Transcript HR Policies and practices

Group Members
Moqeet Ahmed
Kalsoom Dilawar
Malka Nisar
Mehwish Asgher
Waqar Ali
HR Policies and practices
PTCL
Presentation Format
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Introduction about company
Objectives
Human Resource Management
Recruitment and selection
Orientation
Training and Development
Compensation
Introduction to PTCL
• Ptcl is in existence over the past six decades
• The company provides telephonic services nation-wide
and is the backbone for country's telecommunication
infrastructure despite arrival of a dozen other
telecommunication companies
• The company operates around 2000 telephone
exchanges across the country
• Originally owned by the Government of Pakistan, this
holding has been reduced to 62% since 2006, when
26% of shares and control was sold to Etisalat - and the
remaining 12% to the general public
History of PTCL
• Since the establishment of Pakistan in 1947 PTCL
has been the major player.
• It established and worked under PTC act 1991.
• In 1994 it issued six million vouchers
exchangeable into 600 million shares
• PTCL was listed on all stock exchanges of
Pakistan till 1995
• These vouchers were converted into PTCL shares
in mid-1996.
History of PTCL
• PTCL launched its mobile and data services
subsidiaries in 2001 by the name of Ufone and
PakNet respectively.
• In 2005 Government of Pakistan decided to
sell 26 percent of this company to some private
corporation.
Products offered
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Evo
BroadBand
GSM
Smart Tv
V fone
Vision statement
• To be the leading Information and
Communication Technology Service Provider
in the region by achieving customer
satisfaction and maximizing shareholders'
value.
Mission statement
To achieve our vision by having:
• An organizational environment that fosters
professionalism, motivation and quality
• An environment that is cost effective and quality
conscious
• Services that are based on the most optimum
technology
• "Quality" and "Time" conscious customer service
• Sustained growth in earnings and profitability.
Core Values
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Professional Integrity
Customer Satisfaction
Teamwork
Company Loyalty
Objectives
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Profit maximization
Differentiation
Cost leadership ( for the time being)
Retain customers
Best and affordable service
Needed competencies
Following are the needed competencies for
achieving companies objectives
• Employees behavior
• Skill and experience
• Networking
• Loyalty
Organizational structure
Board Of Directors
CEO
Project Director
Marketing
&
Sales
Customer Care
HR
&
Admin
Information System
Information
technology
Finance
Quality
Assurance
Engineering
Departmental Division
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Marketing Department
Finance Department
Human Resource Department
Customer Care Department
Information System Department
Engineering Department
Information Technology
Human Resource Functions
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Job Analysis
Recruitment and selection
Training and Development
Performance evaluation and Appraisal
Compensation
Job Analysis
Job analysis is the exploration of activities
related to job. It is a basic task to be performed
for efficient recruitment.
Job Analysis at PTCL
In Ptcl job analysis is done through procedure
manuals
• They do forecasting for future turnover.
• After forecast they analyze where they have
vacancy either it is in HQ, Region, CCS or
somewhere else?
• They collect data from managers, supervisors as
well as their own inputs
• They collect data through interviews, informal
questions about the job and observation.
Job Analysis at PTCL
They do job analysis to analyze that:
• What type of work job requires?
• Which activities should be performed?
• What competencies we need for the job?
• What kind of person should we hire for the
job?
Job Specification
After analysis of job they write job specification
taking following things under consideration
• Skills Required
• Qualification
• Experience
• Personality and Behavior
Job Description
After job specification they move towards job
description and write details of duties and
responsibilities, working conditions and other
main aspects.
Human Resource Planning
Internal Candidates
External Candidates
Human Resource Planning
Internal Candidates
For internal candidates
• Promotion
• Job Posting
• Succession Planning
External Candidates
Human Resource Planning
External Candidates
For External Candidates
• Internet
• Advertisement
• Employment Agencies
• outsourcing
Recruitment and Selection
Internal Candidates:
Ptcl select their internal candidates for vacant
posts by following methods:
• They use online software call PMS for
performance evaluation.
• Ask from employees’ immediate boss
• Or if boss nominate any employee as eligible
Recruitment and Selection
External Candidates:
For generating pool of external candidates Ptcl
follows the given steps:
• Advertisement through different medias
• Online submission of C.v’s ( e.g. Rozi.com)
• Online prescreening for those who don’t meet
initial requirement
• Then applications of short listed candidates
reaches to HR manager.
Conducting Interview
1st Interview:
After initial prescreening short listed
candidates are called for interviews
2nd Interview:
After further short listing from 1st interview
remaining candidates are called for 2nd
interview
** For internal candidates there is only one
interview.
Interview
Both interviews are Panel interviews
• Consisting of 3 to 4 members
• Members are:
– Head of concerned department
– Head of HR department
– 1 or 2 members of Higher management
Members of higher management can be different in
2nd interview
Interview
Types of Questions:
• Interview is formal and structured
• Each panel member has sheet to evaluate
• In 1st interview they evaluate qualification, skills
and behavior of the applicant
• In 2nd interview most of questions are situational
and job related
** Questions for internal candidates are
situational and job related.
Training and Development
Orientation:
Orientation is given to new employees according to
manual/forum
• Policies, Rules and Regulations of the
organization
• Duties and responsibilities to be performed
• Routine Task
• Communication to colleagues and immediate boss
Training Need Analysis (TNA)
Ptcl do TNA by performance evaluation through
Performance Management Software (PMS),
observation or asking by employees’
immediate bosses.
Types of training
Ptcl do TNA provides following two types of
training
• On the job training
• Off the job training
On-the job Training
It includes learning by observation
• Training by supervisor
• Training by colleagues
• Learning by doing
Off-the job Training
For off-the job training PTCL have training centers
• Ptcl training center
• ITC academy Islamabad
From recent 3 years their own former or existing
employees give training to new employees
After training they also evaluate the difference in
performance
Outsourcing
Ptcl has also outsourced some of its departments
as well as employees
Mostly it has outsourced the customer care
centers
It hires the outsourced employees by :
• E square
• HRRS
• Third party Radar
Compensation
Salary Plans and Incentives
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Structured pay Plans
Increase salary once in a year
Increments are based on experience
Bonuses on performance
Allowances
Facilities
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Free internet service
Free telephone facility at office and home
Transport facility
Medical facility
Accommodation facility