The document discusses the HRIS system implemented at PTCL. It provides background on the need for an HRIS, the adoption process, and modules used. The key points are: 1) PTCL implemented an SAP-based ERP system around 2006 to computerize employee records and promote e-commerce alignment of HR functions. 2) The HRIS system was customized based on company size and integrated with the management information system. It used on-premise software and personal data servers. 3) While the HRIS provided benefits like improved communication and payroll services initially, PTCL still faced employee turnover and layoffs due to a lack of clear HR policies and stronger competitors entering the market.

1. HRIS SYSTEM OF PTCL
HELLO TO THE FUTURE

2. INTRODUCTION
2
Mission
“To provide a learning environment
and tools to help our customer reach
their full potential ”

3. NEED ASSESSMENT
REQUIRE OF PTCL
• Performance Analysis
• Organizational Analysis
• Task Analysis
• Personal Analysis
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4. REASONS BEHIND THE
ADOPTION OF HRIS
• Achieving administrative and strategic
benefits
• Betterment in corporate communication,
recruitment, employee opinion survey,
payroll services, employee verification etc..
• Transform administrative database into sound
communicating system
• To promote E-commerce with the alignment
of HR functions
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5. HRIS BACKGROUND
• Need of HRIS aroused around 2006
• Implementation of ERP (SAP based)
• Oracle Based Accounting System
• Computerized Record of all Employees
• Heading towards Oracle-Taleo (not
implemented yet)
SOURCE: HR. MANAGER, FAISAL JAVED / PTCL
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6. WAS THE HRIS SYSTEM
CUSTOMIZED?
I. Customized on the basis of company
size
II. Integrated with MIS
III. On-premise software
IV. Personal data servers or center
V. International Vendors can customize
according to our needs
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SOURCE: HR. MANAGER, FAISAL JAVED / PTCL

7. ADOPTION PROCESS
OF HRIS
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8. CONSTRAINTS IN THE
ADOPTION OF HRIS
• Morale problems caused by fear
• Underestimations of the complexities
• Political Resistance
• Lack of support from top management
• Lack of technical know-how
• System Horizon/High Volume of Data
• Classification of previous years data
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SOURCE: HR. MANAGER, FAISAL JAVED / PTCL

9. ABOUT SAP MODULE
• Different module based on the
integration and customization according
to company size and industry
• Provided end-to-end solutions for Human
Resource Planning, Distribution, Logistics,
Manufacturing etc.
• SAP helped in outsourcing its HR process
reducing risk level/high costs.
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10. ABOUT SAP MODULE
• Managing all functions from employee
hiring till termination
• SAP sub components involved:
• Time Management
• Payroll & Benefit Compensation
• Personal Management
• Financial Accounting & Controlling
• Development Training & Event Management
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11. ABOUT ORACLE MODULE
Oracle sub components involved:
• General Ledger
• Payables & Receivables
• Inventory
• Procurement
• Financial Logistics
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12. ABOUT ORACLE MODULE
• Oracle DW/BI covered all aspects of
Decision Support System
• Enabled system users to discover
information from large modules of
PTCL historical data for trend
analysis and business insight
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13. ORACLE DATABASE
SECURITY SYSTEM
This helped PTCL in complying
with the privacy and regulatory
mandates in order to increase
the security of employee and
organizational data.
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SOURCE: HR. MANAGER, FAISAL JAVED / PTCL

14. HAS HRIS BEEN EFFECTIVE FOR
PTCL?
• In the first three years after the
implementation, consistency was observed
in the flow of information
• Easy to make corporate level decisions as
systems were integrated
• Data Management turned out effective
• Automation
• Employee Management was promoted
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SOURCE: HR. MANAGER, FAISAL JAVED / PTCL

15. IF THE HRIS WAS WORKING
EFFECTIVELY, THEN WHAT WAS
THE REASON BEHIND
PRIVATIZATION?
In 2006, a comparison was done between the
layoff, transfers and recruitment of employees,
reasons found were:
• Very strong players entered Pakistani market
with strong footings, offerings/benefits and
motivational plans, thus employees shifted.
• In early years, PTCL had no clear HR policy,
promotions were stagnant, employees were
depraved of the act of HR
SOURCE: HR MANAGER, FAISAL JAVED-PTCL
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16. HOW WAS EMPLOYEE
DATA UPDATED?
PTCL uses a program called “Y Data
Cleansing Exercise” through which
irrelevant data of ex-employees were
filtered out and all employee
information regarding, payroll,
promotion, health benefits, loyalty
programs, new recruitments etc..
were automatically updated in all
functions.
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SOURCE HR MANAGER, FAISAL JAVED/ PTCL

17. APPROACH TO ANALYZE LARGE
AMOUNTS OF DATA
• SAP Reporting
• Check to generate reports
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SOURCE: HR. MANAGER, FAISAL JAVED / PTCL

18. THANK YOU
ANY QUESTIONS?