Académique Documents
Professionnel Documents
Culture Documents
Submitted By:
Muhammad Haroon Khattak
Session 2006-2010
Submitted To:
Sir. Muhammad Kaleem Sultan
ACKNOWLEDGMENT
I (Muhammad Haroon Khattak) am very thankful to ALLAH Almighty who has
given me the abilities to do work and enthusiasm to perform well.
My internship period was an effort to gain and learn at very dynamic place like
National Telecommunication Corporation (NTC). And all happened because of HR
department. But special thanks to those who helped me in this concern. They give
me very supportive hand and super level of guidance like Miss. Qurat-ul-ain, Mr.
Sift-e-Ali, Mr. Asim and Mr. Salman.
I would like to thank the honorable Mr. Shakirullah (GMHR) and Mr.
Muhammad Siqlain (Dy. Director HRD) who provided me the opportunity to
work in NTC.
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EXECUTIVE SUMMARY
National Telecommunication corporation was established on 1st January 1996 vide
Pakistan Telecom (Re-Organization) Act 1996 to provide Telecommunication
services to GoP departments formally carried out by Pakistan Telecommunication
Corporation. NTC to meet the present demand of current era realize changing
environment. The telecommunication usage is increasing worldwide at a faster pace
and at the same time, analog microwave system is facing out with digital media.
NTC Data Network for E-governance/ commerce has started functioning with a
number of services ISP, intranet and certain value added services. The corporation
is also shouldering certain significant Government projects chiefly PAKSAT, and
education intranet, Moreover, the corporation has successfully established its MIS
department, which has now started NTC in house billing.
Financially NTC showing improvement its operating expenses have been kept
minimum level by properly analyzing requirements and streamlining functions.
Emphasis is given on preventive maintenance plan, to keep the vital assets of NTC
in proper working condition. Efforts are made to keep the corporation lean, new
induction of essentially required staff is made only.
The corporation is fully alive about the training and development of its staff.
Finance and Administration functions are also being manned through professional
qualified staff to run the corporation on true corporate lines.
Human resource department is a vital part of NTC. It works as the soul of the
corporation. The employee recruitment and selection according to departmental
needs are done by the HR department. HR trains the employees in their expertise to
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INTRODUCTION
The new era of telecommunication in Pakistan has brought several challenges with
it, despite of the advantages it has made visible for the consumers. The most
important being the challenge to keep intact the security requirements of the GoP
(Government of Pakistan) and to protect the new players in this field from the
conventional practices of the incumbent operators to protect their market share. To
overcome these challenges GoP established National Telecommunication
Corporation (NTC) in January 1996 under the Telecom Reorganization Act 1996.
The main objective was to have an infrastructure independent of all other operators
that can be used for the purpose of government communication and as an alternative
support for the operators entering the market.
NTC started its operations in 1996 with only 5 local exchanges all over Pakistan
and an analog microwave link not capable of supporting the digital transmission. To
carry out its operations, it was mainly dependent on PTC infrastructure and used its
transit network, international gateways, transmission network, IN platform etc. to
carry out its operations. The copper network in the access provided to NTC was not
sufficient to cater for its subscriber base and meet the required quality of service
parameters. NTC had no arrangements for direct interconnect with cellular
operators as a result it had to pay substantial part of its revenues to PTCL for 3rd
party termination. Data services being essential demand of NTC customers could
not be met due to non availability of infrastructure. Billing of NTC customers was
carried out through PTC initially and through Pakistan Computer Bureau. The main
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challenge for NTC at that time was to reduce this dependency on other operators to
minimum as soon as possible to fulfill its obligations and to sustain itself in the
deregulated environment in which PTC was to be privatized.
The main focus in the initial years was to develop its own basic infrastructure that
included optical fiber transmission backbone, transit network, billing system and
multi services data network (MSDN) beside expansion of its switching network to
un-served areas to cover as much of its subscriber base as possible. It purchased 2
fibers from PTC in the main optical fiber backbone and equipped it with 622 Mbps
SDH system. It expanded its exchanges in different cities to gain access to its
customers along with laying of copper cable. These exchanges were converted into
transit exchanges to provision long distance services on NTC network and to have
direct interconnects with cellular and other operators. The establishment of NTC
MSDN was a major milestone, achieved in 2001 which enabled NTC to provide
multiple data services such as dial- up, DSL, Web hosting and internet etc. to its
customers. Another milestone achievement in National history is in placement of
Pakistan education & Research Network (PERN) project. The project is providing
155 Mbps international connectivity to 59 universities connected all over Pakistan.
The billing system was developed in first 4 years which made it possible for NTC to
do its own billing.
Future Thoughts:
Being aware of the new technologies, demand for new services and converged
network NTC is in the process of upgrading and expanding its network. Migration
from conventional TDM network to IP based Next Generation Network has been
planned and being implemented. The 622 Mbps optical fiber backbone not able to
meet the requirement of bandwidth hungry applications is being upgraded to 10
Gbps DWDM based technology. To improve the efficiency ERP solution has been
planned and under process of implementation. To gain access to NTC users efforts
are being made for frequency allocation and as a stop gap arrangement virtual WLL
connections are being provided to NTC subscribers. To provide value added service
from its own platform NTC is planning its own IN platform. Very soon NTC
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subscribers will be hearing NTC operators for customer relations, call booking and
complaints through its state-of-the-art call center. Multi services access network has
been planned to be as close to the user on fiber as possible to extend multiple
services from a single platform. Plan for replacing analog microwave with digital is
being made so that NTC can meet the requirements in case of disasters and can
provide an alternate to optical fiber backbone. The co-location facilities are being
planned to facilitate new entrants in performing their operations.
NTC has traveled a long way in developing its infrastructure in lines with the
technological and market trends. NTC is determined to provide an infrastructure
required to meet its objectives and to support the nation and GoP in achieving its
objectives.
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The purpose of the study is to make sure this publication understandable to its
readers by giving the overview of the organization in detail it is also descriptive in
nature through which one can understand the working of a government owned
corporation i.e. National Telecommunication Corporation. The main objectives of
studying NTC are as follows:
By studying organization I can learn new skills and develop my personal and
professional interests. Expand my personal network and make connections. I can
Gain valuable work experience and try something new and exciting.
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OVERVIEW OF ORGANIZATION
3.1 Brief History:
National Telecommunication Corporation (NTC) was established on January 01,
1996, vide Pakistan Telecommunication (Re-organization) Act, 1996 to undertake
the telecommunication business in respect of the government departments formerly
carried on by the Pakistan telecommunication corporation (PTC). The business was
transferred to the Corporation w.e.f. January01, 1996, gradually under the Pakistan
Telecommunication (Re-organization) Act, 1996. From this date the corporation,
took over the properties, rights, assets, obligations and liabilities of PTC as
specified in the Vesting Order issued by Ministry of Communication. Government
of Pakistan Gazette Notification No.1209 (I)/95 dated December 31, 1995; the
Corporation commenced its business on January 01, 1996. The corporation was
engraved of PTC and the assets equivalent to Rs. 5,143 billion were transferred to
NTC.
Being public sector clientele, NTC has to face a great deal of difficulties in
recovering dues from different Government departments. However, its revenue
section is leaving no store unturned to come up with flying colors.
NTC business volume is likely to touch the zenith when most of the embassies will
be provided telecommunication facilities by NTC. In this regard, Director NTC
region Islamabad is trying its best to shift all those connections installed for
embassies through NTC network. It is pertinent to mention that currently PEMRA
has granted licenses to 50 new TV channels, thereby, it will call far usage of NTC
infrastructure to facilitate their transmission.
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3.4.1 Services:
NTC has a definite mandate to provide basic telecommunication services to its
designated customers, which include Federal and Provincial Governments, their
departments, autonomous organizations and defense services throughout the
country.
NTC Making committed efforts to provide following state-of-the-art
communication solutions using third genration IP Voice & Data Networking.
• Telephone:
o Basic Telephony
o Calling Card
o ISDN-Integrated Service Digital Network
o BRI-Basic Rate INterface
o PRI-Primary Rate Interface
o Supplementry Services
o Network Solutions for valued
• Transmission Services:
o Dark Fiber
o Media (Junction)
• Co-Location:
o Space, Dishes/Antennas, Power Supply
o Servers
Following value added services are also planned for the users:
• Caller line identification.
• Call waiting.
• Call transfer.
• Wakeup timer.
• Don't disturb.
• Abbreviated dialing
• Switched Hotline
• Three Parties audio Conferencing
3.4.5 Internet:
3.4.5.1 ADSL
NTC has now embarked on the challenging industry of Telecommunications in
Pakistan thereby offering Digital Subscriber Line (DSL) Services
(ADSL/G.SHDSL/HDSL) over the existing phone lines. These High-Speed digital
communication services will go a long way in meeting the overdue demand of our
Government, Educational and Business community in resolving the “last mile/local
loop” issues. With NTCs DSL service, it is possible to receive high data rates at low
cost and optimum performance. A DSL line can carry both data and voice signals
and the data part of the line is continuously connected.
3.4.5.2 ISDN
Integrated Services Digital Network or ISDN in short, is essentially a network of
fast and highly reliable connections that bring voice, data and video together all on
one digital line. Besides individual users, the NTC-ISDN service also suits
corporate users with a small LAN and who are looking for low-cost network access
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3.4.5.3 Dial-Up
Keeping in view, the requirement of internet making it a commodity in today’s
world NTC embarked upon the mission to provide low price quality access to the
Cyber world and set up top of the notch Access Servers in collaboration with
custom made billing and accounting system. At this moment NTC’s dialup service
is available to all the government functionaries across Pakistan. With clear pipe
IPLCs users always get the smooth Internet surfing experience at virtually no cost
3.4.6 WebHosting:
NTC Power Platform Hosting Solutions meet specific hosting requirements by
simplifying the challenges of any configuration. Our Hosting and Access Solutions
provide the service, flexibility, reliability and responsiveness need to satisfy all
clients requirements, business and technical.
NTCs reliable platform gives access to database development tools such as Active
Server Pages (ASP), MS Access, My SQL, Php, MS-SQL server, Oracle Open
Database Connectivity (ODBC) support and helps clients to get the most from latest
in Web-authoring excellence.
3.4.8 Co-Location:
3.4.8.1 Space (Open, Covered), Dishes/Antennas on NTC Towers and AC/DC
Power Supply
NTC has its country wide Network of Microwave stations, exchanges and
offices. Now NTC proffer the facility of co-location (Space, Dishes/Antennas on
NTC towers, Power Supply) to Licenced Telecom Operatos to provide the facility
for rapid network expansion/ Growth. Our Co-Location service supports your
expanding network needs with a secure, redundant environment and provides
dedicated space for your equipment. We give you a gateway to the industry’s most
robust local and regional optical networks, allowing you to take advantage of the
best infrastructure having secure access, redundant power supplies, fire detection
systems and 24x7 support capabilities available.
3.4.8.2 Servers
NTC has established its core setup at three prime locations. More over portals from
various government, semi-government and private companies are also co-located at
NTC multiple data network nodes.
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CHAIRMAN
NTC
GM GM GM (Defence GM
GM GM
(SOUTH) (CENTRAL) Works / North) (ADMIN & HR)
(DATA & IT) (FINANCE)
Karachi Lahore Islamabad
CHAIRMAN
NTC
MUHAMMAD RIAZ
CORPORATE
SECRETARY
SHAKIRULLAH KHAN
GM (ADMIN & HR )
4.3.1 Departments:
• Finance department
• HR & Admin Department
• Technical Department
i. Admin
ii. HRD
iii. HR
iv. Recruitment and selection
v. Admin & Coord
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Basically HRP parallels to the strategic business plan but we just have to see it with
the specific reference of human resource.
• Forecasting the supply of HR from within the organization and in the external
labor market
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For casting is the estimation for the future time period, infect the future human
recourse requirement is measured. HR for casting is prediction of human recourse
requirement. HR for casting is done in to ways;
• Internal and external supply of labor
• Internal and external demand of labor
Internal supply relates to the condition inside of the organization such as age
distribution of the work force, termination, retirements, and new hires within job
classes. The simplest internal supply for cast is the succession plan in which
internal employee` s cadres and their promotion, termination, and new hiring
requirement is maintained.
For forecasting in NTC HR department, very few methods are used. For Demand
forecasting, regression analysis is used, replacement chart method is used as well.
These replacement charts are used to help out in succession planning as well. The
way to do succession planning in NTC is the seniority maintains. One can easily
analyze through seniority that how many employees are to be promoted and how
many are about to be retired.
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Strategic planning is basically about changing industry rules and making future
planning for tomorrow.
Then in control and evaluation the final step is taken. The feed back is checked.
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Determine
organizational
objectives External
Internal programs
programs
Promotion
Recruiting
Transfer
External
Career planning
selection
Training
Executive
Demand Turnover control
exchange
forecast for
each
objective
Yes No
The process starts when the organization notifies the public that the openings exist.
The organization wants to get information out such a large number of potentially
qualified applicants respond. Then, hopefully, after several interactions with most
promising candidates, employees are hired. The more applications received, the
better the recruiter’s chances for finding an individual who best suited to the job
requirements.
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Employee recruitment begins with the job analysis and the forecasting of human
resource. In the old time recruitment was done by the head count of the applicant
out side the organization gate. But in today competitive business environment,
recruitment is done through resume data bases and other modern ways. After job
analysis till that short listing according to the organization job analysis is the
recruitment process. In this process the job description and job specification are
compared with each other to get the actual standards of recruitment policy. The
applicant experience and qualification is compared with the demanded criteria of
the organization.
After short listing of applicants, the process of selection starts where recruitment is
ended. Activities typically follow a standard pattern beginning with an initial
screening interview and concluding with the final employment decision. Its
typically consists of eight steps;
1. Initial screening
2. completing the application form
3. employment tests
4. comprehensive interview
5. back ground investigation
6. conditional job offers
7. medical/ physical examination
8. permanent job offer
In NTC recruitment and selection process begins after the personnel recruitment
form is completed by the department which is concerned. After the PR form
completion, job description is attached to the PR form and present situation of
employees is noted as well for such post, Internal search is done to insure is there
any promotion or posting within the corporation is possible for such post. HR
department verifies the PR form to ensure the requirements against budgeted
positions sanctioned. After the internal procedure, employee recruitment process
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starts. For recruitment purpose, advertisement of the post in media and other
outsource are used. The other way for recruitment is requisition from government/
semi government/ Public Sector Corporation/ armed forces.
After the recruitment, employee’s selections begin with short listing of potential
candidates. In this concern, HR department short list the CVs according to the
criteria given in the job description and PR form. Then the list of potential/ suitable
candidates is prepared.
• internal search
• external search
In internal search many organizations attempt to develop their own employees for
positions beyond the lowest level. These can accur through search of current
employees. And this internal search is helped by HR demand forecasting; by
replacement charts, succession planning and many other ways. Referrals and
recommendation is the internal search sources. Referrals are an excellent means of
locating potential employees far those hard to fill positions. Usually employees do
not give reference in the organization but where it happens, it considered by the
organization.
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At a very basic level, one may choose to examine issues such as what type if
training program seems to yield positive outcomes for organizations and trainees.
How to identify if training is needed and if so what type of training is best fits the
needs that have been identified. There must be emphasis on learning needs not on
the methods and techniques.
Mostly required areas for training are the technical staff regarding
telecommunications, managerial and finance for doing managerial and financial
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Defining training need we have to start by identifying and comparing two levels of
performance. One is standard performance (Ps) and the current performance (Pc).
The difference of these two performance level is termed as performance gap. To
attain the performance standard, employee current competence (Cc) must be high.
Training needs might surface in any of these three broad areas. At a general level, it
is important to analyze training need against the backdrop of the organizational
objectives and strategies. Unless you do this, may waste time and money on training
program.
In individual analysis training needs are defined in this way; the difference between
desired performance and actual performance is the individual`s training need.
Performance standards are identified in operation phase.
• Performance tests
• Performance data
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At organizational level, senior manager who set the organizational goals should
analyze needs.
The manager who specify how the organization` s goals are going to be achieved
should analyze needs.
At the individual level, the managers and workers who do the work to achieve those
goals should analyze needs, keeping in mind that performance is a function of both
ability and motivation.
Employee development by design is more future oriented and more concerned with
education then employee job specific training. by education we mean that employee
development activities attempt to instill sound reasoning process to enhance one` s
ability to understand and interpret knowledge. Development, therefore, focuses
more on the employee personal growth. Successful employees prepared for
positions of greater responsibility have analytical, human, conceptual and
specialized skills. They are able to think and understand.
Some development of an individual` s abilities can take place on the job. We will
review several methods, three on the job methods (job rotation, Assistant-to-
position, committee assignment), and one off the job technique.
Job Rotation:-
Assistant-to-position:
Committee Assignment:
It is a traditional off the job method for employee development. in lectures and
seminars employee gets different exposure that help him/ her in self development.
This is an excellent way for employee development.
employee work exposure and efficiency. In NTC employees in same grade are
rotated in their job to other departments.
Employees attend lecture and seminars which increase employee work exposure
and motivate them to do work in corporation efficiently.
Planning:
In an effective organization, work is planned out in advance. Planning means
setting performance expectations and goals for groups and individuals to channel
their efforts toward achieving organizational objectives. Getting employees
involved in the planning process will help them understand the goals of the
organization, what needs to be done, why it needs to be done, and how well it
should be done.
Monitoring:
In an effective organization, assignments and projects are monitored continually.
Monitoring well means consistently measuring performance and providing ongoing
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feedback to employees and work groups on their progress toward reaching their
goals.
Developing:
In an effective organization, employee developmental needs are evaluated and
addressed. Developing in this instance means increasing the capacity to perform
through training, giving assignments that introduce new skills or higher levels of
responsibility, improving work processes, or other methods. Providing employees
with training and developmental opportunities encourages good performance,
strengthens job-related skills and competencies, and helps employees keep up with
changes in the workplace, such as the introduction of new technology.
Rating:
From time to time, organizations find it useful to summarize employee
performance. This can be helpful for looking at and comparing performance over
time or among various employees. Organizations need to know who their best
performers are.
Rewarding:
In an effective organization, rewards are used well. Rewarding means recognizing
employees, individually and as members of groups, for their performance and
acknowledging their contributions to the agency's mission. A basic principle of
effective management is that all behavior is controlled by its consequences. Those
consequences can and should be both formal and informal and both positive and
negative.
behavior and results that accomplish the mission. All five component processes working
together and supporting each other achieve natural, effective performance management.
There has been dramatic increase in the number and type of benefits offered and an
equally sensational increase in their cost. Benefits are varied on the bases of
educational level, family status and employee expectations.
At pay level NTC employees get qualification pay at their specific studying their
relevant field at different rates.
• House Allowance:
• Conveyance Allowance:-
There are different rates of conveyance allowance for different grade of
employees in NTC.
• Entertainment Allowance:-
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• Deputation Allowance:-
Employees in NTC whose services are hired on deputation are entitled to draw
deputation allowance @ 20% of pay subject to maximum of RS. 6000/- per
month.
• Annual Increment:-
All employees of the corporation in the time scale of pay are entitled to
receive an annual increment. This increment is announced on the performance
appraisal bases.
• Medical Facilities:-
NTC is being providing medical facilities to its employees and their depended
(family, parents) in very effective manner. This facility comprises of six main
head which are appended below.
Out Door:
Out door treatment is beside the given panels. The entitled are employees and
its immediate dependents. Limits of expenditure are as under:-
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Indoor:
In door treatment is entitled to employee and immediate family. In this
treatment there is no limit of expenditure. The treatment can be availed only
through given panels / government/ defense hospitals
Dental Treatment
Limit of dental treatment to above given entitled is ½ basic pay for one year
Treatment can be taken through panel clinics however reimbursement can also
be made as well. Un-utilized ceiling of the employees is carried forward.
Prolong Treatment
Prolong treatment is when a patient is suffering with disease that would be
lengthen in duration for example Diabetes, Hypertension etc. It is limited to 2
basic pays for fiscal year, in addition to his out-door ceiling.
Private Hospital
It is subjected to circumstances. Reimbursement from 50% to 90% can be
made in case of extreme emergent / accident cases where any delay can
threaten to the life of the patient.
5.6 Promotion:
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Promotions in NTC are done at different grades and groups. But for promotion
purpose, eligibility criteria are given in policy of corporation.
5.7 Termination:
In NTC policy, an employee is terminated without notice, during the probation
period of employee.
5.8 Resignation:
According to NTC policy an employee wishing to terminate his appointment are
suppose to submit his/her recognition in writing, he/she is continue to be in the
service of national telecommunication corporation until his resignation is formally
accepted by the appointing authority. The employees resignations are not accepted
by NTC in case of any disciplinary proceedings are pending against him.
5.8 Retirements:
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Retirement from service is a legal separation from the service. On such date after he
has completed 20 years of service qualifying for pension or the other retirement
benefits as the competent authority may in the public interest direct.
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SWOT ANALYSIS:
SWOT Analysis can be characterized in terms of Strengths, weaknesses, opportunities and
threats to NTC.
6.1 STRENGTHS:
i. Positive attributed currently present in NTC, particularly in comparison to
competitors.
ii. Own new NTC HQ Building
iii. Strong customer relationship management system
iv. Semi- autonomous corp. that provides telecommunication services to federal
that provincial government.
v. NTC has its independent training department’s on need base analysis, In
house training, local training, and foreign training will be provided for the
development and growth of employees.
6.2 WEEKENESSES:
6.3 OPPORTUNITIES:
i. Areas where NTC can remedy its weaknesses (learning from others,
State- level assistance, global change, aggressive marketing, targeted
investment, etc.)
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6.4 THREATS:
INTERNSHIP EXPERIENCE
Department:
HR department:
Assigned Duties:
1. Letter making and office correspondence
2. Maintaining the files.
3. Job description
4. Dispatching, data entry
5. Updating the files and records.
6. Collecting data from other department.
7. Computer general purpose operations (like E-mail, Printing)
Learning:
1. I learned how task are carried out in a practical environment.
2. I learned professional behavior and attitude towards office work
and assigned tasks.
3. I learned the formal behavior that is very important when we work
in an organization.
4. I come to know how an employee feels motivated.
5. I learned how to develop and maintain relations with the
colleagues, peers, opponents, supervisors and managers.
6. I learned how much interdependency is needed when we work in
an organization especially when I collected data for Manual from different
regions.
7. I learned to work in a team and as an individual.
8. I have learned the skill of identifying and judging people.
9. Working in official environment increased my level of confidence
and also developed self confidence that I am capable of doing any kind of
work.
10. Punctuality on given tasks.
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ANALYSIS
Working in an organization like NTC has really helped me specially in advancing
my understanding of what we study in theory. An interaction with the practical
environment helped me to understand how original tasks are carried out in practical
environment. Terms that we study in our courses, how much they are relevant and
important when you work in such a environment.
Organization design of NTC is like that of any other Government Organization,
though it has some positive points too regarding its premises and internal
environment.
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RECOMMENDATIONS
CONCLUSION
NTC being a prestigious organization provides a chance to fresh graduates like me
who are still under the learning process to enhance their abilities by giving them a
chance of internship. I come to know the actual working of this organization as the
staff was highly cooperative and guided me at every step. Whatever I studied in the
university was a great help and I was able to apply my theoretical knowledge and
implement it into practical knowledge.
Human resource department should play its dynamic role so that the organizational
goals can be achieved. Human resource work activities my affect the whole
organization vision.
I as an internee gained a lot while working in NTC but the important things I gained
are:
1. Interaction and interpersonal skills.
2. Knowledge application
3. Judging and identifying people.
4. Handling different managerial problem regarding HR &
administration.
5. Professional behavior and attitude towards office work and assigned
tasks.
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LIST OF ACCRONYMS