CHAPTER 1

INTRODUCTION TO REPORT
1.1. Background of the study:

Pakistan Telecom Co., Ltd. (PTCL) is the largest telecommunications service provider in
Pakistan with 5.7 million customers employing 30,000 people. PTCL is the largest CDMA
operator in the United States with 800,000 V-Fone customers. The company is a leading provider
of infrastructure for telecom operators and other corporate clients nationwide in Pakistan. The
company provides the latest services for home users, companies and wholesale communication
services. Telephone, internet, television, videoconference, etc.
The structure of the company helps the company to offer additional customer packages to its
customers. The company is divided into headquarters, northern, southern, central and western
regions, which operate in business, human resources and management, corporate development,
finance, operations and technology. The company is divided into the president and chief
executive officer, senior vice president, general manager, senior manager, international manager
and manager. In April 2006, Emirates Telecom, known as Etisalat, took control of PTCL and
purchased $ 2.6 billion for PTCL. Therefore, PTCL's successful privatization is a result of
Ufone's new focus on Pakistan's telecommunications sector. Etisalat has been a telecom service
provider in the UAE since 1976 and has ranked 140th in the world's top 500 companies.
Etisalat currently operates in 16 countries in the Middle East, Asia and Africa and is attracting
new mobile and steady companies in many growth markets.
PTCL is registered under the following names in the Karachi Stock Exchange, Islamabad Stock
Exchange and Lahore Stock Exchange.
KSE:PTCLA
LSE:PTC
ISE:PTC

1.2. Purpose of the Study:

The main purpose of this study is to provide relevant data on the preparation of field reports.
Analyze and respect relevant information in a very powerful and useful way.
 Practical add a corporation.
 Develop social communication.

1.3. Limitation of the Study:

Higher than anything. But economic training is not satisfactory in all obvious ways. This study
was conducted according to the purpose of the analysis. Due to the nature of the study, this study
cannot reveal many facts and figures.
Second, the limitations that affect research are all PTCL facts are due to PTCL confidentiality
issues. Also, it was confusing to provide certain information because all the documents and sub-
areas in the file area were constantly interrupted by confidentiality.
Because the third short term is no longer the limit of analysis, people cannot properly detect and
analyze PTCL work and can analyze it in the last 8 weeks.

1.4. Benefit of the Study:

This study will help the BBA student (HRM). The marketing section of this report includes all
aspects of marketing analysis. The Mansehra PTCL branch may also use the recommendations at
the end of the report.
 CHAPTER 2

ORGANIZATIONAL SETUP OF PTCL

2.1. Organization structure:

The organizational structure sets the role of the organization team and determines who works.
Responsible for achieving goals, reporting failure and uncertainty of performance goals, and
reflecting and supporting organizational goals. Simple solution and communication network.
 2.1. Historical background:
i. 1947- Establishment of Posts & Telegraph Dept.
ii. 1961- Establishment of Pakistan Telegraph & Telephone Dept. (T&T).
iii. 1990-91-Establishment of Pakistan Telecom Corporation (PTC).
iv. 1995 - About 5% of PTC assets were transferred to PTA, FAB (Frequency Distribution
Committee) and NTC (National Telecommunications Corporation).
v. 1996 - PTCL is listed on all stock exchanges in Pakistan.
 vi. 1998 - Establishment of Ufone and PakNet Subsidiaries.
vii. 2006-Etisalat Takes Over.
Since 1947, Pakistan's full and telegraph offices were established in 1962 and PTCL is a major
player in Pakistan Telecom. Despite having established a large network, PTCL's work and
policies have been criticized by other small businesses and civil society in Pakistan.
In 1991, Telecommunications Corporation Corporation (PTC) adopted the management and
functions of the full-body telegraphic division of Pakistan under the Telecommunications Act of
Pakistan. It meets the government's competitive policies and encourages private sector
participation and provides pocket, phone, and paging up-to-date data services.
In 1991, the government adopted a progressive policy and announced the privatization plan of
PTCL. In 1994, 600 million copies of PTCL were available in two different locations, up to 600
million PTCL. Each 10 averages has traps per week. This coupon was converted into a PTCL
stock in mid-1996.
In 1995, the Ordinance (Reconstruction) of Pakistan established a national telephone monopoly
PTCL telephone. In October 1996, the Pakistan Telecom (Reorganization) Act will be applied to
the provisions of this Act. In the same year, Pakistan Telecom Co., Ltd. established and traded
all of Pakistan's stock exchanges.
In 2001, PTCL launched mobile and subsidiary data under the name Ufone and PakNet. There is
no score for the first time in the first match. But Ufone has recently gained market share in the
mobile sector. Mark PakNet is effectively dissolved within a certain period. Recent DSL services
have introduced PTCL, which introduces brand new direct control and PTCL behavior for
reflection. The telecom monopoly approach will make service providers and infrastructure more
difficult. The post-monopoly era led to the liberalization of telecommunications in Pakistan in
January 2003. Liberalization of the telecommunications sector at the government level is
demonstrated at the government level. At the end of last year, the Pakistani government decided
to sell at least 26% of the company to private companies. PTCL privatization has three members.
Dubai Etisalat companies can make a significant contribution to this rate. The privatization of the
government last year led PTCL workers to protest and strike throughout the country. They even
block phone lines from large public institutions such as Punjab University, Lahore and the public
sector. The army controlled all internal exchanges. Many workers were arrested and placed
behind the windows. The dispute between the government and the workers is over and workers'
wages have increased by 30%.
The company changed due to privatization. Other, it is a new system of voluntary separation of
PTCL, a new voluntary discrimination system for employees, ERP (SAP-based), restructuring, B
& CC following privatization, which is more focused on new developments.
2.2. Board of directors:
This is the highest agency of PTCL that does not play a role in policy development. The number
of directors appointed must be less than seven (7). Currently 8 people have and each shareholder
holds an annual general meeting to elect board members. The director's office has been elected
for three years unless a previous resignation has not been rescinded, unless a loss of leadership or
termination of other posts. Beneficiaries of paid pension benefits have a right.
2.3. Business volume:
It provides more than 5.4 million fixed telephone connections and 12.7 million cellular
connections using more than 140 data and Internet service providers (ISPs) that provide PTCL
network infrastructure and 315 public phones and 51,000 wireless payphones. PTCL generated
annual rupee income. There are 1.1 billion partners in the private sector.

2.4. PTCL positioning statement:

1. Hello to the Future:
"Hello the future" is vision, brand concept, brand value and mixed strategy. The essence is
"futurism". Essentially, the two words for incoming communications are "Hello" and "Future".
PTCL customers and the future are welcome. We also provide ideas and products to our
customers in the future, ensuring external communication through the "future".
2. Vision statement:
Maximize the shareholder value and the best information technology service provider by
applying customer satisfaction. The future is around us. On the coming days we will be
connected to the global exchange. We want to mobilize the world for the future. To be an
innovative partner, we are ready to provide telecommunications services in the near future.
3. Mission statement:
To achieve our vision by having:
 Organize the professional spirit, enthusiasm and quality of the organizational environment.
 Cost-effective and quality-conscious environment.
 Best technology-based services.
 "Quality" and "time" conscious customer service.
 Profit and profitability continues to grow.
4. Core values:
PTCL has many fundamental and very important values and I think they are most important in
their business. These core values will not change at any time, people's change will not change,
and it will be the foundation of our corporate culture. These core values are:
 Professional integrity
 Customer Satisfaction
 Teamwork
 Company loyalty

2.5. Technical & operational network:

Under the 1996 Act, the Pakistan Telecommunications Regulatory Authority (PTA), issued a
license. The federal government of the private can verify during the patent period of Pakistan
Telecom PTCL in the above measure. PTCL has a 25-year license in Pakistan and accounts for
about 62% of its shares. PTCL has a largest network and infrastructure of more than 4,405,163
(March 2008).
2.6. Switching technology:
Currently, the PTCL network has migrated seven types of technology.
Siemens, Alcatel, NEC, Erricsson, Huawi, J.Stelecom and ZTE. Thanks to these various
transmission technologies, PTCL uses a huge network that provides various communication
channels to the customers.
2.7. Privatization:
The growth of the cellular sector in Pakistan can be attributed to the good governance policies of
the Pakistani government of the privatization committee. In April 2006, Etisalat International
Pakistan (formerly Etisalat) was under the control of the Pakistan Telecommunications Limited
(PTCL) and had $ 2.6 billion in benefits from PTCL. A new era in Pakistan's advancement is the
 telecommunications sector, which is called the successful privatization of PTCL. Now under the
leadership of Etisalat, Ufone will be a market leader in mobile phone manufacturers, focusing
more on customer needs and interests than ever before. Ufone is famous for its high quality
service and high quality service. Looking forward to new investments, Ufone can now expand its
web cover area.
2.8. Corporate responsibility:
As a conscious and responsible social organization, PTCL is committed to promoting valuable
businesses that contribute to personal life and improve the overall quality of society.
PTCL staff donates a daily salary for IDPs, joining SOS towns, a scholarship for the disabled, a
Global Service Fund (USF), and Baluchistan’s earthquake victim subsidy, and supports income
from this program. Benazir, LUMS Sponsorship event, PTCL President Walid announced 10
million RSs. At the Islamabad Press Club, PTCL creates an excellent center for Internet
technology through familiar environments like PTCL, CISCO and NUST.

2.9. Subsidiaries andcompetitors:

As mentioned earlier, today's PTCL is at war with major competitors in mobile phone and WLL
communications service providers. However, the following subsidiaries / products have
competitors.

PRODUCT COMPETITORS

Multimedia& BroadBand (ISPProduct)
About 100 competitors in the country to provide
Internet services to customers. However, some of
the major rival ISP products are the Internet,
World Online, Apollo, World Phone and Comsats
WOL and so on.

Ufone has five competitors in the mobile industry,

U-fone (CSP) Mobilink,Instaphone and C.MPak, Telenor,
Waridtel.

PTCL CallingCards (Product) Hello Cards, Call Point Cards, Call Mate Cards,
Global Telecom Cards.

Wireless LocalLoop (V-Fone) Go CDMA, Wateen Telecom & World Call is a

fixed wireless phone competitor for V-PTCL.

2.10. Subsidiaries:
1. Ufone:
As a GSM 900 service provider, on January 29, 2001, PTCL Ufone (Pakistan Telecom Mobile
Co., Ltd.) became a full-fledged subsidiary. A fast-growing customer from Pakistan's leading
mobile service provider from the start. Now Ufone is considered one of the most active,
aggressive and innovative participants in the mobile space in Pakistan.
The development of the cell sector is the successful application of IT and mobile cellular deletion
policies and support of the regulatory process, guidance and timely implementation of Pakistan
Telecommunication Regulatory Authority (PTA) and Ministry of Communications (MOIT & T)
of the Information Technology Department.
Key accomplishments:
Ufone played a key role in Pakistan's development of the cellular telecommunications market. In
most cases, Ufone is one of the pioneers in creating innovative services in the marketplace.
Ufone is the pioneer in launching GPRS and multimedia messaging services in Pakistan, and has
launched international GPRS in the Pakistani market. Prepaid and international roaming service.
Performance:
Ufone has reached more than 10 major roads providing 10,000 roaming networks and
international roaming to 288 operators in 160 countries. In Pakistan, Ufone is the largest in
envelope for UK GPRS roaming. 200 field operators in 122 countries / regions. Ufone recently
focused on VAS and is an intense leader in introducing innovative services for the Pakistani
industry.

2. Brand:
Despite Ufone's tradition of industrial development, Ufone will be the image of a mobile phone,
from luxury to retail, as people need it. Ufone has the public branded from the start. Through
competition and market dynamics, Ufone focuses on the youth sector (50% of the population) of
prepaid brands. The Ufone brand team has launched a positive campaign to increase brand value
through market-oriented product development. Brand-new imagery in the target market was very
popular. Recent marketing research from a recognized research firm has significantly improved
Ufone's brand awareness and image enhancement. The UFONE prepaid brand is now considered
one of the most popular brands in the youth market, followed by other mobile operators
producing their own brand for the youth market.
3. International coverage:
Ufone offers international roaming services to more than 150 international carriers in 79
countries. Ufone has a GPRS roaming agreement with some international carriers and offers
prepaid roaming services for optional destinations.
 4. Customer service:
Ufone provides efficient and friendly customer service through its 21 sales and customer service
centers and approximately 250 merchants nationwide. These outlets provide customers with
innovative solutions and access to web-based franchise management systems. We believe Ufone
is ready to face growing market challenges and understand new customers. With the best
network services and 24-hour call center service, you can support your current customer base
with a high level of customer satisfaction.
2.11. Network coverage:
Ufone always believes in a firm commitment to growth, security and reliability. So Ufone is
always balance, expansion and quality of service. Today Ufone has a total investment of $ 400
million and has more than 260 cities covered by the network.
Ufone played an important role in Pakistan's mobile market development. This is a company
dedicated to pursuing excellence. By supporting and supporting our employees and suppliers,
Ufone strives to be the best marketplace to deliver high quality customer and service networks
and sales in line with the new Etisalate vision.
2.12. Competitor of PTCL:
There are not many PTCL competitors on the phone line, but as the telephony industry has
grown, the telecom industry has grown, especially in the mobile phone sector, in Pakistan. The
total number of mobile phone users is over 800 million. The mobile phone industry has three
major brands, including three PTCL competitors.
 Mobilink-Jazz
 Telenor-Pakistan
 Warid-Telecom
 CM-Zong
Other players in Land Line industry:
Operators NTC Brain World Call Union NayaTel
Limited Communication
Clients 135,432 8,343 12,321 4,000 15,321

1. Mobilink-Jazz:
Mobilink is the largest mobile operator in Pakistan. Mobilink now has more than 3,512,232
users, 41% of the entire Pakistani industry. Mobilink competes primarily with PTCL Ufone
subsidiaries.
2. Telenor-Pakistan:
Telenor is another mobile phone company with 18,451,342 users, accounting for 23% of the
total mobile industry.

3. Rozgar microfinance bank:

100% bet on Rozgar Teoranta Micronesan Bank. This acquisition corresponds to the PTCL
Digital Business Plan. This program includes bids for payments and banking decisions. A bank
cannot provide consumers with a variety of financial services at any time. PP (personal), mobile
wallet, cash, invoice, payment (government), commercial / retail payouts are redeemable.
Non-bank financial transactions are used to significantly improve the relationship between
financial services and the public banking community. This is an inexpensive alternative to
traditional bank branches, allowing financial institutions and other business sectors to provide
financial services outside traditional bank operations through distribution channels such as retail
stores, mobile phones.
Rozgar Bank Microfinance is an asset of the opportunity offered by non-banking banks in
accordance with the economic and economic norms of the PTCL Group.
 CHAPTER 3
HUMAN RESOURCE PRACTICES OF PTCL
3.1. Role of the Human resources department:
The company's human resources department supports relationships with other departments that
advise to promote the organization. Whether it's a team or another employee, all staff will help
you effectively. Initially, the use of experts and knowledge was created. Typically, the H.R.
Office performs the following duties:
3.2. Policy Initiation and Formulation:
SEVP's Human Resources Department is actively involved in personal policy review to resolve
recurring issues or prevent anticipated problems. Generally, it is the president of the company
and the power of strength. When a new policy or review recommendation is made, a personnel
policy officer should investigate potential issues investigated, determine the way to investigate
other companies, deal with such incidents, and discuss issues with colleagues. Organize the
organization's overall ideas you need to consider it enough.
3.3. Advice:
Most of the staffing activities to work with staff are consulting with law firms and types of
advice are provided. Samples may be provided uncertainly. Administrators can disseminate
complaints about overtime. The other owner thought that the team might have a problem and
should control discipline or suspension. When reviewing an employee's annual salary, the
manager must play an important role in providing advice to senior staff regarding wage
increases.
 3.4. Control:
This department operates an important management function. Monitor the work of line
departments and other HR departments to ensure that existing employees' policies, procedures
and practices are met. The HR function and quality control technique that suggests that the
product variable meets the project specification to determine the auditor activity or auditing
account meets the requirements.
3.5. Services:
When people think of these things as employment, training, and welfare, the Department of
Education clarifies its responsibility for HR services. Selection from department, interview and
test H.R.
The training program is organized by H.R. Planning, organizing and returning from the
department. I am H.R. There must be many textbooks and textbooks. After a pension plan and an
insurance plan are established, all claims must pass the laws of that department.
3.6. Human Resource Management at PTCL:
PTCL is well known in the field of WLL land services and for domestic and international
customers. Only human resources can function properly. SEVP is responsible for the Human
Resources department, which consists of senior vice presidents in several regions.
The Department of Human Resources can provide advice to the agency and the board on specific
issues of the company and then provide services to do this. In addition to providing advice, we
also provide services and manage management policies.
PTCL has an official page to attract local and international human capital, PTCL has a LinkedIn
profile and interacts with experts and team departments.

3.7. PTCL Wins Global HR Excellence Award 2011:

Pakistan Telecom (PTCL) was awarded the "Second Global Human Resource Award" in 2011 to
confirm the superior organizational performance of the telecommunications industry.
I worked in PTCL's HR department during the PTCL internship. PTCL has had a shortage of
human resources in the past, but now it has a mature human resources department called PFCL
human resources. The Ministry of Human Resources consists of several branches:
 Administration Branch.
 Examination Branch.
  Staff and Establishment Branch.
 Welfare Branch.
 Lega Branch.
 Dispatch Branch.
3.8. Administration branch:
The efficiency and disciplinary role of 1973 means that if employees are not working, they can
act against it. Delays, misconduct, and infringement. D. If such a violation occurs, a notice
should be sent to the employee for the reason, and if he fails to explain why. Seizure action
For PTCL fines, the "penalty type", i.e. "heavy fines and fine". Important sanctions include
dismissal, forced retirement and pensions. Artificial penalties include stocks, income loss and
growth halts (referring to warnings).
3.9. Examination branch:
PTCL exam department is responsible for all personnel training, document processing, trading
operations, and trading practices. The audit department is the administrative department of the
office and the department responsible for the document. Perform the tasks specified by the
administrator or PTCL headquarters. As with internships and training orders, employees are
transferred to PTCL schools.
3.10. Increments:
The salary of all employees at PTCL increases with the number of employees. For example, a
7th grade payroll would be part of 1300 traps, a 1500 would be part of a 10th grade payroll, and
a BPS-10 payroll would be 2400 traps. This increase is $ 2,400 per year.
3.11. Performance appraisal at PTCL:
In the PTCL, the rating scale measures method is used to measure employee performance on
bipolar score measures to measure various effects of employee quality and assigns the value of
each function (bad or similar). This includes communication, punctuation, technology, and
quality.
The PTCL Human Resources Department manages the BPS operations of 20 BPS employees
and is managed by the Standard Access Program (SAP). SAP software includes all data, such as
incremental, shipping, and so on. D. PTCL uses other software, called Human Capital
Management System (HCM), which contains all the details of employees who have contracted
pensions, services, pensions and experience and all employment-related data In a human
resource management system, all employees are encouraged and encouraged to work in their
departments. If the quality of the team is poor or lacking skills, the employee department is sent
to the training and development PTCL trainer, and the staff staff team organizes training to
overcome the weaknesses of the team. His skills.
PTCL is more confident and efficient in working with energy resources to continue to provide
training for employees who do not have the expertise to meet productivity, the company's overall
goals and objectives, and to meet consumer needs. It can be punished or mitigated after training
not managed by staff.
3.12. Transfer, Promotion, Layoff:
It is mainly responsible for the work of the department. When an employee moves from one
department to another in accordance with their business needs or personal needs, they can study
the records to determine the required skills. H.R. Section. Fired to meet relevant priorities. This
job portfolio can be complex and must meet department and factory qualifications. Vacancies
can be promoted directly to the company or to the employee. Usually the leader is H.R. Officials
and officials. Many policy firms can solve these problems. Sections for which vacancies are the
final decision are related to the selection of the promotion candidates.

3.13. Training and Development:

The fostering individual skills and efficiency is the process of Training and development of
human resources. In terms of skills, knowledge and attitudes, personal productivity is one of the
primary goals to achieve organizational effectiveness. Therefore, the development of individuals
and organizations is an inseparable relationship. Education can make an important contribution
to achieving personal and organizational goals. Each manager have potential and employee must
be able to do their jobs effectively. The results of real human resources (HRD) should provide
tangible and measurable results.
In the current process of changing PTCL, the role of training and development functions that are
crucial to employee attitudes and prospects for business and customers may change. PTCL
officials and employees have extensive training and development capabilities for R & D that are
committed to PTCL with highly qualified human capital that will be a driving force in achieving
PTCL's vision.
1. Vision:
PTCL Training and Development will be an excellent center for training services and consulting,
working closely with internal / external customers to build the business objectives.
2. Mission:
Provide learning environment and tools to help our customers realize their full potential.

3. Core values:
 Open and free at all levels of information exchange.
 Continuous learning
 Learners are actively involved in all aspects of the training process.
 Looking for innovative human resource development solutions.
 3.14. Work place training:
Vocational training or on job training (OJT) is a key factor in the HR policy. Since the company
is a public trading organization, workplace training is an important factor in policy willingness
and status as well as corporate services.
3.15. Refreshing courses:
The renewal process improves employee potential and productivity. The Regional
Telecommunications Training School (RTTS) is sometimes updated within the framework of the
Professional Telecommunications Academy, where departments represent staff. This process is
updated by management and technical staff. So they got the same and firm assessment knew
their ability to improve it.
A workplace or training team is specifically appointed at work. Human resources teams work
with the line management team to determine training needs.
3.16. Urgent training needs program:
Instantly assess urgent training needs and evaluate VSS cases through individualized training
programs. Involving all departments, regions and business units in delivering valuable materials
in the form of technology demand assessments is essential to precisely define their needs.
Regarding the transitional period, the program identified the most important development needs.
3.17. Customer care initiative:
In order to achieve the peak of customer service envisioned by the president / CEO, the training
and development department is responsible for effectively communicating customer care
program training to all PTCL employees.

3.18. Senior management development program:

Etisalat, a consultant in the PTCL Education and Development department, has proposed a
development plan for senior management at PTCL (SMT). Seminars, materials and sources have
been reviewed and found to be useful to your company.
The proposed program of these five seminars is consistent with the new concept of continuous
professional development. Continuously promotes professional development, consciously
updating expert knowledge and improving the professional capacity of human life. The senior
management team of the PTCL Training and Development department is trying to achieve
excellence. PTT PTCL has unexpected features, but you can benefit from these workshops.
3.19. Internship program:
According to current policy, there are about 194 training programs in 2016-17. At present, we
are implementing our practice. Over the past few years, the PTCL Internship Program has
received special attention and consideration.
The general concept comes from the traditional view of the strategic perspective. We look
forward to continuing our efforts on the PTCL talent perspective as well as participants in
learning opportunities. Through this process, we have made great efforts not only in the
development of talented and influential universities and schools, but also in the establishment of
the "PTCL Ambassador" to spread the good will of the company nationwide. The purpose of this
program is to provide students with the opportunity to apply for academic study in everyday
situations.
Successful implementation of the PTCL program is responsible for identifying the most
important needs for adequate human resources, recruitment, and training, human resource
development.
3.20. Nominations for open house training program:
In addition to the above activities, the Training and Development Department is organizing a
complete training institution / institute database and freelance training consultants. The staff was
nominated as an open training program provided by a well-known company to assess the
effectiveness and relevance of the program.

3.21. Compensation administration:

Responsible for the design and installation of the evaluation process, which is responsible the
department for the consultation. Senior management is responsible for specific payroll structures,
salary levels and fixed minimum and high ratings. This day's work is a job analysis that evaluates
value based on official performance appraisal programs and the maintenance of those records or
departments. H.R. Section Functional periodic payments, but there is always a decision to
increase or change the entire schedule to the top executives of the organization.
PTCL does not have overtime. Provide PTCL employees with the following three options for
compensation.
 N.B.P.S (National Basic Pay Scale)
 N.C.P.G (New Compensation Pay Grades)
 N.T.C (New Terms and Conditions)

3.22. Pay packages:

The package is decided by the personnel department. They are based on performance, ACR, and
qualifications. It is a low cost package, but is provided. The HR department fills the position of
management. On the other hand, sub-technologies and mediators are used as follows.
1) Direct Hiring
2) Promotion on seniority bases
3.23. Recruitment:
Initially, the department decides whether or not an employee should work. The location of each
message is specified and the applicant is invited. If you have a management position; SEVP is an
interview with his team. PTCL also uses an online job management system to find the best
organization.
Recruitment procedure:
The following process is use by PTCL. The first electronic media release and print media or
vacant. Then review the application based on job descriptions and performance specifications.
Candidates are listed. The next step is to verify the requestor. The next step in the PTCL
recruitment process is the interview. Typically they use structured and semi-structured interview
candidates. And last but not least is file scanning.
3.24. Selection:
Selection is the process of selecting an individual or an individual who chooses the best criteria
that meets the applicant's. PTCL has very effective and effective options.
3.25. HR Planning:
Another new feature that has emerged in human resource planning (also known as the workforce
plan) in recent years. Sometimes this person has a major responsibility or certain office. Some
employees are often responsible for the company's human resources department.
HR plans provide procedures for companies to access qualified employees at the right time,
useful programs for organizations, and satisfactory procedures for those involved. The main
contents of the human resources plan are as follows.
1) Organize goals and plans.
2) Current human resource status, including skills inventory.
3) Human resource forecasting, including a comparison of future demand for staff and
projected supply.
4) Design the implementation plan.
5) Audit and adjustment.

3.26. Information technology

Information systems are the foundation for each organization's activities. On the one hand, by
providing accurate information, it helps to ensure proper operation with regard to the
development of business policies and operations. The function of the HR department as a whole
depends on the information system.
The best information system, the best human resources department. The company develops its
own human resources information system to have a good information system thanks to the
human resources that its employees and customers can efficiently and efficiently provide
services.
3.27. Weaknesses of PTCL Human resources:
 The HRD does not meet the appropriate assessment system for staff.
 The company's policies are determined by the board of directors of the company.
However, there are some policies that the Human Resources Department relies on the
IT & T government department. Of Pakistan.
 Staff developed a psychology that the company's HR department's promotion criteria
and procedures have no reason.
 Regional service quality is poor, leading to customer problems.
 Human Resources lacks staff training centers. There are only two staff colleges. On
the other hand, training opportunities are not available to all staff.
  If the employee wants to attend classes during his work, he must be approved by the
company's Human Resources Department; some bottlenecks may accept such
approval. Management also does not encourage employees to improve their
qualifications / technical level.
 Employees do not receive higher eligibility for promotion or salary increases.
 Appropriate assessment of employees is not in the normal operation of the company.
 Refresh the course open, not timely, frequently.

3.28. Human Resources Management analysis:

Managing human resources is an organizational characteristic. Human resource management
consists of four main functions: personal development, training, motivation and service. Four
tasks perform far more sub-tasks. D. the Department of Human Resources PTCL operates seven
branches known as "Administration, Staff, Testing, Welfare, Law and Control". Every branch
has responsibilities and responsibilities that must be filled out and reported to the Human
Resources Manager. Within the framework of the analysis, we will discuss updated PTCL
practice. PTCL also said it has created a department of human resources that has played a vital
role in the development of limited telecom companies in western Pakistan. The PTCL
monitoring department uses a recruitment management system to find simple adjustments in the
organization. PTCL has an official LinkedIn profile that manages the official Facebook page and
meets the needs of the time.
Given that PTCL has a tendency to form a well-established HR department in the past, we must
overcome some of the disadvantages of the PTCL time sector:
 Low infrastructure within the hour wing.
 No recent blood, recent workers.
 Low health and safety.
 Low workload for the worker.
 Do not have a correct performance appraisal system.
 Low supervision by the Human Resources Manager
 Do not have the right house for work place files.
 Lack of responsibility.
  Low motivation of workers.
 Lack of rewards system.

CHAPTER 4
SWOT ANALYSIS
4.1. Strengths:
PTCL enjoys the most advanced international gateway exchange and satellite earth station.
PTCL has state-of-the-art technology and new digital switching networks. These are some
important features of the PTCL network.
 It is Pakistan's largest and oldest company.
 International Submarine Cables.
 High capacity national fiber backbone.
 36 convenient transportation and easy expansion.
 National network digitization of about 99%.
 Strong value-added service platform and trading platform.
 The latest technology.
 Monopolize the local market.
 Skilled HR.
 Policies are innovative.
 Availability of infrastructure.
 IT investment free policy.
 Full support of GOP.
 Profit margin are high.
 No. of employees are large
 The power to formulate policies.
 Network is too large.
 Worldwide recognizable
 GoodCredibility.
 PTCL has a strong R & D department.
 The largest operating network and infrastructure.
 The stock market has a good reputation.

4.2. Weaknesses:
 Image Government organization.
 Regional & Domestic Political Instability.
 Weak economy & corporate profiles.
 Poor employee relations.
 Professional jealously.
 Unionization.
 Analog technology.
 Slow decision.
 Poor marketing.
 Conflicts.
 Nepotism.
 Favoritism.
 Inefficient staff.
 Non-motivated staff.
 People resist changes.
 Poor staffing.
 Low employee motivation.
 No reward in case of good performance shown by the employee at any level
 Lack of Customer focus.
 Over employment and low productivity.
 Very low employee moral.
 Bad office infrastructure.
 Low young blood.

4.3. Opportunities:
 Growth in telecommunication industry.
 Market Size
 Privatization &liberalization
 Govt. IT operations & projects
 Innovation
 Introduce new technology
 Local handset manufacturing
4.4. Threat:
 Strong rivals.
 The political pattern is volatile.
 Emerging new cellular companies.
 Privatization of bad debts Economic depression.
 The Internet provided by different mobile companies is another threat to PTCL's DSL
services.
 Internet USB is provided by different mobile companies such as Telenor and Mobilink.
 Ability to retain qualified professionals.
 4.5. General analysis:
PTCL is the largest and oldest telecommunications company in West Pakistan. All
telecommunications companies are the mother of Pakistan. PTCL is the gateway to the West
Media of Westphalia and their companies. Every company has a PTCL mobile phone.
Regardless of the commercial transaction, this company is very useful for communication with
customers, and Q1 and for use at the national and international level. This report already
mentions PTCL's history, organizational structure, subsidiaries and competitors, and
management and human resources management services.
Considering all the above, I reaffirm that PTCL is the largest telecommunications business
organization in western Pakistan. However, the latest PTCL measurement technology must
compete in the market using the latest technology. PTCL includes Ufone, the third largest
subsidiary in Western Pakistan's telecommunications business. Ufone is also one of the most
promising ad campaigns, so we're familiar with commercial TVCs. PTCL expects the company's
social responsibility as mentioned in the first chapter.
PTCL has a well-established HR department that plays an important role in PTCL development.
PTCL has the largest training network to increase employee productivity and empower
employees with innovative and engineering opportunities to compete in the telecommunications
industry. In this analysis, we believe that PTCL will use the latest technology and square
measurements over time.
After privatization, PTCL improved its services and competed again with large companies. In
privatization, we introduced a closed system called "Voluntary Separation Theme" (VSS) to
reduce the number of employees due to the internal economic crisis.
Through VSS, PTCL reduced employee salaries by reducing the salary cost of 400 and providing
the opportunity to hire highly trained staff.
 CHAPTER 5
RECOMMENDATIONS AND CONCLUSIONS
5.1. Recommendation:
 HR spend less time on recruiting and training staff.
 Human resources departments can hire high-quality personnel.
 High-quality trainers may be dealt with in the HR department.
 Full year refresher courses should be adequate and frequent.
 The promotion criteria for the HRD should be defined as required.
 More training centers should be established. In the case of insufficient resources, it is
difficult to use the same capacity training center of other organizations by determining
the conditions and conditions.
 In the training course of the HRD, ethical values should be more emphasized.
 Appropriate and competitive evaluation of the methods and procedures used by other
competitors will improve the performance of human resource development.
 This is the era of information technology. The company's features and procedures should
be changed from manual to automatic. This will improve the final performance and
accuracy of the HR department and the company. The Ministry of Human Resources
should allocate resources for this purpose.
 HR departments can provide counseling and training staff to conduct a window operation
to reduce time and save resources.
 The promotion of corporate policies by the human resources department and the
convenience of clients can obtain an appropriate check and balance system.
 Pay packages can be modified based on the profits earned by the organization.
 5.2. Conclusion:
PTCL is undoubtedly a monopoly, but keep a position that competitive time will be to change the
policy and become the top supplier of telecom services in the market and build the company's
position and customer base. The actual substance is a person. Of course, this organization is the
human resources of the most important human resources department. Integration of company
activities and functions such as job analysis, recruitment, staffing, training, payment package
design, personnel evaluation system.
The Ministry plays a key role in fixing, maintaining, motivating and promoting. Indeed, the
person appointed at this particular age has an obligation. Your HR manager should have
experience and confidence in your area. It must be a friendly person who is already readable.
This ensures a successful. It must be "not a victory, but everything but a form of struggle."