INTERNSHIP REPORT ON

PAKISTAN TELECOMMUNICATION COMPANY

LIMITED, MANSEHRA

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

the degree of bachelor of business administration awarded by Hazara
University Mansehra.

DEPARTMENT OF MANAGEMENT SCIENCES,

HAZARA UNIVERSITY, MANSEHRA
Session: 2014-2018
 APPROVAL SHEET
Supervised by:

Signature: ___________________________________

Name: ___________________________________

Designation: ___________________________________

Organization: ___________________________________

External examiner: ___________________________________

Name: ___________________________________

Signature: ___________________________________

Chairman: ___________________________________

Name: ___________________________________

Signature: ___________________________________

DEPARTMENT OF MANAGEMENT SCIENCES

HAZARA UNIVERSITY MANSEHRA

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
This Report is the Practical experience phase of our BBA-HR program. The sole

objective is to familiarize the student with the practical manipulation of business

organization and bridging gap between Academia and Industry. This report provides a

profound knowledge about how big organizations like PTCL manage their Human

Resources to achieve their common goals. In the first phase of the report there is the

general introduction about the company and then different terms have been explained,

then the mission, values, different services and different strategies of the organization

have been explained. In the second phase there is a deep study on Human Resource

department of Pakistan Telecommunication Company Limited (PTCL). There is

discussion on each Branch of the Human Resources Wing in PTCL, Such as

Administration, Personnel, Welfare, Legal, Examination, and Dispatch branches. In

this section there is a deep discussion on each branch duties and responsibilities they

have to perform. In the third phase, SWOT analysis of the firm have been done by the

help of which it is identified that what are the strong areas of the company and where

it lacks so that it can improve, and then in the end most important my experience while

working in the PTCL as internee is explained.

ii
 ACKNOWLEDGEMENT
A milestone of this nature could never have been possible to achieve
without the support of a galaxy of some truly loving persons. The events
and the process leading to the accomplishment of my objective have given
me a realization in depth of immense blessing of Allah.

Many people have contributed in the successful completion of this

internship report. My great appreciation goes to the whole team of PTCL
Mansehra. They provided me with every kind of help in the completion of
this report. Let me also thank my teachers of Department of Management
Sciences Hazara University for the knowledge they gave me and their
guidance in every field. I would also like to thank Sir Amjad for his
guidance. Last but not the least I would like to thank my parents who
provided me love, support, patience & good knowledge.

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: 20

2. Telenor-Pakistan: 20

3. Rozgar microfinance bank: 21

CHAPTER 3 22

HUMAN RESOURCE PRACTICES OF PTCL 22

3.1. Role of the Human resources department: 22

3.2. Policy Initiation and Formulation: 23

3.3. Advice: 23

2
3.4. Control: 23

3.5. Services: 24

3.6. Human Resource Management at PTCL: 24

3.7. PTCL Wins Global HR Excellence Award 2011: 24

3.8. Administration branch: 25

3.9. Examination branch: 25

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: 32

3.23. Recruitment: 33

3.24. Selection: 33

3.25. HR Planning: 33

3.26. Information technology 34

3.27. Weaknesses of PTCL Human resources: 34

3.28. Human Resources Management analysis: 35

4.1. Strengths: 38

4.2. Weaknesses: 39

4.3. Opportunities: 40

4.4. Threat: 40

4.5. General analysis: 42

CHAPTER 5 44

RECOMMENDATIONS AND CONCLUSIONS 44

5.1. Recommendation: 45

5.2. Conclusion: 46

REFRENCES: 47

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 PTCL 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

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 1.1. Background of the study:

Pakistan Telecommunication Company limited (PTCL) is the largest telecommunication service

provider in Pakistan with employee strength of around 30000 and 5.7 million customers. PTCL also

continues to be the largest CDMA operator in the country with 0.8 million V-Fone customers. The

company maintains a leading position in Pakistan as an Infrastructure Provider to the other telecom

operators and corporate customer of the country. The company provides a verity of up-to-date home

user, corporate and wholesale communication services e.g. telephony, internet, television, video

conferencing etc.

The company structure is spread over the entire country which facilitates the company in providing

services to the value-added customers in every part of the Pakistan. Geographically the company is

divided into: Headquarters, north, South, Central, and west Zones and functionally in Commercial, HR

& Admin, Corporate Development, Finance, Operations and Technical departments. The hierarchy of

the company comprises of the following cadres: President and CEO, Senior Executive Vice President,

Executive Vice President, General Manager, Senior Manager, Manager, Specialist, Management

Trainee and Non-Management Employee. In April 2006, Emirates Telecommunication Corporation

which is commonly known as Etisalat, assumed management control of PTCL –part of the $2.6bn deal

to buy a 26% stake in PTCL. The successful privatization of PTCL and consequently Ufone, is hailed

in a new ear for telecommunication in Pakistan. Etisalat has been the telecommunication service

provider in the UAE since 1976and stands 140th among the financial times top 500 corporations in the

world in terms of market capitalizations. Etisalat is currently operating in 16 countries of Middle East,

Asia and Africa and is continuing to pursue new mobile and fixed line opportunities in many growth

markets. PTCL has listed on Karachi Stock Exchange, Islamabad Stock Exchange, and Lahore Stock

Exchange with the name as follow:

KSE: PTCLA, LSE: PTC.

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 1.2. Purpose of the Study:

The main purpose of the study in hand is together relevant information to compile internship report on

PTCL. To observe, analyze and interpret the relevant data competently and in a useful manner.

 To work practically in an organization.

 To develop interpersonal communication.

1.3. Limitation of the Study:

Something is better than nothing. No matter how efficiently a study is conducted, it cannot be perfect

in all respects. This study was conducted in accordance with the objectives of the study. The study may

not include broad explanations of facts and figures due to the nature of the study.

Secondly, the limitation, which affects the study, is the restriction on mentioning every fact of the PTCL

due to the problem of secrecy of the PTCL. In addition, the availability of required data was a problem

as all the documents and files are kept strictly under lock and key due to their strictly confidential

nature.

Thirdly, the problem of short time period also makes the analysis restricted as one cannot properly

understand and thus analyze all the operations of PTCL just a very short time of eight weeks.

1.4. Benefit of the Study:

The study done will benefit the BBA (HMR) students because the Human resource section of this report
comprehensively encompasses all respects of HRM analysis. Furthermore, PTCL Mansehra branch
may also benefit from the recommendations made 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.

PRODUCT COMPETITORS

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 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 industry,

Mobilink,Instaphone and C.MPak,

U-fone (CSP)
Telenor, Waridtel.

Hello Cards, Call Point Cards, Call Mate Cards,

PTCL CallingCards (Product)
Global Telecom Cards.

Go CDMA, Wateen Telecom & World Call is a

Wireless LocalLoop (V-Fone) 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

1. Mobilink-Jazz:

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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.

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 CHAPTER 3

HUMAN RESOURCE PRACTICES OF PTCL

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:

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 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.

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.

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 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.

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.

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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

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.

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 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 and development

27
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.

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 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.

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 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:

As per existing policy approximately 194 internship offers were made during 2016-17. Currently, we

are in the process of invigorating our Internship Policy. During the last couple of years Internship

Programme at PTCL has received special attention and focus.

The overall concept has evolved from its traditional perspective into a strategic perspective. We look

forward to this programme not only as a learning opportunity for the participants but also a prospect

for PTCL in its continuous endeavor for talent hunt. It is the process by which we not only contribute

significantly to the development of the best talent in professional and leading universities and schools,

but it also aims at creating “PTCL Ambassadors” that spread goodwill of the company all over the

country. This programme is intended to provide students with the opportunity to apply what they are

learning in their academic pursuits to real world situations.

Through the successful implementation of this programme, PTCL looks forward to rightly identify,

recruit, train and develop its most important need of the day i.e. the Human Resource.

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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

wellknown 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)

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

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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.

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.

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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.

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.

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 • 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.

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".

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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.

• Lack of responsibility.

• Low motivation of workers.

• Lack of rewards system.

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 CHAPTER 4

SWOT ANALYSIS

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 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.

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• 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.

• 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.

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• 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.

• 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.

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• Ability to retain qualified professionals.

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 4.5. General analysis:

PTCL is the largest and oldest company in telecommunication industry of Pakistan. It is

the mother of all the telecommunication companies in Pakistan. PTCL is the Gateway for

these companies and for the electronic media in Pakistan. All companies whatever industry

they are in are using PTCL landline phone which is very helpful for these companies‟

correspondence with their clients and Head Quarter and for nationwide and international

usage. In this report we have discussed earlier about the PTCL history, organization

structure, Subsidiaries & Competitors, Products & Services, and Human Resource

Management.

By considering all the above we come to know that PTCL is the biggest organization in

Pakistan but are facing a cut throat competition in the telecom industry. PTCL are using

state of the art technology but also have to use latest technology to compete in the market.

PTCL has a strong Subsidiary named Ufone which is the third largest company in the

telecom industry of Pakistan. Ufone is also known for his TVC ads, as the most promising

marketing campaign. PTCL is also relying on Corporate Social Responsibility as discussed

earlier in chapter 1.

PTCL has well established Human Resource Department which plays a vital role in the

development of the PTCL. PTCL has largest training network for their employees to

improve the performance of his employees to compete in the telecom industry and bring

more innovative and creative for their employees. In this analysis I think PTCL has utilizing

the latest technology and are going with the time and side by side.

After privatization PTCL improved their services very well and again in the competition

with giant in the industry. After privatization they introduce the layoff system called

Voluntary Separation Scheme (VSS), in order to reduce the number of employees due to

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financial crisis in the company, and they have done well. Through VSS PTCL has reduced

the surplus of employees, reduce their pay expenditure up to 40% and avail the opportunity

to hire highly qualified staff.

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 CHAPTER 5

RECOMMENDATIONS AND CONCLUSIONS

44
 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.

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 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."

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 REFRENCES:

C.James, W Achowied. 1999. Financial management 11th edition: printice Hall.

 PTCL Annual Report 2016.

 PTCL Annual Report 2017.
 PTCL Annual Report 2015.
 Sekran, U.2000 Research Methods of Business USA. John Willey & Sons, Inc
 Thompson S.L. strategic Management concept& cases, New Delhi Tata Megra-Hill publishing
Company Ltd
 www.ptcl.com.pk

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