PAKISTAN TELECOMMUNICATION

COMPANY LIMITED
INTRODUCTION AND BACKGROUND

PTCL is Pakistan’s largest telecommunication company. The company is considered to be a

foundation supplier to other telecom companies and corporate clients. Lately, Pakistan has
gained strong ground in growing telecommunication networks and internet services. Moreover,
PTCL was founded in1947, and its Headquarter is situated in Islamabad.

Additionally, the company has around 2000 telephone exchanges and data centers across the
country. Services like GSM, CDMA, Broadband net, and IPTV, are the expanding segments of its
business. PTCL is also the single supplier of landline telephone utility in Pakistan. At present, the
company's target is to give media transmission and telecommunication services all over the
country. Furthermore, PTCL also manufactures telecommunication related devices.

In year of 19-95 PTCL was founded and listed on KSE (Karachi Stock Exchange). In 2006, 26%
shares of the company were sold to Etisalat Telecommunication for $2.6 Billion. Remaining
shares are owned by the Government of Pakistan and general public.

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Timeline

1947 Posts & Telegraph Dept. established

1962 Pakistan Telegraph & Telephone Department.

1990-91 Pakistan Telecom Corporation

ALIS: 850,000

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

(500,000 lines by Private Sector Participation

400,000 lines PTC/GOP own resources).

1995 About 5 % of PTSL assets transferred to PTA, FAB & NTC

1996 PTCL Formed listed on all Stock Exchanges of Pakistan

1998 Mobile & Internet subsidiaries established

2000 Telecom Policy Finalized

2003 Telecom Deregulation Policy Announced

2005 26 & Shares by Etisalat UAE through open bidding

KEY OCCUPATIONAL GROUPS AND JOB ROLES

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 1.SEVP HR&A: Senior Executive Vice President of HR is liable for the smooth and productive
activities of an organization's HR division. Conferences to the executives are given, such as,
staffing plans, payroll, benefits, coaching, budget, and work relations.

a. EVP Procurement: The role includes supervision of the work, sourcing staff, setting up
solid associations with vendors, improving supply chain proficiency, and keeping up with
product quality while minimizing the overall cost.

b. EVP HR: Responsibilities includes organizational development, performance

management, recruitment, screening and selection, employment law, employee relations, and
compensation and benefits. Additionally, they provide leadership and management to HR
department.

I GM HR: Set goals and design strategies for growth and advancement.
Moreover, budgets and expenses are managed and controlled by GM-HR. Employees
productivity and motivation is also ensured.

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 II Senior Manager: Provides support and strengthens the employee relations.
Analyzes the data from daily activities to improve processes and overall employee
performance.

III Manager: Manages cooperation between departments to ensure that all the
necessary needs are met and communicated. Moreover, policies are developed and
human resource activities are coordinated, such as employment, compensation,
employee relations, benefits, and training.

IV Assistant Manager: Assists daily HR and administrative duties of the company.

Assisting the manager with recruitment, payroll processing, and other clerical support.

V Non-Management Staff: Contributing to the advancement of HR department

objectives, targets, and frameworks.

c. EVP Admin: Provides administration, creating a healthy and productive working

environment for the employees, developing new resources and managing financial practices.

d. EVP O.D: Tracking budgets and managing financials, developing policies and assuring
that regulations are followed. Moreover, conducting assessments and tests.

HUMAN RESOURCE SYSTEM IN PTCL

At a regional level, the HR department works with the employees to pay reimbursement
matters by utilizing diverse SAP modules. It also manages worker compensation affairs which
includes legitimate issues. Furthermore, HR manages the medical facilities for both permanent
and contractual employees.

HR develops policies, standards, systems, and processes that enforce these strategies in a
whole range of areas. Those areas in PTCL includes:

• Recruitment, selection, and onboarding (resourcing)

• Organizational design and development

• Business transformation and change management

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• Performance, conduct and behavior management

• Industrial and employee relations

• Workforce analysis and personnel data management

• Compensation, rewards, and benefits management

• Training and development (learning management)

The line manager makes the decision of recruiting the potential candidate. Also what is to be
added, removed or modified in both job description and job specification is done cooperatively
between line manager and HR department. This information is mutually and cooperatively
made by both departments. Employee selection systems such as interviews, tests, medical
examinations, and reference checks are developed by the HR department. Moreover,
supervisor makes the decision of hiring or rejecting the candidate. Orientation session is
conducted by the supervisor who introduces the new employee to the company's working
environment.

RECRUITMENT AND SELECTION IN PTCL

Recruitment and Selection procedure at PTCL begins with formulating Job Analysis. In Job
Analysis, Function, Level and Educational Skills are taken into focus. The HOD then decides the
key skills that are to be included in the Job Description and Specifications according to the
nature of the vacant position. As the HR Department does not have the necessary details of the
skills required to conduct the job, HOD instructs them. Then the time comes to choose between
internal recruitment and external recruitment.

Internal Recruitment

PTCL basically prefers internal recruitment, as the employees understand the organizational
culture well. This takes place by asking the supervisors of the employees for their consent as
well as an appraisal of the employees according to the vacant position. Vacant posts are
documented and filled with existing staff as possible who satisfy the qualification criteria (which
includes both qualification and prior experience) of that post to which an employee is being

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given promotion. HR department has the complete authority to promote representatives
depending on their excellent performance or also might relax the service of up to 3 years. Along
with that, employees if recruited and selected internally or whenever promoted will also get
increment of up to 10% or change in new pay scale whichever is higher to the candidate.

Furthermore, recommendations for advancement of qualified candidate will be considered

once in a year. This whole process in PTCL is finished within first week of October of every year.
Immediate supervisor of an employee is the person to put forward a referral or proposal for
promotion to the Higher Authority of that post in which employee is being promoted based on
his/her prior performance. Then the higher authority conducts a meeting to audit and review
the promotion recommendations based on employee’s yearly evaluation, performance
appraisal, results of in house assessment, accomplishment of goals, relationship with peers and
other staff and then make a decision.

External Recruitment

External Recruitment is done through placement of advertisements on websites such as

Rozi.com and LinkedIn. Although ad placement in newspapers is the least common method at
PTCL but depending on their budget they once in a while post ads on newspapers with ‘The
Daily Jang’ being the preferred newspaper.

Selection Process at PTCL

Then begins the Selection Process. It commences with shortlisting. Certain university students
are shortlisted by PTCL by taking into consideration their GPA as well as NTS scores. However,
as briefed in the interview that we took we got to know that one of hurdles or challenges of
PTCL is that they get to recruit very handy number of freshly university graduates therefore
they are unable to select the raw talent or develop it. The selection process is as follows:

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 Shortlisting

The information or content presented in application and CV serves as a shortlisting criteria of

whether to shortlist and invite candidates for interview or not. PTCL make use of that content
for shortlisting decision.

Other forms of assessment

For certain positions, candidates might be asked to take a test, present something or solve a
case study. After having done so, they are then informed about interview.

Interview

The selection panel for the interview includes people depending upon the post but candidates
are always interviewed by more than one person. Each applicant is assessed with relative to
their position and keeping selection criteria in mind. They are then asked same area of
questions along with chance to ask questions back. Then the panel informs applicants of when
they are likely to get result if selected. If selected, they are contacted by official letter,
telephone or email within 8 weeks of closing date.

References

For all the shortlisted candidates, minimum of one reference is requested and the referee can
be approached prior or after the interview. Usually direct supervisor or line managers are
contacted by PTCL

Post interview stage

If the candidate was successful, he/she receives a phone call along with offer letter in writing
but if not candidates also have the option to demand feedback or criticism either on their
performance in interview and interview head or senior manager will satisfy those needs.

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CONCLUSION AND RECOMMENDATIONS

In conclusion we will discuss the key differences between an ideal recruitment and selection
model and the model we have studied in practice. The ideal recruitment method states that
internal recruitment is done through placement of a vacancy notice on the organization’s notice
board, this can attract the current employees who want to secure higher positions in the same
organization. A message can be placed in the newsletter of the organization which reaches
every employee and the organization’s intranet can be used as well. Whereas, at PTCL internal
recruitment is done through supervisor’s reference and consent. PTCL recruits employees by
giving Facebook ads whereas in the ideal model newspaper advertisements are considered the
most used recruitment source.

Another difference is the presence of Recruitment Help Desk at PTCL to equip the recruited
candidates with adequate information. Internal recruitment is done after a single interview and
two interviews are required for external recruitment. The ideal model states that organizations
prefer one-on-one interviews whereas at PTCL the selection process is based on Panel
Interviews consisting of 3-4 members. Moreover, in the ideal model physical and medical
referrals are not mentioned whereas PTCL demands for a medical test of the recruited
candidates and selection is done only when a candidate is declared medically-fit by a hospital
on PTCL’s panel. Hence, organizations do not follow an ideal system as systems need to be
customized according to organizational needs.

After conducting our interview at PTCL, following are some of recommendations that we have
for them, in our opinion:

Software Sourcing:

The first recommendation for PTCL would be to start candidate sourcing using a software that
only keeps the CVs for potential candidates and the rest are removed, in this way a lot of time
would be saved and that they can put into other important tasks of the organization.

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Candidate Enhancement:

While conducting an interview of a candidate organization often forget about leaving a positive
image of your organization on them, because they might get offers from other organizations as
well so PTCL should enhance candidate experience as well. Many organizations focus on what
they demand, if they focus a little on the candidate’s experience becoming a positive one, more
people will be drawn towards the organization.

Social Recruiting:

Social media is a powerful tool these days. Lives are all up there on social media, fine talent up
there on social media hence using social media can bring in social diversity. Social media is a
powerful tool for organizations.

Feedback Analysis:

PTCL should incorporate taking feedback form their candidate after interviewing them. In this
way they will be know what they are doing right and what they can do to improve their
interviewing skills.