The document is a cover letter submitted by Sara Masood for an internship at PTCL. It includes a letter of undertaking where Sara affirms the work is her own and acknowledges the rules and guidelines of the internship. It also provides an executive summary of her report which will be divided into 6 parts covering PTCL's history, organizational structure, departments, products, her internship plan, a SWOT analysis, and conclusions.

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SUBMITTED TO:
INCHARGE
HEAD OF BUSINESS ADMINISTRATION DEPARTMENT
SUBMITTED BY:
MISS SARA MASOOD
MBHF16MM003
MASTER OF BUSINESS ADMINISTRATION DEPARTMENT
SEMESTER #3 (1.5year)
SUBMISSION DATE:
DECEMBER
UNIVERSITY OF SARGODHA SUB-CAMPUS MIANWALI

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LETTER OF UNDERTAKING
I SaraMasood understudies ID MBHF16MM003 therefore affirm that
the entry level position report I have given exclusively my own exertion.
I didn't duplicate my report halfway or totally from other understudy or
from some other source either against installment or free and I didn't
give any counterfeited material in any area of my report. I additionally
affirm that the record (entry level position finish declaration) that I have
given is bona fide not phony and have been issued by the approved
individual in the association .on the off chance that I am discovered
blameworthy misquoting, deceiving or hiding the realities about my
exercises (either scholastic or non scholarly however pertinent to this
course) at any stage the college is approved to take disciplinary
argument against me as per college strategies and directions.
I thus additionally affirm that I have precisely perused and seen every
one of the rules, principles and directions gave by the teacher .I
guarantee that I will take after the guidelines with respect to viva voce
and will show up on the planned date which will be implied to me by my
educator. In the event of any carelessness, I might be considered
mindful.
NAME: Sara Masood
Mark: SARA
DATE: 15.08.2017

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ACKNOWLEGMENT
We testify that there is none worthy of worship but ALLAH, and HE is the ONE who made us
that much skilled to complete our task.
My special thanks to my worthy and devoted teachers for providing me the opportunity to
complete my report on PTCL (Pakistan telecommunication company limited) and I also want to
thanks my parents and the worthy employees of PTCL department intended for their precious
support along with guidance.

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EXECUTIVE SUMMARY
.
This report has been isolated into 6 parts. Which are as take after?
To begin with section contains a short history of PTCL its central goal, key vision center esteems
and targets and toward the end portray the subsidiary maintain by the PTCL.
Second part association structure and detail discourse about items and its administrations give by
PTCL. It likewise portrays the showcasing methodologies of PTCL in a concise means.
Third section portrays uncommon offices in PTCL yet an extraordinary consideration is prepared
on HR separation. Demonstrate that how HR office is besides separated into various divisions.
Fourth parts contain my arrangement of entry level position.
Fifth parts contain SWOT investigation of PTCL.
6th section is about conclusion and proposals

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TABEL OF CONTENT
Acknowledgement …………………………………………………03
Executive summary…………………………………………………04
Outline of the organization…………………………………………07
Brief history………………………………………………………..08
Vision……………………………………………………………..08
Mission statement…………………………………………………08
Objectives of PTCL………………………………………………..09
Brand Value……………………………………………………….09
Approaches of the PTCL…………………………………………...10
Organizational structure of PTCL………………………………….11
Structure of PTCL departments……………………………………12
Number of employees………………………………………………13
Main office………………………………………………………….13
Departments of the PTCL………………………………………….13-15
Product portfolio ……………………………………………………16
Plan of my internship …………………...............................................17-18
Department hierarchy of PTCL……………………………………..19-20
Types of employees in PTCL………………………………………..21
Functions of HR department………………………………………………………22
Human resource planning and forecasting………………………………22-25
Employee recruitment and selection…………………………………….25-28
Employee development …………………………………………………28

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Performance Management ………………………………………………28-30
Compensation …………………………………………………………..30-36
Critical analysis (My point of view)…………………………………37
Analysis of internal environment…………………………………….37-41
SWOT analysis……………………………………………….. …….41-47
Conclusion ……………………………………………………….48
Recommendations…………………………………………………….49

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CHAPTER 1:
OVERVIEW OF THE ORGANIZATION:
INTRODUCTION:
PTCL is the major communication corporation within Pakistan This organization
gives communication administrations to the country and still hold the position of
indicator for nation's foundation notwithstanding passage of the dozen other Telco
including Telecomm mammoths like TELENOR and CHINA portable.
Pakistan has made strong correspondence in extending media transmission systems
and administrations as of late. In Pakistan this industry had couple of enormous
goliaths in the past with.
PTCL being the lone supplier of landline telephone utility in the nation. At display
the association main action is to give media transmission benefits everywhere
throughout the nation. It offers both residential and universal administrations all
through Pakistan. PTCL additionally makes media transmission related gear.

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BREIF HISTORY:
In 1995, PTCL Regulation framed the basis for PTCL striking trade model over essential
communiqué in the nation. It additionally made ready for the foundation of an autonomous
administrative administration. The arrangements of the Regulation were propelled interminable
quality in OCTOBER 1996 through PTCL Act. That year, it was confined and recorded on each
and every stock exchange of Pakistan
VISSION:
“To be the principle information and correspondence advancement authority center in the region
by achieving purchaser unwaveringness boosting financial specialist regard”
OPERATION:
To attain our operation through have
 A company set to details competence; inspiration as well as excellence.
 Excellence along with moment aware client examination.
 Continual evolution in incomes and effectiveness.

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AIMS:
These are the results to be achieved. They are:
1. To extant excellence facilities to its customers within Pakistan.
2. To deliver utmost gratification to its clients by using the newest tools.
3. In the direction of expand the merit of proprietor.
4. To prime the telecommunication within Pakistan
Trademark Standards:
 Developing
 Advanced
 Social
 Honest
 Excellence
Core Values:
 Qualified Reliability
 Client Inclination
 Coordination
 Business Faithfulness

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POLICIES OF THE ORGANIZATION:
This security strategy has been planned to help Clients/Website Operators to see
how their own data will be dealt with by PTCLwhen they visit the site, as PTCL's
goal is to make accessible a decent affair and quality supportof all Customers
and/or Users.
If you don'tmind take note of that PTCLmay correctthis arrangement every now
and then without earlier notice.

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ORGANIZATIONAL STRUCTURE:
ORGANIZATIONAL HIERARCHY CHART:

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NUMBER OF EMPLOYEES UNDER HR:
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 whereas the total numbers of
the employees are 18000 over in different offices.
MAIN OFFICE:
Pakistan Telecom Corporation Limited - PTCL
PTCLHead office, Block-E, G-8/4, Islamabad
O VERVIEW OF SECTIONS:
The PTCL Head Quarters is incorporated a couple of divisions. The division is influenced in
view of work they to perform. From this time forward it can be assumed that PTCL has gotten
the game plan of utilitarian departmentalization. The essential branches of PTCL are
3.1 HRM:
• It is a colossal affiliation and being considered as one of the best association in Pakistan.
• It has more than 56,000 specialists and a tremendous arrangement of definitive
organization has been spread all through the country.

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•PTCL is associating with a noteworthy number of experts and specialists of standing bore in
different circles of calling.
• Job examination and adjustment of occupations portrayal was endeavored for improving
the execution checks.
Remarkable instructional classes and workshops have been coordinated generally advantageous
and focus organization through assumed affiliations like LUMS.
3.2 FINANCE DEPARTMENT:
This division is apportioned into following three sub-territories:
• Economics
• Accounts
• Income
The Economic Section deals with the pay matters of the association and the Accounts Wing is
responsible for true blue book– keeping of the cash related trades, business audit and game plan
of infrequent records of the association. The Accounts Office of PTCL is in Lahore.
Reserve is the establishment of every relationship in light of the way that without back any
affiliation can't keep up its business. The money related activities of PTCL have been part up
into three important branches: Finance, Accounts and Revenue. The bits of knowledge

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concerning this territory will be campaigned in back section with reference to my entrance level
position
3.3 OPERATIONAL DEPARTMENT:
Supervises operations of PTCL HQ, with common work environments, branches, and,
reinforcements and also with various endeavors.
3.4 TECHNICAL DEPARTMENT:
This office is occupied with the administration and control of specialized parts of the
organization, e.g. specialized labor, specialized preparing, specialized hardware, and so on.
3.5 IT DEPARTMENT:
This office is set up to introduce new and impel advancement in PTCL. In view of IT office
working structure is excessively changed over in a modernized system.

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PORTFOLIO OF ORGANIZATION AND PORFOLIO OF PRODUCT:

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PLAN OF MY INTERNSHIP PROGRAMM:
Brief introduction:
The company traces its origin from the Posts also, Telegraph division built up during 1947. It
was later on renamed Pakistan Telegraph and Telephone division in 1962. In the mid 90's it
moved toward becoming Pakistan. Telecom Establishment. PTCL become a public listed
corporation in 1996. Etisalat acquire 26% PTCL share in 2006.
PTCL headquarters be located into Sector G-8 Islamabad, and has over ten regional headquarters
throughout the country. Mr. Waleed Irshad is the current President and CEO of the business.
Nowadays PTCL is the major predetermined line telecommunications service provider in the
country. PTCL services include Landline and Wireless Telephony, Broadband as well as 3G
internet, IPTV, (I Sentry).
Consistently PTCL offers paid and non-paid temporary jobs to college understudies. Building
and software engineering understudies for the most part work in the Networks and Operation
division. There are numerous offices under this division
The duration of my internship was of six weeks in the HR department
Starting date :( 3 JULY 2017)
Ending date: (15 AUGUST 2017)

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DETAIL OF MY ACTIVITIES ASSIGNED BY SUPERVISOR.
Structure of HR subdivision:
The human being asset in PTCL was set up in 1996 and be redesigned in 2005. PTCL human
asset is known as HRIS-PTCL. The primary destinations of HR division in PTCL are to unite
organization wants of the human asset and the requirements of the general population enlisted by
the organization. They reflect representatives the primary resources of association and
concentrating on giving them the better offices.

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Department Hierarchy of PTCL
Senior
Executive
Vice
President
HR
Director
Senior
Manager
G.M HR
Vice
President
Of HR
Chief
Executive
HR
President

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a) Number of employees working under Human resource
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
Staffing
Recruitment
Job analyses,HR Planning,Recruitmentand selection
HRD
Training, Development,OD,Carrier
Motivation
Maintenance
Global HR, Health& Safety,Ethics, Employee Relation,
Industrial Relation
Performance,Appraisal,Compensation, Benefits

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(c)Types of Employees in PTCL:
 Permanent Employees
 Contractual /NTC Employees
 NCPG Employees
 PERMANENTEMPLOYEES
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 medical services, employment to their children.
 CONTRACTUAL/NTC EMPLOYEES
NTC employees are on contract bases not everlasting. These employees are 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 admin workout is conveyed by the personnel of human asset and by running admin over the
span of direct the exercises of the vocation constrain. Qualification from the model clarifies May
happen in demanding organizations on account of extraordinary conditions. H.R grounds
incorporate enrollment, choice and acceptance into the association and its obligation to choose
the substance of the activity to be carried out and the representative familiarity important to
come to an end the activity palatable.
The H.R Department is generally chosen full and last specialist to settle on the procuring choice.
The new worker's administrator bears vital duties regarding presenting her/his to the new
workplace. This is regularly called bearing.
(a)HR PREPARATION AND PREDICTING
Human asset arranging and determining spread the tried and true movement that
similarly speaks to HRP Scheme
•HRP Course

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•Predicting HR Requests
•Process to Estimate HR Desires
HRP PROCEDURE
HRP is managed different issues in the association same the case with PTCL.
The HRM procedure comprises of composed exercises in PTCL as like
 Employment
 Choice
 Exercise
 Reward
 Management
HRP procedure of PTCL is having the accompanying classes which are
 Employee Staffing as well as Choice
 Preparation with Growth
 Describe skills compulsory to describe objectives
 Define the goals
 Expand procedures to meet the predictable HR necessities
 PREDICTING HRP REQUESTS

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Gauging of human asset is to evaluate work prerequisites at some conceivable times.HR acquire
the suitable amount and nature of laborers from external the association. For this situation outer
enrollment is basic.
 APPROACHES TO PREDICT REQUIREMENTS
 Model:
Reenactment is for looking with a real world condition throughout a numerical replica speaking
to that circumstance.
 Zero-Base Predicting:
Anticipating is present level of work as the underlying location for
unequivocal potential personnel wants in PTCL.
 Bottom-Up Approach
It’s beginning by means of the denied and figures its worker prerequisites keeping in mind the
end goal to at long last give an agreeable gauge of representative needs

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 Use of Calculatedcomponents
Scientific segments clarify the association amongst request and the quantity of
workers provided.
STAFF EMPLOYMENT CHOICE:
 Bases of Applicants
 INTERNAL Bases
 EXTERNAL Bases
 Occupation selection Process
 RECRUITMENT Procedure of PTCL
 Empty post
 Endorsement from HR
 Employee required
 Meeting with monetary dept
 Announcement
New work of expert is just being made in zones, for example, Technical HR master, HR
Managers, Finance, Accounts, Marketing and business Development and Information
Technology. The enrollment technique of PTCL is as per the following.

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Opportunity is reported in the daily paper, web, and diverse media like electronic and print. At
that point the competitors are short recorded from the rundown of candidates. The following
stage is the meeting. Meetings are both organized and semi organized for the hopefuls
Recruitment Strategies:
Following are the two recruitment methods at PTCL:
 External Methods
 Internal Methods
1. External Approaches:
PTCL enlists ostensibly from the outdoor situation. For this strategy, they utilize diverse modes
to select the candidate. Some of the strategies are as follows:
• Online selection
• Use of print media like daily papers
1. Internal Approaches:
In the internal strategy is a chase style in which PTCL ensures the prospective and correct
individual inside the PTCL to get favored competitors they advance inside the association by
work detail and expected set of responsibilities by utilizing Notice Boards

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(b)Preparing and Improvement
PTCL has developed its individual exercise centers as shown underneath:
• TSC Lahore Cantt.
• Telecom Staff College Hari Pur
The area stature staffs getting ready school are moreover utilized for increasing arrangement
administration to all the staff people from the affiliation base at district headquarter level.
The sorts of getting ready being offered are:
• Preliminary education for the new-fangled staff normally 3 to a half year as indicated by
assignments at T.S.C Lahore/Hari Pur
• revision courses for demanding representative
• approval instructional classes
• Special innovation trainings
• Sometimes PTCL likewise sinks with its provider for outside trainings.
 Training Need Assessment:

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Helpful preparation includes the utilization of an instructional frameworks configuration process.
The instructional frameworks configuration process makes by leading a requirements appraisal
since needs evaluation is the initial phase in the instructional outline process Needs evaluation
allude to the procedure used to finish up if preparing is fundamental. Recognize interior and
outer asset of preparation and their field of specialization.
 EMPLOYEE DEVELOPMENT
Representative advancements programs mastermind to give surely and a boss' gathering can
finish more as workers ascend in involvement, information and hierarchical execution. PTCL is
devoted to a representative advancement that encourages every one of its workers to accomplish
their best imminent consequently delivering an elite association.
Motivation behind preparing and advancement exercises is based on employee side by side of
latest skills in the telecommunication sector. Also to fortify an eagerness used for the greatest
superiority of client examine at all level.
(d)PERFORMANCE MANAGEMENT:
Management be a vital and incorporated approach for the performance of the all-inclusive
community who work in them and by working up the capacities of gatherings and individual
contributors. This administration is a planned action for which the association include its
workers, as people and colleagues of an assignment, in getting settled destinations, which are in
line with the associations vision, qualities, objectives and aides in acknowledgment of their
formative needs.

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The Human Resources Department level the advancement in working Performance Management
i.e .Performance response, Performance preparation and Performance evaluation of the
representative in relationship with Line Managers.
Setting performance standards & expectations
In PTCL performance desires are the hotspot for assessing representative performance. In my
opinion, the manner by which performance is for the most part characterized develop the errand
of getting reasonable performance values vague and an unreasonably complexity.
From performance benchmarks, supervisors can give particular response for filling the gap
amongst expected and real performance.
 How performance reports are written
A performance is utilized for examination which has various appraisals. According to these
appraisals workers are given extraordinary positions. Advantage of standard examination is that
agent can herself/himself work out his execution on criteria.
Execution examination of the representative relies upon Line Managers. On the off chance that
the Line Leader as well as the worker feel it important, they can direct an extra survey of
execution whenever they need.
The Line manager has to be familiar with the accompanying at the opening of the examination
stage:
• The essential employment part

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• The objectives place for the evaluation time frame
• Performance rating
• Career and other expert introduction
• Validity of the present occupation part
• Training and advancement needs
• New milestones for the coming a year time span
• The last finished "Examination Form"
• A new examination shape to be filled, considering:
(e) Employee Compensation and Benefits:
It is the task of human resource mostly related to competitors in the market place.Itgroups the
reward policies which are fully reasonablewith respect to the market whereas the rules still occur
the goals defined by the association.
Compensations are:

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 Money
 Entertainingbenefit
 Wedding Grant
 Health Facilities
 Death Compensation of Diseased Staffs
 Life Insurance of Staffs
 Free Service Telephone Connection
 Pensions
 Benevolent Fund
 Pay Scales & Opportunities
 Types of Compensation and Benefit
The everyday work of analyzing jobs, assessing their incentive as per an official occupation
assessment design and keeping up reasonable records are H.R. Division capacities intermittent:
1. New Terms and Situations
2. National Basic Salary Scale
3. New Compensation Salary Grades
(f) Organization Career Management:
Career is the series of the achievement and success taken by an individual throughout a lifetime,
for the most part consistent to that individual’s profession. A career is mostly defined as the
collected job held; designation and works accomplished in excess of a long duration.

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Career planning is steady methodology of survey your present way of life, likes, hates, interests,
aptitudes, identity, dream employment, making change and moving up to improved sort out for
future strides in your career.
 Member job variations
In employee changes singularconduct appear to be extensively more complicated and time
taking. As the top head may have the information about the compensation of enlarged supporter
participation and contribution choice building.
They may feel that this contribution would progress their presentation and they may not be gifted
to designate and share the basic leadership obligations essentially with subordinates.
 Job changes with the organization
Job Changes with the organization have to face a vital duty in trying to decide its form, in terms
of both scope and trouble that will facilitate it to work competently in the active world in which
it works. Any entity chosen or supported must be expert as fit in agreement and motivation to the
civil service authorized process. The condition workers executive will accomplish the
certification of every endorsement & selection.
 PROMOTION:
Promotions are onward starting HR & Administration Branch. Staff Branch coordinates with HR
& A Branch and makes sanctions for promotion. Cases of promotions are forwarded to General

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Manager (GM) HR. For example there are 400 employees in any branch then 33% get
promotions.
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 given if any line man has worked at least 12 years then he directly
got scale 8 from scale 4 (if he exists in). After 1994 service book 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 are plenty 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.

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 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
 Then transfer occurs when HR & A issues the order of transfer 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 adapt up to the necessities of present position (poor execution)
 The current position is re-surveyed downwards in light of an alteration in the possibility
of the action or marker conditions.
 Departures
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 cause several lawful barriers. These include staffs moving out of the
association. Four types of departures are explained below

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1. Streamlining:
Layoff is the taking apart of the staffs from the association for financial reason. If reason by a
business cycle the cutback may keep going numerous months or year. PTCL is on edge; cutbacks
occur when there is over-burden of human asset. Cutbacks is the transient suspension or
enduring end of administration of a worker or representatives' gathering for specific reasons, for
example, choices that a few positions are not any more basic or a business is moderate or
disturbance in work.
Then again if the cutback emerges because of limit, for example, scaling down or acquisitions,
the cutback may end up plainly lasting. Lay off can take many shapes and can be both transitory
and perpetual.
2. Termination:
Termination of employee is due to little deceptive act with the association.
There can be a lot of causes for an establishment to dismiss the agreement of engagement but
some of the collectivedetails are:
1. Misbehavior
2. Employee illness
3. Removal from office
4. Non- performance
5. Bad Performance
6. End of the Contract
7. Wasteful working

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3. Resignation:
Resign may be willingly by the employee on account of health, better opportunities, marriage,
physical disabilities, abroad studies and somewhere else or they may be obligatory when aworker
is asked to give resign.
4. Retirement:
It is a process when a worker finished the most extreme age of his administration inside one
association. For instance, in PTCL the most extreme period of workers for retirement is sixty-
two/three years or after the completing of 30 years of organization. After this, the agents get full
reimbursement like annuity, prosperity checks and distinctive civilities. The agents also get the
benefits of tip saves.

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MY POINT OF VIEW:
I would like to say that my internship duration at PTCL was very informative. I have learned a
lot of things and the entire staff was exceptionally cooperative, cordial, and recommend all their
helping material to me. I am ready to rehearse the distinctive divisions and I was swivel to deal
with the solitary assignments which is provide for me in my residency of temporary job.
During my temporary position I understood that PTCL is a remarkable, well and top notch
association and completely brought together. All the power lies in the hand of CEO of the
organization. PTCL hierarchical structure is straight forward.
HR Section undertakes the important role in the contracting, preservation, motivation and
progression of the worker’s. Although the systems they are receiving are great however
regardless they require promote change for the fulfillment of their representatives and best usage
of human asset so consequently they would have the capacity to expand their piece of the pie.
FEEL THE DIFFERENCE is PTCL motto they are currently giving the most creative and
propelled advances to their clients.
 ANALYSIS OF INTERNAL ENVIRONMENT
The telecom segment of Pakistan has come in into another period and PTCL is gradually
affecting to rivalry in the essential telecom administrations.
Organization's arrangement goals are the following:

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 Improves benefit decision for all purchasers of telecom administrations on focused and
sensible costs
 enlarge secret resource in the telecom division and energize nearby telecom
fabricating/benefit industry
 Increase long scamper advantages to the Government's money related site by growing the
assessable income base.
 Boostpracticalopposition among professionalcooperation’s, while protecting authority in
the telecom segment
 sustain security by means of Pakistan IT and web advancement approach of low down
expenses for Bandwidth and Internet get to
 Financial analysis
Financial analysis is exceptionally fundamental for the assessment and evaluation of an
association. The data ensuing from these sorts of investigation ought to be mixed to decide the
general budgetary position. This examination incorporates proportion investigation regular size
investigation and the investigation of contrasts in parts of monetary articulation.

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In the money related examination of PTCL we will dissect some imperative data concerning the
organization. When I do my entry level position in human asset administration, yet it has not an
autonomous association so I need to examine the PTCL for the investigate reason.
 Business Strategies
PTCL pick fourteenth August to dispatch its new logo topic "feel free". PTCL offered across the
country calls to the general population of Pakistan Company is as yet the put stock in point of
interest of the general population of Pakistan.
Organization vision of keeping up and developing as the main ICT specialist co-op and a benefit
pioneer a five years’ key end-all strategy intended for the organization with characterized
commercial KPI target, courses of events and proprietorship be produced by the PTCL
administration.
 Analysis of external environment:
Pakistan takes after a consistent linger to rest its telecom advertise. The administration
restraining infrastructure was held in settled line administrations, PTCL legitimate imposing
business model finished with powerful from 31st December 2002. The administration reported
Telecom Deregulation Strategy and Cellular Mobile Strategy in years 2004 and 2003 separately.
 Controlling Environment

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PTCL has as of late in use an activity to correct amount itself by presentation of VSS for its
representative where around 30000 workers are acknowledged under the plan.
PTCL has critical commitments towards barrier of the nation and other energizing
administrators, furthermore, PTCL be pronounced SMP administrator. Under the status of SMP
likewise, PTCL has definite commitments PTA, as controller, needs to guarantee that new
administration of PTCL satisfies every one of these commitments.
 Industrial structure
Pakistan's telecom division start growing for duration of extraordinary heightening. The part has
spectator staggering development as of late with tele density portraying real extension after
deregulation.
WORLD CALL and WATEEN have promote profited the purchasers to get to opportune data
over the web with focused rates. The broadband infiltration however has not portrayed as much
development not surprisingly developing with 3.5mn supporters in 2007 against 2.4mn endorsers
in 2006.
WORLD CALL has started digital TV administrations with PTCL anticipated that would stick to
this same pattern by giving IPTV benefits through its Triple Play administrations, guaranteeing
expansion of items and administrations.
 Market structure
PTCL is vital as far as activity on WLL in Pakistan, which has around 54 % piece of the pie of
aggregate movement of WLL fragment. Two noteworthy players, PTCL and TELECARD have
lost piece of the pie in WLL activity in quarter finishing December 2007 when contrasted and a
similar quarter of the most recent time.

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PTCL, the present administrator in settled row in Pakistan has additionally developed the same
as market pioneer with 57 percent piece of the overall industry took after by TELECARD and
World call with 19.6 % and 20.2 % piece of the pie toward the finish of December 2007.
PTCL has effectively secured more than 11,500 urban communities/towns/towns while other real
administrators like World call, TELECARD and Great bear are expanding their scope as well.
WLL framework is most appropriate for provincial, sub urban zones and exceptionally congested
metropolitan zones.
SWOT EXPLORATION:
PTCL is a noteworthy relationship as for each one of the divisions as well as business, operation,
HR et cetera there are a couple of characteristics, inadequacy openings and risks of these
workplaces, which willpower be analyzed as take after:
Potentials
The Biggest Foreign Exchange Earner PTCL is the best wellspring of outside exchange for
Pakistan. It gets a ton outside exchange shape its no matter how you look at it progression.
Refined Financial Resources
PTCL secures billions of Rupees as a basic fountain of capital. This agreeable cash related
resources not simply engage the association to copy with any sudden event however to send its
advantages for extend item offering and organizations without feeling any fiscal troublesome.
Free from Competitive Pressure

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PTCL has no adversary in the market and different affiliations are genuinely not allowed enter in
contention with PTCL before 2003.So PTCL is playing out its activities uninhibitedly with no
weight.
Association in Market
PTCL is driving Company to give telecom workplaces in the Pakistan. PTCL goes for using the
latest change in the field of building and IT for its affiliations. It is in like way getting consistent
quality from general Companies with a particular outrageous focus to remain pioneer in telecom
part.
Show day Innovation
PTCL is running present day change to develop its things and great conditions and redesign the
likelihood of affiliations. In this affiliation it has supplanted the old exchanges with new
computerized exchanges. It has modernized charging structure. In light of this movement an
impressive number of protestations have been reduced. PTCL has also entered in the matter of
Mobile phone and Internet affiliations.
Discretionary Polices and Compensation
Best and discretionary philosophies and connecting with pay packs for delegates, which has
incredibly enhanced their dedication, devotion and determined work towards the
accomplishment of alliance goals.

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Human Resource Development
Human asset movement and work of improvement towards current change.
Deficiencies
Status Upgrades
Movements of PTCL delegates are rank based. The larger parts of specialists are concerned.
Movements of PTCL delegates, who are dynamic on position preface, are less taught and non-
capable. At that point the huge greater part of its proficient and finished agents has no chance to
get of getting higher scales. They work under administrators who have understanding however
less learning about Information Technology and Telecommunication.
Absence of HRM
PTCL has no individual resource administration office. In PTCL, for the larger numberof
occupations, there is no assessment of representatives.
Absence of guidance agenda
There is no legitimate preparing project to enhance the aptitude of PTCL representatives for
adapting consistent change of broadcasting media part. Less capable and careless laborers are
making problems in development.

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No Operative Marketing Unit
There is no viable showcasing division in the Organization. There is just advertising officer
filling in as an administrator, advance all the more showcasing employees in the ground district
is additionally not accessible.
Incapable Human Resource Management
PTCL has put up a human resource office yet it isn't working according to the prerequisite of the
focused condition. The vast majority of the employments have no appropriate expected set of
responsibilities and particular.
Client Disappointment and Delayed Answers
Numerous client of PTCL are not happy with its administrations as a result of wrong charging,
late conveyance of bills and deferred reactions for any blame in the phone. Some client whines
that they got their bills in full sum despite the fact that they have remained out of the home and
had not utilize the phone by any means.
Nonattendance of Organization Culture
At hand is no consolidation or association civilization and techniques among the officer of PTCL
and generally their direct with general populace is up 'til now bureaucratic as well as their
approach isn't target or advantage arranged.
Openings
Broadening responsiveness price
PTCL be able to express its energy for indicating individuals and developing literality rate..

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Capable HR:
PTCL can improve the wellness of its work by giving them the odds of cutting edge courses that
will make them to adjust to the constantly changing condition in field of media transmission.
Incoming the New Market
PTCL beginning late is beginning its advantageous associations thusly; it will enter in the
market. PTCL can extend its business by investigate and ingoing in new market in basically
indistinguishable way.
Telecom Facilities in Rural Areas
All the respect integrated associations and automated work environments are open just in the rule
urban zones of Pakistan. PTCL can expand its production by giving telecom working
environments in country districts, which is essentially believable when satisfactory getting sorted
out is finished.
Enlistment
PTCL can similarly recover the HR by the decision of prepared individual for diverse divisions
and this can only probable by dampening the degradation along with inclination.
Development to the Product Line

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Top organization of Association can impact increments to current thing to line by giving more
administrations. Thusly it can build its income and consumer loyalty. This requires statistical
surveying.
PTCL has just caught the business so all sort of the open doors are for PTCL till the finish of
restraining infrastructure.
Dangers
Swapping scaled risk
Cause PTCL net deal affliction lying on remote credits. Limiting of rupees will produce the cost
of creation gadget, and all the imported from different nations so swapping level hazard will
affect the prosperity it also expand risk of being paid advances in hope.
GOVERNMENT LEGISLATION:
Designs affect the execution of PTCL. Strategies will be a true blue danger for PTCL. PTCL big
business work out it can affect the choosing system.
TURN OVER
Around the total of compelling arrangement of activity. Contenders will enter the business and
the fulfillment increment in perspective of which they will offer high pays and work environment
to wellness entity of the business.
DIM INISHING IN MARKET SHARES:

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After the consummation of driving arrangement of activity, disappointed clients may move to
those telecom associations suppliers who they think would offer best associations over PTCL,
and will develop purchaser unwaveringness. Lessening in bit of the general business would
decrease the upside of PTCL, which will be a certifiable danger in not too evacuated future.
SWOT lattice table are on the other page

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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..
 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.

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 Recommendations:
During the term of my 6-monthinternship position in PTCL I get to an adjacent by inspecting the
particular technique for PTCL so I should need to give a couple of recommendations to the
extent that far as anybody is concerned.
• The human being Resources ought to take less condition in enlistment and setting up the
staff.
• Highly qualified and skilled personnel may be deputed in HR office.
• Stimulating course be supposed to be enough and more perpetual in the midst of the year.
• PTCL should in like manner empower the bill on line structure that all customers should
need to pay bill.
• The course of action of E-PAYMENT which despite the way that exist in PTCL support
structure however there is need of progress this office.
• PTCL should moreover give the detail of neighborhood calls created utilizing any Land
Line Number which would be given in Micro level to the customer.
• PTCL should impact Customer to mind Centers in remote domains.
• PTCL isn't utilizing its surplus advantage in whole deal wander wanders which be done.
• PTCL organization should give obsession towards the Securities of store and it should be
on most extraordinary level.
• Pay packs may be reevaluated in the light of advantage earned by the affiliation.