Introduction of Mobilink (“Orascom Telecom”) or (“OTH”) was established in 1998 and has grown to become a major player in the telecommunication market. Mobilink GSM (PMCL), a subsidiary of Orascom Telecom, started its operations in 1994, and has become the market leader both in terms of growth as well as having the largest customer subscriber base in Pakistan – a base of over 28 million and growing. We pride ourselves on being the first cellular service provider to operate on a 100% digital GSM technology in Pakistan that also provides state-of-the-art communication solutions to its customers.
Mobilink offers exclusively designed tariff plans that cater to the communication needs of a diverse group of people, from individuals to businessmen to corporate and multinationals. To achieve this objective, we offer both postpaid (Indigo) and prepaid (JAZZ) solutions to our customers. Compared to our competitors, both the postpaid (Indigo) and prepaid (JAZZ) brands are the largest brands of their kind in the Pakistan cellular industry. In addition to providing advanced voice communication services that makes the lives of millions that much easy, we also offer a host of value-added-services to our prized customers.
At the same time, Mobilink places high importance to its coverage, which is why we cover you in 10,000+ cities and towns nationwide as well as over 130 countries on international roaming service. In other words, we speak your language, everywhere. OTH established a strong presence in the GSM Association (the world’s leading wireless industry representative body) only five years after its inception. OTH’s Chairman and CEO, Mr. Naguib Sawiris, was selected to join the GSM Association’s CEO Board in 2002.
OTH’s stocks are traded on the Cairo and Alexandria Stock Exchange (CASE), (under the symbol ORTE. CA, ORAT EY) and on the London Stock Exchange (where its GDR is traded under the symbol ORTEq. L, OTLD LI). OTH is dedicated to provide the best quality services to its customers, value to shareholders, and a dynamic working environment for its more than 15,000 employees. INTRODUCTION OF PTCL: 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 to Etisalat in 2006.
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: SEA-ME-WE 3, SEA-ME-WE 4 and I-ME-WE. In addition to wire line operations, PTCL also provides fixed line service through its countrywide CDMA 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.
Mobilink’s Vision”To be the leading Telecommunication Services Provider in Pakistan by offering innovative Communication solutions for our Customers while exceeding Shareholder value & Employee Expectations”. MISSION STATEMENT“To be the unmatchable mobile system of communications in Pakistan this provides the best value to its customers, employees, business partners and shareholders. ”Mobilink’s ValuesTotal Customer Satisfaction Customers are at the heart of our success. They have placed their trust and confidence in us. In return, we strive to anticipate their needs and deliver service, quality and value beyond their expectations. PTCL 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 serviceSustained growth in earnings and profitabilityPTCLVisionTo be the leading Information and Communication Technology Service Provider in the region byachieving customer satisfaction and maximizing shareholders’ value’. The future is unfolding around us.
In times to come, we will be 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 that bring us closer. Core Values•Professional Integrity•Customer Satisfaction•Teamwork•Company Loyalty| (MOBILINK ) OBJECTIVE :We strive for excellence in all that we do. We aspire to the highest standards and raise the bar for ourselves everyday. This commitment to delivering world-class quality translates into unmatched service and value for our customers and all stakeholders.
At Mobilink, we take pride in practicing the highest ethical standards in an open and honest environment, and by honoring our commitments. We take personal responsibility for our actions, and treat everyone fairly, and with trust and respect. Our relationships drive our business. We respect and esteem our employees and all stakeholders. We believe in teamwork, empowerment and honor. As the market leader, we recognize and fulfill our responsibility towards our country and the environment we operate in. We contribute to worthy causes and are dedicated to the development and progress of the society. (PTCL ) OBJECTIVE :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. PTCL offers a wide range of services for its clients all over the Pakistan. These services are Telephone connections, billings, customer services, operations, telephone sets, DSL and internet connections, licensing authority, Internet Service Provider (paknet), online billing through credit cards, prepaid telephone cards, Mobile connections and services etc| ORGANIZATIONAL STRUCTURED OF MOBILINK
HR HIRARCHY Vice President| Total Strength of Employees: * Over all: (Total 5000) Top Managers75 Middle Managers750 Line Managers4175 * Human Resource Department: (Total 47) Vise President01 Middle Managers16 Line Managers26 Gender * Male83% * Female17% HR Strategies: Human resource department is putting its efforts towards nurturing a winning corporate culture and building organizational capabilities by ensuring that its people at all levels are both able and willing to perform at consistently exceptional levels.
At MOBILINK the people have been empowered to a large degree by minimizing out dated rules /regulations and plan to further eliminate the bureaucratic barriers to capitalize on their ingenuity and talent. HR strategy refers to the specific human resource management course of actions that a company pursues to achieve its objectives. But how these strategies/policies/practices are formulated and implemented at Mobilink. There is a whole process behind this. The top team continues to play its role in providing the guidance and support to people at all levels.
The HR (people’s) function ensures that it leads the transformational change by nurturing a climate, which would help in converting the huge potential at disposal of the company into world-class performance. The active and effective role played by HR in people development at different levels organizational, departmental and individual is considered in MOBILINK to be one of the most critical factors leading to the development of a winning corporate culture.
The effort continues to be directed towards developing the skills of the shop floor employees, improving competencies of Business Support Officers (BSOs), and enhancing the leadership qualities of managers. Like most big organizations, the development of HR Strategies is also done in accordance with company’s mission. First, Strategic planners analyze what actually is the prevalent culture of the organization, what are the strengths, weaknesses, opportunities, threats (SWOT analysis) of business and its market, and on the basis of all the above analysis, company’s strategic plan is established.
In the end HR strategies are formulated in accordance with this overall business’/companies’ strategic plans. Based on these HR strategies, HR policies and practices are also formed and implemented. Any abrupt change in the market requires the organization to follow this analysis in order to be successful. That why organizations continuously keeps on updating their strategies and policies. HR Planning After the emergence of new telecom companies, market has become much more competitive and employees are less loyal to the company. Whenever they get any opportunity better than the existing job, they just opt for that.
Which is there right, however Mobilink is aware of this fact and that’s why they do not have any formal strategy for succession planning. They do consider the people from inside but proper succession planning is not practiced in Mobilink these days. When they entered into the market they used to have strategy regarding this matter. But now due to market trends they have transformed there new strategies. According to the management it’s not useful to invest a lot in the employee at a larger extent. They do develop employees for their career planning but no formal succession planning is practiced.
HIERARCHY OF PTCL Types of Employees at PTCL There are approximately 56000 employees working in PTCL, they are of different types which are as follows: •Permanent employees •On-Contract employees: 400 employees are at Contract. •Daily Wages Employees: 7000 employees are at Daily Wages. •4000 Employees are in Telecom Foundation •On Deputation Training Institute •One National postgraduate Institute of Telecom & Informatics. (50 students) •One Telecommunication Staff College Haripur (450 students). •Two regional telecom training schools Lahore and Karachi (400 students). Nine regional telecom training schools in Peshawar, D. I Khan, Gujranwala, Faisalabad, Multan, Sialkot, Quetta, & Hyderabad. •Fifteen Divisional telecom training centers (75 students each). HRM PLANNING & WORKING HRM planning and Working has a focus on following challenges as well as opportunities. HR STRATEGIES •Customer oriented approach to retain customer’s loyalty •Restructuring: inclusion of new corporate culture •Retention of critical Human Resource •Motivation of employees •Preparation for WTO regime HRM PLANNING •Conduct job analysis and based on the outcomes of the job analysis, write job descriptions. Organizational restructuring and right sizing •Design and implement a performance management system •Provide current information regarding employees to be used in the decision making process •Conduct HRM research with the aim of solving problems in the organization •Integrated employee data management (HR MIS) RECRUITMENT AND SELECTION PROCESS OF MOBILINK : ? Mobilink Policies for Recruitment and Selection: Policies for Recruitment and Selection as experienced at Mobilink are: Recruitment policy Objectives: The policy is meant to ensure an effective and efficient method of recruitment and selection.
It is aimed at hiring without any discrimination based on race, colour, sex, nationality, ancestry, religion or disability. Policy guidelines: The recruitment policy must comply with regulations set out by the Government of Pakistan. The Sources of recruitment for different job vacancies in PMCL shall include: Internal Advertisement. Databank. Advertising. Head hunters/executive search organizations. Walk in candidates. Colleges and Universities a)External Recruitment: i. No candidate under the age of eighteen will be considered. ii.
To avoid conflict of interest, hiring of close relations (brothers, sisters, spouses, first cousins, brothers/sisters in law) will not be encouraged. However candidates falling in this category who have exceptionally good credentials may be considered. Hiring supervisors will need to explain in their assessment of the candidate their qualities that justify hiring. A final decision will rest with the concerned Divisional Head who will need to ensure that there is no conflict of interest. iii. Human Resources will advise Department Heads on salary ranges to be offered to the applicant keeping internal and external equity in perspective.
This criteria does not apply to technicians/riggers and ancillary staff. b)Internal Recruitment: i. Internal candidates must be confirmed employees of Mobilink who have completed one year of service. However exceptionally good candidates may be considered. ii. Selected candidates will join the new job/position after getting clearance from existing line manager. iii. Spouse of an existing employee will not work for direct competition and either one will have to resign from service. Prospective candidates whose spouses work for competition will not be considered for hiring. iv.
Hiring from vendors, franchises, and clients is not encouraged. Exceptionally where offers are made to employees of these entities their prior consent must be obtained. General conditions for recruitment: All recruitment will be done through the Human Resources Department in consultation with the Officers and Heads of the concerned Department. An applicant’s knowledge, skill and aptitude related to the position shall be judged according to a range of factors including: a)Education (Academic / Professional). b)Experience. c)Profile and Psychometric Tests d)Interviews. e)References. Application:
Applicants may apply online by registering with the web based recruitment portal. However, when considered for a specific position, they will be required to fill the standard application form of the Company. All applications will be kept on HR database for a period of 6 months only. Conditions for selection: Departments must submit Hiring Request and / or Transfer Request Form to the HR Department and duly signed. Information regarding qualifications and job description should be forwarded for identification of suitable candidates. Lead-time of at least ten working days should be given for selection of candidates.
The Human Resources Department would place internal advertisements and / or shortlist suitable candidates from the databank. If no suitable candidate is found, advertisements will be placed in media. The Human Resources Department shall, upon the department’s request, provide screened CVs. The department will do another sift if necessary and conduct interviews with the immediate Supervisor / Department / Divisional Head or his / her nominee and any job related selection tests. Short Listed Candidates will be invited for a final interview with the HR department. The Human Resources Department may conduct Profile and Psychometric Tests for he selected candidate in order to evaluate the suitability of the candidate. Two Reference checks will be completed for the selected candidate either before hiring or during the probationary period. Appointment will be subject to satisfactory references being received. On Selection the following information will be forwarded to HR to be kept in the Employees Personal File: a. Interview Evaluation form b. Passport size Photos. c. Any other special clause. d. References. e. Copy of N. I. C. f. Copies of degree(s): Bachelors and above only and copies of experience certificates. g. Duly filled application form
In the Case of Consultants the Company will sign a contract with the Consultant for a duration ranging from 3 months to 1 year. The Human Resources Department shall prepare and deliver the Employment Letter to the Employee and obtain signatures on a copy. These were the practices but what actually are the practices for Recruitment and selection at Mobilink. Let’s explore. Practices at Mobilink regarding Recruitment and Selection: Practices regarding the recruitment and selection are in accordance with the policies formulated by the HR department. According to employees following were the recruitment practices.
Two types of Recruitments: Sources of Internal RecruitmentSources of External Recruitment Employee referrals Emplacement Agencies Internal advertisingJob fairs Head hunting Advertising Walk in candidates All recruitment and selection process is handled by the Human resource department. Applications for jobs are mostly made via internet. Selection criteria are totally based on merit. A series of interviews are conducted followed by a panel interview and a group discussion. Only deserving from a lot of applicants are considered Critical Review on Recruitment and selection process: It goes without saying that reference for job works.
So it’s surely a flaw in the recruitment and selection process of Mobilink. We know a number of people who get job in Mobilink on reference basis. However, saying all that, getting a job at Mobilink and retaining that job at Mobilink for a time are two different things. One thing was interesting studying the Mobilink Recruitment and Selection process. Company entertains online applications more than mailed ones. To us, reason is twofold. First, it reduces burden during the recruitment process. Secondly, by using online system, company can keep its image as innovative and latest the eyes of its consumers.
Forcasted Position In Mobilink Position Title: Business Analyst Job Description: Understand and capture end-user requirements, develop tests, execute reports, perform analysis and make presentations based on these requirements Execute SQL Queries and develop reporting formats to provide valuable information to various stakeholders Conduct analysis to highlight meaningful trends from huge data sources, in order to provide useful insights that drive fact-based decision-making Identify markers for customer lifecycle events to predict shifts in customer behaviours and anticipate significant events such as churn
Job Specification: Industry:Telecommunication/ISP Category:CS Total Position:2 Job Type:Permanent Job Location:Lahore Gender:Doesn’t Matter Minimum EducationBachelor’s Degree Degree Title: Bachelors/Masters degree in computer Sciences Career Level: Entry Level Minimum Experience: 1 Year(Minimum one year of experience in analysis and reporting environment) Skills Required: Essential Skills. Ability to interpret data and conduct co-relation analysis. Ability to convert data into meaningful insights & present thoughts clearly in written and verbal communication.
Understanding of RDBMS (ex. SQL Server) systems and hands on experience to read/write SQL language. Ability to use advance MS Office functions. Strong presentation skills. Motivational factors: Mobilink is a leading telecom company and all the employees working there feel pride in affiliating them with the organization. It’s the biggest intangible motivational factor. Affiliating with organization, employees are self motivated to work and loyalty comes from within. However they have other factors too.
They believe in praising the good work done by employees and reward them on that. Reward may be tangible or intangible. They also arrange parties in which star performers are highlighted. Also they have informal meetings after performance evaluation and supervisors, subordinates, colleagues talk about there success and are motivated through intrinsic factors. Delegation of authority and empowerment re the tools which they use to motivate employees and that is how they keep up the good work. WORK ENVIRONMENT OF MOBILINK Compensation and benefit plans of Mobilink :
Mobilink has a separate department for compensation. That department deals in staffing and compensation planning. First of all this department has all the information regarding who is being employed and how it is performing. What so ever promises are made to the employees, they know that. So it’s easy for them to design compensation plans because they know every employee which is being hired. Compensation and benefit plans are particularly based on performance. If performance is up to the standards of Mobilink and the employee has good conducts he is rewarded.
After performance evaluation, results are rechecked and matched with the standards. Based on that, proper compensation plans are designed. Health & Safety Policies in Mobilink : The safety of employees is everyone’s responsibility. Accidents, precaution and efficient work go hand in hand. All levels of employees have a primary responsibility for the safety and well being of all of us. Therefore, interest in practicing safety prevention must be encouraged by: a)Setting good examples. b)Acting upon safety records. c)Reviewing safety programs. )Holding personal interviews or group conferences. e)Starting activities that will stimulate and maintain employee’s interests. No phase of operation of administration is of greater importance than accident prevention. It is the policy of the Company to provide and maintain safe and healthy working conditions and to follow operating practices that safeguard all employees and result in safe working conditions and efficient operations. Proper First Aid Kit will be available at all Mobilink Offices including remote locations. MANAGEMENT DEVELOPMENT TECHNIQUES
Job Rotation: To widen the manager’s perspective about organization Serving on Committees: To observe interpersonal working of experienced executives Executive Committee: It serves as junior board for investigating problems, preparing reports and proposals Outside Experience: It includes Workshops, Seminars and Conferences for enchaining skills and capabilities of the managers. PSYCHOLOGICAL TESTS & ASSESSMENTS According to DE of HRM&P, there are no Psychological Tests of the PTCL but according to his information they are adopting modern techniques so in near future there will be such tests carried out in the organization.
In case of assessments they are on the skills, behavior, performance and expertise of a person. After every 6 months and 1-year they carry out Performance checks and publish annual performance reports. ANALYSIS OF HR-PRACTICES AT PTCL HRM PLANNING & WORKING HRM planning and Working has a focus on following challenges as well as opportunities. HR STRATEGIES •Customer oriented approach to retain customer’s loyalty •Restructuring: inclusion of new corporate culture •Retention of critical Human Resource •Motivation of employees •Preparation for WTO regime HRM PLANNING Conduct job analysis and based on the outcomes of the job analysis, write job descriptions. •Organizational restructuring and right sizing •Design and implement a performance management system •Provide current information regarding employees to be used in the decision making process •Conduct HRM research with the aim of solving problems in the organization •Integrated employee data management (HR MIS) RECRUITMENT OF PTCL: Fresh recruitment of professional are only being made in areas like. Technical Human Resource (HR expert, HR Managers) Finance & Accounts Business development & marketing
Information technology (IT Professionals) RECRUITMENT PROCEDURE The recruitment procedure of PTCL is as follows: First position or vacancy is announced in the electronic media and print media through Internet and newspapers respectively. Then applications are scrutinized as per specification in the job description and job specification. Candidates are being short-listed. The next step is Test of short-listed candidates. The next step of the PTCL recruitment process is the interview. They usually conduct a structured and semi-structured interview for the candidates.
Last but not the least is the verification of the documents. Recruitment methods There are basically 2 methods at PTCL frequently carried out when desired these methods are as follows: •Internal Recruitment •External Recruitment Internal Recruitment: In this method the candidates are recruited within the PTCL. It is a search mode in which the PTCL check out the potential and right and desired person within the PTCL. In order to get desired candidates they advertise within the organization by job specification and job description by using Notice Boards. External recruitment:
In this method PTCL recruit externally 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). Quota System: There is a percentage reserved by each quota differentiated on the basis of Gender and Province. Punjab 50% Sindh20% N. W. F. P17% Baluchistan 10% Women5% Handicapped2% Child LaborNil SELECTION: The process of choosing from a pool of applicants the individual or individuals who best fit the selection criteria for a given position.
PTCL has got very effective and efficient selection criteria. SELECTION CRITERIA: These are the following steps carried out by PTCL in order to meet selection. Recruitment (Advertising Job specification & Description) Application (Online & Forms) Screening of applications Joining Letter Final Decision Making Interview Test Interview Methods: The interview method depends on the situation and conditions but there are 3 types of interviews but two of them are and were in focus of PTCL while carrying out Selection. These three methods are: •Structured Interviews Unstructured Interviews •Stress Interviews But at PTCL there are only 2 types used which are Structured Interviews are those which are preplanned and predefined in order to check the skills, abilities, knowledge, behavior, and required potential of the candidates. Unstructured Interviews are those which are not predefined and preplanned but they are based on conditions and possibilities. Format of Job Description: Following is the format of Job description given by PTCL: •Purpose of the job •Role and function •Dimensions of job •Annual operating budget of unit Number of clients served •Number of directly reports •Indirectly reports •Specific accountabilities of the Job •Job responsibility Achievements General accountabilities of the Job. Peripheral accountabilities of job. •Performance standards How is the performance of this job measured? Standard constitute. •Job Components Communication Initiative Challenges Adaptability Team work Guide lines Nature of supervision received Leadership Responsibilities Pay Scales & Opportunities: At PTCL according to the information gathered by us is as follows: PTCL mployees have good salary as we compare to other Government Organizations PTCL employees have less pay if we compare them with other private sector Employees comparable at same designations and jobs. Minimum pay at PTCLRS. 6000 and above For 17th Grade and aboveRS. 25000 and above Rests of the benefits and compensations as well as allowances are as per government rules. Compensation: It is a system in which an employee is rewarded on the effective and efficient required performance. PTCL has a very organized and effective compensation system according to the rules and regulations of Government of Pakistan.
They are offering 30% more pay then other Government Organizations. The rewards, benefits, allowances that are offered by PTCL for its employees and workers as well as officers are as follows: Financial Rewards Pension60% to 65% of basic pay Disability Pensionas per Government Rules Death BenefitsFuneral amount + 5-6 month pay Loan Facility Car & motorcycle loanloan will be deducted from monthly salary Provident Fund8. 25% of salary + interest of 15% NON-Financial Rewards Maintenance Company provides maintenance of Employee’s car & motorcycle
Pick & DropBusses are used for this purpose AccommodationOwn flats for lower staff (1 – 15th grade) Colonies and Full furnished houses for high rank officers and Top management (17th–21st Grade Officers). Leave Policy It is up to the mark of Government rules and regulations. Leave policy contains: Holiday5days a week. Saturday, Sunday is off Earned Leaves45 leaves per year Casual Leaves 20 leaves per year (with Pay) Maternity Leaves120 days Medical benefits PTCL also give medical benefits to its workers and employees.
PTCL employees have free medical treatment. In all over Pakistan there are 38 dispensaries which are working and providing free treatments to PTCL employees. This benefit is also for the family members of the PTCL employees. After retirement too PTCL provide the medical benefits to its former employees. Employees from grade 1 to 16 are entitled for medical facility up to five years of the retirement. Employees in grade 17 and above have lifetime entitlement for the facility. CONCLUSION & RECOMMENDATIONS OF MOBILINK: To conclude Mobilink has a strong HR system.
That is the reason we didn’t found much discrepancies in what management says, what policies state and what employees say. 90 % of the times they were same. There are some minor discrepancies but they are adjustable with little effort. RECOMMENDATIONS:Mobilink has a strong HR system. That is the reason we didn’t found much discrepancies in what management says, what policies state and what employees say. 90 % of the times they were same. However, there were some discrepancies that need attention and their adjustment can make this HR system best in Pakistan.
Following are some of the recommendations based on those discrepancies:1. Human resource department is not fully authorized to take all the decisions. Though HR department claims to have the overall management of the company but that actually is not the case. There are many HR decisions that are taken by the other department. So, there should be a clear delegation of authority regarding decision making for HR department. 2. One thing we observed during our project was that employees were not aware of the in depth policies. The main reason that we have understood for this is their lack of knowledge about policies formulation.
Employees are not encouraged to give suggestions in policy formulation. So, our suggestion is that employees should be consulted while policy formulation stage. 3. Benefits and rewards are too complicated for anyone to understand. Though there are many of these but most of employees even have not information as to for what benefit they can go for. So, Mobilink should simplify its reward system for its employees to understand well. 4. The decision making is delegated to managers with goals set for each term promotion, hiring and firing is virtually in the immediate boss’s hand.
This practice can cause disharmony among employees for power. Team based structure (like the one at PMO) should be preferred in all departments 5. Mobilink pursues Zero-tolerance policy for disciplinary actions. This is good but not in all cases. Mobilink should look towards its discipline polices and try to be a bit more lenient. 6. Mobilink uses only policy specified sources for recruitment which are only 5. In this way it can loose some potential applicants that can be asset to organizations, just because they were not well communicated.
So, Mobilink should increase its recruitment sources. During an HR specialist interview, we posed the same question and the answer was “that’s what policy says; on ground level we do use as many sources as possible”. If this is the case then our recommendation is that Mobilink should adjust its policy accordingly. | CONCLUSION & RECOMMENDATIONS OF PTCL: After getting all the desired information and critically analyzing the organization I like to recommend and conclude my thinking and findings in following points. PTCL is an overstaffed Organization so there will be Restructuring of the organization or Downsizing. •PTCL should be up to the International standards i. e. 166 lines/employee (lineman). •Staffing will have to be on Merit and Fair rather than on Personnel links and unfair means. •The employees at PTCL have lackness in motivation so the organization has to set challenging tasks and jobs for them to make them active and energetic. •The compensation system should be equivalent to the other multinational and international organizations working in Pakistan in the same field and industry. Along with the domestic Trainers, PTCL will have to hire External Trainers from France, Germany, China, and Switzerland so that they will able to train their employees in Pakistan on International standards and with modern Education and Technology. •There are only 38 dispensaries for 56,000 PTCL employees all over the Pakistan that is less so they will have to increase the number of Dispensaries•Promotions in PTCL should be on the basis of achievements, skills, performances, behavior, attributes, rather than on seniority. After getting training the employees should be on the right place for which they were trained for. |