced Ufone and PakNet as its mobile and data services divisions,
respectively. In their separate competitions, none of the brands reached the top spots. Ufone,
meanwhile, had recently seen a surge in its market share in the cellular industry. Over time, the
Pak Net brand has essentially vanished.Recent DSL services introduced by PTCL reflect this by
using a new brand name and having PTCL fully oversee service operation.
PTCL employees nationwide protested and went on strike in response to the government's
decision to privatise the company. Public sector organisations were also stopped, and phone lines
at places like Punjab University Lahore were affected. All of the country's exchanges had to be
managed by the military. Many employees were detained and placed in jail. A 30% rise in
employee compensation resolved the dispute between the government and the workforce.
 
Nature of the organization: 

The Pakistan Telecommunication Company Limited (PTCL) was established on December 31,
1995, and it is traded on the stock exchanges in Karachi, Lahore, and Islamabad. It was created
to take over the firmly ongoing telecommunications operations of Pakistan Telecommunication
Corporation (PTC). With the exception of those transferred to National Telecommunication
Corporation, Frequency Allocation Board, Pakistan Telecommunication Authority, and Pakistan
Telecommunication Employees Trust, the business was transferred to the company on January 1,
1996 under the Pakistan Telecommunication (Reorganization)Act, 1996. After privatisation in
1991, in 1994, six million vouchers for exchange were issued.Each share had a par value of 10
rupees. In the middle of 1996, these vouchers were changed into PTCL shares. The company
officially launched on January 1st, 1996. The location of the company's registered office is
Block-E, PTCL Headquarters, G-8/4 Islamabad. The primary provider of telecom services in
Pakistan is Pakistan Telecommunication Company Limited. In Pakistan, it operates and owns a
sizable portion of the telecommunications infrastructure and offers additional communication
services, including domestic and international phone service.

Organogram & Number of Employees: 

The biggest telecom company in Pakistan is called PTCL. PTCL continues to have 0.8 million V-
fone customers, making it the largest CDMA provider in the nation. The business continues to
hold a dominant position in Pakistan as a supplier of infrastructure to the nation's corporate
clients and other telecom carriers. The largest telecom company in Pakistan is PTCL, which has
35,000 employees and 5.7 million users. This is how organogram is explained:
President & chief executive officer

MR. WALID IRSHAD(President & chief executive officer)

BOARD OF DIRECTORS
 
HIFZ-UR-REHAMN
Chairman PTCL Board
• 
ABDULRAHIM A.AL NOORANI
Chairman & chief executive officer
•
 NOOR-UD-DIN-BAQAI
 Member (Telecom)
• 
AHSANULLAH KHAN
 Ambassador (U.A.E.)
•
FARRAKH QAYYUM
Secretary (Govt. of Pakistan)
•
ABDULAZIZ A. AL SAWALEH
 Human Resource Officer
•
FADHIL AL ANSARI
Executive Vice President 
•
ABDULAZIZ H. TARYAM
General Manager
• 
DR. AHMED AL JARWAN
General Manager 
 • 
FARAH QAMER
Company Secretary
 
REGISTERED OFFICE
PTCL Headquarter
Block-E, sector G-8/4, Islamabad, Pakistan
 
AUDITORS OF PTCL
 
Auditors of ptcl are following 
A.F FERGUSON & CO
Chartered Accountants
 
KPMG TASEER HADI & CO
Chartered Accountants
 
Bankers of PTCL
Habib Bank Limited
United Bank Limited
MCB Bank Limited
National Bank of Pakistan
Askari Bank Limited
Citibank N.A.
Faysal Bank Limited
Standard Chartered Bank Limited
 
 
Mission Statement
 
To achieve our vision by having:
• An organizational environment that fosters professionalism, motivation and quality.
• An environment that is cost effective and quality conscious.
• Services that are based on the most optimum technology.
• "Quality" and "Time" conscious customer service.
• Sustained growth in earnings and profitability.
 
Vision
 
“To be the leading Information and Communication Technology
Service Provider in the region by achieving customer satisfaction
and maximizing shareholders' value”
 
The future is unfolding around us. We are striving towards mobilizing the world forthe future. By
becoming partners in innovation, we are ready to shape a future that offers telecom services that
bring us closer.
 
Core values
 
• Professional Integrity
• Customer Satisfaction
• Teamwork Company
•  Loyalty
• Corporate Information
 
Goals & Objectives of Organization: 

The mission and goal of PTCL is to offer the most modern telecom amenities at affordable prices
with international-level quality standards. We should invest in projects that are relevant to the
goals of a business, just as other global telecommunications companies are doing. It should
include a new element of the telecom operator's primary business, which can be described as

Business of Organization (Products and/or Services): 

PTCL continues to have 0.8 million V-fone customers, making it the largest CDMA provider in
the nation. The business continues to hold a dominant position in Pakistan as a supplier of
infrastructure to the nation's corporate clients and other telecom carriers. It might play a
significant role in Pakistan's economic development. In Pakistan's largest cities, PTCL has
installed an optical fibre access network, and local loop services are now beginning to be
modernised and upgraded from a copper to an optical network. To accommodate the growing
demand for international traffic, the capacity of two SEA-ME-WE underwater cables is being
increased on the long-distance and international infrastructure side.

Voice
PTCL provides its fixed-line telephone services in many cities of Pakistan.

Internet / high speed broadband

Being Pakistan's largest ADSL2+ provider, PTCL primarily provides its customers
with ADSL broadband, however as demand for higher bandwidth connections has increased,
PTCL is upgrading its customers to VDSL2 and FTTH GPON in a few major cities,
namely Karachi, Lahore, Islamabad, Rawalpindi, Quetta and Peshawar.
 
Wireless
The "EVO Nitro" or "CharJi Evo" brand names also offer wireless possibilities. The former uses
LTE technology, while the latter is based on EvDo Rev. A and B. Utilizing PTCL's 1900 MHz
WLL frequency, which was once assigned to their Vfone CDMA2000 network, this is
accomplished. Karachi, Lahore, Rawalpindi, and Islamabad all have seamless LTE coverage,
however the remaining 200+ cities only have EvDo Rev B service (up to 9.3 Mbit/s). The fourth-
smallest cellular carrier in the nation, Ufone GSM is also a fully owned subsidiary of PTCL.
Over the 900, 1800, and 2100 MHz bands, it offers both GSM and HSPA+ services.In September
2014, for its corporate customers, Pakistan Telecommunication Company Limited launched an
exclusive WiFi service called 'Managed WiFi.
 
IPTV
In addition to these services, PTCL also provides DVB-IPTV-based digital TV services under the
moniker Smart TV. Additionally, PTCL customers can view live TV using the SmartTV app for
mobile devices.
 
Collaboration with Netflix
 In October 2016, PTCL and Netflix signed a collaboration agreement to provide its customers,
without commercials, high quality streaming content
 
Subsidiaries
PTCL owns two subsidiaries, Ufone and UBank
Chapter 2: Management Practices at PTCL HR Division-
a Review: 
In 1996, the PTCL Human Resource Department was originally founded. In 2005, it
underwent a reorganisation. HRISPTCL, the PTCL human resource system, is employed by
regional centres under the direction of the SEVP & GM. In a hierarchy, the HR manager is a
crucial link between upper management and lower-level personnel. One of the most crucial
roles is to effectively manage the most beneficial corporate resources in order to accomplish
the ultimate goal of the organisation.
 Hierarchy Of Human Resource Department

Chairman OF HR
Mr. Abdul Aziz Al Sawaleh (Chief HRO Escalate UAE)
Members 

• Mr.Abdulrahim A.
• Al NooryaniMr
• Noor-ud-Din
• BaqaiMr.
• Fadi Al AnsariMr. 
• walid Irshad (president & CEO)
• Mr. Ismail Salih Taha (SEVP HR &A)

 
IMPORTANCE OF HR
 Meeting the needs of the company's human resources and the individuals engaged by the
company is the primary goal of the HR department at PTCL. The PTCL management believes
that focusing on its staff will help them to remain competitive and meet their customers'
expectations. They prioritise giving staff better facilities because they are the organization's key
asset. Its goal is to be the ideal employer for top tiers as well as other renowned and favoured
international corporations.
to have a lucrative compensation plan (i.e. competitive salaries, benefits etc).
to offer fantastic prospects for the creation of a well defined professional path. the creation of
efficient manpower planning. 

STRATEGIES OF HR
• Customer oriented approach to retain customer’s loyalty
• Restructuring inclusion of new corporate culture 
• Retention of critical Human Resource
• Motivation of employees
 
HRM PLANNING
 
• Conduct    job    analysis    and    based    on    the    outcomes    of    the    job    analysis,   
write    job descriptions.
• Organizational restructuring and right sizing
• Design and implement a 
• performance management system
• Provide    current    information    regarding    employees    to    be    used    in    the   
decision
• making process
• Conduct HRM research with the aim of solving problems in the organization
• Integrated employee data management (HR MIS)

Employee Experience in the PTCL

From the perspective of an employee, working in a ptcl is extremely productive, difficult, and
exciting. Employees that work on the creation of networks gain a wealth of prior knowledge
and the chance to pick up new skills. Due to their pay and perks, employees are more
satisfied when it was privatised. Their employees learn a lot about working in a team,
pursuing clients, data management, and how to market new products. They have excellent
reviews for the PCT management.

HR Challenges 
Impact of new HR procedures on Pakistan Telecommunication Company Limited's public
and private tenure employees' performance and productivity. Its transformation from a
wholly government-controlled agency to a business run along corporate principles and
ultimately privatised has made it an intriguing subject of study for academics and researchers
in the area of human resource management. Employees frequently departed the company as a
result of the voluntary separation scheme or resigned because they were threatened with
losing their jobs or were afraid of doing so. Because of the frequent strikes and the
management's attitude toward the workers, the workers are constantly under stress. People's
hearts have not been won over by management. Without a sure, training and recruitment have
both advanced significantly. Both are now quicker and more market-focused. However, pay
has not increased. In contrast to earlier privatisation, employees are paid less than their
counterparts in government. By introducing the idea of an online performance appraisal and
connecting employee promotions and raises to their ratings, the mode of performance
appraisal has changed. The fact that this has made the workers dissatisfied. Because
employees have not received promotions in recent years despite a rising workforce and
business, career progression has also been hampered.
 Job Analysis: 
Job analysis is the process of determine the job duties and requirements and relative
importance of this job. In ptcl all judgment is based on data collected in the form of
anaylsis.Several steps are taken for job analysis. 

• Selecting research methods appropriate to pre-defined client criteria 

• Designing and using qualitative and quantitative research tools such as  questionnaires,
focus groups, interview schedules etc. 

• Reading press releases and broadcast coverage and assessing whether stories  are
favorable or detrimental to clients 

• Analyzing campaign performance and research results using a variety of 

numerical and IT tools  

• Summarizing and finalizing data at the end of projects 

• Entering data into client databases  

• Supporting and advising coding and client account staff 

Human Resource Planning: 

The efficiency of the organisation depends not only on its organisational structure but
also on how effectively candidates are chosen, trained, managed, motivated, and
assessed. The PTCL personnel department carefully considers its obligations while
choosing qualified, seasoned, diligent, semi-skilled, and unskilled candidates. Once
chosen, the individual is encouraged through rewards.

Recruitment & Selection Procedure: 

• Whenever PTCL wants to recruit new employees, it sets up an assessment center. The
following process is carried out:
• There is an initial interview (competency based interviewing).
• Initiation to an assessment center (that assesses managerial competencies
 • Managers are expected to show their worth technically and managerially through day
long activities created to stimulate the environment he/she would actually be working in.
The candidates undergo tests that are a sample of what activities they will be performing
if they are actually selected.
• After the assessment center training is complete, a second and final interview is held, and
subsequent efforts are made to a customize the candidates with the culture at the
workplace. This is done in an attempt to minimize turnover. It normally takes 34 months
to recruit good grades.
• PTCL firmly believes that ‘’you cannot be the best if you do not have the best’’. It
believes it has gently reduced nepotism in the recruitment process and they do not
compromise on standards because they follow correct procedures and processes. 
 
Selection Of Employees
 
These are the following steps carried out by PTCL in order to meet selection:
• RECRUITMENT (ADVERITISING JOB DESCRIPTION & JOB SPECIFICATION)
• APPLICATION(ONLINE & FORMS)
• SCREENING OF APPLICATIONS
• TEST
• INTERVIEW
• FINAL DECISION MAKING
• JOINING LETTER
 
 
Interview Methods
There are three different sorts of interviews, although only two of them were and are the main
emphasis of PTCL when conducting selection. The interview approach is dependent on the
circumstance and conditions. They are as follows: 
• Structured Interviews
• Unstructured Interviews
• Stress Interview
 

Orientation of new hires: 

• Orientation is given to new employees according to manual/forum Policies

 • Rules and Regulations of the organization
• Duties and responsibilities to be performed
• Routine Task
• Communication to colleagues and immediate boss
 
Training And development of PTCL
PTCL do TNA by performance evaluation through Performance Management Software, 
observation or asking by employees’ immediate bosses.PTCL do TNA provides following types
of training:
• On job training
• Off job training
 
ON JOB TRAINING
• It includes learning by observation
• Training by supervisor
• Training by colleagues
• Learning by doing
 
OFF JOB TRAINING
For off the job training PTCL have training centers Ptcl training center 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.
 
Compensation of Employees
It is a system in which an employee gets paid for delivering the necessary performance
effectively and efficiently. In accordance with the laws and regulations of the Government of
Pakistan, PTCL has a very structured and efficient compensation system. Compared to other
government organisations, they give salary that is 30% more. The following awards, perks, and
allowances are provided by PTCL to its workers, officers, and employees: financial rewards,
nonfinancial rewards, leave policies, and medical benefits.
 
Chapter 3: Tasks and Duties at Internship
 
Department of Internship:
“Human Resource Department of PTCL”
 
Week 1:Information of Basic Functions of HR Department
My formal internship at PTCL has taught me a lot of new things. My supervisor briefed me on
the fundamental operations of the HR department during my first week on the job, including how
it functions, what it does, why it is important, and how it serves as the foundation of the
company.
 
Week 2: Training
In second week of internship, on the job training was given to enhance the skills and aware me
about the tasks and duties expected me during the internship. Following are the

• Basic working of HR department

• CV selection Criteria
• Recruitment policies
• Training policies

Week 3: ERP Handling:

I received a desktop computer with an installed ERP system during the third week of my
internship. As I had been instructed during the first week of the internship, I began entering the
facts into the ERP system. The duties I completed during my third week of my internship are
listed below:

• Checking the status of the Employee

• Job opening of employees 

Week 4: Handing leaves and Attendance:

My assignment for the fourth week was to handle leaves and attendance. This time, I have to
look at the employee's absences and attendance. After analysis, I graded them in accordance with
KPIs and gave them notice at the end of the week.

Week 5: CV Handling:

Fifth week started with a new task. Along with job opening and related tasks, I started to enter all
CVs of the potential candidates in CV Database (CV handling Software).

 Following are the breakdown of the related tasks which I performed in fifth week:

• Making the profile of the potential candidates.

 • Separate formats of CV for different potential candidates.
•  Taking all the information from the file which required for the vacant position.

Week 6: Job Analysis & Job Description:

The sixth week included a review of various job descriptions as well as instruction on how to
create a job analysis questionnaire, analyse any work, and create job descriptions and job
specifications for various jobs.

Job description contains following points:

• Tasks
• Duties
• Responsibilities

Job specification contain following points:

• Knowledge
• Skills
• Abilities

Learning & Achievements:

I gained experience working in a professional setting for the first time during my first official
internship. I learned a lot of new things about HR operations as a result of my experience
working at PTCL, which I consider to be quite beneficial.

Throughout the duration of my internship, I saw that PTCL personnel had a cheerful attitude. I
saw how everyone in the organisation worked together as family to accomplish the organization's
objectives.I feel that  failure of one is the failure of all. Human Resource in PTCL is very
enthusiastic and keeps contact with other departments every time. Company divides their sale in
local and export to all over the world. When I enter in organization I feel strange himself but due
to having confidence I create friendly environment. When I have a problem, all of the staff are so
helpful and understanding with me that I truly feel like a part of PTCL. I sincerely appreciate
each and every organisation member. The overall research shows that the company's
development has mostly been made possible by the commitment of its personnel. The efficiency
of its management, as well as their readiness to seize opportunities and meet the challenges of a
shifting economic landscape. All of this helps to improve the company's position and make it
sound. This is truly admirable for the dedication and diligence of every corporate employee.

Chapter 4:SWOT Analysis Of PTCL

Strength

• Largest operational network and infrastructure within ICT segment.

• An integrated Monopoly Market leadership in Local loop, 
• Wireless local loop (WLL) and fixed telephony.
• PTCL is market challenger in GSM segment
• Ufone is performing well though Warid and Telenor are tough competitors.
• PTCL, Ufone profitability increased by 49.2 percent to Rs 977 million in 1H/FY07 as
compared to Rs 655 million in the corresponding period last.
• Competitors still depend on PTCL network either directly or indirectly 
• Experienced Telecom Resources

Weakness 
• Not been able to nurture its growth around customer services oriented strategy.
• Internal organizational and business processes issues .
• Monopolistic culture has further added to its complexities Pak net, the internet service
provider arm of ptcl continues to incur losses due to poor management and lack of
network optimization
• Ptcl-v, the fixed wireless phone service is poor 
• Over employment & low productivity
• Slow decision making including external interferences.
• Corporate culture akin to government departments

Opportunities
• Profit taking growth of subsidiaries
• Low Tele density of Pakistan
• Have vast infrastructure and real estate assets which can be leveraged further.
• Global connectivity reliability has been improved. 
 • PTCL is expanding the long distance and infrastructure side through spreading out two
sea-me-we submarine cables
• Partnership with new entrants in a deregulated environment
• Scope for efficient/cost effective operations

Threats
• Increasing Number of competitors
• Cellular company rates
• Increased competition in long distance continues to exert pressure.
• Migration to Cellular Networks
• Exposure to market competition
• Ability to Attract & Retain Quality Professionals
• Organizational Management Cycle
 

Chapter 5: Summary:

After working at PTCL, I studied a few topics and found that the employees' level of dedication
to the company was around average. It is because some employees work for the corporation and
some for personal reasons. Employees who are happy with their jobs are loyal to the company,
while dissatisfied workers are either less loyal or not at all loyal. Only a small percentage of
employees have stated that they will stay with the company even if business is sluggish. These
workers have strong emotional ties to the company. The majority of them are male and younger
people with greater education, yet neither their compensation nor the professionals they hired
were chosen based on their educational backgrounds. They ought to choose them based on their
qualifications, pay, and benefits. The amount of work should not be increased beyond what the
person can handle. Company should make suitable arrangements to ensure that employees
continue to learn new things. Company can achieve this by transferring employees to different
cities, departments, branches, rotating job duties, and promotions, among other things. Payment
should be made taking into account the employee's experience and degree of certification.