Submitted ToHUMAN RESOURCE DEPARTMENT

Presented By

Hira Saeed

Internship Duration

6 Weeks (HUMAN RESOURCE DEPARTMENT)

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HUMAN RESOURCE MANANGEMENTFINAL INTERNSHIP REPORT

ALLAH

THE DISPENCER OF

GRACE2

ACKNOWLEDGEMENT

We testify that there is none worthy of worship but ALLAH, and

HE is the ONE who made us that much capable to accomplish our

task.

Our sincere thanks to Mr.Waheed and Mr.Shahzada Khurram

who has given me the appropriate knowledge and guided me.

We would also like to give a special thanks to our

parents for supporting us financially and morally.

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Pakistan Telecommunication Company Limited

Hello to the future

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 in spite of entrance of the dozen other Telco including telecom giants like TELENOR and CHINA Mobile.

The Government of Pakistan sold 26% shares and control of thecompany to ETISALAT in 2006. The Government of Pakistan retained 62% of the services while the remaining 12% are held by the general public.

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As the most important Information and Communication TechnologyService Provider in the region we are 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 to bring the world closer.

Pakistan has made solid progress in expanding telecommunication networks and services in recent years. In Pakistan this industry had few big giants in the past with

Pakistan Telecommunication Company Limited (PTCL) being the solitary provider of landline telephone service in the country. At present the organization principal activity is to provide telecommunication services all over the country. It offers both domestic and international services throughout Pakistan. PTCL also manufactures telecommunication related equipment.

In 1995, Pakistan Telecommunication (Reorganization) Ordinanceformed the basis for PTCL monopoly over basic telephony in thecountry. It also paved the way for the establishment of an independent regulatory regime. The provisions of the Ordinancewere 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.

Brand Values:

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Evolving Innovative Human Trustworthy Quality Conscious

VISION Statement:

To be the foremost Information and Communication TechnologyService Provider in the region by achieving customersatisfaction and maximizing shareholders' value'. The futureis relating around us. In times to come, we will be the linkthat allows global communication. We are striving towardsmobilizing the world for the future. By becoming partners ininnovation, we are ready to shape a future that offers telecomservices that bring us closer.

MISSION Statement:

An organizational environment that fosters professionalism, motivation and quality

An environment that is cost effective and quality aware Services that are based on the most optimum technology  "Quality" and "Time" conscious customer service Continued growth in earnings and profitability

Core Values:

Professional Integrity Customer Satisfaction Teamwork Company Loyalty

Registered Office:

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PTCL Headquarter Block-E, Sector G-8/4, Islamabad, Pakistan

INTERNATIONAL NETWORK

SEAMEWE-3 Submarine Cable System :

Pakistan Telecommunication Company Limited (PTCL) is a member of SEAMEWE 3 Cable Consortium with its Cable Landing Station at Karachi. SMW-3 cable connects 39 cable landing stations in 33 countries and four continents. SMW-3 is the longest system of the world with a total length of 39,000 Km.

SMW-4 Submarine Cable System:

SMW-4 is a relatively new submarine cable system (inaugurated in December 2005) and links 14 countries with 16 landing stations across Europe, Middle East and Asia. The system is using Terabit DWDM technology to achieve. The link between anytwo destinations is STM-1. SMW-4 is designed for relatively higher traffic volumes.

IMEWE cable details and Status with Map:

IMEWE Submarine Cable is a Tera bit capacity submarine cable system connecting India to Western Europe through Middle East.The Cable system is 13,000 km long with 10 landing points in 8countries.

Satellite Communication:

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PTCL has Intelsat Standard Earth Stations near Karachi and Islamabad. These installations provide the diversity for International voice connectivity and also work as Hub for domestic satellite users. There are four Intelsat Standard B Earth Stations at Islamabad, Gilgit, Sakardu and Gawadar.

Privatization

The enlargement of the cellular sector in Pakistan can also beattributable to good governance policies of the government of Pakistan and the Privatization Commission. In April 2006, Emirates Telecommunication Corporation, which is commonly known as Etisalat, has unspecified management control of Pakistan Telecommunication Corporation Ltd – part of the $2.6bn deal to buy a 26% stake in PTCL.

The winning privatization of PTCL, and accordingly UFONE, is hail as escorting in a new era for telecommunications in Pakistan. Now, under the management of Etisalat, UFONE will deliberate on customer needs and reimbursement and is more resolute than ever to be the leading cellular player in the market.

UFONE

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UFONE (Pakistan Telecom Mobile Ltd) a wholly-owned additional of PTCL begin its process on 29th January 2001 as a GSM 900 service provider. UFONE is now measured to be one of the most vigorous, violent and pioneering players in the mobile sector of Pakistan.

The enlargement of the cellular industry is a straight effectof the successful accomplishment of the telecom deregulation and cellular mobile policy by the Ministry of IT and Telecommunications (MOIT&T) and the support, guidance and timely enforcement of regulatory process by the Pakistan Telecommunication Authority (PTA).

UFONE provide International Roaming facility with more than 150 international operators across 79 countries. With a total current investment of $400 Million, UFONE has network coveragein more than 260 cities and towns and across all major highways of the country.

MAXCOM

Pakistan Telecommunication Company Limited (PTCL) acquired Maskatiya Communication Company (PVT) Limited (MAXCOM) during the year 2009-2010. MAXCOM is an internet service provider operating in Karachi and some parts of Hyderabad. Its customerbase is around 6,000 subscribers. The 100% shareholding of MAXCOM has been relocating in PTCL’s name because of the acquisition, MAXCOM customers are now appropriate to enjoy higher PTCL broadband and other products and services.

PTCL Company Analysis

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Pakistan Telecommunication Company Limited (PTCL) is anefficiently managed company and has initiated measures, withactive support of the Federal Government, to inculcate acorporate culture that benefits company.

Pakistan Telecommunication Company Limited (PTCL) is theprimary provider of Telecommunication services in Pakistan.The range of services include basic telephony, Telegraph, fax,telex, Public data, Internet, E-mail, ISDN (IntegratedServices Digital Network), Universal Access Numbers (UAN), andother value added services.

The advent of digital systems, increasing application ofcomputer technologies and development of wide-band systems hasgenerated new customer needs. Innovative products and servicessuch as cellular mobile, high-speed data, Internet etc aremuch in demand. The current decade has proved to be the periodof sector restructuring and growth globally.

Pakistan Telecommunication Company Limited has some basicstrength and the probable that needs to be exploited into realbusiness opportunities. The Directors of the Company feel thata firm and unwavering commitment towards provision of acomplete range of market driven telecommunication services toits customers using state of the art technology provenproducts and a customer care approach is essential in arapidly expanding telecom market.

Pakistan Telecommunication Company Limited is following abusiness-oriented policy to associate private entrepreneurs intelecom sector development. PTCL has successfully entered intoarrangements with foreign and local telecom companies and hassigned three contracts prepaid calling card service to promoteinternational traffic.

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The Government of Pakistan has encouraged the growth of thetelecom sector to enable Pakistan to keep pace with the rapidtechnological advancement in the field of telecommunication.

The GOP has reduced the CED on telecom services, encouragesthe use of value added services with special emphasis onproliferation of Internet. It has also reduced the importduties on telecom equipment and allows tax exemption.

Telecommunication Company Limited an opportunity leasecapacity. Its available IT & Internet infrastructure both forprivate sector licensed operators and PakistanTelecommunication Company Limited own customers

PTCL Core Objectives:

The following are the long-term objectives of the organization

Provision of Telecom services all over the country. Plan, establish and maintain telecommunication Acquire, promote and manage research and development,

transfer of technology and software development includingmanufacturing of telecommunication equipment and plant

Enhance efficiency, improve quality and expand the systemto meet customer satisfaction and provide service on demand.

Expand customer awareness of all value-added services of PTCL.

To improve the efficiency of Customer Service Centers by deputing qualified persons who are well aware of public relation techniques.

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To introduce new services of audio Tex and video conferencing for the businessCommunity

PTCL Company Environment Analysis

ANALYSIS OF INTERNAL ENVIRONMENT

The telecom sector of Pakistan has come in into a new era and PTCL is slowly moving towards competition in the basic telecomservices.

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The company’s policy objectives are as follows:

o improve service choice for all consumers of telecom services at competitive and reasonable prices

o Increase private asset in the telecom sector and encourage local telecom manufacturing/service industry

o Increase long run benefits to the Government’s financial position by expanding the taxable revenue base.

o Encourage fair competition among service providers, whilemaintaining leadership in the telecom sector

o sustain stability with the Pakistan IT and internet promotion policy of low prices for Bandwidth and Internetaccess

o The cycle above describes the Organizational Management process at PTCL.

Financial analysis

Financial analysis is very essential for the evaluation and assessment of an organization. The information consequent fromthese types of analysis should be blended to determine the overall financial position. This analysis includes ratio analysis common size analysis and the study of differences in components of financial statement.

In the financial analysis of PTCL we will analyze some important information about the company. As I did my internship in human resource management, but it has not an independent organization so I have to analyze the PTCL for theanalyze purpose.

Business Strategies

PTCL choose 14th August to launch its new logo theme “feel free”. PTCL offered nationwide calls to the people of Pakistan Company is still the trusted landmark of the people of Pakistan.

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Company vision of maintaining and growing as the leadingICT service provider and a profit leader a five years strategic master plan for the company with defined corporate KPI targets, timelines and ownership was developed by the PTCL management.

Analysis of External Environment

Pakistan follows a steady loom to rest its telecom market. During 1990s, as a first step, market was opened for value added services and competition was introduced in cellular mobile sector as four licenses were issued (MOBILINK, PTML,

PAKTEL and INSTAPHONE). The government monopoly was retained in fixed line services,

PTCL legal monopoly ended with effective from 31st December 2002. The government announced Telecom Deregulation Policy andCellular Mobile Policy in 2003 and 2004 respectively.

Regulatory Environment

PTCL has recently taken an initiative to right size itself by introduction of VSS for its employee where about 30000 employees are accepted under the scheme.

PTCL has important obligations towards defense of the country and other exciting operators, in addition, PTCL has been declared SMP operator. Under the status of SMP also, PTCLhas certain obligations PTA, as regulator, has to ensure that new management of PTCL fulfills all these obligations.

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Industrial structure

Pakistan’s telecom sector has finally begun moving and lookedset for an era of unique escalation. The sector has observer terrific growth in recent years with teledensity depicting major expansion after deregulation.

Current Teledensity in Pakistan has expanded exponentially from 4.3 percent in 2002-03 to stand at 48.4 percent in 2006-07 with currently standing at over 52 percent, with better services and competitive rates.

In recent times, the focus has increasingly shifted from FixedLines to Cellular and Wireless Fixed Lines (WLL), with better portability and convenience. WLL has shown an improvement from0.7 percent to 1.1 percent in 2006- 07 from last year with subscribers of 2mn.

WORLD CALL and WATEEN have further benefited the consumers to access timely information over the internet with competitive rates. The broadband penetration however has not depicted as much growth as expected growing with 3.5mn subscribers in 2007against 2.4mn subscribers in 2006.

WORLD CALL has initiated cable television services with PTCL expected to follow suit by providing IPTV services through itsTriple Play services, ensuring diversification of products andservices.

Market structure

PTCL is most important in terms of traffic on WLL in Pakistan,which has about 54 percent market share of total traffic of WLL segment. Two major players, PTCL and

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TELECARD have lost market share in WLL traffic in quarter ending December 2007 when compared with the same quarter of the last year

PTCL share came down to 54 percent from 57 percent while TELECARD share in total traffic has come down to 22 percent from 30 percent. World Call has gained 100 percent and its share reached to 22 percent at the end of 2007 compared to thesame quarter last year.

PTCL, the current operator in fixed line in Pakistan has alsoemerged as market leader with 57 percent market share followedby TELECARD and World call with 19.6 percent and 20.2 percent market share at the end of December 2007.

PTCL has already covered over 11,500 cities/towns/villages while other major operators like World call, TELECARD and Great bear are increasing their coverage too. WLL system is best suited for rural, sub urban areas and very congested metropolitan areas.

Structure of HR department

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The human resource Department in PTCL was established in 1996and it was reorganized in 2005. PTCL human resource is knownas HRIS-PTCL. The main objectives of HR department in PTCL areto bring together company needs of the human resource and theneeds of the people hired by the company. They consideremployees the main assets of organization and focusing onproviding them the better facilities.

a)Department Hierarchy of PTCL

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Senior Executive Vice President

HR

Director

Senior M anager

G.M HR

Vice President

Of HR

Chief Executive

HR

President

b)Number of employees working under Hr Department:

HRM is played a vital role in every field of life. All administrative and management are involved in Human Resource management. There is lot of functions of HRM

The HR structure is essential for company of all sizes,whether they operate locally or globally. Keeping track oflabor, forecasting labor requirements, facilitating day to dayemployee management and providing financial reporting to theaccounting department are essential components to companyoperations (Sabeen Jamil, July 25, 2005).

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Staffing

Recruitment

Job analyses, HR Planning, Recruitment and selection

HRD

Training, Development, OD, Carrier

Maintenance

Global HR, Health & Safety, Ethics, Employee Relation, Industrial Relation

Performance, Appraisal, Compensation, Benefits

(c ) Types of Employees in PTCL:

Permanent Employees Contractual /NTC Employees NCPG Employees

PERMANENT EMPLOYEES

Permanent employees are regular employees in the organization. They have long careers in PTCL. Different recompense and benefits they have during their services like pension, accommodation, free medicalservices, employment to their children.

CONTRACTUAL/NTC EMPLOYEES

NTC employees are on contract bases not everlasting. These employeesare dealt by Headquarter Islamabad. After privatization NTC employment has been widely used in PTCL.

NCPG EMPLOYEES

NCPG employees came which was neither contract based nor permanent they were new compensation package employees were known as NCPG Employees. There are not clear rules and regulations for them although they can work as a permanent employee till the age of sixty. Open contract is used in PTCL like HR Posts

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Functions of HR department

HR Department of PTCL:

H.R management activities are carried on both by the staff H.RDept and by operating management in the course of direct theactivities of the work force. Distinction from the modelexplains may occur in exacting companies because of specialcircumstances. H.R purpose include recruitment, selection andinduction into the organization and its responsibility todecide the content of the job to be perform and the employeeexperience necessary to complete the job satisfactory.

The H.R Department is usually decided full and final authorityto make the hiring decision. The new employee’s supervisorbears important responsibilities for introducing her/ his tothe new work environment. This is often called direction.

(a) HUMAN RESOURCE PLANNING AND FORECASTING

Human resource planning and forecasting contain the dependable activity that equally represents HRP System

HRP Process Forecasting HR Requirements

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Method to Forecast HR Needs

HRP PROCESS

HRP is dealt with various matters in the organization same the case with PTCL.

The HRM process consists of organized activities in PTCL as like

Recruitment Selection Training Compensation Supervision

HRP process of PTCL is having the following categories which are:

Employee Recruitment and Selection Training and Development Define skills required to define objectives Determine the objectives Enlarge procedures to meet the expected HR requirements

FORECASTING HRP REQUIREMENTS

Forecasting of human resource is to estimate labor requirements at some possible times.HR obtain the appropriate quantity and quality of workers from outer the organization. In this case external recruitment is essential.

METHODS TO HR FORECAST NEEDS

Simulation Zero-Base Forecasting Bottom-Up Approach

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Use of Mathematical modules

Simulation:

Simulation is for searching with an actual world state through a mathematical model representing that situation.

Zero-Base Forecasting :

Zero base forecasting is current level of employment as the initialposition for decisive future staff needs in PTCL.

Bottom-Up Approach

Bottom up approach is starting with the deprived and forecasts its employee requirements in order to finally provide a cooperative forecast of employee needs.

Use of Mathematical modules

Mathematical modules explain the connection between demand and the number of employees supplied.

(b) EMPLOYEE RECRUITMENT AND SELECTION:

Sources of Candidates Internal Sources External Sources

Employment Selection Process

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Recruitment and Selection:

In PTCL office Mr. Asif Iqbal (S.M) has main responsibility ofrecruitment and selection. And believe on merit recruitment and selection. Customized tests are used by PTCL. On line www.rozee.pk , www.Brightspire.com.pk and PTCL own websites like www.ptcl.com.pk are websites sources where posts are displayed for applicants.

Recruitment Procedure of PTCL

Vacant post Approval from HR office Target staff needed Consultation with financial dept Advertisement

New recruitment of professional are only being made in areas Technical Human Resource HR expert, HR Managers), Finance, Accounts, Marketing and business Development and Information Technology. The recruitment procedure of PTCL is as follows.

Vacancy is announced in electronic media, newspaper, internet, and print media. Candidates are being short listed the next step is recruitment process is the interview. They usually conduct interview structured and semi structured for the candidates.

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Recruitment Methods:

There are basically two methods at PTCL when desired these methods are as follows:

Internal Methods External Methods

Internal Methods:

In Internal method is a hunt mode in which PTCL makes sure the potential and exact person within the PTCL to get preferred candidates they promote within the organization by job specificationand job description by using Notice Boards

External Methods:

PTCL recruits outwardly 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

Employment & Selection Process of PTCL

Initial interview General knowledge test Work sampling Previous record Physical test Qualification verification Appointment letter 

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(c) Training and development

PTCL has recognized its own training amenities as detailed below:

Telecom Staff College Hari Pur Telecom Staff College Lahore Cantt.

The district level staffs training schools are also concerned for enlarge training facility to all the staff members of the organization based at regional headquarter level such kind of Regional Telecom Training schools are

R.T.T.S Lahore R.T.T.S Multan R.T.T.S Faisalabad R.T.T.S Karachi R.T.T.S Islamabad

The types of training being offered are:

Initial Training for the new staff generally 3 to 6 months as per designations at T.S.C Lahore / Hari Pur

Refresher courses for exacting employee Endorsement training courses Special developing technology trainings

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Some times PTCL also sings with its supplier for foreign trainings.

Training Need Assessment :

Useful training perform involve the use of an instructional systems design process. The instructional systems design process creates by conducting a needs assessment because needsassessment is the first step in the instructional design process Needs assessment refer to the process used to concludeif training is necessary. Identify internal & external resource of training and their field of specialization.

Training Process of PTCL:

Informal learning Effective lectures On-the-job Training Off-the-job Training

Need Assessment Require of PTCL :

Performance Analysis Organizational Analysis Person Analysis Task Analysis

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EMPLOYEE DEVELOPMENT

Employee developments programs arrange to donate certainly anda supervisor's group can complete more as employees rise in experience, knowledge and organizational performance. PTCL is dedicated to an employee development practice that facilitatesall its employees to attain their best prospective thereby producing a high performance organization.

Purpose of training and development activities are bear on employees side by side of latest specialized knowledge and skills in all areas of telecommunication, as well as to strengthen an enthusiasm for the maximum quality of customer service at all levels. A Personal Development plan put out theactions people advise to take to learn and to increase themselves.

(d)Performance Management:

Performance management is a strategic and integrated approachthe performance of the people who work in them and bydeveloping the capabilities of teams and individualcontributors. Performance management is a systematic course ofaction during which the organization involve its employees, asindividuals and team members of a task, in getting settled

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objectives, which are in the line with the organizationsvision , values, goals and helps in recognition of theirdevelopmental want and needs.

The Human Resources Department flat the development in functioning Performance Management i.e. performance feedback, performance planning and performance appraisal of the employee in association with Line Managers.

Setting performance standards & expectations

In PTCL performance expectations are the source for evaluatingemployee performance In my opinion, the way in which performance is generally define construct the task of receiving suitable performance values vague and a unreasonablycomplexity.

From performance standards, supervisors can provide specific feedback describing the gap between expected and actual performance.

How performance reports are written

A performance is used for appraisal which has diverse ratings. And According to these ratings employees are providedspecial ranks Employee’s performance position is converse to writing so that can improve. Benefit of standard appraisal is that employee can herself/himself work out his performance on criteria.

Performance appraisal of the employee in association with LineManagers However if the Line Manager and/or the employee feelit necessary, they can conduct an additional review ofperformance any time they want.

The Line Manager needs to know the following at the opening ofthe appraisal phase:

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The basic job role The goals set for the appraisal period Performance rating Career and other professional orientation Validity of the present job role Training and development needs New objectives/goals for the coming twelve months period The last completed “Appraisal Form” A new appraisal form to be filled, considering:

(e) Employee Compensation and Benefits:

Compensation and Benefits is generally the function of HRM most linked with the competitors on the market and it sets thecompensation policies, which are fully competitive on the job market, but the policies still meet the targets defined by theorganization.

PTCL is offering compensation as follows:

Cash Imprest Entertainment Allowance Marriage Grant Medical Facilities Death Compensation of Diseased Employees Life Insurance of Employees Free Service Telephone Connection Pensions Benevolent Fund Pay Scales & Opportunities

Types of Compensation and Benefit

The day to-day work of analyzing jobs, evaluating their value according to an official job evaluation plan and maintaining

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suitable records is are H.R. Department functions periodic wage are conducted by the H.R department but any firm decisionto rise or change the entire schedule is particularly always reserved for the CHIEF EXECUTIVE of the organization.

There are three types of Compensation packages are being served to PTCL staff

1. N.B.P.S (National Basic Pay Scale)2. N.C.P.G (New Compensation Pay Grades)3. N.T.C ( New Terms and Conditions)

(f) Organization Career Management:

Career is the series of the achievement and success taken byan individual throughout a lifetime, for the most partconsistent to that individual’s profession. A career is oftencollected of the job held; designation get and worksaccomplished in excess of a long period of the time, ratherthan just referring to one position.

"A goal that you desire to achieve in a selected field or occupation with a well-thought out plan, to get you there is called Career Planning."

Career planning is constant procedure of assess your current standard of living, likes, dislikes, passions, skills,

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personality, dream job, and current job and career path and making alteration and upgrading to enhanced organize for future steps in your career.

Employee job changes

In employee changes individual behavior appear to be extensively more complicated and time consuming. As the manager may have the knowledge about the compensation of enlarged follower participation and contribution decision making and may even feel that such participation would improvetheir presentation and yet they may be not capable to assign and share the decision making responsibilities significantly with subordinates.

Job changes with the organization

Job Changes with the organization have to face a vital responsibility in trying to decide its shape, in terms of bothsize and difficulty that will facilitate it to work efficiently in the active world in which it works. Any entity chosen or supported must be expert as fit in agreement with and focus to the civil service official process. The state personnel director will manage the documentation of each and every endorsement & selection.

Promotion

Promotions are onward from HR & Administration Branch. Staff Branch coordinates with HR & A Branch and makes sanctions for promotion. Cases of promotions are forwarded to General Manager (GM) HR. For example there are 400 employees in any branch then 33% get promotions.

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There is different hierarchy of clerical/ admin staff for promotion:

LDC (Low division clerk) UDC (Upper division clerk) AD Admin/ Superintendent

Non management positions are up to scale 16. Above 16 scales management posts are started. Non gazette promotions are givenif any line man has worked at least 12 years then he directly got scale 8 from scale 4 (if he exists in). After 1994 servicebook came, it was ordered to give increments. According to it in every year of December 1 increment is added.

Transfer/Posting

Staff Branch Mr. Sultan Mohi-ud-Din I/C, is in charge of posting and transfers of employees. For this purpose there areplenty of things required like list of employees working in different regions, their nature of work, their responsibilities are fundamentals. Even HR & A coordinates with staff Branch because cases are forwarded from HR & A Branch. In the past application was written for transfer purpose to BM. Then forwarded to GM HR and then easily transfer was took place. But now there is different procedure for transfer in PTCL:

Firstly the standardized form has to fill by the employee.

GM receives this form, two stamps are labeled on it first from GM who receives that person because of transfer and other is GM of leaving department of that person.

Then it goes to Executive Vice President (EVP). After those transfers to SEVP Headquarter, then

transfer

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Then transfer occurs when HR & A issues the order oftransfer the employee to new place with last pay slip of previous division then after new pay slip will be issued from new place of working.

Demotion

Demotion of employee generally involves a privilege, cut in pay, status, and opportunities for higher grades.

Inability to cope up with the requirements of his/herpresent position (poor performance)

The current position is re-evaluated downwards because ofa change in the nature of the job or marker conditions.

Separations

Separation is a decision of the individual and an organization. It may be motivated by corrective, personal and economic reason. Separation of Employee from the organization is one of the vital and fundamental actions of HR Department. If this procedure is not handling in a well-organized manner then it can lead to various legal barriers. These involve employees moving out of the organization. There are four typesof separations:

Layoffs Termination Resignation Retirements

Layoff:

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Layoff is the taking apart of the employees from the organization for financial reason. If reason by a business cycle the layoff may lasts many months or year. PTCL is anxious; layoffs take place when there is overload of human resource. Layoffs is the short term suspension or lasting termination of service of an employee or employees’ group for certain reasons, for instance, decisions that some positions are no more essential or a business is slow or disruption in job.

On the other hand if the layoff arises due to restrict such asdownsizing or acquisitions, the layoff may become permanent. Lay off can take many shapes and can be both temporary and permanent.

Termination:

Termination of employee is due to little deceptive action withthe organization.

There can be a lot of causes for an employer to terminate the agreement of employment but some of the common reasons are:

1. Misconduct2. Employee sickness 3. Removal from office4. Non- performance5. Bad Performance6. End of the Contract7. Wasteful working

Resignation:

Resign may be willingly by the employee on account of health,better opportunities, marriage, physical disabilities, abroadstudies and somewhere else or they may be compulsory when anemployee is asked to put in his resignation.

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Retirement:

Retirement is a process when an employee completed the maximumage of his service within one organization. For example in PTCL the maximum age of employees for retirement is sixty two / three years or after the completion of 30 years of service. After the retirement the employees gets full reimbursement of retirements like annuity, health check and other amenities. The employees also get the benefits of gratuity funds.

g) Labor management relations:

When unification has been particular by the national labor relations Board, as the result of an election, as the individual and exclusive bargaining organization for the employees, then management must bargain with it in regard to wages, rate of pay, hours of work, and other conditions of employment. The principal tasks involved in handling labor relations are contract negotiation, contract interpretation and administration, and grievance handling.

Significance Resolving Disputant Employment security Control on human diversity in the

work place Resolving dispute matters

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My internship Plan:

My experience in PTCL Branch where I did got internship being internee at PTCL my area of focus was HUMAN RESOURCE DEPARTMENT

I observed and learned lot of things under the supervision of Mr.Abdul Waheed / ES ACS COORDINATOR HRA LHR/ PTCL, Mr. Shahzada Khurram as well as . Ms. Sadaf Usman Assistant Manager in PTCL

Starting and Ending date of my internship:

My internship duration in PTCL is

Starting Date ------------------- 13/03/2013

Ending Date ------------------- 27/04/2012

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HR Department in which I got internship:

Under the supervision of Sir Waheed I perform some tasks whichare as follows:

Entering data in the internship data base:

There is a excel database in which I have entered data baseaccording to serial number .the data is stored in the form ofsoft copy as well a hard copies are been made to keep a recordof all the internees .All the letters are been signed by theSM .

FSTC:

FSTC means free telephone service .This service is availableto the staff of PTCL. Mr. Waheed deal with all the cases ifanyone wants to change his residential number or office numberthey simply send their request by mail to MR. Waheed and thenhe proceed the case as per the requirements. The file work ismaintained of each and every case. I have learned the filework of the cases.

Employee Card printing:

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A Software is used to get the printing of employee a completedatabase is been made of all the employee cards. The softwareis simple to learn and maintain. Duplicate as well as newcards are also been printed. I have learned all of it.

Attendance Software:

I have enrolled majority of the staff of PTCL in theattendance software. The enrolled is done through hand printsthe verification is done thrice to confirm the originality.

Updating data into the machine:

The data is updated into the machine through the software alsoin to the computer.

Manual Maintaining reports:

Through buttons like Sort, Filter and Subtotal on excel I havemade manual report of enrolled and not enrolled staff. MR.Khurram has taught me also how to handle attendance softwareproperly.

Office Environment:

I have learned how to behave in office environment small things like how to deal with people and be on time as well as time management and being on time in office.

My point of View:

I would say no doubt in PTCL my internship duration I have learned a lot of things and the whole staff is very helpful, friendly, and suggest all their helping aid to me because of the whole staff supervision is great. I am able to practice

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the different departments and I was swivel to handle the singular tasks which is give to me in my tenure of internship.

During my internship I realized that PTCL is an outstanding, well and first-rate organization and fully centralized. All the power lies in the hand of CEO of the company. PTCL organizational structure is straight forward.

The telecommunications industry is extremely varied in its adoption of business intelligence solutions. Quite a few companies are in advance stages of their business intelligenceinitiatives; yet there are many that are oblivious of the benefits of BI. Some companies are hesitating due to anticipated high cost and long implementation cycles that manybusiness intelligence solutions require.

So no doubt PTCL is take pleasure in monopoly .Human resourcesare the most important in the organization It incorporate all the performance and functions of the company like job analysis, recruitment, staffing, training, designing compensation package, employee’s appraisal system.

Human Resource Department plays the key role in the hiring, retention, motivation and promotion of the employee’s .Although the strategies they are adopting are goodbut they still need further improvement for the satisfaction of their employees and best utilization of human resource so in return they would be able to increase their market share.

FEEL THE DIFFERENCE is PTCL slogan they are now providing themost innovative and advanced technologies to their customers.

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Conclusion:

Upper management is very enthusiastic and motivated to

bring the new and competent people in the organization.

The environment of working is very friendly as everyone

from top to down be busy in doing his/her work.

Training seminars and sessions are conducted to improve

the performance of workers when needed.

All the departments are working smoothly.

Leadership has full control over the lower management.

As the lower management was reluctant in giving the

giving the general information.

Organization culture is growing as the leadership

including the upper and middle management is interested

in bringing more improvements in the existing system.

Middle management is willing to bring the system of more

accountability to which everyone from leadership to line

man workers are answerable of their work.

Executive leadership is Facilitative and middle

management is autocratic as they exercise control over

the front line managers and workers.

Departments are not interlinked with each other..

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Male staff is more helping and guiding in dealings.

Middle management is satisfied with the working but

wanted some changes in the system.

Lower management is not satisfied with the salary and

rewards offered to them. They are not more interested

towards the talent and motivation.

PTCL identifies Talent by competence

PTCL leadership is also perusing new techniques and

methods to improve quality work in the organization.

Employees get adequate feedback from leaders when goals

are accomplished.

A PTCL Talent Management activity has impact on improving

the performance of the employees.

PTCL environment is not fair in terms where employees are

listened and valued.

All decisions made by management are in time and well

communicated.

PTCL access Candidate skills earlier in the hiring

process.

Recommendations:During the term of my six weeks internship in PTCL I get to a close by analyzing the different procedure of PTCL so I would like to give some recommendations as per my knowledge.

The Human Resources should take fewer times in recruitment and training the staff.

Highly eligible & skilled staff may be deputed in HR department.

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Stimulating courses should be adequate and more frequent during the year.

PTCL should also encourage the Billing On line system that each and every customer should have to pay his/her bill on line basis.

The system of E-PAYMENT which although exist in PTCL finance system but there is need of improvement this facility.

PTCL should also provide the detail of local calls made from any Land Line Number which would be provided in Micro level to the customer.

PTCL should make Customer Care Centers in remote areas. PTCL is not utilizing its surplus profit in long-term

investment projects which be done. PTCL management should give concentration towards the

Securities of deposit and it should be on maximum level. Human Resource Department may advice and train employees

for one window operation in order to reduce the time and conserve the resources.

Agents for the promotion of the company policies and to facilitate the customers by the Human Resource Departmentmay be appointed with proper check and balance system.

Pay packages may be revised in the light of profit earnedby the organization.

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