Internship Report of ptcl

Introduction

Company provides telephony services nation-wide and is the backbone for country's telecommunication infrastructure despite arrival of a dozen other telecommunication companies, including giants like Telenor and China Mobile. The company operates around 2000 telephone exchanges across the country, providing the largest fixed line network. Data and backbone services such as GSM, CDMA, Broadband Internet, and IPTV, wholesale are an increasing part of its business.

In 1994, the PTCL becomes the company limited (Pakistan Telecommunication Company Limited) by issued six million vouchers exchangeable into 600 million shares of the PTCL in two separate placements. Each had a par value of Rs. 10 per share. These vouchers were converted into PTCL shares in mid-1996.

In 1995, Pakistan Telecommunication (Reorganization) Ordinance formed the basis for PTCL monopoly over basic telecommunication sector in the country. It also paved the way for the establishment of an independent regulatory regime. The provisions of the Ordinance were lent permanence in October 1996 through Pakistan Telecommunication (Reorganization) Act.

The year 2006-07 in the telecom sector was marked by the phenomenal growth in the mobile sector in Pakistan, which doubled its subscriber base to 60 million. The teledensity increased from 26% to 40%, helping to spread the benefits of communication technology across the country. PTCL's mobile phone subsidiary Ufone's subscriber base grew by more than 87%, from 7.49 million to 14 million. The privatization of the company was completed in the FY06, following the purchaser of 26% 'B' class ordinary shares by Etisalat International Pakistan L.L.C. EIP took over management control on 12th on April 2006.

Originally fully owned by the Government of Pakistan, this holding has since 2006 been reduced to 62%, when 26% of shares and control was sold to Etisalat - and the remaining 12% to the general public.

Historical Background

1947

Posts & Telegraph Dept. established

1962

Pakistan Telegraph & Telephone Deptt.

1990-91

Pakistan Telecom Corporation

ALIS: 850,000

Waiting list: 900,000 Expansion Program of 900,000 lines initiated

(500,000 lines by Private Sector Participation

400,000 lines PTC/GOP own resources).

1995

About 5 % of PTC assets transferred to PTA, FAB & NTC.

1996

PTCL Formed listed on all Stock Exchanges of Pakistan

1998

Mobile & Internet subsidiaries established

2000

Telecom Policy Finalized

2003

Telecom Deregulation Policy Announced

2005

26 % Shares by Etisalat UAE through open bidding

Company Vision

Employee Orientation Handbook (2008, p 8) states the Vision of PTCL as follows:

‘To be the leading Information and Communication Technology Service Provider in the region by achieving customer satisfaction and maximizing shareholders' value’.

Company Mission

Employee Orientation Handbook (2008,p.8) also defines the mission of the company as to achieve our vision by having:

Ø  An organizational environment that fosters professionalism, motivation and quality.

Ø  An environment that is cost effective and quality conscious.

Ø  Services that are based on the most optimum technology.

Ø  Quality and time conscious customer service.

Ø  Sustained growth in earnings and profitability.

Company Core Value

According to the (Employee Orientation Handbook, 2008), following are the core values of PTCL

Ø  Professional Integrity

Ø  Customer Satisfaction Corporate Culture

Ø  Team Work

Ø  Company Loyalty (Employee Orientation Manual, 2008)

Company's Goals and Objectives

Being a public limited Company whose majority shares are controlled by GOP (through Ministry of IT) PTCL is responsible to provide telecommunication services in the country on affordable price while ensuring that the telecom services become accessible throughout the country. Since exclusivity of PTCL has ended on 01st Jan 2003, the telecom sector of Pakistan has entered into a new era and PTCL is slowly moving towards competition in basic telecom services. The Company's policy objectives are as follows:

Ø  Increase service choice for all consumers of telecom services at competitive and affordable prices.

Ø  Increase private investment in the telecom sector and encourage local telecom manufacturing/service industry.

Ø  Enhance long-run benefits to the Government's financial position by expanding the taxable revenue base.

Ø  Accelerate expansion of telecom infrastructure to extend telecom services to unnerved and underserved areas.

Ø  Encourage fair competition among service providers, while maintaining leadership in the telecom sector.

Ø  Maintain consistency with the Pakistan IT and Internet promotion policy of tow prices for BW and Internet access.

Company Information

Registered Office

Headquarter 

Ø  Block-E, sector G-8/4, Islamabad, Pakistan 

PTCL Main Offices

The Head Office of Pakistan Telecommunication Company Limited is situated in Sector G-8/4, Islamabad, which is headed by the “President”. Besides, it has Regional Headquarters like:

Ø   Islamabad Telecom Region,

Ø   Rawalpindi Telecom Region,

Ø  Hazara Telecom Region Abottabad,

Ø  Northern Telecom Region-I Peshawar,

Ø   Lahore Telecom Region (South),

Ø  Lahore Telecom Region (North),

Ø  Maultn Telecom Region,

Ø  Southern Telecom Region-I Hyderabad

Ø  Southern Telecom Region-II Karachi

Ø  Southern Faisalabad Telecom Region

Ø  Telecom Region-V Sukkur

Ø  Switching network Central region Lahore

Ø  Western Telecom Region Quetta

Company Profile

PTCL is all set to redefine the established boundaries of the telecommunication market and is shifting the productivity frontier to new heights. Today, for millions of people, we demand instant access to new products and ideas. More importantly we want them for their better living standards with increased values in this ever-shrinking globe of ours. We are setting free the spirit of innovation.

PTCL is going to be your first choice in PTCL is the largest telecommunications provider in Pakistan. 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 other telecom operators and corporate customers of the country. It has the potential to be an instrumental agent in Pakistan’s 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 SEA-ME-WE submarine cables is being expanded to meet the increasing demand of International traffic.

                           

Culture and Environment

The Pakistan Telecommunication Company Limited (PTCL) has decided to introduce a new bill format for its customers, effective February 2009. This decision was taken to ensure that PTCL stir towards adopting environmental-friendly and customer-friendly policies in line with the government of Pakistan's efforts, which recommends companies and institutions to go green.

This initiative of PTCL also coincides with the Government’s decision to celebrate 2009 as the "Environment Year". PTCL's decision to reduce the number of billing pages is an environment friendly initiative and is a way forward towards becoming a paperless enterprise. According to Dr. Sadik Al-Jadir, SEVP Commercial PTCL, preceding bill format comprising multiple pages, would be replaced with a new one-page bill format, thus packing all the essential billing details on a single page. This single page bill format would help save, at least 12 million papers every month that are being used for printing the billing details. To facilitate the customers, itemized billing details would remain obtainable and accessible. Customers would be able to obtain their itemized billing details by visiting any customer service centre of PTCL and would also be able to access essential billing details through IVR by dialing 1200. PTCL Call center is also expected to start taking orders from customers for their itemized billing details. Subsequently, these details would be delivered to the customers through courier within a certain time frame. Dr.Sadiq said, “PTCL is determined to improve and build good relationship with its customers by providing novel and superior telecom products and services to its valued customers and is striving hard to meet their expectations.”

Employees of PTCL

There are approximately 56000 employees working in PTCL, they are of different types.Most of the employees are permanent. However PTCL also hires employees on contract and temporary basis according to the demand of tasks. The pay scales of the employees are about the same as of government except some special allowances, which are given to PTCL employees. As PTCL is a public limited company most of its personnel are same as for government institutions.

            There are 11 employees unions registered with PTCL and there is a Collective Bargaining Agent (CBA), which bargains the employee's problems with the management. In past due to the efforts of CBA the management has provided many facilities to the employees.

Categories of PTCL Employees

1)      Regular

2)      Contract

3)      Daily Wages

4)      NCPG (New Compensation Pay Grade)

PTCL Offers most suitable package for its employees

Pakistan Telecommunication Company Ltd (PTCL) after privatization is a privately run organization, which follows private sector practices for the betterment of its employees. The current announcement by the Government of Pakistan for the raise of salaries by 50% does not apply to PTCL.

However, keeping in mind the inflation and employees’ well being, PTCL has offered the most adequate compensation package for its employees with a raise of 30% on their running pay scale and 20% December and June performance based raise in terms of good conduct, punctuality and discharge of their normal duties.

It was further added that PTCL management has decided to allow the placement of all non-management regular employees in the next higher scale as per the channel of promotion on account of 12 years service. In addition to this Eid Bonus has been announced for all employees on the occasion of Eid-ul-Fitr.

It has been said that though it was not mandatory for PTCL to raise its employee’s salary but at PTCL employees are the most valued asset of the company and their well being and benefits have always been the top most priority.

There are still some elements that are propagating and instigating employees, exploiting and staging protests for their own vested interests, ignoring the collective larger interest of all employees.

These elements are completely oblivious to the tormented times our country and nation is going through and facing widespread devastation caused due to floods, which have also grossly effected PTCL’s operations also in turn compounds the problems of flood affecters. Rather they are taking advantage of the country and PTCL situation and have resorted to exploitative tactics to gain their own personal motives. And their apathetic behavior has actually brought forward their deceitful intentions towards their fellow colleagues, company and country at large.

Union

The union plays an essential part for the labor management relation .It bargains with the management in the light of the demands of the employees .It is the responsibility of the Human Resource Department which holds the formal talks and the negotiations between the parties. Human Resources Department is also responsible for the dealing with other organizations running the same business.

Discipline and discharge is the necessity of each organization and it is maintained by the Human Resource Department of the company. If an employee is creating problems for the administration for nothing, he may be warned and depending upon the severity of the matter and allegation he may be suspended and even terminated.

Work Place Training

The work place training or on job training (O.J.T) is the key factor of the policies of the Human Resources Department .As the company is public dealing entity so the workplace training is the integral factor for the good will and the status of the policies and services of the company.

Refreshing Courses

The refreshing courses enhance the potential capabilities of the staff and the performance as well. The refreshing courses are conducted by Regional TelecomTraining School s (RTTS) and sometimes by Telecom Staff Colleges & are attended by the staff members on the recommendations and behalf of the H.R. Department.

Refreshing courses are for the managerial and Technical staff. So they are equally and firmly evaluated and enhancement of their capabilities is achieved.

PRDUCTS AND SERVICES OF PTCL

PTCL V-Fone

PTCL also continues to be the largest CDMA operator in the country with approximately 1.25 million V-fone customers.

It offers fixed wireless telephone for your homes & business. With CDMA2000 1X technology, ours is the largest WLL network with a capacity of 2.6M, covering over 10,000 urban & rural areas. The network is already enabled for Voice, Dialup-Internet access (153.6kbps) and EVDO Broadband.

V-fone can be bought from our franchises or by dialing 1236 and it will be delivered within 48-72 hours.

U-Fone

U fone is a wholly owned subsidiary of PTCL and is a means of mobile telecom sector of PTCL. PTCL successfully increased Ufone’s market share from 16% to 22%, a significant achievement. Ufone now covers more than 200 cities and towns, prominent highways and caters for international roaming with 135 operators worldwide.

PTCL Broadband Services

PTCL Broadband is the largest and the fastest growing Broadband service in Pakistan.  In less than two years of it launch, PTCL has acquired over 150,000 Broadband customers in over 150 cities and towns across Pakistan, leading the proliferation and awareness of Broadband services across Pakistan.

With its entry in this market segment, PTCL opened up a broadband culture in Pakistan, where till a couple of years back there was very little awareness in the country about broadband & high speed internet services. PTCL made the broadband technology affordable by lowering the barriers to entry, by geographically bringing the service within the reach of a common user across Pakistan and by continuous improvements in customer care for the service.

Smart Services

Using its state of the art Broadband network, PTCL entered the media sector on 14th August 2008, by launching a digital interactive television service for the first time in Pakistan. Employing the IPTV (Internet Protocol TV) technology, PTCL brought Pakistan in the list of a few countries across the globe that offers this state of the art interactive TV service to its subscribers.

Branded under ‘PTCL Smart Line’, the service includes Interactive Television, Broadband and voice telephony all at the same time on PTCL’s telephone line. Besides offering the highest digital quality TV picture, the most revolutionary section of this offering is the ability to ‘rewind’ and ‘pause’ live TV channels, the ability to block / unblock any TV channel for parental lock and the ability to search through video on demand content. Currently PTCL Smart TV offers its viewers over hundred live channels and over 350 local and international Movie titles ‘on Demand’. The service for now is available in four cities Karachi, Lahore and Rawalpindi Islamabad however is planned to be expanded to all the major cities and towns across Pakistan during the year 2009.

Pak Internet Exchange

It is the only IP enabled network with 40 (number increase) point-of-presences (POP) in 26 cities. The existing 16G active bandwidth is used for internet, data, and video and video-conferencing services and for voice of LDI. All PTCL Broadband users, narrow band users, corporate, mobile operators, and ISP are connected to this network.

Promotions

PTCL use different promotional tools for Advertising and promotions for bringing a service to get the attention of potential and current customers. Advertising and promotions are best carried out by implementing advertising and promotions plan. The goals of the plan should depend very much on the overall goals and strategies of the organization, and the results of the marketing analysis, including the positioning statement.

PTCL plan usually includes what target markets you want to reach, what features and benefits you want to convey to them, how convey it to them (this is often called your advertising campaign), who is responsible to carry the various activities in the plan and how much money is budgeted for this effort. Successful advertising depends very much on knowing the preferred methods and styles of communications of the target markets that you want to reach with your ads. A media plan and calendar can be very useful, which specifies what advertising methods are used and when. Different techniques are used for promotions such as

Ø  PTCL broadband customers will get a free for life personalized e-mail account with 50mb of space.

Ø  Broadband keeps you connected to high speed internet all the time.

Ø  Economical packages for students

Ø  Special packages for corporate and individuals

Ø  Access to free movies, music, classical Pakistan plays, famous cricket matches, educational and religious contents exclusively for PTCL broadband customers.

Ø  PTCL achieving the important milestone of taking broadband into over 414 cities/towns across Pakistan

Advantages

Ø  Customer can save his time by paying his bill on phone

Ø  Customer can pay his bill whenever he wants

Digital Facilities

PTCL offers a variety of features to digital exchange customers like:-

Ø  Hotline

Ø  Abbreviated Dialing.

Ø  Call Waiting

Ø  Don’t Disturb

Ø  Call Transfer on (a) Busy (b) No Reply (c) Immediate

Ø  Wake up call

Ø  Absent Subscriber

Ø  Code Barring

Prepayment Telephony Services (PPT)

With the changing trends most telecoms are diversifying their services towards Prepaid solutions .one of such modern era telecommunication service is Prepayment Tele Phone (PPT).It provides the facility to subscriber to load a prepayment

Telephony card against their telephone number thereby generating an account on I/N platform and any call made from that telephone will be charged to this account. The service will provide state of art technological facilities to the subscribers.

Voice Messaging Service: (VMS)

 With PTCL Messaging Service, you can have all for (or Desired) calls recorded when you are absent, busy on phone or do not want to attend the calls for any reason. You can, later on at your convenience, retrieve all recorded messages from any telephone anywhere in the country.

Security of message is ensured against eavesdropping through subscriber controlled password.

PTCL VMS is designed for those who do not want to miss a call or Fax because that can be beneficial .Great for anyone owning a telephone or Fax, at home or business. Much more powerful and flexible than answering machine due to

Message options available in your voice mail system.

Features

Ø  Call answer

Ø  Fax

Ø  Messaging

Ø  Notification

Ø  Capacity 10 messages

Ø  Free for user paying RS. 2000/- or more bill/month.

PTCL Messaging Plus

PTCL MESSAGINH PLUS is designed for small and medium business enterprises having problems with managing telephone message.

PTCL MESSAGING PLUS will definitely handle these problems for you. Advanced messaging features save time, make you truly mobile and increase productivity.

Features

Ø  Call answer

Co- Location Centers

Pakistan Telecommunication Company has taken land mark decision to establish collocation centers throughout the country.

Service concept

This service is basically for telecom data and I.T companies. These companies will install their equipment directly in PTCL premises in ready fitted environment. The primary purpose is to provide a number of resilient and centralized connection and control facilities in which co-location center’s communication can be located.

Benefits

Ø  Easy access to local & international connectivity

Ø  Qui ck deployment of services

Ø  Minimum capital investment and cost saving

Ø  Higher reliability and quality of service

Ø  Full connectivity under one roof

Target market

Ø  Corporate customer

Ø  Software exporters

Ø  Data network operators

Ø  Airlines/travel agencies

Ø  ISP’s

Ø  Financial institutes

Ø  Courier services

ISDN BRI/PRI                     

It is a near broadband experience suitable for house hold and small/medium sized organizations.

Features

Ø  Faster and clear voice

Ø  Fax and data communication on a single phone

Ø  PRI provides thirty 64 kbps user channel plus two 16 kbps signaling channel

Ø  BRI provides two 64 kbps user channel plus one 16 kbps signaling channel

Satellite Communication

PTCL has Intelsat Standard Earth Stations near Karachi and Islamabad. These installations provide the diversity for International voice connectivity and also work as Hub for domestic satellite users. There are four Intelsat Standard B Earth Stations at Islamabad, Gilgit, Skardu and Gwadar.

PTCL Introduced EVO 3G Nitro in Pakistan; “The World’s first & most cutting edge EV-DO Rev.B commercial network”. PTCL is the first operator in the world to commercially launch EV-DO Rev.B products which offer blazing fast speeds of up to 9.3 MBPS.

Customer Care & Customer Services Department

PTCL has established its Customer Services Department at different levels the overview of the said department i s as follows.

Ø  Corporate Customer Care Center Operation Region Level

Ø  Customer Services Centers Tehsil Level

Ø  Toll Free Help Lines for Complaint & Enquiry

Now we briefly introduce the functions of these:

Corporate Customer Care Center

To facilitate Corporate Customers PTCL has established Corporate Customer Care Centers at all Operation Regional Head Quarter Level, in all the meager cities countrywide. The Corporate Customers can get thei r problems resolved under one roof in a one window environment by dialing UAN 111-20 20 2. The Customer Relation Officers register the complaints & forward these to the related office.

Customer Services Centers

To facilitate consumers PTCL has established Customer Services Centers at all Tehsil Level cities/offices. Here the consumers can use Fax Facility, Voice Telephony for Local /NWD/ISD dialing. On divisional Offices Level duplicate phone bills may also be obtained from C.S.C’s.

Toll Free Help Lines

PTCL offers state-of-the-art call center network to its all type of valued customers for convenient frequently asked Questions, Complaints regarding thei r services, T/No enquiry. The following three Toll Free T/Numbers are available for thi s purpose.

a) 1236 (Service Activation)

This toll free No is used to change the tariff packages of land line, WLL (V-fone),PTCL phone n net service activation, & for Broad Band customers. The service activation is electronically ordered & activated within 24 hours through concerned department.

b) 17 (Telephone Directory)

This facility is also Toll Free & is used to obtain the telephone numbers of some specific subscribers (College, Govt. offices, Private offices etc.). This is centralized & is being used as Telephone Directory.

c) 18 (Land Line Complaints)

To register the faulty Telephone complaints PTCL has established a Toll Free No 18where a computerized central node is used to register& rectify the consumer complaints for land line numbers.

Internet Services

(Scribd, 2008) contributes that, Internet service is becoming an essential part of life in Pakistan especially in urban areas where large segment of the businesses are using it for diverse purposes. Domestic air lines including PIA and Air Blue have started e-ticketing through internet to offer better and efficient services to its clienteles. According to an estimate of ISPAK (Association of Pakistani ISPs), at present there are about 3.5 million internet subscribers all across in Pakistan. Currently around 3,002 cities are connected to internet.

PTCL started offering its DSL services since June 2007 in major cities for home users with free installation services. It is anticipated that steps taken by PTA will ensure better and economical broadband services in Pakistan. Broadband connection is available in Pakistan for as low as Rs. 1200 for a 512Kbps connection with unlimited download.

Broadband Pakistan

PTCL Broadband is the largest and the fastest growing Broadband service in Pakistan.  In less than two years of it launch, PTCL has acquired over 150,000 Broadband customers in over 150 cities and towns across Pakistan, leading the proliferation and awareness of Broadband services across Pakistan.

With its entry in this market segment, PTCL opened up a broadband culture in Pakistan, where till a couple of years back there was very little awareness in the country about broadband & high speed internet services.

PTCL made the broadband technology affordable by lowering the barriers to entry, by geographically bringing the service within the reach of a common user across Pakistan and by continuous improvements in customer care for the service.

Unique offers that makes PTCL’s Broadband unmatchable are special packages for the student segment, FREE modem and installation, FREE dial up service for its Broadband customers and FREE access to movies, music, classical Pakistani dramas, cricket matches, gaming, educational and religious content on PTCL’s entertainment portal ‘BUZZ’, (made exclusive only to PTCL Broadband subscribers). PTCL also offers multiple FREE personalized e-mail accounts exclusively to its broadband users. In addition, PTCL recently doubled its broadband speed for all its existing and new customers at the same price, making 1 MB as its minimum offered speed. For a connection you simply dial 0800 8 0800 or visit www.ptcl.com.pk

IPTV Service (Smart TV)

Using its state of the art Broadband network, PTCL entered the media sector on 14th August 2008, by launching a digital interactive television service for the first time in Pakistan. Employing the IPTV (Internet Protocol TV) technology, PTCL brought Pakistan in the list of a few countries across the globe that offers this state of the art interactive TV service to its subscribers.

Branded under ‘PTCL Smart Line’, the service includes Interactive Television, Broadband and voice telephony all at the same time on PTCL’s Telephone line. Besides offering the highest digital quality TV picture, the most revolutionary section of this offering is the ability to ‘rewind’ and ‘pause’ live TV channels, the ability to block / unblock any TV channel for parental lock and the ability to search through video on demand content. Currently PTCL Smart TV offers its viewers over hundred live channels and over 350 local and international Movie titles ‘on Demand’. The service for now is available in four cities Karachi, Lahore and Rawalpindi Islamabad however is planned to be expanded to all the major cities and towns across Pakistan during the year 2009.

Pak Internet Exchange

It is the only IP enabled network with 40 (number increase) point-of-presences (POP) in 26 cities. The existing 16G active bandwidth is used for internet, data, and video and video-conferencing services and for voice of LDI. All PTCL Broadband users, narrow band users, corporate, mobile operators, and ISP are connected to this network.

V-fone

PTCL also continues to be the largest CDMA operator in the country with approximately 1.25 million V-fone customers. It offers fixed wireless telephone for your homes & business. With CDMA2000 1X technology, ours is the largest WLL network with a capacity of 2.6M, covering over 10,000 urban & rural areas. The network is already enabled for Voice, Dialup-Internet access (153.6kbps) and EVDO Broadband. V-fone can be bought from our franchises or by dialing 1236 and it will be delivered within 48-72 hours.

SEAMEWE-3 Submarine Cable System

PTCL is a member of SEAMEWE 3 Cable Consortium with its Cable Landing Station at Karachi. SMW-3 cable connects 39 cable landing stations in 33 countries and four continents. SMW-3 is the longest system of the world with a total length of 39,000 Km.

SMW-4 Submarine Cable System

SMW-4 is a relatively new submarine cable system (inaugurated in December 2005) and links 14 countries with 16 landing stations across Europe, Middle East and Asia.

SAP Software

Ø  This software use for record information got employees.

Ø  This software up to date everyday

Ø  This software maintain record of hiring and firing of the employees

Ø  This software also record leave cases

Ø  This software record all the information of the company

PTCL Brand Philosophy

 As the leading Information and Communication Technology Service Provider in the region we are the link that allows global communication. 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 to bring the world closer.

Business Connectivity

PTCL’s business connectivity offers secure, reliable and integrated end to end domestic and global connectivity solutions to cater for the demands of corporate and enterprise users.

Ø  VSAT (Skylink)

Ø  ISDN (PRI)/BRI

Ø  IP-Connect

Ø  DXX

Ø  IPLC

Ø  Leased Plus

Ø  Business DSL

Ø  Business VPN

Ø  DRS

Ø  3G – Connect

VSAT (SKYLINK)

PTCL introduces “Skylink” satellite communication service for Corporate Customers. Being the largest, integrated telecommunications service provider in Pakistan, We offer SKYLINK satellite communication services for domestic and international communication applications.

PTCL is the most experienced operator in the satellite communication domain and has extensive ground support, operations and implementation infrastructure to serve a variety of satellite communication applications.

 Features

Ø  Leased line SCPC services for domestic & international connectivity

Ø  (TDMA/DVB-S2) Enterprise applications

Ø  Other satellite connectivity solutions tailored for Corporate Customers

Ø  Skylink services are based on advanced satellite technology providing dedicated point-to-point and point-to-multipoint connectivity

Ø  Skylink offers high-quality satellite solutions for bandwidth requirements starting from 64Kbps (or lower) to 2Mbps (or higher)

Benefits

Ø  Reach

Ø  Local, nationwide as well as global coverage

Ø  On ground presence and experience

Ø  Rapid deployment

Ø  Uniform quality and service

Ø  Cost-effective

Primary Rate ISDN (PRI)

PTCL provides virtually unlimited number of ‘pairs’ at customer’s office which grow as your business grows. We provide 30 lines or any multiple of 30 lines and then connect you in no time

PTCL’s Primary Rate ISDN (PRI) service uses the public telephone network to carry an all-digital signal that can satisfy Customer Company’s voice and data communications needs in the most efficient, flexible way possible.

PTCL PRI service gives you 30-40% greater efficiency than traditional analog service. Fewer connections are required and calls are completed faster, saving customers time and money. PTCL’s PRI service is ideal for enterprises that need simultaneous transmission of voice, data and video communications over a single line.

With PRI service, you can:

Ø  A combination of voice and data communications with scalability.

Ø  Re-allocate capacity at any time.

Ø  Expect 1.54 Mbps of capacity

Basic Rate Interface BRI

BRI is a worldwide powerful tool for provisioning of different services like voice, data and image transmission over the telephone line through the telephone network. Based on ISDN technology, it is being viewed as the logical extension of the digitalization of telecommunication network.

PTCL’s BRI is a digital access technology uses standard twisted pair cables and is nearly three times faster than a 56Kbps dial-up line.  It also provides high quality of digital transmission and high speed data interfaces. 

Features

Ø  Cost Effective

Ø  Dual Communication (Data & Voice)

Ø  Save travel time with virtual meetings using videoconferencing.

Ø  Good option for backup connectivity

IP-Connect                                      

Bandwidth ranging from 64Kbps to 1Gbps

The “IP Connect” service is based on a highly secure private MPLS network which is totally isolated from the internet to provide maximum security measures for PTCL customers. It allows companies with locations spread out in Pakistan to connect and transfer data in a private and secure way over reliable robust network infrastructure. This solution is aimed for those requiring high security comparable to that provided by Private Leased Circuits. Corporate Customers can benefit from bandwidth ranging from 64kbps to 1Gbps.

Benefits

Ø  Intranet VPN - The capability to interconnect all remotely located sites into an Intranet

Ø  Any-to-any connectivity - The ability to create an efficient, fully meshed network providing any-to-any communication among sites

Ø  Security - Enabled by establishing VPN connectivity over PTCL dedicated MPLS network

Ø  Flexibility - Simplicity in redefining the customer network topology

Ø  Scalability - PTCL’s MPLS network architecture easily adapts to growth in complexity and volume in the customer’s network

Ø  Quality of Service - Support of different (4-level CoS) Guaranteed Classes of Services depending on customer applications requirements

Ø  Availability & Reliability - Supported by redundancy in PTCL’s MPLS network

Ø  Multiple Access Options

DXX (Digital Cross Connect)

Bandwidth ranging from 64Kbps to 2Mbps

Telecommunication networks are the most important infrastructure element of any business today. As the business increasingly depends on it, quality of networks is gaining a strategic importance.

PTCL offers a flexible and reliable data services solution through a high quality platform of Digital Leased Lines Network. PTCL’s Digital Cross Connect (DXX) network provides the most dependable media for WAN connectivity with more than 1000 nodes countrywide.

DXX (Digital Cross Connect) is a network facility used by enterprises to switch and multiplex low-speed voice and data signals onto high-speed lines and vice versa.

Benefits

Ø  Flexible and reliable data service solutions

Ø  Dependable media for WAN connectivity

Ø  Local , Nationwide as well as Global coverage

Ø  Reliability and high security

IPLC (International Private Leased Circuit)

An IPLC (International Private Leased Circuit) is a point-to-point private line used by an organization to communicate between offices that are geographically dispersed throughout the world. An IPLC can be used for internet access, business data exchange, video conferencing and any other form of communication.

Features and facilities

Ø  An IPLC is a dedicated connection service, which eliminates the risk of an engaged line or misconnection

Ø  Charges are payable at a fixed monthly rate. Therefore the customer does not have to be concerned about traffic volume or the length of a call

Ø  The communication points are fixed at both ends, therefore the private line cannot switch to public network

Benefits

Ø  Transfer: zero congestion from other network users. Since shared networks are not used, IPLCs are considered a safe medium

Ø  Allows businesses to send and receive large volumes of data simultaneously

Ø  Compatibility with existing applications at no additional cost to change equipment

Ø  Fixed monthly cost

Ø  Dedicated links

Ø  Redundancy options

Leased Plus

Leased Plus is redundancy for high value links connected between PTCL’s corporate customers’ offices. Through this service, PTCL ensures the connectivity between your business networks by different redundant means.

A heartbeat connectivity between your offices by using bundle connectivity through a variety of multiple connectivity technologies. 

Benefits

Ø  Dependable media for WAN connectivity

Ø  Local, nationwide as well as global coverage

Ø  Reliability by means of multiple access technologies

Business DSL

 Bandwidth ranging from128Kbps to 2Mbps

Business DSL (broadband) gives your business guaranteed internet access. Easily installed on existing phone lines. The dedicated higher bandwidth also gives you faster downloading speed. By employing SHDSL (Symmetrical High Speed Digital Subscriber Lines) technology, PTCL broadband transforms ordinary copper telephone lines into high–speed digital lines. Connection exhibits symmetric nature to upload as fast as you download is well suited to content creators who need to deliver information to their clients more than they download information faster to your computer than it uploads information from your computer to the internet. Unlike residential DSL, speed is guaranteed. With PTCL broadband your business can communicate better and have faster access to the information highway.

No dialup required. No more disconnection and busy signals. PTCL business DSL is designed for “business grade” internet traffic offering the highest levels of performance and minimal disruption of services.

PTCL offers free static IP with BDSL to Corporate Customers to run Public Servers such as, Mail server, Web server etc., directly from private network.

Benefits

Ø  Always ON , reliable connection

Ø  Guaranteed CIR

Ø  Faster and easy installation

Ø  Easily scalable

Ø  Flexible packages

Ø  Cost-effective

Business VPN

PTCL’s high speed DSL VPN offers a DSL based connection media for establishing a virtual private network (VPN) between your offices. Instead of using a dedicated, real-world connection such as leased line, a VPN uses "virtual" connections routed through the secure private network to the remote sites or employees.

DSL VPNs offers

Ø  Rapidly link enterprise offices, as well as small and home-office and mobile workers

Ø  Customization of security and quality of service as needed for specific applications

Ø  Reduced operational expenditure (OPEX) by outsourcing support and facilities

Benefits

Ø  Always ON , always connected

Ø  Remote / Teleworker

Ø  Going global (across the road, across the town & nation wide)

Ø  Efficient , applications

Ø  Flexible, remote offices can be setup quickly and temporarily deployed

Ø  Cost-effective

DRS (Digital Radio System)

PTCL’s DRS transport solutions for private networks enables efficient, self-contained networking, without relying on leased circuits or fiber and without spending huge amounts on recurring operational costs.Our microwave digital radio solutions support voice, video and high-speed native Ethernet data for any size business, agency or organization. Our solutions deliver the flexibility to meet current and future needs with seamless, cost-effective upgrades as capacity demands increase.

Benefits

Ø  High-Speed transport for all types of TDM & Ethernet data

Ø  Scalable native Ethernet support

Ø  Ultra reliable for critical applications

3G Connect

PTCL provides a modern, reliable and wireless connectivity solution based on state of the art CDMA EvDO Rev-A network. Its industry-leading architecture provides greater system capacities and data rates (Peak U/L: 3.1 Mbps & Peak D/L: 1.8 Mbps), critical QoS (Quality of Service) mechanisms and lower cost.

PTCL offers you wireless connectivity in those areas where you do not have any option of wired or terrestrial network and back up connectivity which keeps your office connected in case of any breakdown in the fixed wire medium. Whether you want to connect your branch

offices or vehicles delivering your services door to door to your central location / database, EvDO are the right choice.

Benefits

Ø  High speed

Ø  Easy to deploy (Plug & Play)

Ø  Wireless medium

Ø  Cost efficient VPN Solution

Ø  Improved system performance

Ø  Central control of all elements over the Internet

Ø  USB, Wi-Fi & FE interfaces available

Ø  Also used as secondary link (Medium) for redundancy/backup

Business Communication

PTCL’s communication product portfolio is tailored to help business enterprises gain productivity advantages by offering a suite of powerful convergence

Ø  Audio Conferencing

Ø  Personal Collaborator

Ø  Video Conferencing

Ø  EVO (3G Wireless Broadband)

Ø  Toll Free Number

Ø  Universal Access Number

Managed Services

PTCL’s Managed Network Services is a comprehensive solution for those corporate customers which are aimed at satisfying the essential needs of telephony/voice, data and security needs.

Ø  Managed Services

Ø  NOC

Ø  Telepresence

PTCL’s Managed Network Services is a comprehensive solution for those corporate customers which are aimed at satisfying the essential needs of telephony/voice, data and security needs.

PTCL’s Managed Network Services is a comprehensive solution for the corporate customer which is aimed at satisfying the essential needs of customer’s telephony/voice, data and security needs. PTCL is the only unified service provider in Pakistan, able to serve all the customer segments including consumers, enterprises and carriers with a comprehensive portfolio of products including fiber optic connectivity, IP-MPLS, DXX, DSL and Wireless VPN over WLL and satellite etc.

PTCL’s Managed Service allows you to simplify the process of design, installation, and management of your network. In order to provide managed WAN, our solution includes Network designing, hardware, software, support and end-to-end network connectivity – all

delivered and managed by our world-class technical team and partners. PTCL’s Managed Services provides the highest level of performance, reliability and stability through comprehensive Service Level Agreements (SLA) along with remote monitoring, management and reporting through the Network Operations Centre (NOC) including 24x7 on-site support. 

Benefits

Ø  Single Point of Contact

Ø  Guaranteed Uptime and QOS

Ø  Ethernet Handoff

Ø  Improved IS Performance

Ø  Optimal Network Reliability

Ø  24x7 Support

The bundled offer comprises

Ø  Hardware

POE Switches, Routers, Firewalls, VOIP Gateways and IP Phones etc

Managed Services consultation & implementation (voice, data, security)

Ø  Configuration, Provisioning and Installation of Equipment

Ø  Managed Voice, Managed Security including monitoring & reporting

Ø  After Sales Support including troubleshooting

Connectivity Services (VPN/Internet)

Ø  DSL

Ø  IP-MPLS

Ø  DXX

Ø  DRS Point to Point & Multipoint

Ø  Satellite

Ø  VSAT

NOC (Network Operations Center)

PTCL is a leading provider of telecom voice and data services within Pakistan. As part of its continuing infrastructure developments, PTCL has embarked upon a major investment program in the Network Operations Center (NOC). The purpose of NOC is to control, monitor and manage the entire PTCL network; to enhance and optimize network management through a transparent and centralized platform and to create a highly available, adaptable and fault resilient network that can meet market demand and offer customer satisfaction. Through the NOC, PTCL has been able to address those issues with a complete convergence of the entire network on a single platform.

Benefits

Ø  Proactive identification and resolution faults of through Real-time Network Monitoring & status visibility. 

Ø  Increase network availability through Enhanced Quality of Service and centralized performance statistics and reporting mechanism. 

Ø  Increased Accountability and Transparency through escalation policies, work orders and maintenance of secure activity logs. 

PTCL Tele Presence Service

In a global economy, you need to be highly productive, respond to changes faster, plan your strategy and deliver your products and services to market before someone else beats you. To do so, you need to communicate and collaborate more effectively - preferably without the delay and inconvenience of travel. To efficiently use your limited time, eliminate unnecessary travel and still stay connected, we suggest collaborative technology using PTCL’s Tele presence Solution. PTCL’s Tele Presence is an innovative new technology that combines rich audio with high-definition video to deliver a true “in-person” experience. It is designed to bring you and your team closer to the people, places, and events you need to build your business. The creation of a live, face-to-face meeting experience empowers users to interact and collaborate like never before.

The PTCL Tele presence service leverages a complete set of activities that ensures efficient end-to-end life size meeting experience by providing fully managed and scalable services over the network. PTCL allows customers to come in and rent an immersive Tele presence studio on hourly basis, without having to invest in the expensive technology. PTCL offers Tele presence meeting studios and conferencing facilities for hire in Lahore, Karachi, Islamabad, to Middle East, Europe, North America and to any Cisco or other Tele presence suites around the world.

The solution uses Tele presence technology and employs codec, cameras, lighting arrays, microphones and speakers. For instance, a solution can use endpoints, which consist of one or more 65-inch plasma-screen video monitors and a special “virtual” conference table. The special conference table can seat up to six people per location and incorporates your video monitors to create a “virtual table” of up to 30 participants.

The Tele Presence managed service includes a concierge service that takes care of reservations, scheduling, customer support, monitoring, and management, reporting and billing capabilities, making it easy for customers to deploy and manage the Tele Presence collaboration tool.

Benefits

Ø  Reduce travel cost

Ø  Global presence

Ø  Increased agility and business continuity

Ø  Enhance staff productivity

Ø  Faster decision making

Ø  Reduced investment risk

Ø  Frequent customer interaction

Ø  Time saving

Hosted Solutions

Get your e-business up and running quickly for competitive advantage. PTCL offers its clients a combination of business acumen and technical expertise that your business can never exhaust. With us, your infrastructure, applications and systems are maintained by certified experts with experience to make your environment meet and exceed the

Ø  Data Centers

Ø  Unified Communications

Ø  Web Hosting

Ø  Data Center Lahore

Business Security

i-Sentry

PTCL, a market leader in telecom network services presents IP video monitoring solution to its subscribers on a large scale. It would allow customers to easily deploy networked video monitoring in their offices, stores or factories. Live or recorded video can be scrutinized on standard PCs/Mobile from anywhere over the internet.

These days it has become imperative for shopping centers, public transportation, banks, schools and other various offices to install video surveillance.

PTCL’s IP Video surveillance solution, provides virtually unlimited number of video surveillance cameras which can be deployed anywhere in Pakistan without any difficulty.

Benefits

Ø  All in one box solutions

Ø  Easy to install and use. Plug and play

Ø  Scalable to a virtually unlimited number of cameras

Ø  No maintenance

Ø  Cost effectiveness

Ø  Intrusion alerts

Ø  View on your cellular phone

Ø  Specialized to secure the most crucial areas

Human Resource Department

The first and foremost functions of HR regarding employee selection, training and recruitment and these are all functions are monitored and controlled by headquarter of PTCL.

 The HR department at regional level operates with the employee salary imbursement matters by using different SAP modules.  HR department also deals with certain other employee compensation affairs which also involves legal issues and also deal with the medical facility given to their permanent and contractual employees of PTCL.

Human Resources may set strategies and develop policies, standards, systems, and processes that implement these strategies in a whole range of areas. The following are typical of a wide range of organizations:

Ø  Recruitment, selection, and on boarding (resourcing)

Ø  Organizational design and development

Ø  Business transformation and change management

Ø  Performance, conduct and behavior management

Ø  Industrial and employee relations

Ø  Human resources (workforce) analysis and workforce personnel data management

Ø  Compensation, rewards, and benefits management

Ø  Training and development (learning management)

The PTCL has won repute in the field of land line & WLL services for the domestic & commercial   customers   .It   has   been   achieved   only   due   to   the   proper   and   exact functionality of the Human Resource Department  .The Head  of the Human  Resources Department  is  the  SEVP  and  his  team  comprises  of  EVP's  &  General  Managers  of different zones .

Function of Human Resource Department

H.R. Management activities are carried on both by the staff H.R. Dept and by operating management in the course of directing the activities of the work force. Variation from the pattern described may occur in particular companies because of special circumstances.

This function includes recruitment, selection, and induction into the organization. The initial decision to add someone to the payroll is made by line management. It is also its responsibility to determine the content of the job to be performed and the employee qualifications necessary to perform the job satisfactorily. Very commonly, statements of job content and employee qualification have been previously worked out jointly between line management and the H.R. Dept. These are recorded in the form of job descriptions and job specification. The H.R. Dept must develop and maintain adequate sources of labor. It must set up and operate the employee selection system, which may include interviews, selection tests, a medical examination, and reference checks. Quite commonly the role of the HR. Dept is one of screening with the final decision to hire or reject being made by the supervisor who requested the new employee. However, in thecae of large-scale hiring program of unskilled or skilled workers, the H.R. Dept is commonly granted full and final authority to make the hiring decision. The new employee’s supervisor bears important responsibilities for introducing his/her to the new work environment. This i s often called orientation

The PTCL has won repute in the field of land line & WLL services for the domestic &commercial customers .It has been achieved only due to the proper and exact functionality of the Human Resource Department .The Head of the Human Resources Department is the SEVP and his team comprises of EVP’s & General Managers of different zones.

The Human Resource Department may advice the administration and the board of rectors on special issues of the company and then it offers services in order to accomplish the task. The human resources are the ultimate deciders provided by the Human Resource Department. It not only gives advice, offers services but al so control the policies of the administration.

Recruitment

The department first determines the need of employees to be hired .The post against each vacancy is advertised and then the applications are invited from the applicants .If there is a post of manager cadre; the SEVP personally is the interviewer of the interviewees along with his team.

Training

Then the qualified candidates undergo a training period under the banner of Human Resource Department .There are Telecom Staff colleges at Lahore & HariPur. Then the specified persons are appointed against each specified post so the best results are expected and hence the performance and good will of the PTCL i s increased.

Transfer

Human Resource Department of the company also deals with the transfer of the employees because the Human Resource Department knows the demands of the job and the right person is employed over the right place by transferring him to that post.

Health and safety matters are al so handled by the Human Resource Department in the organization. As there are no apparent dangers to the employees and customers hence it is the responsibility of the Human Resource Department to see-through the matter.

Evaluation

The employees are then properly evaluated by different evaluation criteria and procedures in order to motivate them and to enhance the performance .The job appraisal system comprises of different questionnaire depending upon which the whole system is forwarded.

H.R Management Hierarchy at PTCL

The staff tree for other GM’s HR (South, North) is also same as per GM HR Central.

Ø  GM LABOR RELATIONS

Ø  GM TRAINING

Ø  GM HR SOUTH KCH

Ø  S.M TRAINING HRP

Ø  S.E TRAINING R.T.T.S

Ø  LHR

Ø  S.E TRAINING RTTS

Ø  MULTAN

Ø  S.E TRAINING RTTS

Ø  KARACHI

Ø  S.E TRAINING RTTS

Ø  ISLAMABAD

President of PTCL

SEVP HR

Ø  GM HR H.Q GM HR NORTH RWP

Ø  GM HR CENTERAL

Ø  REGIONAL

Ø  MANAGER HR

Ø  S.M TRAINING

Ø  LHR

Ø  OFFICE STAFF TO

Ø  R.M HR

Units of HR department

Admin Unit

Ø  Buildings

Ø  Exchange

Ø  Transport

Medical Welfare Unit

Ø  This unit provide medical facilities for employees and fro their families

Ø  Employees incentives and compensation

Ø  Panel hospitals and doctors

Ø  Dispensary

Legal Branch Unit

Ø  Employees Issues

Ø  Public Issues

Human Resource Management Process in PTCL

Human Resource Planning (HRP) & Forecasting 

Human Resource Planning

Another new function that has emerged in recent years in human resource planning (also called manpower planning). Sometimes a specific person or office has this as its primary responsibility; more commonly the responsibilities are shared by several people within the corporate personnel unit. Human resource planning is the process by which is a firm insures that it has the right number of qualified persons available at the properties, programming jobs that are useful to the organization, and which provide satisfaction for the individuals involved. The principal elements involved in human resources planning in PTCL are as follows:

1)      Goals and plans of organization.

2)      Current human resource situation including skills inventory.

3)      Human resource forecast including comparison of projected future demand for employees with projected supply.

4)      Designing programs to implement the plans.

5)      Audit and adjustment.

Human Resource Planning Process

Human Resource Planning is a process by which managers ensure that they have the right number and kinds of people in the right places, and at the right times, who are capable of effectively and efficiently performing assigned tasks.

Human Resource Planning is defined as the process by which management determines how an organization should move from its current manpower position to its desired manpower position.

Meaning of human resource requirements and time and stages of requirement.

1. Right Person---At Right place----At Right time
2. Human Resource Planning is also called manpower planning, personnel   planning or employment planning.
3. The process of estimating the future quantity and quality of people  required. 
4. Demand forecasting must consider several factors like 
5. Internal (Budget constraints, employee separations, production level etc.) 
6. External (Competition, laws, change in technology). 
7. To asses the surplus and shortage of HR. (Downsizing). 

Objective of HRP

1. To anticipate the impact of technology on jobs and HR. 
2. To determine the level of Recruitment and Training. 
3. To estimate the cost of HR and Housing needs of employees. 
4. To meet the needs of expansion and diversification program. 

Importance of HRP 

1. Future Personnel needs
2. Creating highly talented personnel - upgrade 
3. International Strategies 
4. Foundation of personnel function – recruitment, selection,  promotions 
5. Resistance to change and move – anywhere, anytime 
6. Increasing investment in human resources – Foreign Assignments 

Forecasting HR Requirements of PTCL

Human Resource department of PTCL performs Human Resource planning. Human Resource planning systematically forecasts an organization’s future demand and supply of employees. It also tells that which type of Human Resource is required? What should be their abilities and qualifications? For this purpose job description   and   job specification are   defined   after   the  analysis of the job for which recruitment is to be done.

Now the challenge is that from where this need is to be filled, and how many number of employees are to be hired to fulfill future demand.

Methods of Forecast HR Needs 

Forecasting is the process of estimation in unknown situations. Prediction is a similar, but more general term. Both can refer to estimation of time series, cross-sectional or   longitudinal   data.   Usage   can   differ   between   areas   of  application: for example in hydrology, the terms "forecast" and "forecasting"  are sometimes reserved for estimates of values at certain specific future  times, while the term "prediction" is used for more general estimates, such  as the number of times floods will occur over a long period. Risk and uncertainty are central to forecasting and prediction. Forecasting is used in  the practice of Customer Demand Planning in everyday business forecasting for manufacturing  companies.   The   discipline   of   demand   planning,   also  sometimes referred to as supply chain forecasting, embraces both statistical  forecasting and a consensus process. An important, albeit often ignored  aspect of forecasting, is the relationship it holds with planning. Forecasting  can be described as what the future will look like, whereas planning predicts  what the future should look like. 

Time series methods

Time series methods use historical data as the basis of estimating future outcomes.

• Rolling   forecast  is  a   projection   into   the   future   based   on   past  performances, routinely updated on a regular schedule to incorporate  data. 
• Moving average 
• Exponential smoothing 
• Linear prediction 
• Trend estimation 
• Growth curve 
• Topics 

Causal / Econometric Methods

Some forecasting methods use the assumption that it is possible to identify the   underlying   factors   that   might   influence   the   variable   that   is   being forecast. For example, sales of umbrellas might be associated with weather conditions.   If   the   causes   are   understood,   projections   of   the influencing variables can be made and used in the forecast.

• Regression analysis using linear regression or non-linear regression 
• Autoregressive moving average (ARMA) 
• Autoregressive integrated moving average (ARIMA) 
• Econometrics 

Employee Recruitment and Selection  

• Recruitment is a process of locating, identifying, and attracting  capable  applicants and selection is a process of screening job applicants to ensure  that the most appropriate candidates are hired.
• The procedure of recruitment and required qualifications for each cadre to be  borne on the strength of Council will be determined by the management.
• No person shall be appointed against any post in the Council unless he/she  possesses minimum prescribed qualifications for such post.
• All appointments in the Council shall be subject to verification of personnel  data of employees prior to or after the appointment.

Administration / HR Department of PTCL

If at any stage it is found that the information provided by the employee was incorrect, the services of such employees shall be liable for termination without notice.

No person shall be eligible for permanent appointment in PTCL, unless he/she has attained the age of 18 years or is more than 55 years of age or  medically unfit.

All employees of the PTCL will be appointed through advertisement in the  press as per approved budget. However, staff of grade S4 can be appointed  without advertisement in the press.

Sources of Candidates 

These are following sources are use for recruitment and selection in PTCL.

Internal Sources 

In PTCL following are internal sources uses for recruitment. 

1. Promotion is the discretion of the management and cannot be claimed  as a matter of right.
2. Vacant   posts   of   will   be   filed   with   existing   employees   as  possible   who   fulfill   the   eligibility   criteria   (Both   Qualification   and Experience) of that post to which one is being promoted.
3. HR department   will   be   the   competent   authority   to   approve   cases   for accelerated promotion of employees based on exceptional performance / circumstances by relaxing condition of 03 years service.
4. Employees if promoted will get promotional increase of up to 10% OR   minimum of new pay scale whichever is higher to the promoted   employee.
5. Proposals for promotion of eligible employee will be considered once in  a year. Total process is completed by 1^st October of each year.
6. The proposal for promotion of employee will be forwarded by the immediate supervisor to the Competent Authority of that post in which  one is being promoted on the basis of his / her performance. The  Competent Authority will constitute a Promotion Board to review the  promotion   proposals   on   the   basis   of   employee’s   annual   appraisal,  performance, results of in house examination/test, achievement of  goals, general conduct, communication skills, pears relationship, and  team   work,   academic   &   professional   qualifications   and   make 

External Sources 

In PTCL following are external  sources uses for recruitment. 

Advertising Media

Advertisement is done through print media as Newspaper in order to attract applicants. Especially daily Jang will be preferred for advertisement.

Application Forms

Almost all organization requires job candidates to fill out an application. The application might be a form on which the person gives his or her name, address, and telephone number. Or it might be a comprehensive personal history profile, detailing the person’s activities, skills and accomplishments.

Employment Selection Process 

All of the process from recruitment to training is done in the main head  office   of   (PTCL).   Selection   process   consists   of   following  procedures.

Policy

1. To lay down procedures for recruitment and promotion of employees.
2. To lay down procedures to select right men for the right jobs on merit   in order to attain optimum efficiency and productivity

Objective

The objective of the policy is: - To establish a fair & rational system for recruitment and promotion of employees.

Personal Information System

Today, many organizations have staffs of people trained in mathematical analysis, computers, and management information systems. Some companies have applied these capabilities to personnel work. Among the applications have been human resources planning, skills inventories, employee benefits analysis, and productivity studies

Job Posting Online

Welcome to PTCL jobs Portal. If you are seeking a career with us then sign up and build your resume

Three easy steps to apply for a job Step  1 If you are a new user Sign up with us  Step  2 Step 3 Create or Update your Resume Apply for Job

Employment Selection Process of PTCL

Short listing

In PTCL the decision to invite applicants to attend an interview is based entirely on what is written on the application form or in the application letter and CV. It is important to give as much information as you can about yourself and about how your skills and experience relate to the job for which you are applying.

Interview arrangements

The HR department of PTCL is based will normally (depending upon the post) be responsible for arranging the interview date and panel. If you have any queries about short listing and/or interview arrangements, then please contact the department directly.

Other forms of assessment

For some positions, applicants may also be expected to complete a test, make a presentation or undertake a case study. If this is the case, then you will be notified when you are contacted for interview.

The interview

If the candidate have been selected for interview then you will be contacted by letter, telephone, or e-mail, normally within 8 weeks of the closing date. The composition of the selection panel will depend upon the post, but you will always be interviewed by more than one person.

At the interview, the panel will assess each applicant in relation to the position and to any selection criteria. Each applicant will be asked the same area of questions. At the end of the interview, the applicant will have the chance to ask questions. The selection panel will inform the applicant of when (s)he is likely to be notified of the outcome.

References

References are usually requested automatically for all shortlisted candidates, unless they have stated otherwise. You should provide at least one referee who can be approached prior to the interview stage. Your referees must be able to comment upon your past employment and your recent work performance in relation to the selection criteria. Your most recent, direct supervisor/line-manager should usually be nominated as one of your referees.

Post-interview stage

Once candidate attended the interview, the department will inform to candidate whether he or she have been successful.

If candidate have been successful, then  normally receive a telephone call to confirm this. The offer of employment will then be confirmed in writing to you.

If candidate have been unsuccessful, then the department may confirm this either by telephone or in writing.

Candidate may request feedback either on your performance or on the deliberations made by the panel in making its decision. The chair of the interview panel, or the senior departmental panel member, should give feedback representative of the department in which the post is based.

Equal Employment Opportunity

Very commonly the Senior Executive Vice President (SEVP HR) in the company bears the major responsibility for insuring that the organization complies with the various equal employment opportunity laws and regulations. She or he often delegates the day-to-day detailed administration to someone within the H.R. department who either specializes in this field of work or who performs these duties along with others department such as the employment function. Usually the Chief Executive Officer (CEO) of the company, whether

she or he is called the chairman/chairperson of the board or the president, plays a key role in the formulation and implementation of equal employment policy.

Training & Development

Training Need Assessment

 Human Resource Training and Development is a process for developing individual skills and effectiveness. Individual effectiveness, in terms of skills, knowledge and attitude, is one of the essential building blocks towards achievement of the wider goal of improved organizational efficiency and effectiveness. The development of the individual and the organization are therefore inextricably linked. Training can and must make a significant contribution towards securing both individual and organization objectives. Every manager, potential manager and employee must receive the training required to perform his/her job effectively. A true Human Resource Development (HRD) plan must deliver real tangible and measurable results.

In the context of ongoing change process at PTCL the role of Training & Development function has gained even more significance to change the mindset of the employees and their approach towards the company and the customer. PTCL’s executives and staff needs to be taken through an extensive training & development campaign and we at T&D are committed towards transforming PTCL into a Hub of highly skilled human capital that will prove to be a driving force in steering PTCL to its vision.

Message

We believe that 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 their training needs. We assure that we, 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. We 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.

 We would like to take this opportunity to salute all our workers and employees especially those who are working in the field and assure them that the management is fully aware of their dedication and hard work and appreciates their performance and want to make them more skillful and improve their expertise through different trainings.

In this spirit We assure that T&D 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.

Employees Development

Effective training enables the employees to learn their jobs better and perform more effectively. With the improvement in technology, continuous training of personnel has become very important so that they can learn modern technology and apply it on their jobs. Companies increasingly need to provide opportunities for the continuous development of employees not only in their present job but also to develop their capabilities for jobs with which they may be entrusted in the future. Training is a systematic process of enhancing of the job related skills, attitudes and knowledge of personnel for the purpose of improving individual and organizational performance.

From the standpoint of individual the training is a life long process. Training provides the direction and guidance for the perpetual learning process. Security and confidence are the additional attributes that a well trained employee acquires.

From the viewpoint of the organization, training shortens the time required for employees to reach peak efficiency levels. The cost of training is considerably less than the cost of gaining experience particularly in the context of modern technology and expensive equipment. Essentially, training contributes significantly in increasing the quality and quantity of work processed, and reducing waste and idle time. It is now widely acknowledged  that the collective influence of a group of well-trained employees can largely determine the success of the firm. An effectively planned and well managed training program is the key to higher productivity, cost control, lower employees turnover and better human relations within the firm.

On-the-Job Training

On-the-job training and coaching are performed by the line supervisor or by a specially designated employee who acts in the role of an instructor. It is the responsibility of the personnel industrial relations group to determine training needs in cooperation with the line management. Once the needs are established, the personnel training specialists must design a program to accomplish the desired results. If the program takes the form

of in service class room courses, it usually is administrated by H.R. Department.

Coaching, performance appraisal, and post appraisal counseling, job rotation, understudies, and special broadening assignments are largely executed by operating managers but coordinated by a central H.R. Dept.

PTCL has established its own training facilities as detailed below:

Ø  Telecom staff College HariPur

Ø  Telecom Staff college Lahore Cantt.

The regional level staffs training schools are also involved for extending training facility to all the staff members of the organization, based at regional headquarter level such kind of Regional Telecom training school s are

Ø  R.T.T.S Lahore

Ø  R.T.T.S Multan

Ø  R.T.T.S Faisalabad

Ø  R.T.T.S Karachi

Ø  R.T.T.S Islamabad etc.

The types of training being offered are:

Initial training for the new staff generally 03-06 months as per designation at T.S.C Lahore/HariPur.

• Refresher courses for existing employees.
• Promotion training courses.
• Special emergent technology trainings.

Some times PTCL also sings contracts with its suppliers/vendors for foreign trainings.

Projects and Activities

1. Urgent Training Needs Program

The Urgent Training Needs which realistically depict the post VSS scenario are being assessed and catered immediately by conducting customized training programs. The involvement of all departments, regions and business units for providing their valuable input in the form of TNA response is essential for accurate identification of their requirements. Given the transformation stage, the most eminent developmental needs were highlighted and incorporated in this program.

2. Customer Care Initiative

To achieve the pinnacle of Excellence in Customer Service envisioned by the President/CEO the Training and Development department has assumed the responsibility for effectively imparting training under the Customer Care Initiative to all PTCL employees.

3. HRD Plan for 2009-10

Training is one of the tools used for the development of employees and to consolidate change on sustainable ground. In order to address the training needs of all stakeholders of PTCL, EVP (T&D) has directed training region administration to conduct comprehensive Training Need Assessment of PTCL employees. This exercise of TNA is required for developing an effective and need satisfying Human Resource Development Plan for PTCL training centers. The pilot run of this program is expected to commence by the end of April 2009.

3.      Training Incentive offered to VSS Optees

4.      For the rehabilitation of VSS Optees, PTCL offered a package of post VSS training & development services, out of which the most beneficial and helpful service offers were Vocational and Technical trainings.

5. Revamping Project of PTCL Training & Development by Etisalat Academy

PTCL has a huge training infrastructure throughout the country that is geographically wide spread. To revamp this wing of PTCL and transform it into a profit center, Etisalat Academy has been engaged for this project with the following main objectives:

Ø  Evaluation of existing training infrastructure

Ø  Identification of potential and non-potential training institutes

Ø  Development plan for proposed training set-up

Ø  Comprehensive workforce analysis of existing Human Resources in T&D department

Ø  Proposals regarding computerized learning management system

Ø  Preparation of Quality Assurance (QA) systems & procedures

Ø  Determination of Key Performance Indicators (KPIs)

6. Implementation of ERP system in T&D

The focus of the project is to set up and maintain the qualifications catalogs, create and evaluate profiles for a range of objects (for example, persons and positions), evaluate career and succession planning scenarios, set up appraisal systems, as well as plan, hold, and evaluate appraisals, create development plans, and work through individual development planning scenarios by customizing the functions of personnel development to meet customer requirements.

7. PTCL Academy activities

PTCL Academy has been revitalized with a new vision to be recognized locally and regionally as a center of excellence in the provision of state-of-the-art training and consultancy services in telecommunications and related fields. It will provide a platform for the creation, dissemination and exchange of knowledge and expertise in all areas of telecom and IT to internal and external stakeholders. Some of the programs on its agenda are:

Ø  Ph.D. Program

Ø  MS program

Ø  Post Graduate Diploma

Ø  Cisco Regional Academy Program

Ø  Oracle Academy Program

Ø  Joint venture with CISCO and NUST

Ø  Seminars / Short Courses / Certificate programs

Ø  Course development for new offerings (technical and management courses)

Ø  Testing / Inspection of telecom equipment

 8. Lineman Training Program

The declaration to celebrate year 2008-09 as year of Customer Care & Satisfaction by the President/CEO of the company, has entrusted upon Training & Development Department a gigantic task to transform our line staff who are the real customer care agents of PTCL. This initiative is the part of company’s strategic vision to turn PTCL a leading corporate entity in highly competitive business environment of telecom industry. A mega training campaign has been launched for all the Linemen of PTCL. The training module prepared by Training & Development department has tried to address all skill needs most direly required by our Linemen to cope with emerging technologies in telecommunication. This training will significantly improve both soft and technical competencies of our linemen and we believe that this training shall be remembered as a milestone in PTCL’s history.

9. Quality Awareness Program

In order to create quality awareness and skills improvement of PTCL staff, a 3-year QA plan has been made. The project is scheduled from March 2007 to December 2009. Following four types of programs are under the work plan:

Ø  Installation Quality Standards

Ø  Quality Auditor Course

Ø  Companywide Quality Awareness

Ø  Train the Trainer Program’ offered to the  faculty of PTCL training centers

10. Senior Management Development Program

Etisalat Academy being the lead consultants of PTCL’s Training and Development department has proposed a meritorious program for the development of Senior Management Team (SMT) of PTCL. The workshops, their contents and out comes have been reviewed and have been found beneficial for the company. Proposed plan of five workshops is in line with emerging concept of Continuous Professional Development. CPD is being promoted for conscious updating of professional knowledge and enhancement of professional competence throughout a person's working life. PTCL Training & Development wing is committed to the pursuit of professional excellence with its Senior Management Team. PTCL’s SMT, though possesses matchless functional competencies, will benefit from these workshops.

11. Internship Program

As per existing policy approximately 194 internship offers were made during 2008-09. Currently, we are in the process of invigorating our Internship Policy. During the last couple of years Internship Program at PTCL has received special attention and focus.We look forward to this program 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 program 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 program, PTCL looks forward to rightly identify, recruit, train and develop its most important need of the day i.e. the Human Resource.

12. Nominations for Open House Training Programs

Besides aforementioned activities the Training and Development Department is organizing a complete database of the training firms/institutes and the freelance training consultants. Staff is being nominated for open house training programs offered by reputable firms to assess the efficacy and the relevancy of the program

Organization Development

Organization development is a general approach for improving the effectiveness of an organization that utilizes a variety of applied behavioral science methodologies.

Among the objective of the OD are to increase the level of trust and supportiveness among people in the organization, enhance interpersonal skills, make communication more open and direct, directly confront problems and to tap the knowledge of all who can contribute to problem solutions wherever they may be in the organization.

Consultants are often involved in OD work they work jointly with management to collect data, diagnose problems and work of solutions. Typical kinds of OD activities are interventions or confrontation meetings, team buildings, survey field, back conflict resolution, laboratory training and managerial grid exercises and projects.

Performance Management System of PTCL

The management has reacted strongly against on-going strikes by company employees, demanding raise in salaries and allowances announced by the government in recent budget.PTCL management said the allowance and bonus packages will be given to those employees who will perform their jobs as if they do in normal routine.

The internal memo issued by the top management asked its all regional heads to review the performance of the employees under respective jurisdictions and send their recommendation to Human Resource Department for the issuance of August salary and allowances. Previously, it said the salary raise and Eid bonus will be given to selected employees based on their past year performance.

PTCL management has reacted severely in past too, however, it had to bow down to the employee’s union in the end by partially or wholly accepting their demands.

Recent strikes by PTCL employees have halted the whole PTCL system leaving customers in miserable and support-less situation.

Employees are demanding 50 percent pay raise on their running basic and salaries in accordance with the government’s notification, medical allowance, Eid reward and promotions for all.

It’s a pleasure to announce that the exercise of performance assessment of all non management staff according to the parameters of good conduct, punctuality and discharge of basic duties has been completed through online Performance Management System (PMS) through SAP. As the management is always desirous to extend maximum benefits to the employees so a very lenient approach has been adopted in this exercise and around 95% employees have been qualified for 20% increase in salary.

This increase is being paid in the salary of January along with arrears  from 1st. July 2010. Remaining 5% employees could not meet the minimum performance mark and regrettably do not qualify for this salary enhancement. However as a special gesture, the management has  decided to give one more chance to these employees to get this increase by improving their

performance during 6 months from January to June 2011. These employees will be guided about their weak areas and their performance will be evaluated again in June. In case they improve their performance and qualify, they will be given 20% increase in salary with retrospective effect from 1st. July 2010 and the arrears of whole year will be paid to them.

We appreciate the contribution of our employees and urge to improve their performance to bring better quality of service to the customers and productivity. We sincerely hope that they will reciprocate the same gesture and will put in their best efforts towards taking PTCL on the path to success and glory. 

Performance Reports Writing Procedure 

Every employee will be appraised on the basis of his / her performance, achievement   of   goals,   general   conduct,   communication   skills,   pear relationship, teamwork, and academic and professional qualifications1Appraisal shall primarily be done by the immediate supervisor on prescribed Performa’s.

The appraisal shall be done on yearly basis for the period ending June   30 for each employee.    3The   process   of   performance   appraisal   shall   be   initiated   by   the  Administration / HR Department or Principal of VTI and shall be  completed within 3 week of receipt of performance appraisal forms   by the respective in charge.

While rating and employee on two extreme positions in “outstanding”or “bad (unacceptable)” the appraiser will justify by recording his  comments   giving   particular   instances   for   arriving   at   such 

Compensation Administration

The work of designing and installing a job evaluation program is handled, for the part, by the H.R. department with some consultation with line managers. The decision to adopt a particular pay structure with pay grades and fixed minimums and maximums forth grades is a top management responsibility.

The day-to-day work of analyzing jobs, evaluating their worth according to a formal job evaluation plan, and maintaining suitable records i s are H.R. dept. functions Periodic wage are conducted by the H.R. dept, but any firm decision to rise or change the entire schedule is particularly always reserved for the chief executive officer of the organization.

Following three types of compensation packages are being served to PTCL staff.

Ø   N.B.P.S (National Basic Pay Scale)

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

Ø   N.T.C (New Terms and Conditions)

Health & Safety

                A significant part on occupational health programs is the identification and control of agents within the working environment that can cause occupational diseases. Some agents may be gases, dusts, fumes, toxic chemicals and metals, noise, heat, radiation, biological substances and stress. Industrial hygienists are employed to i identify and control such hazards to health.

Other important elements of an employee health programs are pre-employment medical examinations, periodic examinations for those working on jobs having exposure to occupational disease-causing agents, rendering of first aid, treatment of minor ailments such as colds and headache, and providing health education information. Small companies typically hire physicians, nurses and industrial hygienists only on the consulting and part time basis. Large firms tend to be staffed with full time personnel ‘sin these areas. The safety program is directed toward the prevention of work injuries.

The main elements are engineering, education and enforcement. PTCL is offering both its own medical facility setup & the private hospital s on its panel.PTCL also offers reimbursement of expenses to the remote areas staff as they cannot reach to PTCL hospital in any emergency.

Discipline & Discharge

Discipline has two principal meanings. In the first sense it means “training that mol dsorcorrects.” This means the achieving and maintaining of orderly employee behavior because the people understand and believe in the established codes of conduct. The second meaning of the term discipline refers to punishment of wrongdoers.

The H.R. department commonly assumes the responsibility for formulating the list of necessary rules together with the range of penalties for each offense. Frequently this list of rules and penalties is discussed and cleared with high-level line management before it is issued and communicated throughout the organization. These rules are called terms and conditions formerly known as Employment & Discipline (E&D) rules.

Most commonly, actual approval by the H.R. department has to be obtained before and employee may be discharged.

Benefits & Services

Included under this category are pensions, group life insurance, hospital and medical insurance, sickness leave pay plans, supplemental unemployment compensation, loan funds, credit unions, social programs, recreational programs and college tuition refunds plans.

The actual decision to establish or to expand these programs is nearly always made by top line management upon the advice and consultation of the H.R. department. The actual design of pension and insurance programs requires a great deal of technical knowledge. These programs are generally worked out in conjunction with insurance companies or insurance consultants. After these plans are installed, the day-to-day processing of claims is handled by the H.R.department.

Organization Career Management  

Career management/planning are the process of making and implementing career decisions. Ideally you should start the process well before your final year, but you can start at any stage.

An effective career plan requires all the elements in the career planning. You may find you have already explored some of them. It really does not matter where you start as long as you cover all the elements.

Careers service staff are keen to help, but the commitment to tackle the process must be yours. If you are unsure where to start we suggest you begin with 'What I want and what I have to offer' 

Ten Steps to Planning Your Career 

1. Develop a career plan. Think about what you want to do and find out more about the kind of training, education, and skills you will need to achieve your career goal.
2. Assess your skills and interests. Think hard about what you enjoy, what you are good at, what kind of personality you are, and the values you hold.
3. Research occupations. Find out more about the nature of the jobs that interest you, such as educational requirements, salary, working conditions, future outlook, and anything else that can help you narrow your focus.
4. Compare   your   skills   and   interests   with   the   occupations   you’ve selected. The career that matches your skills, interests, and personality the closest may be the career for you.
5. Choose   your   career   goal.   Once   you've   decided   what   occupation matches up best with you, then you can begin developing a plan to reach your career goal.
6. Select a school that offers a college degree or training program that best meets your career goal and financial needs.
7. Find out about financial aid to help support you in obtaining your career   goal.   If   you   haven't   already   done   so,   begin   saving   for   college.
8. Learn about job hunting tips as you prepare to graduate or move into the job market.
9. Prepare   your   resume,   and   practice   job   interviewing   techniques.
10. Go to your career guidance center (at your school,or college) local library for information and help on career planning, or check out our Other Internet Resources.

Employee Job Changes

Employee attitudes toward job changes, Management enforced job change  and employee perceptions of the psychological contract examine employees'  contractual responses to enforced job change. Some job changes may be voluntary.   You   may   be   unhappy   with   your   present   employer.   Any   two appointing   authorities   may   authorize   a   lateral   job   change   or   voluntary  demotion for an employee between organizations.

Changing jobs is almost inevitable in today’s workforce and is often a little  scary   no   matter   your   age   or   educational   level.   Downsizing,   eliminating positions or company closures account for many of the changes. According  to   the   U.S.   Department   of   Labor,   workers   completely   change   their  professions at least three times during their working life and change jobs  within the same profession even more frequently.

Some   job   changes   may   be   voluntary.   You   may   be   unhappy   with   your  present employer, or you have received additional education and/or training. 

In these instances, changing jobs may be eagerly anticipated because of the decision   to   do   something   more   challenging   and   rewarding,   viewing   the  change as an opportunity to advance.

Involuntarily changing jobs is especially difficult and is the focus of this fact sheet. The degree of anxiety accompanying being forced out of one job and  then having to find another is almost proportionate to the number of years  worked. In other words, the older you are the more traumatic the job change can be.

There are two categories of workers who involuntarily make mid career job  hanges: 

1. Those that have more than 10 but less than 20 years of service.
2. Those with more than 20 years of experience. Changing the kind of work you do is a big step, takes adequate preparation, and  costs an investment of time. However,

If you are in one of the two groups above, a few realities must  be faced before moving to a new job or a new career:

1. You may be bitter about being forced into mounting a job search at a   time when you feel that you should be able to enjoy job security.
2. You may feel out of touch with today’s workplace technology. This is  especially true of individuals whose jobs were eliminated due to the  revolutionizing of technology or a dying profession.
3.  Employers   may   hesitate   to   hire   an   older   worker   because   of   the    increased   insurance   expense   and   their   years   of   experience   often  command a bigger salary.

Job Changes within the Organization

These are the following points be capable to a person for promote, transfer and enforce for job changes; 

  •   Abilities (aptitude) 

  •   Skills 

  •   Interests 

  •   Values (what motivates you) 

  •   Personal qualities 

  •   Preferred lifestyle 

Promotion  

Promotion is the discretion of the management and cannot be claimed as a matter of right.

1. Vacant   posts   of   PTCL   will   be   filed   with   existing   employees   as  possible   who   fulfill   the   eligibility   criteria   (Both   Qualification   and Experience) of that post to which one is being promoted.
2. Employee may be considered for promotion in the next grade based on   performance   /circumstances   provided   they   have   completed   a  minimum of 3 years of service in the existing grade.
3. SEVP   will   be   the   competent   authority   to   approve   cases   for  accelerated promotion of employees based on exceptional performance / circumstances by relaxing condition of 03 years service.
4. Employees if promoted will get promotional increase of up to 10% OR  minimum of new pay scale which ever is higher to the promoted  employee.
5. Proposals for promotion of eligible employee will be considered once in   a year. Total process is completed by 1^st  October of each year.
6. The proposal for promotion of employee will be forwarded  by the immediate supervisor to the Competent Authority of that post in which  one is being promoted on the basis of his / her performance. The  Competent Authority will constitute a Promotion Board to review the promotion   proposals   on   the   basis   of   employee’s   annual   appraisal,  performance, results of in house examination/test, achievement of  goals, general conduct, communication skills, pears relationship, and   team   work,   academic   &   professional   qualifications   and   make  recommendations for his consideration/approval.
7. If an employee has reached the maximum limit of his / her present   pay scale and has not been promoted to the next grade, he will continue to receive increment in salary according to increment policy for the year subject to the condition that total emoluments do not  exceed the maximum limit of next higher grade w.e.f. 01.07.2007. As  an example date, month and year.

Transfer

Moving employees either laterally or downward; usually does not reduce  costs but can reduce intra organizational supply demand imbalances. Every  employees shall be liable to serve anywhere within the province against any  post. Transfer occurs when an employee is moved from one job to another  position that is relative, equal in pay, responsibility or organizational level. 

Demotion

Demotion occurs when an employee is moved from one job to another position   that   is   lower   in   pay,   responsibility   and/or   organizational   level.  Demotion is used as a tool of punishment, but it is temporarily.

The Competent Authority will be authorized to initiate disciplinary action against any employee on the basis of his own knowledge or on information placed before him, in accordance with PTCL Rules / Regulations and the  provisions of any law for the time being  in force, applicable over the Council  (PTCL) employees.

The   following   types   of   punishments   or   any   other   punishment   as   the  competent  

authority   may   decide   on   recommendations   of   the   inquiry  committee   (refer   clause   7 above)   depending   upon   the   nature   of   each 

offence/charge may be imposed.

1. Censure                               
2. Recovery of Loss.
3. Withholding/deferment of increment
4. Demotion
5. Removal from service.                 
6. Early retirement.

Separation 

Lay Off

No plan to lay off any employee: PTCL

ISLAMABAD, Sept 07 (Online): PTCL spokesman has clarified a news item appeared in a section of the press regarding dismissal of some of the officers and said the Company has not suspended or terminated services of any employee nor it had any intentions of doing so .

He further said, all officers mentioned in the news are on their jobs, and some of them are on waiting and may get new assignment in the due course of time. The news item therefore is absolutely baseless and has created confusion and uncertainty among PTCL employees, and needs immediate clarification .

The Etisalat management had made it clear after taking charge of the Company affairs, that no employee would be off-loaded, rather efforts would be made to train unskilled staff in order to bring them into mainstream activities. Etisalat remains committed to what it had promised and would do every thing to safeguard genuine interests of PTCL workers.

PTCL allowed to Lay Off 60pc employees

ISLAMABAD, Oct 18: The government on Thursday formally allowed the management of the Pakistan Telecommunication Company Limited (PTCL) to lay off more than 29,000 employees under its Rs17 billion voluntary separation scheme (VSS).

The decision was taken at a meeting of the Cabinet Committee on Privatisation (CCOP), presided over by Prime Minister Shaukat Aziz.

Sources said that Rs17 billion required for staff reduction by almost 60 per cent would be shared equally by the government and Etisalat — the UAE-based management of the PTCL.

It would probably be the largest ever layoff in Pakistan’s history in terms of percentage of the workforce when the planned voluntary separation scheme is implemented.

The meeting was informed that the package also offered retention benefits to staff who would avail themselves of the separation scheme but were required to be retained by the management. The PTCL workers’ unions have opposed the separation scheme but the sources claimed they had agreed to the ‘attractive package’.

According to an official announcement, the CCOP approved the voluntary separation scheme. The IT & Telecom secretary briefed the committee on the salient features of the scheme, aimed at making the company more competitive, efficient and beneficial for the low-paid employees.

It will be offered by the end of October and employees would be given two months’ time to express their option. There would be no compulsion and the employees would be free to exercise their option, the announcement said.

It said the prime minister emphasised that the voluntary character of the scheme should be ensured in its implementation and the low-paid employees should get the maximum benefit. The scheme must ensure non-discriminatory treatment to employees who opted to avail themselves of this package, he said.

The statement said the CCOP was informed that the subscription results of the initial public offering of the HBL had been very encouraging and about 419,000 smaller investors participated in the IPO.

The prime minister said that it reflected the confidence of investors in the policies of the government. Mr Aziz said the concept of privatisation did not necessarily mean to sell off the assets of the country. The philosophy behind privatisation is that the government should focus its attention on making people-friendly and development-oriented policies while the private sector should run the business on competitive terms so as to bring the country at par with the developed nations.

The meeting was informed that the privatisation proceeds during the last financial year (2006-07) amounted to Rs120 billion, against a budgetary target of Rs75 billion. The prime minister directed the Privatisation Commission to adopt more innovative and proactive approach to cut down impediments and step up the privatisation process of the projects under process.

Meanwhile, the PTCL union leaders appeared to be largely unclear about the package. “It is difficult to comment at the moment because the package has not been announced. PTCL employees do not know how the package will benefit them because we have heard it definitely is not what the management had promised to the employees,” said Rana Hassan, central secretary general of the employees’ union, the Collective Bargaining Agent (CBA), and head of the VSS committee representing PTCL workers.

Termination 

Every employee will be entitled to a service certificate on resignation / termination from service as per noted as indicated in appointment letter. An employee whose services are terminated on account of misconduct shall not  be entitled to any pay and other benefits. Employment of any employee who  is on contract basis can be terminated on the completion of contract or  contract period.

Resignation  

Every employee will be entitled to a service certificate on resignation /  removal from service as per noted in appointment letter. Resignation of  employee   can   terminate   employment;   similarly   attrition   can   terminate  employment permanently. Employees sometimes need to leave their job  temporarily. The reasons may include medical or educational purpose

Retirement  

The management has decided to reduce the minimum length of qualifying service for voluntary retirement for the benefit of PTCL employees. The attached file contains the notification in this regard. According to PTCL employee’s service rules and regulation, all employees of (PTCL) shall retire from service on attaining the age of 60 years.

Labor Relations

When a union has been certified by the National Industrial Relations Commission N.I.R.C, as the result of an election, as the sole and exclusive bargaining agency(C.B.A) for the employees, then management must bargain with it in regard to wages, rate of pay, hours of work, and other conditions of employment. The principal tasks involved in handling labor relations are contract negotiation, contract interpretation and administration, and grievance handling.

The H.R. department plays very significant role in labor-management relations. The director of industrial relation usually serves as a key member of the bargaining team often acting a chief management spokesman. In operating on a day-to-day basis under the terms of the labor agreement, line supervision often finds frequently occasion to consult the H.R. department regarding such matters like allocation of over time, handling of transfers and layoffs, and the application of contract work rules.

Staff Role of the Human Resource Department

The Human Resource department of the company operates in an auxiliary, advisory, or facilitative relationship to other departments in the organization. Any staff unit, whether it be personnel or otherwise, exists to help the line effectively. It has been created in the firstly ace to take advantage of specialized talent and knowledge.

The H.R department of the company generally performs the following roles:

Ø  Policy Initiation and formulation

Ø  Advice

Ø  Service

Ø  Control

Policy Initiation & Formulation

The SEVP of the H.R. Department is the individual most actively involved in policy revision to cover recurring problem or to prevent anticipated problems. Ordinarily these are proposed to the president of the company, and it is up on the latter’s authority that the policy is actually issued. When proposing a new or revised policy the personnel

director must analyze problem that have occurred in the past, survey other companies to determine how they handle similar situations, discuss the matter with colleagues and subordinates and give due consideration to the prevailing philosophy in the organization.

Advice

A major portion of the activities of those engaged in staff personnel work i s in the nature of counsel and advice to line manager. Countless examples can be given. A shop foreman may be confronted with a grievance over distribution of overtime. Another foreman may have the problem employee who he feels should be disciplined or even suspended. At the time of the annual review of all salaried personnel for possible pay increases, the operating manager plays a key role in advising operating manager on the administration of the program. An apparent concerted slow down may occur in the assembly department. It may have been

instituted by the union in retaliation for the cutting of piece rates the week before. How should production supervision handle this situation?

The H.R. Managers and their staffs are expected to be fully familiar with H.R. policy, the labor agreement, past experience and the needs and welfare of both the company and the employees in order to develop a sound solution. Successful personnel specialist must be people centered. They must be feeling sensitive, wants, and motives of other

people. At the same time they must continually be cognizant of their obligation to preserve the structure and functioning of the organization. In fact, this really is the essence of H.R. management. Management must seek to so direct and coordinate the efforts of the people that the goals of the organization are achieved while at the sometime providing need satisfactions for the members of that organization.

Service

The service responsibilities of the H.R. department are apparent when one examines such things are as the employment, training, and benefits functions. The tasks of recruiting, interviewing and testing job applicants are performed in the H.R. Dept.

Training programs are planned, Organized and often staffed through the H.R. Dept.

H.R. Dept must see that adequate instructional materials and facilities are available.

Once pension and insurance programs have been setup, all claims must be through the

H.R. Dept. The maintenance of adequate employee records i s a service function that permeates all functional specialties within the personnel field.

Control

The H.R. Dept carries out important control functions. It monitors the performance offline department and other staff departments to ensure that they conform to established personnel policy, procedures, and practices. The control function of the personnel department is quite comparable to the activities of a quality control group that measures product variables to ensure conformance to engineering specifications or to the activities of the auditing staff that inspects accounting records to ascertain conformance with prescribed standards.

SWOT Analysis

PTCL strengths and weaknesses are discussed in detail below. This will define our work regarding to PTCL company affairs.

 Strengths

Ø  Largest operational network and infrastructure within ICT (Information & Communication Technologies) segment.

Ø  An integrated Monopoly

Ø  Market leadership in Local loop, Wireless local loop (WLL) and fixed telephony.

Ø  PTCL (U-fone) is market challenger in GSM segment

Ø  Competitors still depend on PTCL network either directly or indirectly

Ø  Experienced Telecom Resources 

Weakness

Ø  Not been able to nurture its growth around customer services oriented strategy

Ø  Internal organizational and business processes issues

Ø  Monopolistic culture has further added to its complexities

Ø  Paknet, the internet service provider arm of PTCL continues to incur losses due to poor management and lack of network optimization

Ø  PTCL-v, the fixed wireless phone service is poor

Ø  Over employment & low productivity

Ø  Slow decision making including external interferences

Ø  Corporate culture akin to government departments

Opportunities

Ø  Profit taking growth of subsidiaries

Ø  Low Teledensity of Pakistan.

Ø  Have vast infrastructure and real estate assets which can be leveraged further.

Ø  Global connectivity reliability has been improved. PTCL is expanding the long distance and infrastructure side through spreading out two sea-me-we submarine cables.

Ø  Partnership with new entrants in a deregulated environment.

Ø  Scope for efficient/cost effective operations. 

Threats

Ø  Increasing Number of competitors

Ø  Cellular company’s rates

Ø  Increased competition in long distance continues to exert pressure.

Ø  Exposure to market competition 

Ø  Migration to Cellular Networks

Ø  Ability to Attract & Retain Quality Professionals

Ø  Organizational Management Cycle 

Recommendations

1.      There should be screening of employees because number of employees working is more than required.

2.      Company should emphasis on after sale services. It is necessary for existence in a competitive environment.

3.      The technical and installation team for broadband is insufficient. The need is to have more experts to satisfy customer requirement of broad band.

4.      Strong emphasis on marketing to compete with competitors. More emphasis on promotion to compete with competitor.

5.      There must be Quick response to customer’s queries. The marketing department must take less time to solve customer’s queries. They must improve poor customer service.

6.      Highly qualified & trained staff may be deputed in HR and marketing department.

7.      Refreshing courses should be adequate and more frequent during the year.

8.      The promotional criteria by the Human Resource Department should be defined and be as per rules.

9.      More training centers should be established. If there is lack of resources, it is difficult, the training centers of the other organizations in the same capacity can be utilized by determining the terms and conditions.

10.  During  the  training  by  Human  Resource  Department  the  ethical  values should be more emphasized. All employees must have ability to respond to customers.

11.  The   proper  and   competitive   evaluation  of  the   methods   and   procedures adopted  by  other  competitors  will  enhance   the   performance  of  Human Resource Department.

Conclusion

 No doubt PTCL is enjoying monopoly and PTCL has the guts and capabilities to meet with the advancing telecommunication industry worldwide. But the time is came when competition will force company  to  change  its  policies  to  become  favorite  telecom  service  provider  in  the market & keep its current place & customer base. The actual working substances are the human beings .It  goes without  saying that  Human resources are the most  important in the  organization  and  so  does  the  Human  Resource  Department .marketing department also plays a very important role. Although marketing department is performing well but it pays more attention to promotion because of competitive environment. All managers must be well versed and confident in their field. He should be humane, well natured and have go face reading capabilities .All this ensures his success. He should be of the notion

 

Text of Notification (Modification in Retirement Age

No: MPC/Misc/2011                                                      Dated: June 28th, 2011

Inter Office Memo

Subject:     Partial Modification in PTCL Service Regulations 1996

In order to facilitate PTCL employees in availing the benefit of voluntary retirement option before completing 25 years of service, the Management is pleased to reduce the minimum qualifying length of service required for voluntary retirement from 25 years to 20 years. Relevant clauses of PTCL Service Regulations 1996 are hereby amended as under:21.27. Retiring Pension – A retiring pension is granted to an employee who exercises his right   to   retire   from   service   any   time   after   completing  twenty   years  qualifying   service, before attaining the age of superannuation.

21.28. An   employee  other  than  an  employee   against   whom  disciplinary   proceedings  are pending, has the right to retire on retiring pension after 20 years qualifying service. Such an   employee   shall,   at   least   one   month  before   the   date   on  which   he   intends   to   retire,   be
required to submit a written intimation to the competent authority indicating the date on which he intends to retire. Such intimation once submitted shall be final and shall not be allowed to be modified or withdrawn after the competent authority has accepted it.The preceding modifications will be applicable with immediate effect.

EVP (OD)

References

[1]. Dessler, G. (2007). Human Resource Management, Prentice Hall,Page No. 75, 141-147.

[2]. Prokopenko, J. (1996). Management Development: A Guide for the Profession, International Labour Org, Page No.64,463-514.

[3]. Deluca, M.J. (1993). Handbook of Compensation Management, Prentice Hall Trade, Page No.117-130,179, 165-207,287.

[4]. Daniel Quinn Mills Handbook of Labor Management Relations..page No.177-186

[5]. Yaung, A., WoolCock,P., & Sullivan, J.  (1996). Identifying and Developing HR Competencies for the Future: Keys to Sustaining the Transformation of HR Functions. The California Strategic Human Resource Partnership. Retrieved January, 2012, http://www.jacksonholegroup.com/docs/sites/1/identifyinghrcompetencies.pdf

[6]. Critical Skills Needs and Resources for the Changing Workforce. (2008). Retrieved from http://www.shrm.org/Research/SurveyFindings/Articles/Documents/Critical%20Skills%20Needs%20and%20Resources%20for%20the%20Changing%20Workforce%20Survey%20Report.pdfd=5

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[8]. Pakistan Telecommunication Company Limited. Retrieved from http://www.ptcl.com.pk

[9]. Training & Development. Retrieved January, 2012, from http://www.ptcl.com.pk/pd_category.php?pd_id=2

[10].                     Rafi, Y. (1999, July 4). Privatization of PTCL Retrieved from  http://www.pakistaneconomist.com/issue1999/issue26/f&m2.htm

[11].                     History of Restructuring of Telecommunications Sector. Retrieved January, 2012, from http://www.privatisation.gov.pk/telecom/history.htm

[12].                     Compensation Management. Retrieved January, 2012, from http://www.mbaarticles.com/compensation-management.