Recruitment and Selection (HRM)

Term Report
On
“ Recruitment & Selection Process in PTCL”

Submitted To:
Dr. Sadia Nadeem
Course Instructor-Fast School of Management
Fast Nuces Islamabad – FSM

Submitted By:
Sadaqat Ali (18I-0118)
Qodseya Kalhoro (18I-0137)
Marium Raza (18I-0150)
Huma Ali (18I-0155)
Abu Baker Javed (18I-0148)

Submission Date:
8th December’ 2020
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Table of Contents
Acknowledgements .................................................................................................................... 2
Executive Summary ................................................................................................................... 3
Company’s Profile ..................................................................................................................... 4
Introduction ............................................................................................................................ 4
Company Vision .................................................................................................................... 4
Company Mission .................................................................................................................. 4
Company Core Value ............................................................................................................. 4
Company Goals and Objectives ............................................................................................. 5
Company Profile .................................................................................................................... 5
HRM System in PTCL ............................................................................................................... 6
Recruitment & Selection Process in PTCL................................................................................ 7
Internal Recruitment .............................................................................................................. 7
External Recruitment ............................................................................................................. 7
Shortlisting ............................................................................................................................. 8
Different Types of Tests ........................................................................................................ 8
Interviews ............................................................................................................................... 8
Reference ............................................................................................................................... 8
Medical Fitness ...................................................................................................................... 8
Post interview stage ............................................................................................................... 8
Conclusion ................................................................................................................................. 9
Recommendations .................................................................................................................... 10
Feedback Analysis: .............................................................................................................. 10
Evaluation of Recruitment & Selection Process .................................................................. 10
Try to remove fitness policy ................................................................................................ 10
References ................................................................................................................................ 11
Appendix .................................................................................................................................. 12
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Acknowledgements

It gives us immense pleasure to give this synopsis of project entitled “Recruitment and
Selection process in PTCL”
This group assignment that had been assigned to us had a tremendous impact toward
ourselves, our group chemistry and our knowledge of the corporate world, for which we
would like to express our gratitude to Dr. Sadia Nadeem.

We would like to acknowledge the indebtedness we have towards the people (Sadaqat's
friend in arranging the interview at PTCL) who helped in every manner to help us in
producing this report. A Special thanks to Mr. Tayyab (HRM Manager Gujranwala) - PTCL
and Mr. Younis Dogar (SM Director, Development Gujranwala) - PTCL, for helping us in
providing valuable insights into the world of HR of PTCL.

Also, we pledged that all this work is done by ourselves and reference is mentioned wherever
we collected information from secondary resource. The pliargism report is also attached in
the appendix.

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Executive Summary

This report is submitted to Dr. Sadia Nadeem and it comprises the information about PTCL
(Pakistan Telecommunication Company Limited). The main objective of this report is to
identify the recruitment and selection process of PTCL Pakistan and analyze it against the ideal
recruitment and selection practices that we have studied in this course. PTCL deviates from the
ideal recruitment and selection practices in the parts of internal recruitment, external
recruitment and requiring physical fitness. The process of recruitment and selection process in
PTCL as it is, is quite sufficient but to improve it further as all processes would benefit from
continuous improvement, we suggest that they focus on candidate enhancement, Feedback
analysis and evaluation of the recruitment and selection process.

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PAKISTAN
TELECOMMUNICATION
COMPANY LIMITED

Company’s Profile

Introduction
Pakistan Telecommunication Company Ltd that was established in 1947 at the time of the
emergence of Pakistan this company is a public sector company providing the largest fixed
line networking; giving services such as Broadband internet (Charji wireless internet), GSM,
CDMA and Smart TV. (About PTCL, 2020)
The biggest boom for PTCL was in the year 2006 to 2007 where there was a huge growth in
the telecom sector which increase its subscribers up to 60 million
Despite having major competitors such as Telenor, Mobilink and others it is still the backbone
means for communication in the country having the highest coverage area.
Government of Pakistan fully owned PTCL originally, but it has been privatized in 2008 to a
certain degree of 62% where 26% of the shares are owned by Etisalat and 12% are owned by
the general public. (PTCL, 2020)

Company Vision
PTCL’s vision is to be the leading service provider of communication and information
technology in Pakistan by satisfying their customers and of course by maximizing their
stockholders value.

Company Mission
The company defines achieving their vision as their mission by making sure they have:
 An organizational environment that harbors professionalism, motivated people of the
company and quality of work in the organization.
 A cost effective and quality conscious environment.
 Using the latest and most optimum technology to produce services.
 Continued increase in profitability and earnings.

Company Core Value

The core values of this company are as follows:
 Co-operation and Team work
 Making sure of customer satisfaction.
 Being loyal to the company.
 Being honest, dependable and trustworthy.
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Company Goals and Objectives
As PTCL is the national Telecommunication organization of Pakistan and it is responsible for
providing Telecommunication services all over the country at an affordable rate of charge that
being said PTCL also needs to compete with the other telecom services in the region thus the
company’s policy objectives are:
 To have more investment in this sector and motivate local industries.
 To increase the range of areas that the services can be provided to such as untapped
villages etc.
 To further improve the quality of long run benefits to the Government’s financial
position by increasing gross income through taxes.
 To encourage fair and just competition amid telecom service providers, while
maintaining the leadership in the telecom sector.
(PTCL Pakistan Annual Report, 2018)

Company Profile
PTCL revolutionizing itself with redefining it’s extent of its market and is taking their
productivity to next level. In present time we demand the fastest newest services to better the
standard of living for our people with increased values in this digital globe.
PTCL is the first choice for many providing services regionally and globally which are reliable
and at an affordable rate and not only that it is the largest CDMA operator in the country with
1.4 million V-fone customers.
Not only is it the largest and CDMA operator PTCL has great potential to be an instrumental
force in the economic growth of Pakistan.
Other feet for PTCL is the upgrade from copper fibers to optical fibers that is a faster and
cheaper and more efficient mode of communication implemented in the major metropolitan
centers of the country while on the other hand the submarine cables are being expanded to
meet the accelerating demand of international traffic. (Company Profile, 2020)

Also, organizational structure chart (Figure 1.1), branch structure (figure 1.2) and the list of
management (table 1.1) is available in the appendix.

References:
(Company Profile, 2020)
(PTCL, 2020)
(Thaheem, 2014)
(About PTCL, 2020)
(PTCL Pakistan Annual Report, 2018)
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HRM System in PTCL

Human Resource Management or HRM, is the strategic management and effective use of a
PTCL’s most invaluable asset – its people. More specifically, to sustain employees and cater
to their needs and requirements while shaping them into the perfect candidates for long term
PTCL’s success. The entire job revolves around the effective handling of people. PTCL’s
performance and resulting productivity are directly proportional to the quantity and quality of
its human resources.

Human Resources in PTCL set strategies and develop policies, standards, systems, and
processes that implement these strategies in a whole range of areas. The following are the areas
HRM manage in PTCL are:

 Recruitment, selection, and on boarding (resourcing)

 Organizational design and development
 Business transformation and change management
 Performance, conduct and behavior management
 Industrial and employee relations
 Human resources (workforce) analysis and workforce personnel data management
 Compensation, rewards, and benefits management
 Training and development (learning management)
(Thaheem, 2014)

HR structure in PTCL consist of seven levels i.e., from CEO to Assistant manager. The
complete structure diagram is in Appendix. (Fig 1.3). Now, if we talk about talent management
process in PTCL. It starts with recruitment and selection of talent. When the need for additional
labor is identified, organizations are still left with many\managerial decisions before any sort
of acquisition process is started. Often the best course of action is alternatives to sourcing. This
includes anything from outsourcing to temporary overtime or even contingent labor. The fact
of the matter is, there are staggering costs involved in the recruitment and selection process
and should only be taken upon after careful consideration of hiring alternatives.

In order to know about recruitment and selection process of PTCL, we conducted an interview
(a picture during interview is in appendix as figure 1.4) with HRM manager of PTCL. This
interview is according to the interview guide, which we already submitted to Dr. Sadia Nadeem
and it is also attached in the appendix.

After conducting an interview, we got all answers of our questions. On the basis of these
answers, we did analysis of the recruitment and selection process of PTCL. Our analysis is
mentioned below.
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Recruitment & Selection Process in PTCL
Recruitment is the process of identifying the needs of the organization, attracting, screening,
shortlisting and selecting the right person for the right position at the right time. And is done
so through a process depending on from which environment recruitment is taking place.

Recruitment and Selection process at PTCL starts with formulating Job Analysis. This analysis
is always internal oriented and their HRM department renovate it, according to the time needs.
In it, the mostly focus is on Job Level, Education and on skills. After doing job analysis, the
head of the department of relevant vacant position chose what information will be included in
job description and job specification. Then they make job description (job specification is
mostly included in it) and advertise it on different platform which we will discuss in external
recruitment part. Then the time comes to choose between internal recruitment and external
recruitment.

Internal Recruitment
PTCL basically prefers internal recruitment, as the employees understand the organizational
culture, values etc. well as compared to outsiders. The internal recruitment takes place by
asking the supervisors or head of the department of the employees for their consent as well as
an appraisal of the employees according to the vacant position. Vacant posts are documented
and filled with current staff who satisfy the qualification criteria (which includes both
qualification level and prior experience) of that post to which an employee is being given
promotion.

This all process always done by HR department and they have the complete authority to
promote existing employees depending on their excellent performance or also might relax the
service of up to 3 years. Along with that, employees if recruited and selected internally or
whenever promoted will also get increment of up to 10% or change in new pay scale whichever
is higher to the candidate.

External Recruitment
Now, we talk about external recruitment part. In external recruitment, firstly, they advertise
(sample advertisement is attached in appendix as fig 1.5) the job description on different online
platforms which include their own official website, Facebook, LinkedIn and also on rozee.pk.
Although, ad placement in newspapers is the least common method at PTCL but depending on
their budget they once in a while post ads on newspapers with ‘The Daily Jang’ being the
preferred newspaper.

Then the selection process begins from here. Many individuals apply for a vacant position
through online platform and the ones who excel in this process (shortlisted) requires to testify
their documents and other papers which are required. This testification can be done in nearest
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PTCL center or candidates can send their attested documents through courier services to PTCL
Page

head office. The selection process contains following steps:

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Shortlisting
The information present in the initial data form serves as the shortlisting criteria that decides
individual meets the job requirement or not. PTCL shortlist candidates mostly on the basis of
job specifications. It is done through with the help of software. After shortlisting, shortlisted
candidates are called for further process.

Different Types of Tests

Type of test mostly depend on the nature of job. Mostly tests are taken for the managerial level
jobs. The test can be done by individually or they can take test in a group by giving case study
or discussion topic etc. Also, PTCL don’t have their own assessment centers. Mostly they take
online tests but if they have to take some practical test for some position, then they hire third
party for this purpose. On the basis of test results, candidates are then informed for interview.

Interviews
PTCL always conduct panel interviews. The selection panel for the interview contains people
from multiple departments depending upon the post but it is obvious that candidates are always
interviewed by more than one person. Each applicant is assessed with relative to their position
and keeping selection criteria in mind. They are then asked same area of questions along with
chance to ask questions back. Then the panel informs applicants of when they are likely to get
result if selected. If selected, they are contacted by official letter, telephone or email within 8
weeks of closing date.

Reference
After shortlisting, minimum of one reference is requested to every candidate. It can be done
after or prior to the interview.

Medical Fitness
A candidate who is selected got call letter only if he/she will be medically fit by PTCL’s
recommended hospital. If a candidate is unable to clear this, then the job would not awarded to
him/her.

Post interview stage

If the candidate was successful, he/she receives a phone call along with offer letter in writing
but if not candidates also have the option to demand feedback or criticism either on their
performance in interview and interview head or senior manager will answer their queries.
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Conclusion
In conclusion we will discuss the key differences between an ideal recruitment and selection
process and recruitment and selection process of PTCL which we explained above.

The major differences that we examine after the analysis are:

Firstly, according to the ideal recruitment process, for internal recruitment an organization has
to post the vacant position on the organization notice board. So, everyone can know about it
and it will attract current employers who want to secure higher position in the organization.
This position announcement can be placed in the newsletter of the organization which reaches
every employee and the organization’s intranet can be used as well. Whereas, at PTCL internal
recruitment is done through supervisor’s reference and consent. Also, in external recruitment,
PTCL mostly recruits employees through online platforms whereas in the ideal model,
newspaper advertisements are considered the most used recruitment source and advertisement
in newspaper is least preferred by PTCL.

Secondly, in ideal model and organization has to measure effectiveness of its recruitment and
selection process after its completion. So, an organization can improve its process for future.
But, here in PTCl there is no process to measure the effectiveness of their process. It means
they don’t have room for improvement due to their negligence.

Thirdly, the difference is in the presence of Recruitment Help Desk at PTCL to equip the
recruited candidates with adequate information. Internal recruitment is done after a single
interview and two interviews are required for external recruitment. The ideal model states that
organizations prefer one-on-one interviews whereas at PTCL the selection process is based on
panel interviews consisting of 3-4 members.

Lastly, in the ideal model physical and medical referrals are not mentioned whereas PTCL
demands for a medical test of the recruited candidates and selection is done only when a
candidate is declared medically-fit by a hospital recommended by PTCL. Hence, we can say
that organizations do not follow an ideal system as systems need to be customized according
to organizational needs.
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Recommendations
After doing analysis of Recruitment and selection process of PTCL, we would like to
give them following recommendations:

Candidate Enhancement:
While conducting an interview of a candidate organization often forget about leaving a positive
image of your organization on them, because they might get offers from other organizations as
well so PTCL should enhance candidate experience as well. Many organizations focus on what
they demand, if they focus a little on the candidate’s experience becoming a positive one, more
people will be drawn towards the organization.

Feedback Analysis:
PTCL should incorporate taking feedback form their candidate after interviewing them. In this
way they will be know what they are doing right and what they can do to improve their
interviewing skills.

Evaluation of Recruitment & Selection Process

After selecting a proper candidate for the post, PTCL should have to evaluate its whole process.
This evaluation will allows PTCL to identify its internal capability and gaps, employee
commitment levels and the corresponding cost effectiveness of that strategy. It provides a basis
for improving the whole process for future use and will increase productivity and efficiency of
PTCL.

Try to remove fitness policy

We would highly recommend you to exclude this policy from organizations policies. Because
due to it many disabled people are unable to join PTCL. Also, we think it is responsibility of
every organizations to take part in nation's building. You can do this as a part of your CSR
strategy and we assure you that this act will improve your organization's image on the eyes of
consumers and your competitors too.
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References

Company Profile. (2020, December 4). Retrieved from https://www.ptcl.com.pk/:

https://www.ptcl.com.pk/Home/PageDetail?ItemId=41&linkId=110
Thaheem, I. K. (2014, August 22). PTCL Final Report of this year. Retrieved December
2020, from www.blogspot.com: http://thaheemsb.blogspot.com/2014/08/ptcl-final-
report-of-this-year.html
About PTCL. (2020, December 4). Retrieved from https://ptcl.com.pk/:
https://ptcl.com.pk/Home/PageDetail?ItemId=395&linkId=1042
(2018). PTCL Pakistan Annual Report.
PTCL. (2020, December 4). Retrieved December 2020, from https://en.wikipedia.org/:
https://en.wikipedia.org/wiki/PTCL

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Appendix

LETTER OF TRANSMITTAL

Mrs. Sadia Nadeem

Faculty of Fast School of Management
Fast Nuces
Islamabad
A. K Brohi Road, H11/4.

We are pleased to submit report on Recruitment and Selection process in PTCL (Pakistan
Telecommunication Company Limited) at Fast School of Management.
During all the phases and stages of report research, writing and analyzing the report, we
gained useful knowledge about the theme.
We as a group have tried out level best to cover our targeted aspects of the subject and we
hope that this report will serve its purpose. All rules and regulations for the preparation of the
formal report have been taken into consideration.
We would dearly like to thank you for the faith you showed in our capabilities and the
encouragement you gave us when assigning us the report. If there is anything else you wish
to know, we will be glad to assist.
Please accept our report contentedly and without any regrets.

Thanking you,
Sadaqat Ali (18I-0118)
Qodseya Kalhoro (18I-0137)
Marium Raza (18I-0150)
Huma Ali (18I-0155)
Abu Baker Javed (18I-0148)
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Figure 1.1: Organizational Structure Chart

Engineer
Supervisor
General
Technician
Manager

Line Man

Senior
-Branch
Account Accountant
Department
Cashier

Clerical
Admin
Department

Figure 1.2: Branch Structure Chart

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Rashid Naseer Khan President & Chief Executive Officer

Shoaib Ahmed Siddiqui Chairman
Muhammad Shehzad Yousuf Chief Business Operations Officer
Muhammad Nadeem Khan Chief Financial Officer
Syed Mazhar Hussain Chief Human Resources Officer
Zahida Awan Chief Legal Officer
Naveed Khalid Butt Chief Regulatory Officer
Moqeem Ul Haque Chief Commercial Officer
Saad Muzaffar Waraich Chief Technology and Information Officer Operations
Jafar Khalid Chief Technology and Information Officer Development
Adnan Anjum Chief Marketing Officer
Zarrar Hasham Khan Chief Business Services Officer
Muhammad Shehzad Yousuf Chief Business Operations Officer
Shahid Abbas Chief Internal Auditor
Saima Akbar Khattak Company Secretary
Abdulrahim Al-Nooryani Non-Executive Director
Heshan Al-Qassim Non-Executive Director
Khalifa Hasan Al-Shamsi Non-Executive Director
Hatem Dowidar Non-Executive Director
Rizwan Malik Non-Executive Director

Table 1.1: List of Management

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Figure 1.3: HR structure levels in PTCL

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Figure 1.4: During meeting with HRM manager.

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Figure 1.5: Sample Job Advertisement

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Interview Questions
1. Generally, when does the recruitment and selection process occur in the organization (in a
year)?
2. What step do you take in order to conduct a job analysis?
3. After conducting the job analysis how do you construct the job description?
4. How do you generally draft a job advertisement and what key elements are mostly
included in it?
5. What common recruitment methods do you use?
What’s your recruitment process? How can someone apply for a job?
6. Kindly explain that how you carry out initial screening of candidates?
7. What are your essential criteria of shortlisting?
8. After shortlisting, what’s the, further process?
9. What are the typical assessment procedures that PTCL goes through for selecting the
suitable candidate?
10. Does PTCL have its own assessment centers?
11. Which selection methods are commonly used in PTCL?
12. Mostly how many interviews do you conduct? And what type of interviews.
13. Do you inform the rejected candidates?
14. Which department / individuals are included in this whole process? And does the process
differ at different branches?
15. Before offering a job to any individual, do you check background and references of
him/her? If yes, do you check references beforehand?
16. How is seasonal hiring different from urgent hiring?

17. How recruitment & selection process differ for management and non-management job
types?
18. How does PTCL deal will biases? Are there any factors (such as creativeness of
assessment measures) which effected the recruitment and selection process of PTCL over
the years? And how were they addressed?
19. How does PTCL measure and evaluate their recruitment and selection process? Do they
use HR Analytics and HR metrics for this?
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