Final Project Ideas Patrick Cozzi University of Pennsylvania CIS 565 - Fall 2014.
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Project “Corporate Information System”
Presented To : Prof.A.Ahmed
Submitted By : Fozia Zaka (L1S10MBAM0066)
Sana Khalid (L1F09MBAM0035)
Adnan Pervaiz (L1F08MBAM1206)
Sec : A
Acknowledgment
We are greatly indebted to our resource person “Prof.A.Ahmed” whose help and guidance
enabled us to muster our courage and findings in a presentable manner. His comprehensive
teaching style also enabled us to understand the subject of Corporate Information System.
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Dedication
We dedicate this project to our respected teacher Prof. A.Ahmed, without his guidance we
would not have been able to complete this project . Moreover, dedication would not finish
without mentioning the devoted prayers of our Parents.
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INTRODUCTION Pakistan Telecommunication Company Limited(PTCL) is the largest telecommunication
company in Pakistan. This company provides telephony services to the nation and still holds the
status of backbone for country's telecommunication infrastructure despite arrival of other
telecom giants like Telenor, Warid, Mobilink and China Mobile. The company consists of
around 2000 telephone exchanges across country providing largest fixed line network. GSM,
CDMA and Internet are other resources of PTCL, making it a gigantic organization. The
Government of Pakistan sold 26% shares and control of the company toEtisalatin2006. The
Government of Pakistan retained 62% of the shares while the remaining 12% are held by the
general public. PTCL is also part of the consortium of three major Submarine communication
cable networks . In addition to wire line operations, PTCL also provides fixed line service
through its countrywide based WLL (Wireless Local Loop) network, under the Vfone brand
name. In the cellular segment, the second largest cellular provider in Pakistan, Ufone, is also a
wholly owned subsidiary of PTCL.
HISTORY
History From the beginnings of Posts & Telegraph Department in 1947 and establishment of
Pakistan Telephone & Telegraph Department in 1962, PTCL has been a major player in
telecommunication in Pakistan. Despite having established a network of enormous size, PTCL
workings and policies have attracted regular criticism from other smaller operators and the civil
society of Pakistan
Pakistan Telecommunication Corporation (PTC) took over operations and functions from
Pakistan Telephone and Telegraph Department under Pakistan Telecommunication Corporation
Act 1991. This coincided with the Government's competitive policy, encouraging private sector
participation and resulting in award of licenses for cellular, card-operated pay-phones, paging
and, lately, data communication services. Pursuing a progressive policy, the Government in
1991, announced its plans to privatize PTCL, and in 1994 issued six million vouchers
exchangeable into 600million shares of the would-be PTCL in two separate placements. Each
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had a par value of Rs. 10 per share. These vouchers were converted into PTCL shares in mid-
1996.In 1995; Pakistan Telecommunication (Reorganization) Ordinance formed the basis for
PTCL monopoly over basic telephony in the country. The provisions of the Ordinance were lent
permanence in October 1996 through Pakistan Telecommunication (Reorganization) Act.
The same year, Pakistan Telecommunication Company Limited was formed and listed on all
stock exchanges of Pakistan PTCL launched its mobile and data services subsidiaries in 2001 by
the name of Ufone and PakNet respectively. None of the brands made it to the top slots in the
respective competitions. Lately, however, Ufone had increased its market share in the cellular
sector. The PakNet brand has effectively dissolved over the period of time. Recent DSL services
launched by PTCL reflect this by the introduction of a new brand name and operation of the
service being directly supervised by PTCL. In middle of 2005, Government of Pakistan had
decided to sell at least 26percent of this company to some private agency. There were three
participants in the bet for privatization of PTCL. Etisalat, a Dubai based company was able to get
the shares with a large margin in the bet. Last year when Government was going to privatize the
company there was countrywide protest and strike by PTCL workers. They even disrupted Phone
lines of some big Government institutions like Punjab University Lahore and many lines of
public sector were also blocked. Military had to take over the management of all the Exchanges
in the country. They arrested many workers and put them behind bars. The contention between
Government and employees ended with a 30% increase in the salaries of workers. There have
been various changes in the company due to privatization. Such examples include the VSS
(Voluntary Separation Scheme for its employees), ERP (SAP based), restructuring, B& CC
(Billing and Customer Care Software) etc. Another seemingly minor change was change of
brand identity (logo) that will present PTCL's new face after privatization, with greater focus on
customer satisfaction and bringing about of new advancements in telecom for Pakistani
consumers.
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Core Values
Professional Integrity
Customer Satisfaction
Teamwork
Company Loyalty Group: Communicators
Vision
To be the leading Information and Communication Technology Service Provider in the region by
achieving customer satisfaction and maximizing shareholders' value'.
Mission
To achieve our vision by having:
•An organizational environment that fosters professionalism, motivation and quality
•An environment that is cost effective and quality conscious
•Services that are based on the most optimum technology
•"Quality" and "Time" conscious customer service
•Sustained growth in earnings and profitability
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OVERVIEW OF HR DEPARTMENT:
More specifically the Human Resources Department shall perform following functions:
A human resource philosophy which shall govern the company’s actions with respect to
human resources management
Prepare a Human Resource Plan to support the short and medium-term goals of the
company
Develop the policies, guidelines and procedures for the following human resources
management concerns:-
Manpower planning / budgeting.
Recruitment and Selection.
Appointment, deployment, re-deployment / transfers.
Compensation and benefits administration.
Career planning and promotions.
Performance management.
Incentives administration.
Training and development.
Grant of Move over
Grant of permission for higher education.
Sanction leave.
Disciplinary cases.
COMPANY’S GOAL FOR HUMAN RESOURCE INFORMATION
MANAGEMENT
HR Aspects
The transformation from a legacy public sector organization into a responsive and competitive
enterprise in the deregulated era could not have been possible without implementing a forward
looking Human Capital development and management strategy. One of the most important
objectives of this new strategy was to optimize the workforce which was implemented by
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offering the voluntary option of separating from PTCL in exchange for financial compensation.
Around 29,920 employees opted to pursue other career opportunities after accepting terms of
voluntary separation from PTCL.
The VSS marked the single largest most successful exercise in the history of Pakistan. In the
highly challenging marketplace, PTCL HR wing stepped forward to facilitate the emergence of
new Corporate Culture by becoming Equal opportunity employer, inducting fresh blood from the
market, improving the way PTCL runs and reducing the number of employees having outdated
skill set. The Training & Development wing of the HR Department also organized a
comprehensive six months “Urgent Training Needs” program in technical and managerial fields
to enhance soft skills. Healthy improvements have been made in the area of Recruitment and
Retention as the whole recruitment process has been redefined to cope with the changing
business requirements. Detailed facilitation programs have been initiated for the orientation of
newly hired employees.
HR CURRENT ACTIVITIES
Recruitment & Selection
Training and Development (People or Organization)\
Performance Evaluation and Management
Promotions/Transfer
Redundancy
Industrial and Employee Relations
Record keeping of all personal data
Compensation, pensions, bonuses etc in liaison with Payroll
Confidential advice to internal 'customers' in relation to problems at work
Career development
Competency Mapping
Time motion study is related to HR Function.
Performance Appraisal
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PROBLEM STATEMENT
Our company was initially using a manual practices for maintain the record of the customer,
training providing to them. It uses paper documentation for the filling of forms. It creates
problem in data management.
PROBLEMS TO BE ADDRESSED
Job knowledge and skills at all levels of the organization
Morale of the workforce.
People identify the organizational goals.
Built of corporate image of organization in employees
Facing built authentically, openness and trust in employees
Negative relationship built between boss and subordinate.
Employees facing the guidelines for work
Understanding and carrying out organizational policies.
Development method for promotion
Poor leadership skills, low motivation level, poor attitudes and other aspects that workers
and mangers usually facing
Decreasing productivity and/or quality of work.
labor-management relations
consulting costs
TRAINING AND DEVELOPMENT
In the field of human resource management, training and development is the field concerned
with organizational activity aimed at bettering the performance of individuals and groups in
organizational settings. It has been known by several names, including employee development,
human resource development, and learning and development
"Employee Development" was seen as too evocative of the master-slave relationship between
employer and employee for those who refer to their employees as "partners" or "associates" to be
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comfortable with. "Human Resource Development" was rejected by academics, who objected to
the idea that people were "resources" an idea that they felt to be demeaning to the individual.
TRAINING
The process of bringing a person, to an agreed standard of proficiency, etc., by practice and
instruction.
EDUCATION
This activity focuses upon the jobs that an individual may potentially hold in the future, and is
evaluated against those jobs.
DEVELOPMENT
This activity focuses upon the activities that the organization employing the individual, or that
the individual is part of, may partake in the future, and is almost impossible to evaluate.
The "stakeholders" in training and development are categorized into several classes. The
sponsors of training and development are senior managers. The clients of training and
development are business planners. Line managers are responsible for coaching, resources, and
performance. The participants are those who actually undergo the processes. The facilitators are
Human Resource Management staff. And the providers are specialists in the field. Each of these
groups has its own agenda and motivations, which sometimes conflict with the agendas and
motivations of the others.
SCOPE OF TRAINING AND DEVELOPMENT
The Project scope covers HR & training and development Automation and all related skills,
education, ethics, attitudinal changes and decision making and problem solving skills.
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ROLE OF TRAINING AND DEVELOPMENT
The role of training and development in a service involved organization is many times more in
comparison with what it has in a manufacturing involved organization. This role becomes more
significant in a situation where the need to transform organizational culture is identified as the
most glaring problem and the most difficult impediment on the way to organizational growth.
PTCL employees are a great asset not only for the company but also for the country. Their
marvelous potential is yet to be exploited. Their skills need to be developed, their expertise need
to be updated for which training and development department is at their disposal to cater to their
training needs.
At PTCL, training and development team would never miss an opportunity to contribute towards
the betterment of the company. Training and Developments is playing an essential role in
changing PTCL from a government sector organization to corporate sector company. PTCL
consider every employee of the company as our customer and firmly believe that meeting their
expectation would help us achieve customer satisfaction. The Training and Development has a
clear road map of activities and is committed to provide high quality trainings for the
development of every single employee.
PURPOSE OF TRAINING AND DEVELOPMENT
To increase productivity and quality
To promote versatility and adaptability to new methods
To reduce the number of accidents
To reduce labor turnover
To increase job satisfaction displaying itself in lower labor turn-over and less
absenteeism
To increase efficiency
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TRAINING METHODS
There are two broad types of training available to small businesses: on-the-job and off-the-job
techniques. Individual circumstances and the "who," "what" and "why" of your training program
determine which method to use.
On-the-job training is delivered to employees while they perform their regular jobs. In this way,
they do not lose time while they are learning. After a plan is developed for what should be
taught, employees should be informed of the details. A timetable should be established with
periodic evaluations to inform employees about their progress. On-the-job techniques include
orientations, job instruction training, apprenticeships, internships and assistantships, job rotation
and coaching.
Off-the-job techniques include lectures, special study, films, television conferences or
discussions, case studies, role playing, simulation, programmed instruction and laboratory
training. Most of these techniques can be used by small businesses although, some may be too
costly
BENEFITS FROM EMPLOYEE TRAINING AND DEVELOPMENT
There are numerous sources of online information about training and development. Several of
these sites (they're listed later on in this library) suggest reasons for supervisors to conduct
training among employees. These reasons include:
Reduced employee turnover
Enhanced company image, e.g., conducting ethics training (not a good reason for ethics
training!)
Increased productivity.
Increased efficiency resulting in financial gains.
Decreased need for supervision
Increased job satisfaction and morale among employees
Increased employee motivation
Increased efficiencies in processes, resulting in financial gain
Increased capacity to adopt new technologies and methods
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Increased innovation in strategies and products
TRAINING ADMINISTRATION
Having planned the training program properly, you must now administer the training to the
selected employees. It is important to follow through to make sure the goals are being met.
Questions to consider before training begins include:
Comfort.
Equipment.
Timing.
Location.
Facilities.
Accessibility
Careful attention to these operational details will contribute to the success of the training
program
NEED FOR TRAINING AND DEVELOPMENT
There are three types of need for training and development
Types of Needs Analyses
Techniques
Checklist for evaluating a test
1. TYPES OF NEEDS ANALYSES
Many needs assessments are available for use in different employment contexts. Sources that can
help you determine which needs analysis is appropriate for your situation are described below.
Context Analysis: An analysis of the business needs or other reasons the training is desired. The
important questions being answered by this analysis are who decided that training should be
conducted, why a training program is seen as the recommended solution to a business problem,
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what the history of the organization has been with regard to employee training and other
management interventions
Content Analysis. Analysis of documents, laws, procedures used on the job. This analysis
answers questions about what knowledge or information is used on this job. This
information comes from manuals, documents, or regulations. It is important that the
content of the training does not conflict or contradict job requirements. An experienced
worker can assist (as a subject matter expert) in determining the appropriate content.
Training Suitability Analysis. Analysis of whether training is the desired solution.
Training is one of several solutions to employment problems. However, it may not
always be the best solution. It is important to determine if training will be effective in its
usage.
Cost-Benefit Analysis. Analysis of the return on investment (ROI) of training. Effective
training results in a return of value to the organization that is greater than the initial
investment to produce or administer the training
User Analysis. Analysis dealing with potential participants and instructors involved in the
process. The important questions being answered by this analysis are who will receive the
training and their level of existing knowledge on the subject, what their learning style is,
and who will conduct the training.
Work analysis. Analysis of the tasks being performed. This is an analysis of the job and
the requirements for performing the work. Also known as a task analysis or job analysis,
this analysis seeks to specify the main duties and skill level required. This helps ensure
that the training which is developed will include relevant links to the content of the job.
2. TECHNIQUES
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Several basic Needs Assessment techniques include:
direct observation
questionnaires
consultation with persons in key positions, and/or with specific knowledge
review of relevant literature
interviews
focus groups
tests
records & report studies
3. CHECKLIST FOR TRAINING NEEDS ANALYSIS
It is helpful to have an organized method for choosing the right test for your needs. A checklist
can help you in this process. Your checklist should summarize the kinds of information
discussed above. For example, is the test valid for your intended purpose? Is it reliable and fair?
Is it cost-effective? Is the instrument likely to be viewed as fair and valid by the test takers? Also
consider the ease or difficulty of administration, scoring, and interpretation given available
resources. A sample checklist that you may find useful appears on the following page.
Completing a checklist for each test you are considering will assist you in comparing them more
easily.
THE BENEFITS OF AUTOMATION
Automation saves execution time (e.g. automation running overnight can process over 2,000
dialog boxes, effectively equivalent to weeks of manual testing), which results in more time for
analysis, design and development, and can result in higher quality software applications. In
addition:
Implementing automated training program will reduce less time involved in the process
and involve less people to execute this process. Ultimately, this will reduce the total costs
of training.
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Automated training and development practice enhances the repeatability, maintainability,
automatic reporting.
PLANNING TRAINING CALENDAR
The company prepare a planned training calendar which explain
Trainings programs during the year
Duration of training program
The trainer or supervisor of each training
Starting and ending date of each program
START OF THE PROJECT
First conduct the meetings program with the relevant persons to get knowledge about the current
system, organization culture, practices and procedures. Secondly, understanding workflows and
redefining accurate flows.
PROJECT ACTIVITIES AND TIME LINE
Sr.
No
Project Activity Total
Duration
Start Day End Day
Training and Development System 46 Days 14 May 30 June
Start of the project
A Discussions with project team &
Following
2 days 14 May 16 May
1 HR & Admin Dept. 14 May 16 May
2 Finance Dept. 14 May 16 May
3 IT Dept. 14 May 16 May
4 Customer service Dept. 14 May 16 May
5 Marketing Dept. 14 May 16 May
B Requirement Analysis 20 Days 17 May 6 June
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6 Evaluation of current system 10 Days 17 May 26 May
7 User interview and survey 2 Days 27 May 28 May
8 Documentation of Existing system 2 Days 29 May 30 May
9 Problem identification 3 Days 1 June 3 June
10 Solution Recommendation 3 Days 4 June 6 June
C Feasibility Analysis 3 Days 7 June 9 June
11 Technical 1 Day 7 June 7 June
12 Administrative 1 Day 8 June 8 June
13 Financial 1 Day 9 June 9 June
D Designing 21 Days 10 June 30 June
14 Database designing 4 Days 10 June 13 June
15 Reports designing 3 Days 14 June 16 June
16 Coding / data conversion 6 Days 17 June 22 June
17 Networking and Application installation 2 Days 23 June 24 June
18 Implementation and testing of new system 2 Days 25 June 26 June
19 Discussion and ensuring security issues 2 Days 27 June 28 June
20 Training for the new system 2 Days 29 June 30 June
APPLICATION MODULES
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Training & Development
PROJECT DESIGNING
Following are the steps of project designing
Database Designing
Reports Designing
Presenting the Solution
Bugs and Omissions rectifications
Final Solution
DATABASE DESIGNING
Tables
Employee company code
Enter the Training Document Number (TDN)
Trainee’s last name , first name , middle
Enter trainee’s year /month of birth
Enter trainee’s complete home address
Enter trainee’s home telephone number
Trainee’s position title / function
Trainee’s pay plan ,series ,grade and step
Course , title for training
Starting and ending dates
Total numbers hours of training.
Supervisors name , title and telephone number
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InternalTraining
ExternalTraining
ManagementDevelopment
Skillsinventory
Cost of training if any
DATA REQUIREMENTS
Training planning data
Training applications and eligibility data
Training administration data
Training assessment and evaluation data
External training and education data
Career development data
Skills inventory data
REPORTING REQUIREMENTS
Employee Population Reports
Training Activity Report
Applications Summary Report
Eligibility Report
Notifications
Waiting Lists
Training & Course Schedules
Course Enrollment Lists
Course participation and result reports
Eligible courses and institutions report
Training accounting reports
Test and performance reports
Training history reports
Career development plans
TESTING & IMPLEMENTATION
After the development of software, its trail will be run by the team of experts to debug the errors
for the purpose to give error free software to the end user. The beta version will be debugged and
alpha version will be installed on machines, where required.
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SECURITY
When the data is converted or mapped into database and all hardware installations has been
made, installation of the software or Application will be made on the machines of those
employees who are responsible for generating reports for Training and Development. Access
will be granted with secured password to the individuals only for those responsibilities which is
related to them and not for the whole responsibilities. Database will be saved on Mayarate
machine or server and maintain a daily log. Back up will be taken on weekly basis on backup
tapes and placed other than the IT department where management decides for security and other
reasons
TRAINING FOR THE NEW SYSTEM
After satisfactory completion of all the above mentioned steps, full fledge training will be given
to all the concerned on live data, in order to give them full command on the software.
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