HUMAN RESOURCE MANAGEMENT AT PTCL
Qualitative Facts:
The Qualitative facts about PTCL are:
The recent shutdown of PTCL exchange has forced top management to acknowledge the unions prevalent in the organization as a force to be reckoned with.
PTCL’s upper management did not want to relinquish control but is helpless in front of the unions.
Mr. Hassan Ali wants to mitigate these issues and was fully aware that he could not be the pigeon who shut his eyes to avoid the approaching cat any longer.
Telecom sector has a tremendous growth in the past decade of Pakistan but most of attribution is cellular growth.
Sector has undergone transformation of following two awards of mobile licenses and the privatization of PTCL.
The growth in telecom sector was so spurred that PTA created a conducive and investor friendly environment by award licenses in a fair and transparent manner. Also it was the only sector to attract a huge amount of investment.
To make most revenue generation, the sector went underwent tax reforms.
The Pakistan’s government policy to promote competition encouraged private sector participation and resulted in the award of licenses to cellular companies, card-operated payphones, paging and lately data communication service.
PTCL came into existence due to the ordinance paved by Pakistan Telecommunication for an independent regulatory regime. It was also listed on Stock exchange of Pakistan.
Ufone; the Pakistan’s second largest mobile service boosted PTCL’s operations by rolling out the country’s largest ever expansion of its network.
As a part of transforming PTCL, the management initiated work on rebranding the organization and gives employees an environment to stimulate the mindset change from the technology and operations.
PTCL has made several investments in infrastructure development and added network capacity to enhance services and expand its reach across the country. It has the largest nationwide installed network infrastructure capability.
PTCL takes upon itself to be a socially responsible corporate entity and lend its name to different social causes.
Before PTCL was privatized the “Sarkaari” mindset was deeply entrenched throughout the organization.
It has a highly centralized structure and the communication medium used was email.
HRD’s job was the most important strategically and functionally.
HR manager denies all harassment incidents vehemently. He was not happy with some male and female staff members due to their unprofessional behavior.
The HR department has a pivotal role to play in PTCL. HR manager reports to senior manager, who in turns reports to the regional General Manager.
Fresh hiring is done for jobs below assistant manager’s position.
Contractual employees are dissatisfied from PTCL’s polices and selection plan.
The compensation packages are broadly defined and annual bonuses are attributed if the company has declared profits at the year end.
PTCL prides itself on having n efficient training department, a long side providing on the job training.
HR manager Mr. Tariq refused to pay heed to such complaints and said that performance and pay were linked and contractual employees are given their due.
Mr. Amin denied the existence of labor union at PTCL and maintained his sense of true and unbiased appraisals.
Mr. Tariq Amin is to get a clear picture of what are currently the employee and the labor union situation at PTCL.
Quantitative Facts:
The Quantitative facts about PTCL are:
During 2005-2006 elections, the telecom sector received over USD
