HUMAN RESOURCE MANAGMENT

HUMAN RESOURCE MANAGEMENT

SUBMITTED TO:
SIR. SYED SHABEER

SUBMITTED BY:

MBA 2nd (AB)

ARSLAN ALI BUTT IRTAZA ANSAR AAQIBA JAVEED MUNEEBA NAZIR 10012720-001 10012720-007 10012720-011 10012720-017

ORGANIZATION:
PAKISTAN TELECOMMUNICATION LIMITED (PTCL)

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ACKNOWLEDGEMENT
First of all we would like to thanks to Allah on this occasion. We also want to show our gratitude to our loving parents and humble teachers who make us able to be at this position. We also thankful to Mr. Muhammad Ikram (Digital Engineer, Gujranwala Office) who help us in completion of this project and gives us useful information. Bundle of Thanks to our honorable teacher Mr. Syed Shabeer, who give us a chance to enhance our abilities and skills.

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EXECUTIVE SUMMARY
The goals of this project will be presented in this executive summary with summarized pieces of information about specific activities i.e. Training & Development regarding Human resource department of PTCL.

STATEMENT OF PURPOSE:
This project aim at presenting the studies of Human Resource Activities carried out in PTCL but the main focus is on Training & Development of employees working at the particular organization. PTCL is one of the biggest organizations in Pakistan and the main area in which this organization deals is providing valuable services to its customer regarding telephone services, mobile services, internet services, DSLs, and Information Technology prospective to the whole Pakistan within four provinces as well as Azad Jammu & Kashmir.

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INTRODUCTION:
Pakistan Telecommunication Company Limited (PTCL) is the largest telecommunication company in Pakistan. This company provides telephony services to the nation and still holds the status of backbone for country's telecommunication infrastructure despite arrival of other telecom giants like TELENOR, WARID, MOBILINK and China Mobile. The company consists of around 2000 telephone exchanges across country providing largest fixed line network. GSM, CDMA and Internet are other resources of PTCL, making it a gigantic organization. The Government of Pakistan sold 26% shares and control of the company to Etisalat in 2006. The Government of Pakistan retained 62% of the shares while the remaining 12% are held by the general public. PTCL is also part of the consortium of three major Submarine communication cable networks: SEA-ME-WE 3, SEA-ME-WE 4 and I-ME-WE. In addition to wire line operations, PTCL also provides fixed line service through its countrywide CDMA based WLL (Wireless Local Loop) network, under the VFONE brand name. In the cellular segment, the second largest cellular provider in Pakistan, UFONE, is also a wholly owned subsidiary of PTCL.

HISTORY:
From the beginnings of Posts & Telegraph Department in 1947 and establishment of Pakistan Telephone & Telegraph Department in 1962, PTCL has been a major player in telecommunication in Pakistan. Despite having established a network of enormous size, PTCL workings and policies have attracted regular criticism from other smaller operators and the civil society of Pakistan. Pakistan Telecommunication Corporation (PTC) took over operations and functions from Pakistan Telephone and Telegraph Department under Pakistan

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Telecommunication Corporation Act 1991. This coincided with the Government's competitive policy, encouraging private sector participation and resulting in award of licenses for cellular, card-operated pay-phones, paging and, lately, data communication services.

PRIVATIZATION:
The Government of Pakistan in 1991, announced its plans to privatize PTCL, and in 1994 issued six million vouchers exchangeable into 600 million shares of the wouldbe 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 telephony in the country. The provisions of the Ordinance were lent permanence in October 1996 through Pakistan Telecommunication (Reorganization) Act. The same year, Pakistan Telecommunication Company Limited was formed and listed on all stock exchanges of Pakistan PTCL launched its mobile and data services subsidiaries in 2001 by the name of UFone and Pak Net respectively. None of the brands made it to the top slots in the respective competitions. Lately, however, U-FONE had increased its market share in the cellular sector. The Pak Net brand has effectively dissolved over the period of time. Recent DSL services launched by PTCL reflect this by the introduction of a new brand name and operation of the service being directly supervised by PTCL. Last Year, in middle of 2005 Government of Pakistan had decided to sell at least 26 percent of this company to some private agency. There were three participants in the bet for privatization of PTCL. ETISALAT, a Dubai based company was able to get the shares with a large margin in the bet. Last year when Government was going to privatize the company there was country wide protest and strike by PTCL workers. They even disrupted Phone lines of some big Government institutions like Punjab University Lahore and many lines of public sector were also blocked. Military had to take over the management of all the

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Exchanges in the country. They arrested many workers and put them behind bars. The contention between Government and employees ended with a 30% increase in the salaries of workers. There have been various changes in the company due to privatization. Such examples include the VSS (Voluntary Separation Scheme for its employees), ERP (SAP based), restructuring, B& CC (Billing and Customer Care Software) etc. Another seemingly minor change was change of brand identity (logo) that will present PTCL's new face after privatization, with greater focus on customer satisfaction and bringing about of new advancements in telecom for Pakistani consumers.

VISION:
To be the leading Information and Communication Technology Service Provider in the region by achieving customer satisfaction and maximizing shareholders' value'. The future is unfolding around us. In times to come, we will be 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 that bring us closer.

MISSION:
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

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CORE VALUES:
Professional Integrity Customer Satisfaction Teamwork Company Loyalty

PTCL SLOGAN:
FEEL THE DIFFERENCE is the new slogan of PTCL. They are now providing the most innovative and advanced technologies to their customers.

OBJECTIVES OF PTCL:
The primary objectives of Pakistan Telecommunication Company Limited are:

To provide telecommunication services to the people in the country

or in short to satisfy the telecommunication needs of its customers.

Responding to the rapid economic and technological growth, the company is

determined to meet the challenge of expanding needs o f t e l e p h o n e a n d data communication such as public data network, integrated s e r v i c e s digital network and Internet services.

The major focus of attention is to improve and expand the services,

minimize the faults and provide communication facilities to rural areas.

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It is also one of the major objectives of management that the
company should not improve its performance but also encourage the private sector to enter the Tele business.

The company has entered the domain of free market economy, which
necessitates the liberal management policies and private sector. The following basic policy steps have been taken to meet the o b j e c t i v e s laid in PTCL Act to expand and operate telecommunication s e r v i c e s i n t h e country.

The main objective of any company is to earn the profit and minimize
expenses by winning goodwill in the market.

The objectives can be divided into two phases:

o Financial Objectives o Marketing Objectives

PTCL POSITIONING STATEMENT:

Hello to the Future
Hello to the Future is an amalgam of our vision, brand philosophy, brand values and strategy. The essence is futuristic approach. The positioning statement Hello to the Future is basically comprised of two words Hello and Future that provides the inward communication through the word Hello, i.e. PTCL welcomes its customers and the future. Also it offers t h e outward communication through the word Future by promising c u s t o m e r s t h e futuristic ideas and products.

SERVICES OF PTCL:
Pakistan Telecommunication Company Limited not only Provides Conventional telephone facilities, it also offers optical fiber services to the private sector. Basically PTCL divide their services into two parts.

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1. Services for Consumers 2. Value Added Services

SERVICES FOR CONSUMERS:

New Telephone Connections EVO Wireless Broadband IPTV Service (Smart TV) V-Fone

VALUE ADDED SERVICES:

CLI (Callers Line Identification) Prepaid calling cards E-Bill payment Digital Facilities Call Waiting Code Barring Call Transfer

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HIERARCHY OF PTCL

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COMPETITORS:

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HUMAN RESOURCE MANAGEMENT SYSTEM

A Human Resource Management System (HRMS) or Human Resource Information System (HRIS) refers to the systems and processes at the intersection between human resource management (HRM) and information technology. It merges HRM as a discipline and in particular its basic HR activities and processes with the information technology field, whereas the programming of data processing systems evolved into standardized routines and packages of enterprise resource planning (ERP) software. On the whole, these ERP systems have their origin on software that integrates information from different applications into one universal database. The linkage of its financial and human resource modules through one database is the most important distinction to the individually and proprietary developed predecessors, which makes this software application both rigid and flexible.

PURPOSE OF HR SYSTEM:
The function of Human Resources departments is generally administrative and common to all organizations. Organizations may have formalized selection, evaluation, and payroll processes. Efficient and effective management of "Human Capital" progressed to an increasingly imperative and complex process. The HR function consists of tracking existing employee data which traditionally includes personal histories, skills, capabilities, accomplishments and salary. To reduce the manual workload of these administrative activities, organizations began to electronically automate many of these processes by introducing specialized Human Resource Management Systems. HR executives rely on internal or external IT professionals to develop and maintain an integrated HRMS. Before the client server architecture evolved in the late 1980s, many HR automation processes were relegated to mainframe computers that could handle large amounts of data

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transactions. In consequence of the high capital investment necessary to buy or program proprietary software, these internally-developed HRMS were limited to organizations that possessed a large amount of capital. The advent of client server, Application Service Provider, and Software as a Service SaaS or Human Resource Management Systems enabled increasingly higher administrative control of such systems. Currently Human Resource Management Systems encompass:

Payroll Work Time Benefits Administration HR management Information system Recruiting Training/Learning Management System Performance Record Employee Self-Service

ANALYSIS OF HR-PRACTICES AT PTCL

HRM PLANNING & WORKING:
HRM planning and Working has a focus on following challenges as well as opportunities.

HR STRATEGIES:
Customer oriented approach to retain customers loyalty Restructuring: inclusion of new corporate culture Retention of critical Human Resource Motivation of employees Preparation for WTO regime

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HRM PLANNING:

Conduct job analysis and based on the outcomes of the job analysis, write job
descriptions.

Organizational restructuring and right sizing Design and implement a performance management system Provide current information regarding employees to be used in the decision
making process

Conduct HRM research with the aim of solving problems in the organization Integrated employee data management (HR MIS)

RECRUITMENT:
Fresh recruitment of professional are only being made in areas like:

Technical Human Resource (HR expert, HR Managers) Finance & Accounts Business development & marketing Information technology (IT Professionals)

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HUMAN RESOURCE MANAGMENT RECRUITMENT METHODS:

There are basically 2 methods at PTCL frequently carried out when desired these methods are as follows:

INTERNAL RECRUITMENT EXTERNAL RECRUITMENT INTERNAL RECRUITMENT:

In this method the candidates are recruited within the PTCL. It is a search mode in which the PTCL check out the potential and right and desired person within the PTCL. In order to get desired candidates they advertise within the organization by job specification and job description by using Notice Boards.

EXTERNAL RECRUITMENT:
In this method PTCL recruit externally from the outside environment. For this method they use different modes to recruit the people. Few of the methods are as follows carried out in past as well as currently:

Online Recruitment Use of Print Media (Newspapers)

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HUMAN RESOURCE MANAGMENT QUOTA SYSTEM:

There is a percentage reserved by each quota differentiated on the basis of Gender and Province. Punjab Sindh N.W.F.P Baluchistan Women Handicapped Child Labor 50% 20% 17% 10% 5% 2% Nil

SELECTION:
The process of choosing from a pool of applicants the individual or individuals who best fit the selection criteria for a given position. PTCL has got very effective and efficient selection criteria.

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HUMAN RESOURCE MANAGMENT SELECTION CRITERIA:

These are the following steps carried out by PTCL in order to meet selection.

Recruitment
(Advertising Job specification & Description)

Application (Online & Forms)

Screening of applications

Test

Interview

Final Decision Making

Joining Letter

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INTERVIEW METHODS:
The interview method depends on the situation and conditions but there are 3 types of interviews but two of them are and were in focus of PTCL while carrying out Selection. These three methods are:

Structured Interviews Unstructured Interviews Stress Interviews

But in PTCL there are only 2 types used which are:

STRUCTURED INTERVIEWS:
required potential of the candidates.

are those which are preplanned

and predefined in order to check the skills, abilities, knowledge, behavior, and

UNSTRUCTURED INTERVIEWS:

are those which are not

predefined and preplanned but they are based on conditions and possibilities.

FORMAT OF JOB DESCRIPTION:

Following is the format of Job description given by PTCL:

Purpose of the job Role and function Dimensions of job Annual operating budget of unit Number of clients served Number of directly reports Indirectly reports Specific accountabilities of the Job Job responsibility Achievements
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General accountabilities of the Job. Peripheral accountabilities of job. Performance standards

HOW IS THE PERFORMANCE OF THIS JOB MEASURED?

Standard constitute Job Components Communication Initiative Challenges Adaptability Team work Guide lines Nature of supervision received Leadership Responsibilities

PAY SCALES & OPPORTUNITIES:

At PTCL according to the information gathered by us is as follows: PTCL employees have good salary as we compare to other Government Organizations PTCL employees have less pay if we compare them with other private sector Employees comparable at same designations and jobs.

Minimum pay at PTCL For 17th Grade and above

RS.6000 and above RS.25000 and above

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Rests of the benefits and compensations as well as allowances are as per government

TRAINING AND DEVOLPMENT:

PTCL is divided in many Regions. The Training Region is one of them. The main objective of this Region is to Developing skills their staff. Training Region is further divided in Telecom Training Institute (T T I) and T T I Sukkur is one of them which trained their Employees / staff who are working in PTCL. The objective of the training is to prepare the trainees so that they are in a position to operate, maintain, rectifier the faults and in some cases installed the equipment difficulties The objective of the training is to prepare the trainees so that they are in a position to operate, maintain, rectifier the faults and in some cases installed the equipment under their jurisdiction in confidence and without difficulties. PTCL start different program for their employees to train for to meet current needs and develop employees for futures needs. under their jurisdiction in c onfidence and without

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.

Urgent Training Needs Program Customer Care Initiative: HRD Plan for 2009-10: Training Incentive offered to VSS Optees Revamping Project of PTCL Training & Development by Etisalat Academy: Implementation of ERP system in T&D: PTCL Academy activities:
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Lineman Training Program Quality Awareness Program Senior Management Development Program
Internship Program Nominations for Open House Training Program

T T I SUKKUR:
It is a training program for PTCL employees Land of T T I Sukkur acquired by PTCL Department Area of plot in Acres=30.5 Acres
The core faculty of the T T I Sukkur includes qualified trainer in various fields i.e. Administration, Computer and Information Technology, Digital Switching, Satellite Communication etc. to pace with latest research and development.

TEACHING STAFF:
The core faculty of the T T I Sukkur includes qualified trainer in various fields i.e. Administration, Computer and Information Technology, Digital Switching, Satellite Communication etc. to pace with latest research and development.

SYLLABUS:
The syllabus of courses issued under the author ity of the General Manager Telecom Training Region to full fill the requirement of the department, the program of trainees of two years Pre -Service has subdivided into two parts. 1. 2. Basic Course Specialized Courses

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BASIC COURSES:
During the basic training the trainee is familiarized with the general practice skill and theoretical knowledge of his trade.

SPECIALIZED COURSES:
During the specialized training is trained in either external or internal telephone selectors. At the end of basic train ing the batch is split up for specialized training in accordance with the requirement of the department.

EXAMINATION:
After the basic training is finished the intermediate tests is taking to split up the trainees into two groups for the specialized traini ng and at the end of specialized training the trainee is given a final test.

CERTIFICATES:
The trainees are awarded certificates by the department after successfully the final examination.

TERMINATION OF TRAINING:
In case, a trainee who shows an un-satisfactory performance below 50% marks or involved in a serious disciplinary case the head of institution is authorized to terminate his training at any stage.

VISION OF TRANING AND DEVELOPMENT:

The PTCL Training and Development wing will be a center of excellence in training services and consulting that works in close partnership with its internal/external clients to build competencies that achieve business goals.

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MISSION:
To provide a learning environment and tools to help our customers reach their full potential.

CORE VALUES:
Open and free exchange of information at all levels Continuous learning Learners are active participants in all aspects of the training process Search for innovative PEOPLE DEVELOPMENT solutions
ISLAMABAD Pakistan Telecommunication Company Limited (PTCL) Training and Development department arranged a one day HR Seminar, titled Maximizing Organizational Potential through Inclusive HR Practices at PTCL Academy Islamabad. PTCL Management views learning and development of employees as the most significant area in overall Human Resource Management function and thus has made it a strategic focus. Side by side the training campaigns for all tiers, a series of seminars on well thought off and diversified titles have been initiated

MOTIVATION:
PTCL has started an incentive program where it gives cash to its employees based on the number of phone and broadband installations per month. The amount is divided among CPE installers, line men, technicians etc. What is this monetary incentive? For the installation of 41 to 80 connections per month per CPE Installer, a line man gets Rs. 75. Over 80 connections will give the line man Rs. 125. To me, this does not sound much of an incentive. If PTCL has agreed in principle that an incentive is needed to motivate its employees then it might as well make it a reasonable one.

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More importantly though I think this kind of incentive misses the point. Providing as many connections as possible is just one metric which works well for shareholders and executives. I believe that there is another criterion which is more important: is the service working correctly and is the billing correct? This should be the part of the score card for the employees and PTCL which determines their incentive. Theres no point in installing a service for which there are lingering issues and the customers are not satisfied. What do you think? Heres the justification for this, taken from PTCL web site. In order to have sustainable business performance in the highly competitive environment of the Telecom industry, PTCL has to deliver highest quality services to its customers. Quick provisioning of PTCL services brings lot of value to the customers which not only guarantees more revenues but creates goodwill for the company. In the backdrop of this situation, PTCL management is taking key initiatives in different business areas. One important move aimed at improving the Sales and Customer satisfaction is to boost the morale and motivation level of our employees. An Incentive Plan has been worked out to present substantial cash rewards to the employees performing beyond the specified benchmarks. This will be the start of an era where the rewards shall be linked with the performance and achievement of targets.

COMPENSATION:
It is a system in which an employee is rewarded on the effective and efficient required performance. PTCL has a very organized and effective compensation system according to the rules and regulations of Government of Pakistan. They are offering 30% more pay then other Government Organizations. The rewards, benefits, allowances that are offered by PTCL for its employees and workers as well as officers are as follows:

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HUMAN RESOURCE MANAGMENT FINANCIAL REWARDS:

Pension Disability Pension Death Benefits Loan Facility Car &motorcycle loan Provident Fund 60% to 65% of basic pay as per Government Rules Funeral amount + 5-6 month pay ======================= loan will be deducted from monthly salary 8.25% of salary + interest of 15%

NON-FINANCIAL REWARDS:
Maintenance Employees car & motorcycle Pick & Drop Accommodation (17th21st Grade Officers). Company provides maintenance of =================== Busses are used for this purpose Own flats for lower staff (1 - 15th grade)

Colonies and Full furnished houses for high rank officers and Top management

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HUMAN RESOURCE MANAGMENT LEAVE POLICY:

It is up to the mark of Government rules and regulations. Leave policy contains:

Holiday

5days a week. Saturday, Sunday is off

Earned Leaves

45 leaves per year

Casual Leaves

20 leaves per year (with Pay)

Maternity Leaves

120 days

MEDICAL BENEFITS:
PTCL also give medical benefits to its workers and employees. PTCL employees have free medical treatment. In all over Pakistan there are 38 dispensaries which are working and providing free treatments to PTCL employees. This benefit is also for the family members of the PTCL employees. After retirement too PTCL provide the medical benefits to its former employees. Employees from grade 1 to 16 are entitled for medical facility up to five years of the retirement. Employees in grade 17 and above have lifetime entitlement for the facility.

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PERFORMANCE APPRAISAL:
To measure the performance there are few methods and standards and benchmarks, which an organization have to follow, in the case of PTCL too. Their main objectives are as follows:

Improvement in Performance Effectiveness, Efficiency, Productivity, Motivation Pay and Benefit Adjustments Training & Development Needs Career Planning & Development with Personal and Employee
Development

Staffing (Recruitment & Selection) Response and Feedback from

PERFORMANCE APPRAISAL METHODS:

There are many performance appraisal methods but in PTCL they use Rating scale for performance evaluation.

RATING SCALE:
The rating scale method offers a high degree of structure for appraisals. Each employee trait or characteristic is rated on a bipolar scale that usually has several points ranging from "poor" to "excellent" (or some similar arrangement). The traits assessed on these scales include employee attributes such as cooperation, communications ability, initiative, punctuality and technical (work skills)

competence. The nature and scope of the traits selected for inclusion is limited only by the imagination of the scale's designer, or by the organization's need to know.

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PROBLEMS IN EXISTING HR SYSTEM OF PTCL

PTCL is a well-organized company and operates efficiently in this competitive environment so it was difficult for me to identify the problem. But nothing is perfect in this world there is always a room for improvement. According to my limited knowledge following were the problems and challenges that can directly affect the efficiency and performance of the bank or in other words improvement need be made in the following areas:

There is a lack of balance in incentives given to old and new employees. New
employees are paid more which de-motivates the old ones.

Lack of proper computer skills in old employees is another problem. System problems do arise at times and customers have to wait for the system
to work properly.

Some employees misuse the resources of the company. Employees were not very effective in communication among themselves.
They didnt share the experience with each other and didnt care about the other employees. Some employees lacked the trust in management.

Ineffective public dealing was another major problem which I experienced

during my Internship.

Regularity and punctuality shows the character of big and good executives.
But this problem is also faced by the overconfident employees

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The system of E-PAYMENT which although exist in PTCL finance system but
they are not work properly.

Over all the company still behaves as monopoly, the attitude of PTCL
management is not fair with employees and public.

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QUESTIONS AND ANSWERS IN INTERVIEW

Q.1 whats your Selection process? Ans: We use a standard selection process which starts from the job advertisement, scrutiny of applications, test, interview and joining letter are part of this process. Q.2 Is there any training PTCL offer to its employees? Ans: PTCL gives training to its employees after joining the PTCL, so that they know that what will be their work and perform it accurately. This training is on the job training. Q.3 Is there any continues training program in the PTCL? Ans: PTCL normally dont use the continues training technique. But if there is any improvement in the technology then PTCL give training to its employees to better adopt and manage this. It also send the selected one to get the training from foreign country. The example of DSL and Ufone is there in this regard. Q.4 What is the environment of PTCL? Ans: The environment of PTCL is very good. The employees are very co-operative to each other.

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Q.5 So can we call it a true cooperate culture? Ans: No, but it can be categorized in the cooperate culture with some exceptions. Answer from the local office. They dont really about the term. But what we see there it was a typical culture which you can see in every Govt. organization of Pakistan. Use of Punjabi language, chit chat with co-workers in office timing. Q.6 What techniques used in the PTCL for the performance evaluation? Ans: The performance evaluation done in the PTCL on the basis of cooperation, communications ability, initiative, competence. Q.7 How you motivate your employees? Ans: PTCL give to its employees a no. of incentives so that they do their work efficiently. The incentives like pension, Disability Pension, Death Benefits, Loan Facility (Car & motorcycle loan), Provident Fund, Maintenance, Pick & Drop Accommodation. Q.8 Is the discrimination in the facilities and pays of have any adverse effect on the performance of employees? Ans: He says no its not true. So actually he tried to avoid the answer. Q.9 The quota system is not a reason to affect your performance adversely? Ans: No, its a rule apply by the Govt. and it is necessary to give all the provinces a share in the jobs opportunities at PTCL. punctuality and technical (work skills)

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Q.10 Are there any standards which you try to achieve regarding your HR policies? Ans: As you know now the management of the PTCL is with the Etsallat Group which is an international group, so our management is trying to bring international standards in the PTCL. Q 11. As per our information there is a problem of overstaffing in the PTCL, so in these conditions how we can say that PTCLs employees are efficient? Ans: No, the perception is not true. We have a very efficient workforce.

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CONCLUSION
Overall PTCL still behaves as a monopoly it has to change its attitude. Good Management Information system can play a vital role in building infrastructure of telecommunication in Pakistan. There is need to realize the importance of management information system in mind of PTCLs employees and to train them according to emerging technologies in the world. There is need of improvement like at operational level PTCL is using partially OAS (Office automation system); the use word processing is in a limit, because PTCL ground level labors are not educated as well as supervisor level employees. After getting all the desired information and critically analyzing the organization we like to recommend and conclude our thinking and findings in following points.

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SUGGESTIONS AND RECOMMENDATION

PTCL is an overstaffed Organization so there will be Restructuring of the
organization or Downsizing.

PTCL should be up to the International standards i.e. 166 lines/employee

(lineman).

Staffing will have to be on Merit and Fair rather than on Personnel links and
unfair means.

The employees at PTCL have lackness in motivation so the organization has

to set challenging tasks and jobs for them to make them active and energetic.

The compensation system should be equivalent to the other multinational and

international organizations working in Pakistan in the same field and industry.

Along with the domestic Trainers, PTCL will have to hire External Trainers
from France, Germany, China, and Switzerland so that they will able to train their employees in Pakistan on International standards and with modern Education and Technology.

There are only 38 dispensaries for 56,000 PTCL employees all over the
Pakistan that is less so they will have to increase the number of Dispensaries

Promotions in PTCL should be on the basis of achievements, skills,

performances, behavior, attributes, rather than on seniority.

After getting training the employees should be on the right place for which
they were trained for.

_______________________________________________________________________ _______________________________________________________________________

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