PTCL implemented an HRIS using SAP and Oracle software to manage employee data and HR processes more efficiently. The implementation process faced challenges like resistance to change and lack of technical skills. While the HRIS helped with tasks like payroll and reporting, PTCL still faced issues like losing employees to stronger competitors. The HRIS is updated using a data cleansing program and helps analyze large amounts of employee data through reporting tools.

1. HUMAN RESOURCE INFORMATION SYSTEM OF
PAKISTAN TELECOMMUNICATION COMPANY LIMITED
(PTCL)
Submitted to: Sir Ahmad Zakariya
Presented on: 08/10/2019

2. Introduction
PTCL is all set to redefine the boundaries of telecommunication
industry and is shifting the productivity to new heights. Their goal
is to make their customers feel better for their living standards with
increased value is this ever-shrinking globe. PTCL is one the leading
position as provider to other telecom companies, and corporate
customers of the country.
PTCL stands for “Pakistani Telecommunication Company Limited”. It’s
headquarter is situated in Islamabad. Whereas the CEO since 2016 in
Daniel Ritz, and the number of employees that are working is 18000.
Current owner of PTCL is Etisalat International Pakistan LLC.
Vision
To be the leading and most admired Telecom and ICT provider in and for
Pakistan.
Mission
To be the partner of choice for our customers, to develop our people
and to deliver value to our shareholders
Need Assessment Required for PTCL
It involves three types of need assessments
i. Organizational Assessment
ii. Personal Assessment
iii. Task Assessment

3. Reasons behind the Adoption of HRIS
 Achieving Administrative and Strategic Benefits:
As HRIS consist of systematic procedures and functions for acquiring,
storing, manipulating, retrieving, analyzing, and disseminating
pertinent information concerning organizational long term benefits.
 Betterment in corporate functions:
For the promotion and upgradation of corporate communication,
recruitment, hiring process, employee opinion/feedback surveys,
payroll services, employee verification, employee training programs
etc.
 Transforming database into communicating systems:
As the HRIS can be costly, risky and success adoption can be
challenging, therefore its benefits are to fully demonstrated, instead
of being a database from just being a system to run but a
communicating system for employees to have a clear observations about
their goals and objectives or easy decision making or analyzing new
trends etc.
 To promote E-Commerce:
In past years, PTCL was operating manually eliminating new trends in
the functions of HR which resulted in huge loss of their well-trained/
well-experienced employees, thus it was one of the main reasons behind
looking for a system that can link this organization with outside
globe and its trends.

4. HRIS Background:
Need for Human Resource Information System aroused since 2006, as many
competitive organizations entered the market of Pakistan with many new
trends and programs to attract current employees and new talent. Thus
it was necessary for PTCL to start running its organization with a
system that is supportive to retain their customers and employees.
Implementation of ERP (SAP):
There are several business processes which are customized separately
from the perspective of each company while others are commonly used.
All the companies are using the same standard processes in all module
except those has been customized specific to any company or for both.
All the modules and sub-modules are tightly integrated based upon the
standard functionalities. The ERP system is integrated with the
backend systems (CRM, BSS, OSS, Billing, Bespoke Applications etc.) of
all companies, with Banks, with third party systems, with Etisalat and
other systems as per the requirements. Currently the SAP ECC Version
6.0 along with other SAP ERP solutions is implemented in PTCL group
and it is running on the same hardware that was estimated in year
2007.
Oracle-Based Accounting System:
PTCL Oracle’s accounting features include a business intelligence
module to identify trends from enterprise data. PTCL’s Oracle
Financials ERP Cloud uses “Rapid Implementation” technology, which
enables quick employee/customer data migration from a currently used
module to cut down on implementation time and costs on each system.
Computerized Records:

5. Technical support by employees and the organizational infrastructure
plays an important role in the success factor of Pakistan
Telecommunication Company Limited.
Heading towards Oracle-Taleo:
Oracle Taleo Cloud Service. The Oracle Talent
Acquisition Cloud enables companies to easily source, recruit,
develop, and retain top talent with an engaging, social, and data-rich
talent management software suite.
Was the HRIS Customized for PTCL?
Yes, the system was customized on the basis of company size, and the
system is widely used across the PTCL Group covering the areas of
Finance, Human Resource Management, Materials Management, Development
Projects and Operations. PTCL and Ufone are using the same system
with single instance of database and application.
 Integrated with MIS:
SAP software itself has module for each functions i.e. Human Resource,
Finance, Marketing, Procurement, Customer Dealing, Employee Benefits
and Compensation Programs, which is related to Management Information
System.
 On-Premise Software:
PTCL Human Resources Information System is not working sloud-based
yet.
 Personal Customization:
International Vendors are called out on the situation to alter the
system on need basis.

6. Adoption Process of HRIS

7. Constraints in the Adoption of HRIS:
• Morale problems caused by fear
Pakistani people are naturally not prone towards change, the
culture of society is to avoid change as far as possible, and
thus PTCL faced this hurdle in the implementation of change.
• Underestimations of the complexities
Even though PTCL initiated training programs for employees to
learn about how to run this software, but underestimations still
prevailed
• Political Resistance
As buying a customized software was expensive thus PTCL being a
government organization faced much resistance, which resulted in
the privatization after years.
• Lack of support from top management
Due to promotion of transparency of workflow, top management
avoided this initiative.
• Lack of technical know-how
Employees were working manually for years and years, which
discovered a problem of technical know-how.
• System Horizon/High Volume of Data
PTCL is a company working since 1947, thus conversion of huge
amount of recorded data was a difficult task
• Classification of previous years data

8. 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.
• 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
SAP ERP-Upgrade System:
Currently the SAP ECC Version 6.0 along with other SAP ERP solutions
is implemented in PTCL group and it is running on the same hardware
that was estimated in year 2007. The operational benefits of the
system and the successful Go-Live of major modules in all companies
have resulted in a large volume of transactional data. We are unable
to achieve the required results and efficiency from the system as
Hardware, Operating system and ECC 6.0 does not support the current
business requirements. SAP has also outdated some of the ECC 6.0

9. features and functions and has offered enhanced functionalities in the
new versions during last eight years.
About Oracle-Software:
Oracle sub components involved:
• General Ledger
• Payables & Receivables
• Inventory
• Procurement
• Financial Logistics
• 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
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.
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

10. 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
How is 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.
Approach to analyze large amounts of data
• SAP Reporting
A SAP report is an executable program that reads data from the
database and generates output based on the filter criteria
selected by the end user. Execution of a SAP report almost never
leads to an update of the database in PTCL
• Check to generate reports

11. Sources:
Citation: Hanif MI, Yunfei S, Hanif MS, Muhammad ZU, Ahmed KT, et al.
(2014) Explore the Adoption of HRIS in Telecom Sector in Pakistan. Int
J Econ Manage Sci 3: 162. doi:10.4172/2162-6359.1000162
Human Resource Manager, Faisal Javed, Zonal Office PTCL Lahore.
Submitted by:
 Mudaseera Muhammad-3335
 Saira Rustum-3351
 Aqsa Zafar-3313
 Hafza Javaid-3322
 Mariam Amjad-3330