111

Pakistan Telecommunication
Company Limited (PTCL)
A practically study of HR policies & practices

Submitted to:
Maam Erum Shaikh
Submitted by:
MBA final (pass) Morning Students
Sahar Gull Narejo Group Leader

2k13/MBA/148

Zeba Abro

2k13/MBA/180

Murk Memon

2k13/MBA/119

ACKNOWLEDGEMENTS
We would like to thank our supervisor Madam Erum Shaikh
for her ample detailed and intelligible guidance.
We would also like to thank the PTCLs HR Manager Mr.
Shihab Qadri and A/M Mr. Awais Ali shah and the facilitators in
particular. Without their support and time, the information would not
have reached us in time.

TABLE OF CONTENTS
Executive summary
Introduction of Telecom Industry
Introduction of PTCL

Company Introduction

Brief history of PTCL

PTCL subsidiaries

President of PTCL

Board of directors

Mission statement

Vision

Core values

Registered office

Auditors of PTCL

Bankers of PTCL

SWOT analysis

Strengths

Weaknesses

Opportunities

Threats

Business strategies
Organizational structure

Organizational hierarchy

Departments of PTCL

HR department

Mail pillars of HR

Role of Human Resource (HR)

Introduction of Research & Research Methodology

Primary data collection

Secondary data collection

Data Analysis

Table 1

Table 2

Figure 1

Figure 2

Figure 3

Figure 4

Figure 5

Figure 6

Figure 7

Figure 8

Figure 9

Figure 10

Figure 11

Figure 12

Figure 13

Figure 14

Figure 15

Conclusion
Limitations
Recommendations
References

Executive Summary

he main purpose of this report was, review of the human resources

techniques & systems adopted by the PTCL organization.

Human Resource Management practices followed by the PTCL Company
have been practically seen in this survey to know in the depth that
whether the company adopts HR policies according to the international
labor law standards or not and also that to evaluate whether employees
of this large organization are satisfied with their policies.
It also includes the functions of HRM e.g. selection, training and
development, motivation, maintenance and other functions of
HR department. At the end of this project we have written down the
suggestions for the of PTCL Company and HR department.

INTRODUCTION OF TELECOM INDUSTRY

Since the independence of Pakistan, basic telecom services were being provided by a
monopolist, previously called as Telephone and Telegraph department (T&T).
The department was being run by the government and played multiple roles as
regulator, policy maker, operator and service provider in the country.
The T & T department was later converted into a corporation. Although the
corporation was earning huge profits from the services, it was re-investing the same
profits into the sector for the provision of more telecom service but the investment
was not enough. Further, with the technological advancement, more and more
telecom
services
were becoming available but there was not enough money available with the corporat
ion install new telecom systems for the provision of modern services. Resultantly, a
digital divide prevailed in Pakistan keeping it behind its neighbors and other
comparable countries in terms of telecom access. The Telecom Sector has
contributed 2 percent towards the overall GDP growth with revenues of over PKR
235bn.

PAKISTAN TELECOMMUNIUCATION COMPANY LIMITED

Introduction
With employee strength of 35,000 and 5.7 million customers, PTCL is the largest
telecommunications provider in Pakistan. PTCL also continues to be the largest
CDMA operator in the country with 1.1 million V-fone customers. Pakistan
Telecommunication Company Limited (PTCL) is proud to be Pakistans most reliable
and largest converged services carrier providing all telecommunications services
from basic voice telephony to data, internet, video-conferencing and carrier services
to consumers and businesses all over the country.
PTCL is the largest telecommunications provider in Pakistan. The company
maintains a leading position in Pakistan as an infrastructure provider to other
telecom operators and corporate customers of the country. It has the potential to be
an instrumental agent in Pakistans economic growth. PTCL has laid an Optical Fiber
Access Network in the major metropolitan centers of Pakistan and local loop services
have started to be modernized and upgraded from copper to an optical network. On
the Long Distance and International infrastructure side, the capacity of two SEAME-WE submarine cables is being expanded to meet the increasing demand of
International traffic. With the promulgation of Telecommunication (ReOrganization) Act 1996, the Pakistan Telecommunication Authority was established
as the Telecom Regulatory body. Following the open licensing policy in BUY @ PKR
45.40 accordance with the instructions of Government of Pakistan and in exercise of
powers conferred by Pakistan Telecommunication (Re-Organization) Act 1996, the
basic telephony was put under exclusivity and PTCL was given a seven years
monopoly over basic telephony which ended by December 31, 2002.
The Teledensity increased from 26% to 40%, helping to add the benefits of communi
cation technology across the country. PTCL's mobile phone
subsidiary
Ufone's
subscriber base grew by more than 87%, from 7.49 million to 14million.The year also
witnessed the entry of major telecom companies, most notably China Telecom and
SingTel, into the market. Restructuring and re-engineering are in their final stages
along with the implementation of ERP system.
From the customer's perspective, a major initiative was put in place the
shape of 'Broadband Paki tan service launch as a first step towards providing its
customer with more value added service and convenience.
The company also continued to invest in infrastructure development and addition of
network capacity with a view to enhance services and to expand its reach across the
country.

HISTORY OF PTCL
From the humble beginnings of Posts & Telegraph Department in 1947 and
establishment of Pakistan Telecommunication Company Limited, to this very day,
ours Isa story of commitment and vision.
PAKISTAN POST & TELEGRAPH (P&T)
The postal and telecommunication services were performed by a single department
known as Pakistan Post & Telegraph (P&T). This department started its telephone
service with only 12346 telephone lines and seven telegraph offices all over Pakistan.
This department continued its business up to 1962. The Government of Pakistan
adopted the Government of India Telegraph act 1885 to control and direct the
activities of telecommunication.
PAKISTAN TELEGRAPH AND TELEPHONE DEPARTMENT (T&T)
Pakistan Telegraph and Telephone Department inherited a small telecommunication
network consisting of only 12,000 lines in 1947. It was the sole Department
responsible for providing telecommunication facilities to whole country. In fact
postal services were also included in its responsibilities. The Pakistan Postal
Department was separated from Pakistan Telegraph and Telephone Department in
the year 1962. Like all other field of newly born nation, there was no established
system of telecommunication, available in the country. However the present system,
as well as new installations was managed by the T&T quiet efficiently.
PAKISTAN TELECOMMUNICATION CORPORATION (PTC)
The erstwhile Telegraph and Telephone (T&T) Department was converted into a
Statuary Corporation on 15-12-1990. It has its own legal identity totally separated
from Government of Pakistan.
RE-STRUCTURING OF PTC
The
P.T.C.
was
further
1996.P.T.C.L.P.T.A. N.T.C.F.A.B.

segregated

into

four separate

units

in

PAKISTAN TELECOMMUNICATION COMPANY LIMITED (PTCL)

PTCL was incorporated on December 31st 1995 and commenced business on January
1st 1996. The idea behind this was to provide better services to its customers.
This was established to undertake the telecommunication business formally carried
out by Ex-PTC. It was responsible for carrying out all kinds of telecommunications
activities in the country. It was required to look after the existing telecom
installations and their automation and development. It was also to undertake
development program in telecom field. All properties, assets, obligations and
liabilities of PTC were accordingly transferred to the PTCL on the January 01st

1996.P.T.C.L. is a prestigious organization and telecom services in the country are

getting better and better, since its incorporation.
PAKISTAN TELECOM AUTHORITY (PTA)
Pakistan Telecom Authority (PTA) was established in 1996. It falls under the preview
of Government of Pakistan. It issues licenses to various companies for carry out
certain activities. This authority is responsible to monitor the establishment of
telecom related firms, companies, the import of telecom equipments etc in the
country. It is regulatory body formed to accomplish rules and regulations relating to
the telecommunication matters.
NATIONAL TELECOM CORPORATION (NTC)
It has been established for installation of telecommunication facilities to the
Governmental organizations. A portion of working lines was initially transferred
to N.T.C. from
the P.T.C.L. but now they have established
their network. They are totally independent in providing telephones connections,
their look after and generation of revenue there from.
FREQUENCY ALLOCATION BOARD (FAB)
This organization has been established to allocate Radio and Wireless telecom
frequencies to various organizations/companies within the country. The latest
development in this regard is that F.A.B. is establishing Monitoring Stations in order
to check the validity and legality of the utilization of circuits.

NATURE OF BUSINESS
Pakistan Telecommunication Company Limited (PTCL) was incorporated in Pakistan
on December 31, 1995 and is listed on Karachi, Lahore and Islamabad stock
exchanges. It was established to undertake the telecommunication business firmly
carried on by Pakistan Telecommunication Corporation (PTC). The business was
transferred to the company on January 1, 1996 under the Pakistan
Telecommunication (Reorganization)Act, 1996 at which date PTCL took over all the
properties, rights, assets, obligations and liabilities of PTC except those transferred
to National Telecommunication Corporation(NTC) , Frequency Allocation Board
(FAB),
Pakistan
Telecommunication
Authority(PTA)
and
Pakistan
Telecommunication Employees Trust (PTET). The company commenced business on
January 1, 1996. The registered office of the company is situated at Block-E, PTCL
Headquarter, G-8/4 Islamabad. Pakistan Telecommunication Company Limited
(PTCL) is the main provider of Telecommunication services in Pakistan. It owns and
operates a substantial part of the telecommunication facilities and provides domestic
and international telephone services and other communication facilities throughout
Pakistan.

PTCLS SUBSIDIARIES
Pak Telecom Mobile Limited (PTML)
PTML is a wholly owned subsidiary of PTCL established to operate cellular
Telephony under the brand name of UFONE.
The companys performance during the current year has been very encouraging
despite the stiff competition in Pakistans cellular market especially after the
emergence of two new international players in the last quarter of the year.
Throughout the year, UFONE pursued a growth strategy and managed to almost
double its revenue compared to last year. The company successfully increased
UFONEs market share from 16% to 22%, a significant achievement. On June 30,
2007 the total number of subscribers of UFONE was 4.6 million versus 2.8 million
at the same year. During the year PTML successfully launched its Phase-IV network
expansion project costing more than US$ 160 million. UFONE now covers more than
200 cities and towns, prominent highways and caters for international roaming with
135 operators worldwide.
Pak net Limited
The fully owned subsidiary of PTCL owns the largest ISP network spread over2,900
cities/locations with 43 POPs. It has extensive data transmission capabilities but has
been incurring losses due to poor business orientation and excessive overheads.
During the year Paknet recorded sales revenue of Rs. 213.9 million, which is 19%
loser than last year. The company posted a loss of Rs. 42.2 million vs. a loss of Rs.
111.5million last year. The quantum of loss is lower as compared to last year mainly
due to reversal of provisions against doubtful debts of Rs.44.1 million made in prior
years and reversal of deferred tax asset of Rs. 34.9 million in the last year. PTCL as
the sole shareholder of Paknet is highly concerned with the poor performance of this
subsidiary and is currently undertaking a strategic review of this IS subsidiary of
determine the future course of action In spite of these subsidiaries there are
following product lines. Fixed Telephone ( Analog & Digital)DSL ( Digital Subscriber
Line)IN Products (Pre-Paid Cards, Calling Cards, Apna Das Calling Card, Phone
BillCard etc.)PTCL Wireless.
Board of Directors
Mr. Walid Irshad
President & chief executive officer
BOARD OF DIRECTORS
Azmat Ali Ranjha
Chairman PTCL Board

ABDULRAHIM A.AL NOORANI

Chairman & chief executive officer
Dr. Waqar Masood Khan
Member PTCL Board
Rainer Martin Maximilian Rathgeber
Member PTCL Board
Mr. Serkan Okandan
Member PTCL Board
Mr. Fadhil Mohamed Erhama Al Ansari
Member PTCL Board
Dr. Daniel Ritz
Member PTCL Board
Sardar Ahmad Nawaz Sukhera
Member PTCL Board
Mr. Mudassar Hussain
Ms. Farah Qamar
Company Secretary PTCL

MISSION STATMENT
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 for
the 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

REGISTERED OFFICE
PTCL Headquarter
Block-E, sector G-8/4, Islamabad, Pakistan
AUDITORS OF PTCL
Auditors of PTCL are the fallowing.
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

SWOT ANALYSIS
PTCL strengths and weakness are discussed in detail below.
Strengths

Largest operational network and infrastructure within ICT (Information

&Communication Technologies) segment
An integrated Monopoly
Market leadership in Local loop, Wireless local loop (WLL) and fixed
telephony.
PTCL (Ufone) is market challenger in GSM segment
Ufone is performing well though Warid and Telenor are tough competitors.
PTCL, Ufones 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
Paknet, 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 interference
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 companys rates
Increased competition in long distance continues to exert pressure.
Exposure to market competition

Migration to Cellular Networks

Ability to Attract & Retain Quality Professionals
Organizational Management Cycle

ORGANIZATIONAL STRUCTURE
Organizational Structure describes the organizations formal framework or system of
communication and authority.
In other words, the organization structure sets forth each principal, management
positioned helps to define authority, responsibility and accountability. An
organization chart is essential to the development of a cost system and cost reports
which
indicates
the responsibilities
of individuals
for
implementing
management plans.
In PTCL President / CEO is the head of major functional areas. i,e State
management, Finance, Technical, Operations, HR & Admn and Corporate affairs. So
Senior Executive Vice President who is the head of these units generally reports
directly to the President.
The main purpose of PTCL is allowing them to effectively and efficiently accomplish
organizational goals and objectives. Designing an appropriate structure means that
managers must decide how to coordinate work activities and efforts both vertically
and horizontally. Organization structure of PTCL can be described as having three
components like other organizations: Complexity Formalization Centralization
COMPLEXITY
The term complexity refers to the amount of differentiation in an organization. The
more division of labor there is in an organization, the more vertical levels in the
hierarchy and more geographically dispersed the organizations units, the more
difficult (or complex) it is to coordinate people and their activities. When we analysis
the complexity of PTCL, there is big amount about 70,000 employees and hierarchy
is as under:
PRESIDENT
SEVP EVP GM/CE DIRECTOR SE/MANAGER etcENGINEER/AE/SDO/AO
ES/ASSISTANT T.TECH/CABLE JOINTER LM/UDCNAIBQASID/FRASH
etc.
This is a very large hierarchy, which creates problems for the organizational activities
and coordinations. The result is a slow correspondence between management and
officials at lower levels. The Etisalat (who control the charge of PTCL) is
restructuring the organization and the work is under process.
FORMALIZATIONS
The degree to which an organization relies as rules and procedures to direct
the behavior of employees is formalization. The PTCL organization
structure operates with standardized guidelines, rules and regulations. Each
officer/official knows his/her responsibilities of what he has to do. Due to these strict
rules and regulations the PTCL organizations structure is more formalized.

CENTRALIZATION
The term centralization describes where the decision making authority is. In PTCL,
organization decision making is highly centralized at upper levels of management.
Problems flow up to senior executives, who decides what, should be done. In some
cases, decentralized policy is used and decision making is delegated to lower levels of
management. Which is not correct and creates problems in the creation of long term
value aided strategies.

DEPARTMENTS OF PTCL
Engineering:
Engineering Department of PTCL is responsible for: Maintenance department
Operations department Research and Development
Marketing:
Marketing department is concerned to create the value for the customerand capture
value in return.
Finance
Finance department deals with Accounts department Revenue department Taxation
department
Human Resource Department
HR department is responsible for the management of human resources needed in the
organization efficiently and effectively. It includes;Training and Development

HR DEPARTMENT OF PTCL
Introduction
The Human Resource Department in PTCL was formally established in 1996 and it
was re-organized in 2005.
PTCL human resource system is known as HRIS-PTCL and it is working under SEVP
& GM at regional centers.
HR manager plays a very important role in hierarchy, and also in between the higher
management and low level employees. He is one of the most important people to
achieve companys overall objective by properly managing the most useful company
resources.
HR Importance
The main objective of HR department in PTCL is to meet company needs of the
human resources and the needs of the people hired by the company. The
management of PTCL considers that in order to stay competitive and to meet the
needs of their customers they should focus on their employees. They consider
employees the main assets of organization and focusing on providing them the better
facilities

Main Pillars of HR
1. Staffing
2. Training and Development
3. Motivation
4. Maintenance
Staffing
Activities in HRM are concerned with seeking and hiring qualified employees.
Staffing includes
Job Analysis
Recruitment
Selection
Job Analysis
Job Analysis provides the information about the jobs currently being done and the
knowledge, skills and abilities that individuals need to perform the job adequately.
Job analysis is concerned with:
Job Specification
Job Description
Job Evaluation
For the purpose of job analysis the company provides different tasks to check their
efficiency. The company also checks the grip of the employees on his job requirement
and observes his interaction with other employees. They mainly focus to check their
attitude because in service sector customers are directly involved with the employees.
In Ptcl job analysis is done through procedure manuals

They do forecasting for future turnover.

After forecast they analyze where they have vacancy either it is in HQ, Region,
CCS or somewhere else?

They collect data from managers, supervisors as well as their own inputs

They collect data through interviews, informal questions about the job and
observation.

Recruitment
Company uses different sources to fulfill vacant vacancies. First of all it identifies
how many employees are required and for which posts. This job analysis is done by
PTCL HR governing body consisting of highly skilled persons. The company
evaluates it on the basis of different regulations given by the Pakistan government
and Labors Law enforced in Pakistan .The main sources used in PTCL are:

Internal sources
External sources

Internal Sources
In the internal sources company promote its contract basis employees
on permanent basis and also promote the permanent employees according to their pe
rformance and qualification. Recommendations are usually not preferred.
External Sources
Through external sources company attract fresh as well as experienced persons. Print
media and electronic media are utilized to achieve their goal of hiring best suited
employees. For technical staff candidates holding engineering degree are invited
from all over Pakistan and for management staff people with MBA are invited but the
preference is given to LUMS students because PTCL partner with LUMS

Selection
Selection attempts to thin out the large set of applications that arrive during the
recruiting phase and to hire an applicant who will be successful on the job. After
conducting test and interviews potential candidates are selected and they are
given jobs on the following five categories.
Regular
It is the selection on the permanent basis.
NCPG {New contract pay grade)
First they will have to work for one month and then contract is given.
Daily wages
Usually security guards and peons are selected on daily wage basis.
NTC New Term & Conditions
Employees are given contract for 2 to 3 years.
Project based

People are selection and there time duration depends on the time of the project.
TNA Training Need Analysis
Ptcl do TNA by performance evaluation through Performance Management Software
(PMS), observation or asking by employees immediate bosses.
Types of Training
Ptcl do TNA provides following two types of training

On the job training

Off the job training

Salary plans and Incentives

Structured pay Plans

Increase salary once in a year

Increments are based on experience

Bonuses on performance

Allowances

Facilities to employees

Free internet service

Free telephone facility at office and home

Transport facility

Medical facility

Accommodation facility

ROLE OF HUMAN RESOURCE

Voluntary Separation Scheme (VSS)
The VSS marked the single largest most successful exercise in the history of Pakistan.
In the highly challenging marketplace, PTCL HR wing stepped forward to facilitate
the emergence of new Corporate Culture by becoming Equal opportunity employer,
inducting fresh blood from the market, improving the way PTCL runs and reducing
the number of employees having outdated skill set. The Training &Development wing
of the HR Department also organized a comprehensive six months
Urgent Training Needs program in technical and managerial fields to enhance soft
skills. Healthy improvements have been made in the area of Recruitment and
Retention as the whole recruitment process has been redefined to cope with the
changing business requirements. Detailed facilitation programs have been initiated
for the orientation of newly hired employees. PTCL employees have been provided
excellent international placement opportunities across various Etisalat International
Business Operations.
Training and Development
The role of training and development in a service involved organization is many
times more in comparison with what it has in a manufacturing involved organization.
This role becomes more significant in a situation where the need to transform
organizational culture is identified as the most glaring problem and the most difficult
impediment on the way to 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 to their
training needs. At PTCL, 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. PTCL 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. The 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.

Introduction of Research & Research Methodology

Research methodology
The research techniques that are adopted for the purpose of this study are as follows:
Primary Data Collection
The formal interviews include people from the top management and the informal
interviews included people from middle and lower management. We have used the
Questionnaire method of survey to collect the data from lower to top management.
Secondary Data Collection

Internet

Newspapers

Annual reports Of PTCL

Data Analysis
In order to have a comparative view about the HR policies and practices that really
has been implementing in the organization according to standards or not whether
employees are satisfied with or not.
Respondents responses were obtained by
using survey method of Questionnaire consisting of 10 structured Questions from 10
random employees of ptcl.

Table 1
This table represents all respondents who have chosen to answer a question. Total
respondents were about 10.
Questions

Q#1. According to you up to what

extent PTCLs vision seems to be
determined?
Q#2. Are you satisfied with the
current policies/procedures of HR
that you are asked to follow?
Q#3. Do you think you are awarded
awards and incentives on fair basis?

5
50%

2
20%

1
1%

2
20%

7
70%

3
30%

5
50%

1
1%

9
90%

1
10%

10
100%

8
80%

2
20%

10
100%

9
90%

1
10%

10
100%

Q#4.Do you feel that organization is

providing you safe and secure
environment to work within?
Q#5. Does your management cooperate you to resolve your
problems related to your work?
Q#6. Do you feel Performance
Evaluation through the software
PMS at PTCL is effective?
Q#7. How often salary is increased
at PTCL?

9
90%

10
100%
10
100%

2
20%

2
20%

1
10%
2
20%

10
100%

10
100%

Q#8. How strict rules and policies

are PTCL following to get their
Targets/goals?
Q#9. Which income level of
customers PTCL is serving?

5
50%

Q#10. In what time you are

provided training sessions?

3
30%

1
1%

1
1%

Q#11. What improvements and

changes you want and expect from
your organization?
Q#12. To which employees ptcl
provides trainings and different
motivating sessions/activities?
Q#13. What ways and means are
used for trainings?

1
10%

5
50%

4
40%

10
100%

3
30%

1
10%

6
60%

10
100%

3
30%

1
10%

10
100%

6
60%

4
40%

1
10%

5
50%

Q#14. Is every employee given

equal Status/Fair treatment within
the organization?
Q#15. Have you ever given chance
to do the job by your own
means/method?

2
20%

total

1
10%

10
100%
10
100%

10
100%

5
50%

10
100%

10
100%
4
40%

10
100%

Q#1. According to you up to what extent PTCLs vision seems to be determined?

PTCLs vision
(a) Highly determined

(b) Neutral

(c) Not determined

(d) Is in process to be determined

20%

10%

50%

20%

Q#2. Are you satisfied with the current policies/procedures of HR that you are asked to follow?

Satisfication with the current policies

Yes

No

30%

70%

Q#3. Do you think you are awarded awards and incentives on fair basis?

Incentives on Fair basis

(a)Agree

(b)Strongly agree

(c)Neutral

(d)Disagree

0%
20%

50%
20%

10%

Strongly Disagree

Q#4. Do you feel that organization is providing you safe and secure environment to work within?

Providing Safe & Secure enviornment

Yes

No

10%

90%

Q#5. Does your management co-operate you to resolve your problems related to your work?

Performance Evalution
Yes

No

20%

80%

Q#7. How often salary is increased at PTCL?

Salary Increase
(a)Once a year

(b)Twice a year

(c) no increase

10%

90%

(d)after 6 months

Q#8. How strict rules and policies are PTCL following to get their Targets/goals?

Rules & Policies PTCL s following

(a)Strictly

(b) Possibly

(c) Flexibly

(d) Smartly

10%

20%
50%

20%

Q#9. Which income level of customers PTCL is serving?

Level of customers
(a)Lower class

(b) Middle class

0%
0%

100%

(c) High class

(d)All

Q#10. In what time you are provided training sessions?

Traning Sessions
(a)Yearly

(b)Semiannually

(c)Quarterly

(d) Monthly

30%

50%

10%
10%
0%

(e) Eventually

Q#11. What improvements and changes you want and expect from your organization?

Changes that you expect

(a) Working Criterias

(b) Work places should be well equipped

(c) Technological change

(d) All of These TOTAL

10%
40%

50%
0%

Q#12. To which employees your organization provides trainings and different motivating
sessions/activities?

Traning activities
(a)Freshers

(b) Field Manpower

(c) Regular employees

30%

60%

0%
10%

(d)All employees

Q#13. What ways and means are used for trainings?

Ways & Means

(a)On the job training

(b) Off the Job training

(c) Conferences and seminars

(d) Skills developing/General trainings

(e) ALL

30%

60%

10%

Q#14. Is every employee given equal Status/Fair treatment within the organization?

Equal Status/Fair treatment

Yes

No

40%

60%

Q#15. Have you ever given chance to do the job by your own means/method?

Chance to do your Job in own way

(a)Strongly Agree

(b) Agree

(c) Disagree

10%

40%

50%

(d)Strongly Disagree

Conclusion
An inspection of table 2 reveals that there about 50% employees seems to be
determined by the PTCLs vision while 2% are in neutral category and further 2%
think that still is in process to be leading the vision. And about 10% seemed to be not
determined. It shows that employees are much in favor of PTCLs growth.
In response of do they satisfied with the current policies / procedure that they would
ask to follow 70% employees satisfied while 30% dissatisfied. This shows that PTCL
HR policies and procedures are on the right way of leading and growing.
On asking the Question that does the organization providing them safe and secure
environment majority of employees 90% shows agreement to this statement while
10% replied no. This reveals that the PTCL organization is highly good in providing
them safety.
In response to Management co-operation about 80% shows agreement to this
statement and meanwhile 20% are not satisfied. But it is a good sign here that
PTCLs management is highly cooperative in resolving the problems.
Another Question that was related to the PMS software majority of employees about
90% feel that performance evaluation through the PMS is effective while 10% shows
disagreement. It reveals that majority of employees are satisfied form this type of
evaluation that part of human resource department.
In response of strictness of PTCL organization towards their goal/targets 50%
answered strict. While 2 % believe flexible.
About 50% employees responds that training sessions have been provide here at
PTCL are eventually.
Over all HR policies and procedures seemed to be determined;
Management is highly cooperative in resolving the problems.
Highly good in providing employees safe & secure work environment.
PTCL have strict policies towards achieving their goals and targets.
The psychological work environment is considered to be good at PTCL, which
includes friends, coffee breaks, parties, gifts, etc. The physical environment
still needs improvements.
The rewards and the salaries being paid to the PTCL employees are justified
with their performance
Limitations

One of the major limitations while carrying this research was the lack of cooperation
on the part of management of the PTCL in providing the data regarding the company
and its policies.
Problems we came cross

Employees asked to come and collect the questionnaires next day.

Some employees used to be too busy.

Mostly employees filled only front page and returned.

Recommendations

PTCL should improve their contact with middle & lower level employees
especially supervisory level and establish internal performance appraisal
system to avoid the future complications and to evaluate the employee
performance and encouraging them.

Due to the potential economic problems of the country and the industry
employees should be aware of that the organization will acquire them to work

Pay packages may be revised in the light of profit earned by the organization.

The psychological work environment is considered to be good at PTCL, which

includes friends, coffee breaks, parties, gifts, etc. The physical environment
still needs improvements.

REFERENCE OFFICERS
Mr. Shihab Ahmed Qadri
HR Manager
(PTCL Regional office Gull Center Hyderabad)
M.r Awais Ali Shah
A.M Manager & Partner at PTCL
(PTCL Regional office Gull Center Hyderabad)