PTCL - HR Practices - Umair, Usman, Sadiq, Khayyam

8/3/2019 PTCL - HR Practices - Umair, Usman, Sadiq, Khayyam

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OD PRACTICES AT PTCL An insight into PTCL s OD practices and in-depthanalysis


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G ROUP MEMBERS

U sman Allah DadU mair Zaman


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PROCEEDING S

IN TRODU CTION

Company

M ission/Vision

FOR M

ATI

ON

OF HR HIE RARCHY OF HR DE PARTMEN T

Divisions

A N ALYSIS OF HR DE PARTMEN T

HR M planning and workingR E CR UI TMEN T A N D SE LE CTION

TRA INING A N D DE V E LOPMEN T


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PROCEEDING S

COM PEN SATION

PE RFOR M A N CE APPRA ISAL

FIN AL V E RDICT


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COMPANY

Largest telephone company.

26% owned by E tisalat and 62% by the G overnment and 12% by the generalpublic.

E mployee strength of 35000.

Largest HR system.


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PTCL

Telephoneconnections

Prepaid

Telephone

CustomerServices

Telephonesets

DSL andInternet

InternetService

Provider


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V ISION AND MISSION

MISSION: To haveprofessional

environment, withfocus of quality

through optimumlevel of technology

and maintainingcustomers

satisfaction andsustained growth.

CORE VALUES:Professional

Integrity,Customer

Satisfaction,Teamwork,

Company Loyalty .

V ISION: To bethe leading

Information andCommunication

Technology Service Provider

in the region


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H R DIV ISIONS AT PTCL

Human Resource Administration

Compensation andBenefits

E mployee RelationDepartment

OrganizationalDevelopment

M anpower PlanningDepartment


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OD Department

Start working in 2008.

hire, young energetic and creative individuals.

Bring smooth change.

Improving management procedures and practices.


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TOOLS

Financial reports and RO I .

Analysis of set targets.

Project reports.

360 degree feed back system.

Performances appraisals.

Decision making process.


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ANALYSIS OF OD-PRACTICES AT PTCL

OD STRATEGIES

Customer oriented approach to retain customer s loyalty

Restructuring : inclusion of new corporate culture

Retention of critical Human Resource M otivation of employees


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Techniques

1. Performance M anagement System

2. M anagement Development System

3. Career Development System

4. Training and Development System

5. Rewards System


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TRAINING AND DEV ELOPMENT

Pre Service Training

On the Job Training

Pre Promotion Courses

Computer Training


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TRAINING AND DEV ELOPMENT

Orientation Program

In-Service Courses

Technical Short Courses

Prohibition Period


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PERFORMANCE APRAISAL

To measure the performance there are few standardized methods andbenchmarks set by PTCL. Their main objectives are as follows :

I mprovement in Performance

E ffectiveness, E fficiency, Productivity, M otivationPay and Benefit Adjustments

Staffing (Recruitment & Selection)

Response and Feedback from


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Management development system

Job rotation

Committee assignments

Lectures courses and seminars

Off the job training


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Career development

Company and E mployees are partners in career management.

Financial Assistance.

E ducational Assistance.

Foreign training to improve technical skills.

Local training.


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Rewards system

Performance based rewards.

M emberships based rewards.

N on-financial rewards.


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Conclusion

PTCL is decentralized organization.

Improvement of performances at lower and middle level staff management.

Organizations performance improved after OD practices.

Synergy among the departments increased.


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THANK

YOU

PTCL - HR Practices - Umair, Usman, Sadiq, Khayyam

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