INTERNSHIP REPORT ON

PAKISTAN TELECOMMUNICATION COMPANY

ATTAULLAH SHAH

ROLL NO: 35307

BBA (HRM)

DEPARTMENT OF MANAGEMENT SCIENCES

HAZARA UNIVERSITY MANSEHRA

SESSION: 2014-2018
 INTERNSHIP REPORT ON
PAKISTAN TELECOMMUNICATION COMPANY
LIMITED, MANSEHRA

This internship report is submitted in partial fulfillment of the requirements for

DEPARTMENT OF MANAGEMENT SCIENCES,

Supervised by:

Signature: ___________________________________

Name: ___________________________________

Designation: ___________________________________

Organization: ___________________________________

External examiner: ___________________________________

Name: ___________________________________

Signature: ___________________________________

Chairman: ___________________________________

Name: ___________________________________

Signature: ___________________________________

DEPARTMENT OF MANAGEMENT SCIENCES

SESSION: 2014-2018
 DEDICATION

I would like to dedicate this report to my honorable and caring parents plus Teachers
who motivated, and encouraged me throughout my educational life. Without their
appreciation, I was unable to complete this report.

i
 PREFACE
It has very important for the students of business administration to obtain the
basic knowledge, skills, and tactics to compete efficiently in today’s era. A
student can learn these skills, while working with an organization. Learning
and experience plays a very vital role in life because it is the first step upstairs
to the professional life. He can implement all these skills and experience in
practical life. So, it cannot be underestimated.

For me, it was a great opportunity that being a student of HRM, I did my
internship experience in PTCL. As today we can judge a country by its
economy, banking sector has gain an attention being a vital part of the
economy. In Pakistan, we have a well-established banking system. My
experience with bank was rewarding and exciting. It helped me out to know a
lot about the banking operations and much more.

My stay at bank was so productive and beneficial. The staff of bank was so
cooperative and whenever I required help and information, they provided me.
For this I am highly indebted to all of them. My special gratitude to branch
manager Mr. Talha for their help and guidance.

I am thankful to my great teacher Mr. AMJAD whose supervision made me

ii
 ACKNOWLEDGEMENT
First of all I am thankful to ALLAH (Susannah Wattle), who is the creator of
the whole universe for giving me the ability and knowledge to excel in my
education. After that, I am highly indebted to many people for their sincere
cooperation and support. First and foremost I am extremely thankful to my
supervision Mr. AMJAD for his unwavering support, encouragement and
mentorship. During the execution of my report, I had a real chance to learn
from his vast experience and immense knowledge.

I am very thankful to the staff of bank for their guidance and for
providing the valuable information about bank, which is proved beneficial for
me.

iii
Contents

DEDICATION i

PREFACE ii

ACKNOWLEDGEMENT iii

EXECUTIVE SUMMARY 5

CHAPTER 1 6

INTRODUCTION TO REPORT 6

1.1. Background of the study: 7

1.2. Purpose of the Study: 8

1.3. Limitation of the Study: 8

1.4. Benefit of the Study: 8

CHAPTER 2 9

ORGANIZATIONAL SETUP OF PTCL 9

2.1. Organization structure: 10

2.1. Historical background: 11

2.2. Board of directors: 13

2.3. Business volume: 13

2.4. PTCL positioning statement: 13

1. Hello to the Future: 13

2. Vision statement: 14

3. Mission statement: 14

1
 4. Core values: 14

2.5. Technical & operational network: 15

2.6. Switching technology: 15

2.7. Privatization: 15

2.8. Corporate responsibility: 16

2.9. Subsidiaries and competitors: 16

2.10. Subsidiaries: 18

1. Ufone: 18

2. Brand: 19

3. International coverage: 19

4. Customer service: 19

2.11. Network coverage: 20

2.12. Competitor of PTCL: 20

1. Mobilink-Jazz: 21

2. Telenor-Pakistan: 21

3. Rozgar microfinance bank: 21

CHAPTER 3 22

HUMAN RESOURCE PRACTICES OF PTCL 22

3.1. Role of the Human resources department: 23

3.2. Policy Initiation and Formulation: 23

3.3. Advice: 23

2
3.4. Control: 24

3.5. Services: 24

3.6. Human Resource Management at PTCL: 24

3.7. PTCL Wins Global HR Excellence Award 2011: 25

3.8. Administration branch: 25

3.9. Examination branch: 26

3.10. Increments: 26

3.11. Performance appraisal at PTCL: 26

3.12. Transfer, Promotion, Layoff: 28

3.13. Training and Development: 28

1. Vision: 29

2. Mission: 29

3. Core values: 29

3.14. Work place training: 29

3.15. Refreshing courses: 30

3.16. Urgent training needs program: 30

3.17. Customer care initiative: 30

3.18. Senior management development program: 30

3.19. Internship program: 31

3.20. Nominations for open house training program: 32

3.21. Compensation administration: 32

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 3.22. Pay packages: 33

3.23. Recruitment: 33

3.24. Selection: 33

3.25. HR Planning: 34

3.26. Information technology 34

3.27. Weaknesses of PTCL Human resources: 35

3.28. Human Resources Management analysis: 36

4.1. Strengths: 39

4.2. Weaknesses: 40

4.3. Opportunities: 41

4.4. Threat: 41

4.5. General analysis: 43

CHAPTER 5 45

RECOMMENDATIONS AND CONCLUSIONS 45

5.1. Recommendation: 46

5.2. Conclusion: 47

REFRENCES: 48

4
 EXECUTIVE SUMMARY
This internship report is practical part of our BBA program as plan by HEC. The

objective of this is to make familiar the students with business environment. This

report is written to show how business organization like PTXL directs their teams to

attain their goals. This report is about PTCL, Which was established in 1970 and since

still working, it has expended its network, becoming the largest commercial telecom

network of the country. In first chapter of the report there is general introduction of

the report, background of study, scope of the study, limitation and scheme of the

study is given. In second chapter I discuss about the introduction to the organization,

its historical background, its core value, and miscellanies topics related to banking.

Third chapter of this Products\Services Offered By PTCL, its events and Summit

Bank finance. Fourth chapter is about Departmentalization its covers strengths,

weaknesses, opportunities, and threats of the organization. Departmentalization. The

management should develop elaborate plans for capitalizing on the available

opportunities. The fifth chapter is about SWOT analysis and Conclusion

5
 CHAPTER 1

INTRODUCTION TO REPORT

6
 1.1. Background of the study:

Pakistan Telecom Co., Ltd. (PTCL) is the largest telecommunications service

provider in Pakistan with 5.7 million customers employing 30,000 people. PTCL is

the largest CDMA operator in the United States with 800,000 V-Fone customers. The

company is a leading provider of infrastructure for telecom operators and other

corporate clients nationwide in Pakistan. The company provides the latest services for

home users, companies and wholesale communication services. Telephone, internet,

television, videoconference, etc.

The structure of the company helps the company to offer additional customer

packages to its customers. The company is divided into headquarters, northern,

southern, central and western regions, which operate in business, human resources

and management, corporate development, finance, operations and technology. The

company is divided into the president and chief executive officer, senior vice

president, general manager, senior manager, international manager and manager. In

April 2006, Emirates Telecom, known as Etisalat, took control of PTCL and

purchased $ 2.6 billion for PTCL. Therefore, PTCL's successful privatization is a

result of Ufone's new focus on Pakistan's telecommunications sector. Etisalat has

been a telecom service provider in the UAE since 1976 and has ranked 140th in the

world's top 500 companies.

Etisalat currently operates in 16 countries in the Middle East, Asia and Africa and is

attracting new mobile and steady companies in many growth markets.

PTCL is registered under the following names in the Karachi Stock Exchange,

Islamabad Stock Exchange and Lahore Stock Exchange.

KSE: PTCL

LSE: PTC

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 1.2. Purpose of the Study:

The main purpose of this study is to provide relevant data on the preparation of field

reports.

Analyze and respect relevant information in a very powerful and useful way.

• Practical add a corporation.

• Develop social communication.

1.3. Limitation of the Study:

Higher than anything. But economic training is not satisfactory in all obvious ways.

This study was conducted according to the purpose of the analysis. Due to the nature

of the study, this study cannot reveal many facts and figures.

Second, the limitations that affect research are all PTCL facts are due to PTCL

confidentiality issues. Also, it was confusing to provide certain information because

all the documents and sub-areas in the file area were constantly interrupted by

confidentiality.

Because the third short term is no longer the limit of analysis, people cannot properly

detect and analyze PTCL work and can analyze it in the last 8 weeks.

1.4. Benefit of the Study:

This study will help the BBA student (HRM). The marketing section of this report

includes all aspects of marketing analysis. The Mansehra PTCL branch may also use

the recommendations at the end of the report.

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 CHAPTER 2

ORGANIZATIONAL SETUP OF PTCL

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 2.1. Organization structure:

The organizational structure sets the role of the organization team and determines who

works. Responsible for achieving goals, reporting failure and uncertainty of

performance goals, and reflecting and supporting organizational goals. Simple

solution and communication network.

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 2.1. Historical background:

i. 1947- Establishment of Posts & Telegraph Dept.

ii. 1961- Establishment of Pakistan Telegraph & Telephone Dept. (T&T).

iii. 1990-91-Establishment of Pakistan Telecom Corporation (PTC).

iv. 1995 - About 5% of PTC assets were transferred to PTA, FAB (Frequency

Distribution Committee) and NTC (National Telecommunications

Corporation).

v. 1996 - PTCL is listed on all stock exchanges in Pakistan.

vi. 1998 - Establishment of Ufone and PakNet Subsidiaries.

vii. 2006-Etisalat Takes Over.

Since 1947, Pakistan's full and telegraph offices were established in 1962 and PTCL

is a major player in Pakistan Telecom. Despite having established a large network,

PTCL's work and policies have been criticized by other small businesses and civil

society in Pakistan.

In 1991, Telecommunications Corporation (PTC) adopted the management and

functions of the full-body telegraphic division of Pakistan under the

Telecommunications Act of Pakistan. It meets the government's competitive policies

and encourages private sector participation and provides pocket, phone, and paging

up-to-date data services.

In 1991, the government adopted a progressive policy and announced the privatization

plan of PTCL. In 1994, 600 million copies of PTCL were available in two different

locations, up to 600 million PTCL. Each 10 averages has traps per week. This coupon

was converted into a PTCL stock in mid-1996.

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In 1995, the Ordinance (Reconstruction) of Pakistan established a national telephone

monopoly PTCL telephone. In October 1996, the Pakistan Telecom (Reorganization)

Act will be applied to the provisions of this Act. In the same year, Pakistan Telecom

Co., Ltd. established and traded all of Pakistan's stock exchanges.

In 2001, PTCL launched mobile and subsidiary data under the name Ufone and

PakNet. There is no score for the first time in the first match. But Ufone has recently

gained market share in the mobile sector. Mark PakNet is effectively dissolved within

a certain period. Recent DSL services have introduced PTCL, which introduces brand

new direct control and PTCL behavior for reflection. The telecom monopoly approach

will make service providers and infrastructure more difficult. The post-monopoly era

led to the liberalization of telecommunications in Pakistan in January 2003.

Liberalization of the telecommunications sector at the government level is

demonstrated at the government level. At the end of last year, the Pakistani

government decided to sell at least 26% of the company to private companies. PTCL

privatization has three members. Dubai Etisalat companies can make a significant

contribution to this rate. The privatization of the government last year led PTCL

workers to protest and strike throughout the country. They even block phone lines

from large public institutions such as Punjab University, Lahore and the public sector.

The army controlled all internal exchanges. Many workers were arrested and placed

behind the windows. The dispute between the government and the workers is over and

workers' wages have increased by 30%.

The company changed due to privatization. Other, it is a new system of voluntary

separation of PTCL, a new voluntary discrimination system for employees, ERP

(SAP-based), restructuring, B & CC following privatization, which is more focused

on new developments.

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 2.2. Board of directors:

This is the highest agency of PTCL that does not play a role in policy development.

The number of directors appointed must be less than seven (7). Currently 8 people

have and each shareholder holds an annual general meeting to elect board members.

The director's office has been elected for three years unless a previous resignation has

not been rescinded, unless a loss of leadership or termination of other posts.

Beneficiaries of paid pension benefits have a right.

2.3. Business volume:

It provides more than 5.4 million fixed telephone connections and 12.7 million

cellular connections using more than 140 data and Internet service providers (ISPs)

that provide PTCL network infrastructure and 315 public phones and 51,000 wireless

payphones. PTCL generated annual rupee income. There are 1.1 billion partners in the

private sector.

2.4. PTCL positioning statement:

1. Hello to the Future:

"Hello the future" is vision, brand concept, brand value and mixed strategy. The

essence is "futurism". Essentially, the two words for incoming communications are

"Hello" and "Future". PTCL customers and the future are welcome. We also provide

ideas and products to our customers in the future, ensuring external communication

through the "future".

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 2. Vision statement:

Maximize the shareholder value and the best information technology service provider

by applying customer satisfaction. The future is around us. On the coming days we

will be connected to the global exchange. We want to mobilize the world for the

future. To be an innovative partner, we are ready to provide telecommunications

services in the near future.

3. Mission statement:

To achieve our vision by having:

• Organize the professional spirit, enthusiasm and quality of the organizational

environment.

• Cost-effective and quality-conscious environment.

• Best technology-based services.

• "Quality" and "time" conscious customer service.

• Profit and profitability continues to grow.

4. Core values:

PTCL has many fundamental and very important values and I think they are most

important in their business. These core values will not change at any time, people's

change will not change, and it will be the foundation of our corporate culture. These

core values are:

• Professional integrity

• Customer Satisfaction

• Teamwork

• Company loyalty

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 2.5. Technical & operational network:

Under the 1996 Act, the Pakistan Telecommunications Regulatory Authority (PTA),

issued a license. The federal government of the private can verify during the patent

period of Pakistan Telecom PTCL in the above measure. PTCL has a 25-year license

in Pakistan and accounts for about 62% of its shares. PTCL has a largest network and

infrastructure of more than 4,405,163 (March 2008).

2.6. Switching technology:

Currently, the PTCL network has migrated seven types of technology.

Siemens, Alcatel, NEC, Erricsson, Huawi, J.Stelecom and ZTE. Thanks to these

various transmission technologies, PTCL uses a huge network that provides various

communication channels to the customers.

2.7. Privatization:

The growth of the cellular sector in Pakistan can be attributed to the good governance

policies of the Pakistani government of the privatization committee. In April 2006,

Etisalat International Pakistan (formerly Etisalat) was under the control of the

Pakistan Telecommunications Limited (PTCL) and had $ 2.6 billion in benefits from

PTCL. A new era in Pakistan's advancement is the telecommunications sector, which

is called the successful privatization of PTCL. Now under the leadership of Etisalat,

Ufone will be a market leader in mobile phone manufacturers, focusing more on

customer needs and interests than ever before.

Ufone is famous for its high quality service and high quality service. Looking forward

to new investments, Ufone can now expand its web cover area.

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 2.8. Corporate responsibility:

As a conscious and responsible social organization, PTCL is committed to promoting

valuable businesses that contribute to personal life and improve the overall quality of

society.

PTCL staff donates a daily salary for IDPs, joining SOS towns, a scholarship for the

disabled, a Global Service Fund (USF), and Baluchistan’s earthquake victim subsidy,

and supports income from this program. Benazir, LUMS Sponsorship event, PTCL

President Walid announced 10 million RSs. At the Islamabad Press Club, PTCL

creates an excellent center for Internet technology through familiar environments like

PTCL, CISCO and NUST.

2.9. Subsidiaries and competitors:

As mentioned earlier, today's PTCL is at war with major competitors in mobile phone

and WLL communications service providers. However, the following subsidiaries /

products have competitors.

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PRODUCT COMPETITORS

About 100 competitors in the country to provide

Multimedia& BroadBand (ISPProduct) Internet services to customers. However, some of

the major rival ISP products are the Internet,

World Online, Apollo, World Phone and Comsats

WOL and so on.

Ufone has five competitors in the mobile

U-fone (CSP) industry, Mobilink,Instaphone and C.MPak,

Telenor, Waridtel.

PTCL CallingCards (Product) Hello Cards, Call Point Cards, Call Mate Cards,

Global Telecom Cards.

Wireless LocalLoop (V-Fone) Go CDMA, Wateen Telecom & World Call is a

fixed wireless phone competitor for V-PTCL.

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 2.10. Subsidiaries:

1. Ufone:

As a GSM 900 service provider, on January 29, 2001, PTCL Ufone (Pakistan

Telecom Mobile Co., Ltd.) became a full-fledged subsidiary. A fast-growing customer

from Pakistan's leading mobile service provider from the start. Now Ufone is

considered one of the most active, aggressive and innovative participants in the

mobile space in Pakistan.

The development of the cell sector is the successful application of IT and mobile

cellular deletion policies and support of the regulatory process, guidance and timely

implementation of Pakistan Telecommunication Regulatory Authority (PTA) and

Ministry of Communications (MOIT & T) of the Information Technology

Department.

Key accomplishments:

Ufone played a key role in Pakistan's development of the cellular telecommunications

market. In most cases, Ufone is one of the pioneers in creating innovative services in

the marketplace. Ufone is the pioneer in launching GPRS and multimedia messaging

services in Pakistan, and has launched international GPRS in the Pakistani market.

Prepaid and international roaming service.

Performance:

Ufone has reached more than 10 major roads providing 10,000 roaming networks and

international roaming to 288 operators in 160 countries. In Pakistan, Ufone is the

largest in envelope for UK GPRS roaming. 200 field operators in 122 countries /

regions. Ufone recently focused on VAS and is an intense leader in introducing

innovative services for the Pakistani industry.

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 2. Brand:

Despite Ufone's tradition of industrial development, Ufone will be the image of a

mobile phone, from luxury to retail, as people need it. Ufone has the public branded

from the start. Through competition and market dynamics, Ufone focuses on the

youth sector (50% of the population) of prepaid brands. The Ufone brand team has

launched a positive campaign to increase brand value through market-oriented

product development. Brand-new imagery in the target market was very popular.

Recent marketing research from a recognized research firm has significantly

improved Ufone's brand awareness and image enhancement. The UFONE prepaid

brand is now considered one of the most popular brands in the youth market, followed

by other mobile operators producing their own brand for the youth market.

3. International coverage:

Ufone offers international roaming services to more than 150 international carriers in

79 countries. Ufone has a GPRS roaming agreement with some international carriers

and offers prepaid roaming services for optional destinations.

4. Customer service:

Ufone provides efficient and friendly customer service through its 21 sales and

customer service centers and approximately 250 merchants nationwide. These outlets

provide customers with innovative solutions and access to web-based franchise

management systems. We believe Ufone is ready to face growing market challenges

and understand new customers. With the best network services and 24-hour call

center service, you can support your current customer base with a high level of

customer satisfaction.

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 2.11. Network coverage:

Ufone always believes in a firm commitment to growth, security and reliability. So

Ufone is always balance, expansion and quality of service. Today Ufone has a total

investment of $ 400 million and has more than 260 cities covered by the network.

Ufone played an important role in Pakistan's mobile market development. This is a

company dedicated to pursuing excellence. By supporting and supporting our

employees and suppliers, Ufone strives to be the best marketplace to deliver high

quality customer and service networks and sales in line with the new Etisalate vision.

2.12. Competitor of PTCL:

There are not many PTCL competitors on the phone line, but as the telephony

industry has grown, the telecom industry has grown, especially in the mobile phone

sector, in Pakistan. The total number of mobile phone users is over 800 million. The

mobile phone industry has three major brands, including three PTCL competitors.

• Mobilink-Jazz

• Telenor-Pakistan

• Warid-Telecom

• CM-Zong

Other players in Land Line industry:

Operators NTC Brain Limited World Call Union NayaTel

Communication

Clients 135,432 8,343 12,321 4,000 15,321

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 1. Mobilink-Jazz:

Mobilink is the largest mobile operator in Pakistan. Mobilink now has more than

3,512,232 users, 41% of the entire Pakistani industry. Mobilink competes primarily

with PTCL Ufone subsidiaries.

2. Telenor-Pakistan:

Telenor is another mobile phone company with 18,451,342 users, accounting for 23%

of the total mobile industry.

3. Rozgar microfinance bank:

100% bet on Rozgar Teoranta Micronesan Bank. This acquisition corresponds to the

PTCL Digital Business Plan. This program includes bids for payments and banking

decisions. A bank cannot provide consumers with a variety of financial services at any

time. PP (personal), mobile wallet, cash, invoice, payment (government), commercial

/ retail payouts are redeemable.

Non-bank financial transactions are used to significantly improve the relationship

between financial services and the public banking community. This is an inexpensive

alternative to traditional bank branches, allowing financial institutions and other

business sectors to provide financial services outside traditional bank operations

through distribution channels such as retail stores, mobile phones.

Rozgar Bank Microfinance is an asset of the opportunity offered by non-banking

banks in accordance with the economic and economic norms of the PTCL Group.

21
 CHAPTER 3

HUMAN RESOURCE PRACTICES OF PTCL

22
 3.1. Role of the Human resources department:

The company's human resources department supports relationships with other

departments that advise to promote the organization. Whether it's a team or another

employee, all staff will help you effectively. Initially, the use of experts and

knowledge was created. Typically, the H.R. Office performs the following duties:

3.2. Policy Initiation and Formulation:

SEVP's Human Resources Department is actively involved in personal policy review

to resolve recurring issues or prevent anticipated problems. Generally, it is the

president of the company and the power of strength. When a new policy or review

recommendation is made, a personnel policy officer should investigate potential

issues investigated, determine the way to investigate other companies, deal with such

incidents, and discuss issues with colleagues. Organize the organization's overall ideas

you need to consider it enough.

3.3. Advice:

Most of the staffing activities to work with staff are consulting with law firms and

types of advice are provided. Samples may be provided uncertainly. Administrators

can disseminate complaints about overtime. The other owner thought that the team

might have a problem and should control discipline or suspension. When reviewing

an employee's annual salary, the manager must play an important role in providing

advice to senior staff regarding wage increases.

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 3.4. Control:

This department operates an important management function. Monitor the work of

line departments and other HR departments to ensure that existing employees'

policies, procedures and practices are met. The HR function and quality control

technique that suggests that the product variable meets the project specification to

determine the auditor activity or auditing account meets the requirements.

3.5. Services:

When people think of these things as employment, training, and welfare, the

Department of Education clarifies its responsibility for HR services. Selection from

department, interview and test H.R.

The training program is organized by H.R. Planning, organizing and returning from

the department. I am H.R. There must be many textbooks and textbooks. After a

pension plan and an insurance plan are established, all claims must pass the laws of

that department.

3.6. Human Resource Management at PTCL:

PTCL is well known in the field of WLL land services and for domestic and

international customers. Only human resources can function properly. SEVP is

responsible for the Human Resources department, which consists of senior vice

presidents in several regions.

The Department of Human Resources can provide advice to the agency and the board

on specific issues of the company and then provide services to do this.

24
In addition to providing advice, we also provide services and manage management

policies. PTCL has an official page to attract local and international human capital,

PTCL has a LinkedIn profile and interacts with experts and team departments.

3.7. PTCL Wins Global HR Excellence Award 2011:

Pakistan Telecom (PTCL) was awarded the "Second Global Human Resource Award"

in 2011 to confirm the superior organizational performance of the telecommunications

industry.

I worked in PTCL's HR department during the PTCL internship. PTCL has had a

shortage of human resources in the past, but now it has a mature human resources

department called PFCL human resources. The Ministry of Human Resources consists

of several branches:

• Administration Branch.

• Examination Branch.

• Staff and Establishment Branch.

• Welfare Branch.

• Lega Branch.

• Dispatch Branch.

3.8. Administration branch:

The efficiency and disciplinary role of 1973 means that if employees are not working,

they can act against it. Delays, misconduct, and infringement. D. If such a violation

occurs, a notice should be sent to the employee for the reason, and if he fails to

explain why. Seizure action

25
For PTCL fines, the "penalty type", i.e. "heavy fines and fine". Important sanctions

include dismissal, forced retirement and pensions. Artificial penalties include stocks,

income loss and growth halts (referring to warnings).

3.9. Examination branch:

PTCL exam department is responsible for all personnel training, document

processing, trading operations, and trading practices. The audit department is the

administrative department of the office and the department responsible for the

document. Perform the tasks specified by the administrator or PTCL headquarters. As

with internships and training orders, employees are transferred to PTCL schools.

3.10. Increments:

The salary of all employees at PTCL increases with the number of employees. For

example, a 7th grade payroll would be part of 1300 traps, a 1500 would be part of a

10th grade payroll, and a BPS-10 payroll would be 2400 traps. This increase is $

2,400 per year.

3.11. Performance appraisal at PTCL:

In the PTCL, the rating scale measures method is used to measure employee

performance on bipolar score measures to measure various effects of employee

quality and assigns the value of each function (bad or similar). This includes

communication, punctuation, technology, and quality.

26
The PTCL Human Resources Department manages the BPS operations of 20 BPS

employees and is managed by the Standard Access Program (SAP). SAP software

includes all data, such as incremental, shipping, and so on. D. PTCL uses other

software, called Human Capital Management System (HCM), which contains all the

details of employees who have contracted pensions, services, pensions and experience

and all employment-related data In a human resource management system, all

employees are encouraged and encouraged to work in their departments. If the quality

of the team is poor or lacking skills, the employee department is sent to the training

27
and development PTCL trainer, and the staff staff team organizes training to

overcome the weaknesses of the team. His skills.

PTCL is more confident and efficient in working with energy resources to continue to

provide training for employees who do not have the expertise to meet productivity,

the company's overall goals and objectives, and to meet consumer needs. It can be

punished or mitigated after training not managed by staff.

3.12. Transfer, Promotion, Layoff:

It is mainly responsible for the work of the department. When an employee moves

from one department to another in accordance with their business needs or personal

needs, they can study the records to determine the required skills. H.R. Section. Fired

to meet relevant priorities. This job portfolio can be complex and must meet

department and factory qualifications. Vacancies can be promoted directly to the

company or to the employee. Usually the leader is H.R. Officials and officials. Many

policy firms can solve these problems. Sections for which vacancies are the final

decision are related to the selection of the promotion candidates.

3.13. Training and Development:

The fostering individual skills and efficiency is the process of Training and

development of human resources. In terms of skills, knowledge and attitudes, personal

productivity is one of the primary goals to achieve organizational effectiveness.

Therefore, the development of individuals and organizations is an inseparable

relationship. Education can make an important contribution to achieving personal and

organizational goals. Each manager have potential and employee must be able to do

their jobs effectively.

28
The results of real human resources (HRD) should provide tangible and measurable

results. In the current process of changing PTCL, the role of training and development

functions that are crucial to employee attitudes and prospects for business and

customers may change.

PTCL officials and employees have extensive training and development capabilities

for R & D that are committed to PTCL with highly qualified human capital that will

be a driving force in achieving PTCL's vision.

1. Vision:

PTCL Training and Development will be an excellent center for training services and

consulting, working closely with internal / external customers to build the business

objectives.

2. Mission:

Provide learning environment and tools to help our customers realize their full

potential.

3. Core values:

• Open and free at all levels of information exchange.

• Continuous learning

• Learners are actively involved in all aspects of the training process.

• Looking for innovative human resource development solutions.

3.14. Work place training:

Vocational training or on job training (OJT) is a key factor in the HR policy. Since the

company is a public trading organization, workplace training is an important factor in

policy willingness and status as well as corporate services.

29
 3.15. Refreshing courses:

The renewal process improves employee potential and productivity. The Regional

Telecommunications Training School (RTTS) is sometimes updated within the

framework of the Professional Telecommunications Academy, where departments

represent staff. This process is updated by management and technical staff. So they

got the same and firm assessment knew their ability to improve it.

A workplace or training team is specifically appointed at work. Human resources

teams work with the line management team to determine training needs.

3.16. Urgent training needs program:

Instantly assess urgent training needs and evaluate VSS cases through individualized

training programs. Involving all departments, regions and business units in delivering

valuable materials in the form of technology demand assessments is essential to

precisely define their needs. Regarding the transitional period, the program identified

the most important development needs.

3.17. Customer care initiative:

In order to achieve the peak of customer service envisioned by the president / CEO,

the training and development department is responsible for effectively communicating

customer care program training to all PTCL employees.

3.18. Senior management development program:

Etisalat, a consultant in the PTCL Education and Development department, has

proposed a development plan for senior management at PTCL (SMT). Seminars,

materials and sources have been reviewed and found to be useful to your company.

30
The proposed program of these five seminars is consistent with the new concept of

continuous professional development. Continuously promotes professional

development, consciously updating expert knowledge and improving the professional

capacity of human life. The senior management team of the PTCL Training and

Development department is trying to achieve excellence. PTT PTCL has unexpected

features, but you can benefit from these workshops.

3.19. Internship program:

According to current policy, there are about 194 training programs in 2016-17. At

present, we are implementing our practice. Over the past few years, the PTCL

Internship Program has received special attention and consideration.

The general concept comes from the traditional view of the strategic perspective. We

look forward to continuing our efforts on the PTCL talent perspective as well as

participants in learning opportunities. Through this process, we have made great

efforts not only in the development of talented and influential universities and

schools, but also in the establishment of the "PTCL Ambassador" to spread the good

will of the company nationwide. The purpose of this program is to provide students

with the opportunity to apply for academic study in everyday situations.

Successful implementation of the PTCL program is responsible for identifying the

most important needs for adequate human resources, recruitment, and training, human

resource development.

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 3.20. Nominations for open house training program:

In addition to the above activities, the Training and Development Department is

organizing a complete training institution / institute database and freelance training

consultants. The staff was nominated as an open training program provided by a well-

known company to assess the effectiveness and relevance of the program.

3.21. Compensation administration:

Responsible for the design and installation of the evaluation process, which is

responsible the department for the consultation. Senior management is responsible for

specific payroll structures, salary levels and fixed minimum and high ratings. This

day's work is a job analysis that evaluates value based on official performance

appraisal programs and the maintenance of those records or departments. H.R. Section

Functional periodic payments, but there is always a decision to increase or change the

entire schedule to the top executives of the organization.

PTCL does not have overtime. Provide PTCL employees with the following three

options for compensation.

• N.B.P.S (National Basic Pay Scale)

• N.C.P.G (New Compensation Pay Grades)

• N.T.C (New Terms and Conditions)

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 3.22. Pay packages:

The package is decided by the personnel department. They are based on performance,

ACR, and qualifications. It is a low cost package, but is provided. The HR department

fills the position of management. On the other hand, sub-technologies and mediators

are used as follows.

1) Direct Hiring

2) Promotion on seniority bases

3.23. Recruitment:

Initially, the department decides whether or not an employee should work. The

location of each message is specified and the applicant is invited. If you have a

management position; SEVP is an interview with his team. PTCL also uses an online

job management system to find the best organization.

Recruitment procedure:

The following process is use by PTCL. The first electronic media release and print

media or vacant. Then review the application based on job descriptions and

performance specifications. Candidates are listed. The next step is to verify the

requestor. The next step in the PTCL recruitment process is the interview. Typically

they use structured and semi-structured interview candidates. And last but not least is

file scanning.

3.24. Selection:

Selection is the process of selecting an individual or an individual who chooses the

best criteria that meets the applicant's. PTCL has very effective and effective options.

33
 3.25. HR Planning:

Another new feature that has emerged in human resource planning (also known as the

workforce plan) in recent years. Sometimes this person has a major responsibility or

certain office. Some employees are often responsible for the company's human

resources department.

HR plans provide procedures for companies to access qualified employees at the right

time, useful programs for organizations, and satisfactory procedures for those

involved. The main contents of the human resources plan are as follows.

1) Organize goals and plans.

2) Current human resource status, including skills inventory.

3) Human resource forecasting, including a comparison of future demand for

staff and projected supply.

4) Design the implementation plan.

5) Audit and adjustment.

3.26. Information technology

Information systems are the foundation for each organization's activities. On the one

hand, by providing accurate information, it helps to ensure proper operation with

regard to the development of business policies and operations. The function of the HR

department as a whole depends on the information system.

The best information system, the best human resources department. The company

develops its own human resources information system to have a good information

system thanks to the human resources that its employees and customers can efficiently

and efficiently provide services.

34
3.27. Weaknesses of PTCL Human resources:

• The HRD does not meet the appropriate assessment system for staff.

• The company's policies are determined by the board of directors of the

company. However, there are some policies that the Human Resources

Department relies on the IT & T government department. Of Pakistan.

• Staff developed a psychology that the company's HR department's

promotion criteria and procedures have no reason.

• Regional service quality is poor, leading to customer problems.

• Human Resources lacks staff training centers. There are only two staff

colleges. On the other hand, training opportunities are not available to all

staff.

• If the employee wants to attend classes during his work, he must be

approved by the company's Human Resources Department; some

bottlenecks may accept such approval. Management also does not

encourage employees to improve their qualifications / technical level.

• Employees do not receive higher eligibility for promotion or salary

increases.

• Appropriate assessment of employees is not in the normal operation of

the company.

• Refresh the course open, not timely, frequently.

35
 3.28. Human Resources Management analysis:

Managing human resources is an organizational characteristic. Human resource

management consists of four main functions: personal development, training,

motivation and service. Four tasks perform far more sub-tasks. D. the Department of

Human Resources PTCL operates seven branches known as "Administration, Staff,

Testing, Welfare, Law and Control".

Every branch has responsibilities and responsibilities that must be filled out and

reported to the Human Resources Manager. Within the framework of the analysis, we

will discuss updated PTCL practice. PTCL also said it has created a department of

human resources that has played a vital role in the development of limited telecom

companies in western Pakistan. The PTCL monitoring department uses a recruitment

management system to find simple adjustments in the organization.

PTCL has an official LinkedIn profile that manages the official Facebook page and

meets the needs of the time.

Given that PTCL has a tendency to form a well-established HR department in the

past, we must overcome some of the disadvantages of the PTCL time sector:

• Low infrastructure within the hour wing.

• No recent blood, recent workers.

• Low health and safety.

• Low workload for the worker.

• Do not have a correct performance appraisal system.

• Low supervision by the Human Resources Manager

• Do not have the right house for work place files.

36
• Lack of responsibility.

• Low motivation of workers.

• Lack of rewards system.

37
 CHAPTER 4

SWOT ANALYSIS

38
 4.1. Strengths:

PTCL enjoys the most advanced international gateway exchange and satellite earth

station. PTCL has state-of-the-art technology and new digital switching networks.

These are some important features of the PTCL network.

• It is Pakistan's largest and oldest company.

• International Submarine Cables.

• High capacity national fiber backbone.

• 36 convenient transportation and easy expansion.

• National network digitization of about 99%.

• Strong value-added service platform and trading platform.

• The latest technology.

• Monopolize the local market.

• Skilled HR.

• Policies are innovative.

• Availability of infrastructure.

• IT investment free policy.

• Full support of GOP.

• Profit margin are high.

• No. of employees are large

• The power to formulate policies.

• Network is too large.

• Worldwide recognizable

• Good Credibility.

• PTCL has a strong R & D department.

39
• The largest operating network and infrastructure.

• The stock market has a good reputation.

4.2. Weaknesses:

• Image Government organization.

• Regional & Domestic Political Instability.

• Weak economy & corporate profiles.

• Poor employee relations.

• Professional jealously.

• Unionization.

• Analog technology.

• Slow decision.

• Poor marketing.

• Conflicts.

• Nepotism.

• Favoritism.

• Inefficient staff.

• Non-motivated staff.

• People resist changes.

• Poor staffing.

• Low employee motivation.

• No reward in case of good performance shown by the employee at any level

• Lack of Customer focus.

• Over employment and low productivity.

• Very low employee moral.

40
• Bad office infrastructure.

• Low young blood.

4.3. Opportunities:

• Growth in telecommunication industry.

• Market Size

• Privatization &liberalization

• Govt. IT operations & projects

• Innovation

• Introduce new technology

• Local handset manufacturing

4.4. Threat:

• Strong rivals.

• The political pattern is volatile.

• Emerging new cellular companies.

• Privatization of bad debts Economic depression.

• The Internet provided by different mobile companies is another threat to

PTCL's DSL services.

• Internet USB is provided by different mobile companies such as Telenor and

Mobilink.

• Ability to retain qualified professionals.

41
42
 4.5. General analysis:

PTCL is the largest and oldest telecommunications company in West Pakistan. All

telecommunications companies are the mother of Pakistan. PTCL is the gateway to

the West Media of Westphalia and their companies. Every company has a PTCL

mobile phone. Regardless of the commercial transaction, this company is very useful

for communication with customers, and Q1 and for use at the national and

international level. This report already mentions PTCL's history, organizational

structure, subsidiaries and competitors, and management and human resources

management services.

Considering all the above, I reaffirm that PTCL is the largest telecommunications

business organization in western Pakistan. However, the latest PTCL measurement

technology must compete in the market using the latest technology. PTCL includes

Ufone, the third largest subsidiary in Western Pakistan's telecommunications

business. Ufone is also one of the most promising ad campaigns, so we're familiar

with commercial TVCs. PTCL expects the company's social responsibility as

mentioned in the first chapter.

PTCL has a well-established HR department that plays an important role in PTCL

development. PTCL has the largest training network to increase employee

productivity and empower employees with innovative and engineering opportunities

to compete in the telecommunications industry.

In this analysis, we believe that PTCL will use the latest technology and square

measurements over time.

43
After privatization, PTCL improved its services and competed again with large

companies. In privatization, we introduced a closed system called "Voluntary

Separation Theme" (VSS) to reduce the number of employees due to the internal

economic crisis.

Through VSS, PTCL reduced employee salaries by reducing the salary cost of 400

and providing the opportunity to hire highly trained staff.

44
 CHAPTER 5

RECOMMENDATIONS AND CONCLUSIONS

45
 5.1. Recommendation:

• HR spend less time on recruiting and training staff.

• Human resources departments can hire high-quality personnel.

• High-quality trainers may be dealt with in the HR department.

• Full year refresher courses should be adequate and frequent.

• The promotion criteria for the HRD should be defined as required.

• More training centers should be established. In the case of insufficient

resources, it is difficult to use the same capacity training center of other

organizations by determining the conditions and conditions.

• In the training course of the HRD, ethical values should be more emphasized.

• Appropriate and competitive evaluation of the methods and procedures used

by other competitors will improve the performance of human resource

development.

• This is the era of information technology. The company's features and

procedures should be changed from manual to automatic. This will improve

the final performance and accuracy of the HR department and the company.

The Ministry of Human Resources should allocate resources for this purpose.

• HR departments can provide counseling and training staff to conduct a

window operation to reduce time and save resources.

• The promotion of corporate policies by the human resources department and

the convenience of clients can obtain an appropriate check and balance

system.

• Pay packages can be modified based on the profits earned by the organization.

46
 5.2. Conclusion:

PTCL is undoubtedly a monopoly, but keep a position that competitive time will be to

change the policy and become the top supplier of telecom services in the market and

build the company's position and customer base. The actual substance is a person. Of

course, this organization is the human resources of the most important human

resources department. Integration of company activities and functions such as job

analysis, recruitment, staffing, training, payment package design, personnel

evaluation system.

The Ministry plays a key role in fixing, maintaining, motivating and promoting.

Indeed, the person appointed at this particular age has an obligation. Your HR

manager should have experience and confidence in your area. It must be a friendly

person who is already readable. This ensures a successful. It must be "not a victory,

but everything but a form of struggle."

47
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