Final PTCL Project Complete

8/17/2019 Final PTCL Project Complete

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PAKISTAN TELECOMMUNICATION CORPORATION LIMITED

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DEDICATION:


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ACKNOWLEDGEMENT:


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TABLE OF CONTENTS

1. Company profile2. Executive summary3. Mission statement4. Vision5. Core values6. Introduction of Research Methodologya. Primary data collection b. Secondary data collection

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Limitations8. Introduction of Telecom industry9. Introduction of PTCL10. Company Introduction11. Brief history of PTCL12. PTCL subsidiaries13. Organizational chart14. Information flow chart PTCL15. President of PTCL16. Registered office17. HR department

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Role of Human Resource (HR)19. SWOT analysisa. Strengths b. Weaknessesc. Opportunitiesd. Threats20. Hiring process of MTO’s

21. MTO job analysis

a. Job description

b. Job specification

22. MTO’s job Advertisement

23. Application form

24. Application receiving method

25. Test type (Test format)

26. MTO’s job Orientations

27.

MTO’s job Training process

28. MTO’s performance management


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TABLE OF CONTENTS

29. MTO’s compensation & benefits

30.

Health & social security

31.

Hiring process of receptionist

32. Receptionist job analysis

a. Job description

b. Job specification

33. Receptionists job Advertisement



36. Test type (Test format)

37. Receptionists job Orientations

38. Receptionists job Training process

39. Receptionists performance management

40. Receptionists compensation & benefits

41. Health & social security

42. Hiring process of security Guard

43. Quotations Letter



46. Security guard job Orientations

47. Security guard compensation & benefits

48.

Health & social security49. Hiring process of office Boy




53. compensation & benefits

54. Health & social security

55. Hiring process of Drivers



58.

Application receiving method

59. Test type

60.

compensation & benefits

61. Reference


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COMPANY PROFILE


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EXECUTIVE SUMMARY:


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MISSION STATEMENT:


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VISION:


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CORE VALUES


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INTRODUCTION OF RESEARCH:

Today, the telecommunications industry is exposed to fierce competition. Nationaland geographical borders no longer coincide with those of telecommunications. The same

products and services are developed and offered in a number of different countries. Since, the

invention of telephone as a medium of communication, the telecommunication has been growing

by leaps and bounds. Competition among different firms has led to creative and innovative

solutions regarding the usage of phones all over the world. Mobile phones are one such creation,

in this regard, that had taken the telecommunication industry to new heights. We would be

particularly focusing on the organizational structures, strategies and organizational culture of this

organization.

RESEARCH METHODOLOGY:The research techniques that are adopted for the purpose of this study are as follows:

Primary data collection

1 Formal Interview

2 Informal Interviews

The formal interviews include people from the top management and the informal interviews

included people from middle and lower management.

Secondary data collection

Internet research

News papers

References books

Annual reports of the organization

Limitation

One of the major limitations while carrying out this research was the lack of corporation on the

part of the management of ptcl in providing the data regarding.


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I N T R O D U C T I O N O F T E L E C O M I N D U S T R Y :

Since the independence of Pakistan, basic telecom services were being provided by a monopolist, previously called as Telephone and Telegraph department (T&T). The department was being run by the government and played multiple roles asregulator, policy maker, operator and service provider in the country. The T & T department waslater converted into a corporation. Although the corporation was earning huge profits from theservices, it was re-investing the same profits into the sector for the provision of more telecomservice but the investment was not enough. Further, with the technological advancement, moreand more telecom serviceswere becoming available but there was not enough money available with the corporation toinstallnew telecom systems for the provision of modern services. Resultantly, a digital divide prevailedin Pakistan keeping it behind its neighbors and other comparable countries in terms of telecomaccess. The Telecom Sector has contributed 2 percent towards the overall GDP growth with

revenues of over PKR 235bn.

PAKITAN TELECOMMUNICATION COMPANY LIMITED:Introduction With employee strength of 35,000 and 5.7 million customers, PTCL is the largesttelecommunications provider in Pakistan. PTCL also continues to be the largest CDMA operatorin the country with 1.1 million V- phone customers. Pakistan Telecommunication CompanyLimited (PTCL) is proud to bePakistan’sMost reliable and largest converged services carrier providing all telecommunications servicesfrom basic voice telephony to data, internet, video-conferencing and carrier services to consumersand businesses all over the country. PTCL is the largest telecommunications provider in Pakistan.The company maintains a leading position in Pakistan as an infrastructure provider to othertelecom operators and corporate customers of the country. It has the potential to be anInstrumental agent in Pakistan’s economic growth. PTCL has laid an Optical FiberAccess Network in the major metropolitan centers of Pakistan and local loop services have startedto be modernized and upgraded from copper to an optical network. On the Long Distance andInternational infrastructure side, the capacity of two SEA-ME-WE submarine cable is beingexpanded to meet the increasing demand of International traffic. With the promulgation ofTelecommunication (Re-Organization) Act 1996, the Pakistan Telecommunication Authority wasestablished as the Telecom Regulatory body. Following the open licensing policy in BUY @ PKR45.40 accordance with the instructions of Government of Pakistan and in exercise of powers

conferred by Pakistan Telecommunication (Re-Organization) Act 1996, the basic telephony was put under exclusivity and PTCL was given a seven years monopoly over basic telephony whichended by December 31, 2002. The year 2006-07 in the telecom sector witnessed a phenomenalgrowth in the mobile phone sector in Pakistan, which doubled itssubscriber base to 60 million. The Teledensity increased from 26% to 40%, helping to spread the benefits of communication technology across the country. PTCL's mobile phoneSubsidiary Ufone’s subscriber base grew by more than 87%, from 7.49 million to 14million.


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The year also witnessed the entry of major telecom companies, most notably China Telecom andSingTel, into the market. Restructuring and re-engineering are in their final stages along with the

implementation of ERP system.From the end customer's perspective, a major initiative was put in place in the shape of Broad band Pakistan’ service launch as a first step towards providing its customer with more valueadded service and convenience. The company also continued to invest in infrastructuredevelopment and addition of network capacity with a view to enhance services and to expand itsreach across the country.

HISTORY OF PTCL:From the humble beginnings of Posts & Telegraph Department in 1947 and establishment ofPakistan Telecommunication Company Limited, to this very day, ours is a story of commitmentand vision.PAKISTAN POST & TELEGRAPH (P&T)

The postal and telecommunication services were performed by a single department known asPakistan Post & Telegraph (P&T). This department started its telephone service with only 12346telephone lines and seven telegraph offices all over Pakistan. This department continued its business up to 1962. The Government of Pakistan adopted the Government of India Telegraph act1885 to control and direct the activities of telecommunication.

PAKISTAN TELEGRAPH AND TELEPHONE DEPARTMENT (T&T) Pakistan Telegraph and Telephone Department inherited a small telecommunication networkconsisting of only 12,000 lines in 1947. It was the sole Department responsible for providingtelecommunication facilities to whole country. In fact postal services were also included in itsresponsibilities. The Pakistan Postal Department was separated from Pakistan Telegraph andTelephone Department in the year 1962. Like all other field of newly born nation, there was no

established system of telecommunication, available in the country. However the present system,as well as new installations was managed by the T&T quiet efficiently.PAKISTAN TELECOMMUNICATION CORPORATION (PTC) The erstwhile Telegraph and Telephone (T&T) Department was converted into a StatuaryCorporation on 15-12-1990. It has its own legal identity totally separated from Government ofPakistan.

RE-STRUCTRING OF PTCThe P.T.C. was further segregated into four separate units in 1996

1) P.T.C 2) L.P.T.A. 3) N.T.C. 4) F.A.B.

PAKISTAN TELECOMMUNICATION COMPANY LIMITED (PTCL) PTCL was incorporated on December 31st 1995 and commenced business on January 1st 1996.

The idea behind this was to provide better services to its customers. This was established toundertake the telecommunication business formally carried out by Ex-PTC. It was responsible forcarrying out all kinds of telecommunications activitiesin the country. It was required to look after the existing telecom installations and their automationand development. It was also to undertake development program in telecom field. All properties,assets, obligations and liabilities of PTC were accordingly transferred to the PTCL on the January01st 1996.P.T.C.L. is a prestigious organization and telecom services in the country are getting better and better, since its incorporation.


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PAKISTAN TELECOM AUTHORITY (PTA) Pakistan Telecom Authority (PTA) was established in 1996. It falls under the preview ofGovernment of Pakistan. It issues licenses to various companies for carry out certain activities.

This authority is responsible to monitor the establishment of telecom related firms, companies, theimport of telecom equipment etc. in the country. It is are nugatory body formed to accomplishrules and regulations relating to the telecommunication matters.

NATIONAL TELECOM CORPORATION (NTC) It has been established for installation of telecommunication facilities to the Governmentalorganizations. A portion of working lines was initially transferred to N.T.C. fromthe P.T.C.L. but now they have established their network. They are totally independent in providing telephones connections, their look after and generation of revenue there from.

FREQUENCY ALLOCATION BOARD (FAB) This organization has been established to allocate Radio and Wireless telecom frequencies tovarious organizations/companies within the country. The latest development in this regard is that

F.A.B. is establishing Monitoring Stations in order to check the validity and legality of theutilization of circuits.

NATURE OF BUSINESS:Pakistan Telecommunication Company Limited (PTCL) was incorporated in Pakistan onDecember 31, 1995 and is listed on Karachi, Lahore and Islamabad stock exchanges. It wasestablished to undertake the telecommunication business firmly carried on by PakistanTelecommunication Corporation (PTC). The business was transferred to the company on January1, 1996 under the Pakistan Telecommunication (Reorganization)Act, 1996 at which date PTCLtook over all the properties, rights, assets, obligations and liabilities of PTC except thosetransferred to National Telecommunication Corporation(NTC) , Frequency Allocation Board(FAB), Pakistan Telecommunication Authority(PTA) and Pakistan Telecommunication

Employees Trust (PTET). The company commenced business on January 1, 1996. The registeredoffice of the company is situated at Block-E, PTCL Headquarter, G-8/4 Islamabad .PakistanTelecommunication Company Limited (PTCL) is the main provider of Telecommunicationservices in Pakistan. It owns and operates a substantial part of the telecommunication facilitiesand provides domestic and international telephone service sand other communication facilitiesthroughout Pakistan.

PTCL SUBSIDIARIES: Pak Telecom Mobile Limited (PTML) PTML is a wholly owned subsidiary of PTCL established to operate cellular Telephony under the brand name of UFONE. The company’s performance during the current year has been veryencouraged despite the stiff competition in Pakistan’s cellular market especially after the

emergence of two new international players in the last quarter of the year. Throughout the yearUFONE pursued a growth strategy and managed to almost double its revenue comparedTo last year. The company successfully increased UFONE‟s market share from 16% to22%,a significant achievement. On June 30, 2007 the total number of subscribers of UFONE was4.6 million versus 2.8 million at the same year. During the year PTML successfully launched itsPhase-IV network expansion project costing more than US$ 160 million. UFONE now coversmore than 200 cities and towns, prominent highways and caters for international roaming with135 operators worldwide.


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Pak net limited The fully owned subsidiary of PTCL owns the largest ISP network spread over2, 900

cities/locations with 43 POPs. It has extensive data transmission capabilities but has beenincurring losses due to poor business orientation and excessive over heads .During the year Paknet recorded sales revenue of RS. 213.9 millions, which is 19% Lower than last year. Thecompany posted a loss of RS. 42.2 million VS a loss of RS. 111.5million last year. The quantumof loss is lower as compared to last year mainly due to reversal of provisions against doubtfuldebts of Rs.44.1 million made in prior years and reversal of deferred tax asset ofRS. 34.9 million in the last year. PTCL as the sole shareholder of Pak net is highly concernedwith the poor performance of this subsidiary and is currently undertaking a strategic review of thisISP subsidiary of determine the future course of action In spite of these subsidiaries there arefollowing product lines.Fixed Telephone (Analog & Digital)

DSL ( Digital Subscriber Line)IN Products (Pre-Paid Cards, Calling Cards, Apna Das Calling Card, Phone Bill Card etc.)PTCL Wireless.

ORGANIZATIONAL CHART


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INFORMATION FLOW CHART OF PTCL:

PRESIDENT OF PTCL :

Wailed Irshaid, President & CEO PTCL


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REGISTERED OFFICE

PTCL HeadquarterBlock-E, sector G-8/4, Islamabad, Pakistan

Corporate Customer Center26-A Civic Center, Barkat Market,Garden Town

HR DEPARTMENT OF PTCL :

Introduction The Human Resource Department in PTCL was formally established in 1996 audit wasreorganized in 2005.PTCL human resource system is known as HRIS-PTCL audit is working under SEVP & GMat regional centers.HR manager plays a very important role in hierarchy, and also in between the higher management

and low level employees. He is one of the most important people to achieveCompany’s overall objective by properly managing the most useful company resources.

HR Importance The main objective of HR department in PTCL is to meet company needs of the human resourcesand the needs of the people hired by the company. The management of PTCL considers that inorder to stay competitive and to meet the needs of their customers they should focus on theiremployees. They consider employees the main assets of organization and focusing on providingthem the better facilities


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Main Pillars of HR

1. Staffing

2. Training and Development3. Motivation4. Maintenance

Staffing

Activities in HRM are concerned with seeking and hiring qualified employees. Staffing includesJob AnalysisRecruitmentSelection

Job Anal ys i s

Job Analysis provides the information about the jobs currently being done and the knowledge,skills and abilities that individuals need to perform the job adequately. Job analysis isconcerned with:

Job Specification

Job Description

Job EvaluationFor the purpose of job analysis the company provides different tasks to check theirefficiency. The company also checks the grip of the employees on his job requirement andobserves his interaction with other employees. They mainly focus to check their attitude becausein service sector customers are directly involved with the employees. The company matcheswhether employee is fulfilling his tasks properly or not, if not the company try to find that

reason. The company also checks number of complaints against the employee and what the basisof that complaint is.

Recruitment Company uses different sources to fulfill vacant vacancies. First of all it identify show manyemployees are required and for which posts. This job analysis is done by PTCL HR governing body consisting of highly skilled persons. The company evaluates it on the basis of differentregulations given by the Pakistan government and Labors was forced in Pakistan. The mainsources used in PTCL are:

Internal sources

External sources

Internal Sources In the internal sources company promote its contract basis employeeson permanent basis and also promote the permanent employees according to their performanceand qualification. Recommendations are usually not preferred.


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External Sources Through external sources company attract fresh as well as experienced persons. Print media and

electronic media are utilized to achieve their goal of hiring best suitedEmployees. For technical staff candidates holding engineering degree are invited from all overPakistan and for management staff people with MBA are invited .

Selection Selection attempts to thin out the large set of applications that arrive during the recruiting phase

and to hire an applicant who will be successful on the job. After conducting test and interviews

potential candidates are selected and they are given jobs on the following five categories.

ROLE OF HUMAN RESOURCE;

Voluntary Separation Scheme (VSS)The VSS marked the single largest most successful exercise in the history of Pakistan. In thehighly challenging marketplace, PTCL HR wing stepped forward to facilitate the emergence ofnew Corporate Culture by becoming Equal opportunity employer, inducting fresh blood from themarket, improving the way PTCL runs and reducing the number of employees having outdatedskill set. The Training &Development wing of the HR Department also organized acomprehensive six months“Urgent Training Needs” program in technical and managerial fields to enhance soft skills .Healthyimprovements have been made in the area of Recruitment and Retentions the whole recruitment process has been redefined to cope with the changing business requirements. Detailed facilitation programs have been initiated for the orientation of newly hired employees. PTCL employees have

been provided excellent international placement opportunities across various InternationalBusiness Operations.

Training and developmentThe role of training and development in a service involved organization is many times more incomparison with what it has in a manufacturing involved organization. This role becomes moresignificant in a situation where the need to transform organizational culture is identified as themost glaring problem and the most difficult impediment on the way to organizational growth.PTCL employees are a great asset not only for the company but also for the country. Theirmarvelous potential is yet to be exploited. Their skills need to be developed, their expertise needto be updated for which training and development department is at their disposal to cater to their

training needs. At PTCL, training and development team would never miss an opportunity tocontribute towards the betterment of the company. Training and Developments is play in essentialrole in changing PTCL from a government sector organization to corporate sector company.PTCL consider every employee of the company as our customer and firmly believe that meetingtheir expectation would help us achieve customer satisfaction. We look forward to your input formaking our endeavors more effective. The Training and Development has a clear road map ofactivities and is committed to provide high quality trainings for the development of every singleemployee.


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SWOT ANALSYS

Strength Largest operational network and infrastructure within ICT (Information &Communication

Technologies) segment

An integrated Monopoly

Market leadership in Local loop, Wireless local loop (WLL) and fixed telephony

.PTCL (Ufone) is market challenger in GSM segment

Ufone is performing well though Warid and Telenor are tough competitors.

PTCL, Ufone‟s profitability increased by 49.2 percent to RS 977 million in1H/FY07 as compared to RS 655 million in the corresponding period last.

Competitors still depend on PTCL network either directly or indirectly

Experienced Telecom Resources

Weakness

Not been able to nurture its growth around customer services oriented strategy

Internal organizational and business processes issues

Monopolistic culture has further added to its complexities

Pak net, the internet service provider arm of Ptcl continues to incur losses due to poormanagement and lack of network optimization

Ptcl - v, the fixed wireless phone service is poor

Over employment & low productivity.

Slow decision making including external interferences.

Corporate culture akin to government departments.Opportunities

Profit taking growth of subsidiaries

Low Teledensity of Pakistan.

Have vast infrastructure and real estate assets which can be leveraged further.

Global connectivity reliability has been improved. PTCL is expanding the long distanceand infrastructure side through spreading out two sea-me-we sub marine cables..

Partnership with new entrants in a deregulated environment.

Scope for efficient/cost effective operations.Threats

Increasing Number of competitors Cellular company’s rates

Increased competition in long distance continues to exert pressure.

Exposure to market competition

Migration to Cellular Networks

Ability to Attract & Retain Quality Professionals

Organizational Management Cycle


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Hiring process of MTO’s:

Recruitment Recruitment process in PTCL is much diversified and varies from department to department.PTCL has hired head hunters for hiring customer services and other midcareer to seniorlevel positions. PTCL gives job openings other than customer care to Bright-Spyri, whichidentifies a pool of potential candidates after advertising and matching employee profile with jobrequirements.

Process:

Here is the recruitment process which has been followed for hiring of MTO’s. Before 4 years ptclcan not hire Mto’s and change that MTO’S pattern in to AMB (assistant business manager)And SBM (senior business manager).

Potential Candidates for Interview:The recruitment division of PTCL selects candidates for interview from the following threegroups

Internal Database: Every CV that is received for a particular position is saved in theInternal data base of company and recruitment officer checks for candidate which can besuitable for advertised position

Parachute Landing: Parachute landing is the term used for CV”s referred but topmanagement and other executives, there is a separate file being maintained in this regard.

Reference Check:

After having potential candidates for interview recruitment division performs a secret verificationof the information provided by candidates. The basic purpose of this is to screen out maximumcandidates which may have ambiguities.

Interview: After reference check candidates are being called for panel interview. Panel constitutes ofa)HR Manager b)HR Coordinatorc)

Concerned Line Managerd)Concerned Head of Department)

Executive Vice President HR (for positions above GM level) during interview candidates areassessed on various parameters (please see attached interview valuation Performa).For candidateto qualify for interview he/she has to be recommended by four out of six panelists.


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Medical Checkup:

After that candidate has to pass medical check test conducted by doctors of ALSHIFA hospital

and candidate has to be mentally/physically fit before final job offer is given.

Job Offer and Acceptance:

After that candidate is given job offer and he/she is required to accept offer within days.

Joining:

New hire is required to report at human resource department at concerned location for documentsubmission and orientation. After that new hire reports at his concerned department

MTO job analysis

Job Analysis is a process to identify and determine in detail the particular job duties and

requirements and the relative importance of these duties for a given job. Job Analysis is a process

where judgments are made about data collected on a job

Job description

Major Responsibilities

Responsible for timely Payment of Invoices related to Capital Expenditures through cross

cheek/inland/offshore letter of credits & TT.

Monitoring of SAP GRNs/SANs with respect to payments.

Responsible for timely clearance of foreign shipments in coordination with procurement department,

Materials and Logistics department, banks and vendors.

Arrangement of insurance for imports & processing of its payment.

Examination of PTCL contracts for opening of inland and offshore Letter of Credits.

Bank wise GLs Clearance in SAP on monthly basis.

Maintain accurate vendor and expense records, and control reports, reconciliation of vendor accounts


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Identification of accounts payable invoice discrepancies and to ensure that appropriate action is

taken in time

to respond in a timely and complete manner to vendor queries.

Reconciliation of payables and receivableswiththevendors.

Calculation of late delivery charges, if any.

Coordination with the External Auditors for audit of accounts.

Co-ordination and Collaboration

Co-ordination with bank, M&L department, procurement department and vendor for clearance

of foreign consignments.

Co-ordination with vendors for payment of invoices

Monthly Closing and Reports

Preparation of monthly bank reconciliation statements.

Adjustment of outstanding advances to vendors related to foreign shipments

Training officers may perform the following tasks:

coordinate a staff training programmer based on organizational and employee needs

use questionnaires and surveys in consultation with managers and staff to analyses

training needs as they relate to the goals of the organization and work area

compile training manuals

develop training resources, which may involve preparing notes and visual displays from

researched information or their own knowledge arrange or conduct training courses, which may involve demonstrating equipment,

operating video recorders and cameras, leading group discussions or role-playing activities

and employing experts to run sessions

evaluate the effectiveness of training programmers using surveys, questionnaires,

interviews and by observation, in order to plan future courses or to amend existing ones

obtain information on work-related external courses, prepare reports on their suitability

and make recommendations on staff attendance at training courses

prepare, administer and conduct training assessments

provide career development sessions for existing staff and conduct induction sessions for

new employees

assist in developing training interventions to meet the needs of internal and external

stakeholders

support learners during training interventions

Maintain learner outcomes in a Learning Management System.


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Training officers instruct staff and management in many areas including occupational health and

safety, operating plant machinery and equipment, driving, industrial relations, preparing for

retirement, general clerical duties and supervisory skills.

Job specification

Pakistan Telecommunication Corporation ltd, the official telecom service provider to the Government of Pakistan,invites applications for Management Trainee Officer (Engineer) for a period of one year as per below criteria :-

Job Code Name of Post Max. Ag Quota-wise Distribution Qualification

JC- 184

Management TraineeOfficer(Engineer)

27 Years

Merit = 01

Punjab = 04

Sindh (U) = 01

Sindh (R ) = 01

KPK = 01

Total = 08

BE (Telecomm / Electronics) or

Electrical with major in Telecomm)from HEC recognized universities /

institutes.

Registration with PEC is mandatory.


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MTO’s job Advertisement:

PTCL gives job advertisements in all the leading newspapers of Pakistan plus job is advertised on

company’s website as well. PTCL give job advertisement in each year month September or

October .PTCL advertise these job for several years ago .Now these days does not advertise in

newspapers or others posts.

Ptcl seeking application for highly talented, innovative candidate with strong academic

background for induction in ptcl as Management trainee officer.

Eligibility criteria

Master/4year bachelor degree in Business, finance, commerce, banking and Engineering must.

A minimum CGPA 3.00 or 70% mark is applicable.

Candidate having highest degree passing year 2010/2011 shell be prefer.

Maximum age up to 26 year.

Interested candidates who fulfill the above mention criteria may apply online through online

Websites at last date October 12, 2012

Correspondence will only be accepted through our websites & e-mail

Only short listed candidates will be called for a written test


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Initial Screening:

Job advertisement clearly states all the requirements and skills required for a particular job,

applicants are asked to apply through website. After receiving resumes HR portal screens out

candidates who do not meet the criteria stated in the job advertisement.

Application form:

PTCL have not application form to hire any new employee. Who want to join ptlc job at any post

to fulfill the NTS test application form and who passed the NTS test Ptcl hire this person.

Application forms are as follow,


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Application receiving method:

PTCL have not application form therefor it has no receiving method of application .NTS conduct

test from those person who want to become employee of ptcl.These person fill application formfor registration of NTS test.NTS receives these application through online NTS website,

www.nts.org.com.pk

Test type (Test format):

ENGLISH

Complete the sentences by choosing the most appropriate word, from the given lettered choices

(A to D) below each.

1. Ali always seeks _____ wealth.

A. fromB. withC. toD. for

2.

I intend to remain true to my principles and _____ the _____ of my conscience.A. obey … mandate B. listen … voice C. follow … dictates D. explain … meaning

Each question below consists of a related pair of words, followed by five lettered pairs of words.

Select the lettered pair that best expresses a relationship similar to that expressed in the original

pair.

3. ILLUSION: REALITY::

A. fancy: factB. sky: earthC. ethereal: realD. dream: work

4.

CLASSROOM: TEACHER::

A. student: examinationB. bishop: dioceseC. employment: interviewD.

ballot: election


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Choose the lettered word or phrase that is most nearly opposite in meaning to the word in capital

letters.

5. Moral:

A. ethicalB. honestC. viciousD.

upright

Read the passage to answer question 6-7

In the late seventeenth century, a transformation began that would make coffee one of the most

popular drinks in Europe. The coffeehouse-meeting place of bankers, dissidents, artists,

merchants, poets, wits, and rogues was in some ways the cradle of modern Europe. Coffee would

change, in less than a century, from the drink of a few princes and a few paupers to the chief

social beverage of the rising middle class.

6. The word “transformation” is closest in meaning to:

A. trendB. eventC. changeD. custom

7. The word “rogues” refers to a type of:

A.

beverageB. person

C.

bookD.

coffee


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QUANTITATIVE

8. During a certain week, a post office sold Rs.280 worth of 14-paisas stamps. How many of thesestamps did they sell?

A. 20B. 2,000C. 3,900D. 20,000E. 39,200

9. 3

2

x 12 equals:

A. 4B. 6C. 8D. 18E. None of the above

10. A discount of 15 percent from a marked price produces a net price which is what percent of the

marked price.

A. 0.15%B. 0.85%C.

15%D. 85%E. 115%

11. 5 is to 7 as x is to 35. x =?

A. 7B. 12C. 25D. 49


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12. If 3 (x + 5y) = 24, find y when x = 3.

A. 1B. 3

C.

5

33

D. 7

GENERAL KNOWLEDGE

13. Karachi is known as:

A. Broadway of PakistanB. City of LightsC. Gateway of PakistanD. Heart of Pakistan

14. C.N.N. stands for:

A. Cable Network of News

B.

Cable News NetworkC. Cyber News NetworkD. Central News Network

15.

Napoleon Bonaparte was the king of:

A. FranceB. ItalyC. England

D.

None of the above


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APTITUDE FOR SERVICE QUALITY

16. The component of a firm's service quality information system that is used specifically to assess

employee performance is:

A. Solicitation of customer complaintsB.

Customer focus group interviewsC. Employee surveysD. Mystery shoppingE. Total market service quality survey

17. Which of the following is not a key component that needs to be built into every service quality

system?

A. ListeningB. ReliabilityC. Servant leadershipD. Individual playE. Service design

18. To have a comfortable waiting area for customers and clients is:

A. Least importantB. Somewhat importantC. A mustD. Costly

19. It is not possible to keep same level of quality all the year around.

A. Strongly disagreeB.

DisagreeC. AgreeD. Strongly agree


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MTO’s job Orientations:

The following eight topics are the minimum requirement for organizations to review with newMTO’s before they begin work:

1. Contact Information:

Names, phone numbers, fax numbers, pager number of MTO’s and company personnel,

including emergency contact information.

2. Joint Health and Safety Committee (JHSC) or Safety Representative:

Introduce the MTO’s to the committee members or the safety representative (along with their

contact information) and outline the JHSC’s or safety rep’s role in helping management maintain

a healthy and safe workplace.

3. Rights and Responsibilities:

Explain both the employee and employer responsibilities as outlined in both the OHS Act and

Workers’ Compensation (WC) Act. Specific information includes: - Reporting of accidents,

Reporting unsafe working conditions, Process for exercising their right to refuse unsafe work

4. Procedures and Codes of Practice:

Explain the company’s procedures and codes of practice as it pertains to the MTO’s job and

department.

5. First Aid:Introduce first aid providers, indicate areas for first aid kits or room, explain to MTO’s how to

summon first aid for themselves or for a co-worker.

6. Accident/Injury Reporting Procedures;

Explain the established company procedure and contact people for reporting any injuries

sustained by the employee.

7. Emergency Procedures and Preparedness:

Review the company’s emergency personnel contact info; evacuation plan, including exit routes;

evacuation signals and sirens; location of eyewash stations and showers, fire extinguishers, and

alarm pull boxes; identify fire marshal(s); and identify exposures. Other procedures may include:

- Bomb threats/suspicious packages - Threatening, violent or disruptive behaviors, Chemical

spills, gas leaks - Debriefing assistance for critical incidents


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8. Personal Protective Equipment (PPE):

Review the required PPE (legal) standards for specific jobs or job tasks, including the appropriate

use, fitting, storage, and maintenance for assigned jobs. Other topic areas may also need to beincluded in the orientation information. Two common topics that you may want to include are:

9.Code of Practice for Working Alone:

Outline the process for any employee who works alone so they can remain safe on the job or to be

able to summon emergency assistance, if required

MTO’s job Training process:

PTCL has reorganization its own training amenities as detailed below:

Telecom staff college harry purr Telecom staff college Lahore cant

The district level staff training school are also concerned for enlarge training facility to all the

staff members of the organization based at regional head quarter level such kind of regional

telecom training school are

R.T.T.S Lahore

R.T.T.S Multan

R.T.T.S Faisalabad

R.T.T.S Karachi R.T.T.S Islamabad

The types of training being offered are:

Initial training for the new staff generally 3 to 6 months at T.S.C Lahore / harry purr

Refresher course for exacting employee

Endorsement training course

Special developing technology trainings


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Need assessment require of PTCL:

Preformation analysis Organizational analysis

Person analysis

Task analysis

29 MTO’s performance management: Performance management is a strategic and integrated approach the performance of the MTO’s

who work in them and by developing the capabilities of teams and individual contributors.

Performance management is a systematic course of action during which the organization involve

its employees as individuals and team members of a task, in getting settle objectives, which are in

the line with the organization vision, values, goals and helps in recognition of theirdevelopmental want and needs.

Setting performance Standard & Expectations

In PTCL performance expectations of the source of evaluating MTO’s performance in my opinion

the way in which performance is generally define construct the task of receiving suitable

performance values vague and unreasonably complexity.

How Performance Reports are Written

A performance is used for appraisal which has diverse ratings. And according to these ratingemployees performance position is converse to herself/himself work out his performance on

criteria.

Performance appraisal of the MTO’s in association with MTO’s manager however if the line

manager and the employee feel it necessary they can conduct an additional review of performance

any time they want.

The MTO’s needs to know the following at the opening of the appraisal phase:

The basic job role

The goals set for the appraisal period

Performance rating Career and other performance orientation

Validity of the present job role

Training and development need

New objectives/goals for the upcoming twelve month periods

The last completed “Appraisal Form”

A new appraisal form to be filled considering:


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MTO’s compensation & benefits:

Compensation and benefit is generally the function of HRM most link with the competitors on themarket and it sets the compensation policies which are fully competitive on the job market but the

polices still meet the targets defined by the organization.

PTCL is offering compensation as follow:

Cash impress

Entertainment allowance

Marriage grant

Daughter marriage grant 50 thousand

Medical facilities

Only for wife and child’s

Death compensation of diseased Mto’s

4 lac for accidental death and 2 lac for natural death

Life insurance of MTO’s

Free service telephone connection

Pensions

Benevolent fund

Pay scale and opportunities

Types of Compensation and Benefits:

The day to day work analyzing jobs, evaluating their values according to an official jobs

evaluating plan and maintain suitable records is are H.R. Department functions periodic wage are

conducted by the H.R Department by any firm decision to rise or change the entire schedule is

particularly always reserved for the CHIEF EXECUTIVE of the organization.

There are three types of compensation packages are being served to MTO’s

N.B.P.S (National basic pay scale)

N.C.P.G (new compensation pay grade)

N.T.C (new terms and conditions)


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Health & social security:

All employers, regardless of company or industry, must develop workplace procedures and codes

of practice related to an MTO’s job tasks. Employers must have safe operating procedures orcodes of practice for all company positions that will ensure employees are provided with adequate

instructions and guidelines on how to work safely.

PROCEDURE

A procedure is a specific, step-by-step course of action that outlines how employees can safely

complete tasks and jobs. Procedures are guidelines and provide details to employees on how best

to protect themselves while working in PTCL conditions or situations. The requirement for a

company to develop and manage procedures may be a legislative standard or a company’s best

practice.

CODE OF PRACTICE

A code of practice is a documented set of rules that outlines to employees how, when working in

PTCL situations or environments, to safely conduct themselves so that all workers are protected.

It is a detailed procedure for specified circumstances that must be posted in the workplace.

CONTAINED IN A CODE OF PRACTICE

There are seven elements that should be contained in a code of practice:

1.

An introduction identifying: The PTCL substances and situations that may be encountered.

A description of the PTCL.

The possible effects on health or safety.

2. Identification of the person or persons at risk from the PTCL substances and situations.

3. Identification of the person or persons responsible for implementing the code of practice.

4. The time, day, event, etc. before, during, or after which the code of practice might be

applicable.

5. The location or locations where the code of practice might apply .

6. The methods and equipment to be used to ensure the health and safety of any employee at

risk.

7. Emergency procedures and equipment that might be required in case any of the regular

procedures or equipment fails.


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Hiring process of receptionist

RecruitmentIn PTCL office Mr. Asif Iqbal (S.M) has main responsibility of recruitment and selection. And believe on merit recruitment and selection. Customized tests are used by PTCL. Onlinewww.rozee.pk , www.Brightspire.com.pk and PTCL own websiteslik e www.ptcl.com.pk are websites sources where posts are displayed for applicants.

Recruitment method

There are basically two methods at PTCL when desired these method desired these methods areas followsInternal MethodExternal Method

Internal Methods

Internal method is a hunt mode in which PTCL make sure the exact person within the PTCL toget preferred candidates they promotes within the organization by job specification and jobdescription by using No0tice Boards.

External Method

PTCL recruits on outwardly from the outside environment. For this method they use differentmodes to recruit the people. Few of the methods are as follow carried out in past as well ascurrently.Online Recruitment

Use of print Media (Newspaper etc

Process:

Here is the recruitment process which has been followed for hiring of Receptionist. Before 4years ptcl cannot hire Receptionist. Before 4 years there are the following process of hiringReceptionist.

Candidates for Interview:The recruitment division of PTCL selects candidates for interview from the following threegroups

Internal Database: Every CV that is received for a particular position is saved in the

Internal data base of company and recruitment officer checks for candidate which can besuitable for advertised position

Parachute Landing: Parachute landing is the term used for CV”s referred but topmanagement and other executives, there is a separate file being maintained in this regard.

http://www.rozee.pk/http://www.brightspire.com.pk/http://www.brightspire.com.pk/http://www.ptcl.com.pk/http://www.ptcl.com.pk/http://www.ptcl.com.pk/http://www.ptcl.com.pk/http://www.brightspire.com.pk/http://www.brightspire.com.pk/http://www.rozee.pk/


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Receptionist job analysis:

Job Analysis is a process to identify and determine in detail the particular job duties and

requirements and the relative importance of these duties for a given job. Job Analysis is a process

where judgments are made about data collected on a job

Job description

RESPONSIBILITIES

(Major responsibilities and target accomplishments expected of the position including the typical problems encountered in carrying out the responsibilities.)

Provide office support services in order to ensure efficiency and effectiveness within the Hamlet

Office

Main Activities

Receive, direct and relay telephone messages and fax messages

Direct the First Nations Members and the general public to the appropriate staff member

Pick up and deliver the mail

Open and date stamp all general correspondence.

Maintain the general filing system and file all correspondence

Assist in the planning and preparation of meetings, conferences and conference telephone

calls Make preparations for Council and committee meetings

Maintain an adequate inventory of office supplies

Respond to public inquiries

Provide word-processing and secretarial support

Perform clerical duties in order to maintain Hamlet administration

Main Activities

Develop and maintain a current and accurate filing system

Monitor the use of supplies and equipment

Coordinate the repair and maintenance of office equipment


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Performs receptionist functions

Main Activities

Answer a incoming calls and handle caller’s inquiries whenever possible

Re-direct calls as appropriate and take adequate messages when required

Greet, assist and/or direct students, visitors and the general public

Support the Executive Director and other staff

Main Activities

Provide administrative services for the Executive Director

Perform other related duties as required

Mental Demands 3. (Conditions that may lead to mental or emotional fatigue)

The Receptionist will have to manage a number of requests and situations at one time. Stress may

be caused by the need to complete tasks within tight deadlines

Environmental Conditions (The nature of adverse environmental conditions affecting the incumbent)

The office may be a busy facility. The Receptionist may have to manage a number of projects atone time, and may be interrupted frequently to meet the needs and requests of members, residents,clients and contractors. The Receptionist may find the environment to be busy, noisy and willneed excellent organizational and time and stress management skills to complete the requiredtasks.


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Job specification

Requirement Education & Qualifications

A minimum of BS-4 year or equivalent qualifications including Math’s and English

At Grade C or above

Experience

Experience of using Microsoft Office Suite

Desktop Publishing

Experience of using Microsoft Outlook

General office experience, including answering phones, providing a receptionservice and dealing with a range of administrative tasks at the same times.

Experience of dealing effectively with the general public

Experience of setting up and running a range of administrative systems.

Personal Skills

Must be well organized

Must be well presented

Must be polite with an excellent telephone manner

Excellent communication skills in writing and orally at all levels

Ability to work under pressure while maintaining a positive professionalAttitude

Ability to work as part of a team

Ability to organize and priorities workload and work on own initiative

Ability to take accurate messages, follow up where necessary

Ability to accurately input information on a database

Flexible and willing to contribute to the success of the team

Reliable and Punctual


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Receptionists job Advertisement;


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Application form;

PTCL have not application form to hire any new employee. Who want to join ptlc job at any postto fulfill the NTS test application form and who passed the NTS test Ptcl hire this person.

Application forms are as follow,


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Application receiving method;

Ptcl have not application form therefor it has no receiving method of application .NTS conduct

test from those person who want to become employee of ptcl.These person fill application form

for registration of NTS test.NTS receives these application through online NTS website,

www.nts.org.com.pk

Test type (Test format;

ENGLISH

Complete the sentences by choosing the most appropriate word, from the given lettered choices

(A to D) below each.

1. Ali always seeks _____ wealth.E. fromF. withG. toH. for

2

I intend to remain true to my principles and _____ the _____ of my conscience.E. obey … mandate F. listen … voice G. follow … dictates H. explain … meaning

Each question below consists of a related pair of words, followed by five lettered pairs of words.

Select the lettered pair that best expresses a relationship similar to that expressed in the original

pair.

3

ILLUSION: REALITY::E. fancy: factF. sky: earthG. ethereal: realH. dream: work


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4

CLASSROOM: TEACHER::E. student: examination

F. bishop: dioceseG. employment: interviewH. ballot: election

Choose the lettered word or phrase that is most nearly opposite in meaning to the word in capital

letters.

5 Moral:E. ethicalF.

honestG.

viciousH. upright

Read the passage to answer question 6-7

In the late seventeenth century, a transformation began that would make coffee one of the most

popular drinks in Europe. The coffeehouse-meeting place of bankers, dissidents, artists,

merchants, poets, wits, and rogues was in some ways the cradle of modern Europe. Coffee would

change, in less than a century, from the drink of a few princes and a few paupers to the chief

social beverage of the rising middle class.

6 The word “transformation” is closest in meaning to: E. trendF.

eventG. changeH. custom

7

The word “rogues” refers to a type of: E.

beverageF. personG. bookH. coffee


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QUANTITATIVE

8

During a certain week, a post office sold Rs.280 worth of 14-paisas stamps. How many of thesestamps did they sell?

F. 20G. 2,000H. 3,900I. 20,000J.

39,200

9 3

2 x 12 equals:

F.

4G. 6H. 8I.

18J. None of the above

10 A discount of 15 percent from a marked price produces a net price which is what percent of themarked price.F. 0.15%G. 0.85%H.

15%I.

85%J. 115%

11 5 is to 7 as x is to 35. x =?E. 7F. 12G. 25H. 49

12

If 3 (x + 5y) = 24, find y when x = 3.E. 1F. 3

G.

5

33

H. 7


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GENERAL KNOWLEDGE

13

Karachi is known as:

E. Broadway of PakistanF. City of LightsG. Gateway of PakistanH. Heart of Pakistan

14 C.N.N. stands for:

E. Cable Network of NewsF. Cable News NetworkG.

Cyber News NetworkH. Central News Network

15 Napoleon Bonapart was the king of:

E. FranceF. ItalyG.

EnglandH. None of the above


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APTITUDE FOR SERVICE QUALITY

16 The component of a firm's service quality information system that is used specifically to assess

employee performance is:

F. Solicitation of customer complaintsG. Customer focus group interviewsH. Employee surveys

I.

Mystery shoppingJ. Total market service quality survey

17 Which of the following is not a key component that needs to be built into every service quality

system?

F. ListeningG. ReliabilityH.

Servant leadershipI. Individual playJ. Service design

18 To have a comfortable waiting area for customers and clients is:

5 Least important6 Somewhat important7 A must8

Costly19 It is not possible to keep same level of quality all the year around.

E.

Strongly disagreeF. Disagree

G.

AgreeH.

Strongly agree


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Receptionists job Orientations:

Purpose

The purpose of this activity is to familiarize the trainee with the point of entry for clients into the

local county office, and with the flow of work in the county. The trainee will also be introduced to

some of the equipment used in the day-to-day work of in the job.

Supervisor/ Training Coordinator

Arrange for the trainee to observe the county office receptionist for two to four hours.

Provide a copy of this worksheet for the receptionist(s) and assure that the trainee obtains all theinformation needed to complete this worksheet

Trainee

Observe the local agency receptionist for a minimum of 2 hours.

Ask questions and request clarification as needed to complete this worksheet.

Orientation to Receptionist Duties Worksheet

How are clients greeted upon coming into the reception area?

List services available, bilingual persons, handicap access, etc.

Describe how the receptionist answers the phone. List any agency approved greeting or

procedures.

Give some examples of customer service observed.

Describe the flow of work from the point of first contact with the receptionist to the

desired employee.

Arrange a tour of campus with Buddy or Work Sponsor.

Computer orientation, including log-in, passwords, networks, email.

Telephone and voicemail orientation with password.

Indicate location of additional eating facilities on campus

http://www.queensu.ca/live/foodhttp://www.queensu.ca/live/food


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Receptionists job Training process;

PTCL has recognition its own training amenities as detailed below:

Telecom staff college hari purr

Telecom staff college Lahore cant

The district level staff training school are also concerned for enlarge training facility to all the

staff members of the organization based at regional headquarter level such kind of regional

telecom training school are

R.T.T.S Lahore

R.T.T.S Multan

R.T.T.S Faisalabad

R.T.T.S Karachi

R.T.T.S Islamabad

The types of training being offered are:

Initial training for the new staff generally 3 to 6 months as per designations at T.S.C

Lahore / hari pur

Refresher course for exacting employee

Endorsement training course

Special developing technology trainings

Some times PTCL also sings with its supplier for foreign trainings.


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Training need assessment:

Useful training perform involve the use of an instructional system design process. Theinstructional systems design process creates by conducting a needs assessment because needs

assessment is the first step in the instructional design process needs assessment refers to the

process used to conclude if training is necessary. Identify internal & external resource of training

and their field of specialization.

Training process of PTCL:

Information learning

ILT or Information and Learning Technology describe the methods of using technology to

enhance the learning experience within education.

Effective lectures

Lectures continue to be one of the most commonly used teaching methods in higher education. So

are lectures an effective means of encouraging students' learning? The most commonly stated

purposes of lectures are to:

convey information;

stimulate motivation and interest in a subject area. This can lead to deep understanding if

opportunities are made available to construct and ask questions; generate understanding

On-the-job training

Employee training at the place of work while he or she is doing the actual job. Usually

a professional trainer (or sometimes an experienced employee) serves as the course

instructor using hands-on training often supported by formal classroom training. See also off the

job training.

Off-the-job training

Employee training at a site away from the actual work environment. It often utilizes lectures, case

studies, role playing, simulation, etc.

http://www.businessdictionary.com/definition/employee-training.htmlhttp://www.businessdictionary.com/definition/work.htmlhttp://www.businessdictionary.com/definition/job.htmlhttp://www.businessdictionary.com/definition/professional.htmlhttp://www.businessdictionary.com/definition/staff.htmlhttp://www.businessdictionary.com/definition/serve.htmlhttp://www.businessdictionary.com/definition/user.htmlhttp://www.businessdictionary.com/definition/hands-on.htmlhttp://www.businessdictionary.com/definition/training.htmlhttp://www.businessdictionary.com/definition/formal.htmlhttp://www.businessdictionary.com/definition/off-the-job-training.htmlhttp://www.businessdictionary.com/definition/off-the-job-training.htmlhttp://www.businessdictionary.com/definition/employee-training.htmlhttp://www.businessdictionary.com/definition/site.htmlhttp://www.businessdictionary.com/definition/work-environment.htmlhttp://www.businessdictionary.com/definition/lecture.htmlhttp://www.businessdictionary.com/definition/case-study.htmlhttp://www.businessdictionary.com/definition/case-study.htmlhttp://www.businessdictionary.com/definition/role-player.htmlhttp://www.businessdictionary.com/definition/simulation.htmlhttp://www.businessdictionary.com/definition/simulation.htmlhttp://www.businessdictionary.com/definition/role-player.htmlhttp://www.businessdictionary.com/definition/case-study.htmlhttp://www.businessdictionary.com/definition/case-study.htmlhttp://www.businessdictionary.com/definition/lecture.htmlhttp://www.businessdictionary.com/definition/work-environment.htmlhttp://www.businessdictionary.com/definition/site.htmlhttp://www.businessdictionary.com/definition/employee-training.htmlhttp://www.businessdictionary.com/definition/off-the-job-training.htmlhttp://www.businessdictionary.com/definition/off-the-job-training.htmlhttp://www.businessdictionary.com/definition/formal.htmlhttp://www.businessdictionary.com/definition/training.htmlhttp://www.businessdictionary.com/definition/hands-on.htmlhttp://www.businessdictionary.com/definition/user.htmlhttp://www.businessdictionary.com/definition/serve.htmlhttp://www.businessdictionary.com/definition/staff.htmlhttp://www.businessdictionary.com/definition/professional.htmlhttp://www.businessdictionary.com/definition/job.htmlhttp://www.businessdictionary.com/definition/work.htmlhttp://www.businessdictionary.com/definition/employee-training.html


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Receptionists performance management;

Performance management is a strategic and integrated approach the performance of theReceptionist who work in them and by developing the capabilities of teams and individual

contributors. Performance management is a systematic course of action during which the

organization involve its employees as individuals and team members of a task, in getting settle

objectives, which are in the line with the organization vision, values, goals and helps in

recognition of their developmental want and needs.

Performance Standard & Expectations

In PTCL performance expectations of the source of evaluating employee performance in my

opinion the way in which performance is generally define construct the task of receiving suitable

performance values vague and unreasonably complexity.

Performance Reports

A performance is used for appraisal which has diverse ratings. And according to these rating

employees performance position is converse to herself/himself work out his performance on

criteria.

Performance appraisal of the employee in association with line manager however if the the line

manager and the employee feel it necessary they can conduct an additional review of performance

any time they want.

The Receptionist needs to know the following at the opening of the appraisal phase:

The basic job role

The goals set for the appraisal period

Performance rating

Career and other performance orientation

Validity of the present job role

Training and development need

New objectives/goals for the upcoming twelve month periods The last completed “Appraisal Form”

A new appraisal form to be filled considering:


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Receptionists compensation & benefits;

Compensation and benefit is generally the function of HRM most link with the competitors on themarket and it sets the compensation policies which are fully competitive on the job market but the

polices still meet the targets defined by the organization.

PTCL is offering compensation as follow:

Health insurance

Prescription drug insurance

Dental insurance

Vision insurance

Incentive bonuses

Cash impress

Marriage grant

Medical facilities

Death compensation of diseased employee

Life insurance of employees

Free service telephone connection

Pay scale and opportunities

Paid time off:

Vacation leave

Sick leave

Holidays

Personal days

Bereavement leave

Paid weather-related emergency closing leave


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Types of Compensation and Benefits:

There are three types of compensation packages are being served to PTCL staff

N.B.P.S (National basic pay scale)

N.C.P.G (new compensation pay grade)

N.T.C (new terms and conditions)

Health & social security;

All employers, regardless of company or industry, must develop workplace procedures and codes

of practice related to and Receptionist job tasks. Employers must have safe operating procedures

or codes of practice for all company positions that will ensure employees are provided with

adequate instructions and guidelines on how to work safely.

Responsibilities

Supervisors are responsible to conduct a risk assessment to:

Identify existing or potential safety PTCL corporation with working alone.

Implement safety measures to reduce the risk to workers from the identified PTCL. Develop and implement an effective means of communication between the worker and

persons capable of responding to the worker’s needs in case of an emergency or the

worker is injured or ill.

Regularly contact the worker at intervals appropriate to the nature of the PTCL. Working

alone: Individuals who are working by themselves or lone workers who are:

Out of direct contact with other employees or supervisors.

Working for a period of time or in a circumstance where assistance is not readily available

to the employee in the event of injury, illness or emergency situation.


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PROCEDURE

Any individual who is assigned to work alone or in isolation must complete (document)

with their supervisor the risk assessment chart before doing the task.

Supervisors will establish a communication process with the employee and determine an

appropriate timeline for check-ins before doing the task.

Employees must alert the supervisor immediately of any new PTCL or situations that may

arise during the course of the job.

Unless conditions change, the supervisor will continue to conduct the risk assessment for

all employees who work alone.

The risk assessment chart is to be reviewed and completed by the supervisor with all

employees who work alone before starting the job or task. Both the supervisor and

employee will sign and date the chart upon completion


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Hiring process of security Guard

Recruitment process in PTCL is much diversified and varies from department to department. Oneof the key contributors in this regard in ask Development ASK Development: Is an independent

recruiting agency which runs customer care departments of different telecom companies like

UPhone, Telenor etc. ASK development charges 18000 per employee to PTCL and gives 16000

Salary to employee. ASK development runs help line for PTCL. Training of those employees is

the responsibility of ASK development, PTCL only gives lump sum payment to company and has

outsourced the entire department. Bright-Spyri: PTCL gives job openings other than customer

care to Bright-Spyri, which identifies a pool of potential candidates after advertising and

matching employee profile with job requirements

Quotations Letter for Security guard;(Pakistan Telecommunication Corporation limited)

Contract of Employment with ASK development

Private and Confidential

(25.5.2015)

Respected HR Manager ASK development,

Contract of Employment

We are pleased to say you that we need to hire one position of Security guard here at PTCL.

Where we hope that you make a significant contribution to the success of the business. Security

guard job description and specification are given blew.

Descriptions….

Commencement Date

Security guard employment will commence on 25, 8, 2015 here.

Location

Security guard will be based at PTCL Headquarter Block-E, sector G-8/4, Islamabad, Pakistan

but may be required to work at such other locations within Victoria as reasonably determined by

the needs of the business.


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Position

(Security Guard)

The roles and responsibilities of this position will be described separately in an attached Position

Description.

Term

This is a contract position for 24 months.

Probationary Period

A three month Probationary Period will apply to this role. During this time Security guard will

receive advice, training and guidance to help security guard become familiar with, and

competent in, performing the work you have been appointed to do. The appointment is subjectto the satisfactory completion of the Probationary Period which itself is subject to termination

during any stage.

Remuneration

Security guard salary is at a rate of (RS.18000).

Payment

Security guard salary will be paid monthly base on 5 dates every month.

Superannuation

Superannuation payments will be made on Security guard behalf in accordance with the

Superannuation Guarantee into a Superannuation fund of Security guard choice. If Security

guard does not choose a fund, Security guard contributions will be placed into the default fund.

Salary Review

Security guard remuneration package will be reviewed annually on or about the anniversary of

Security guard employment or in accordance with workplace laws.

Leave Entitlements

Annual Leave (Delete annual leave section if the employee is casual)Security guard is entitled to 20 days’ (4 weeks’) annual leave per year of service (different

accrual rates apply to 24 hour/7 day operations shift workers – check Security guard obligations

if Security guard business falls into this category). Leave is accrued in accordance with the Fair

Work Act 2009 and should be taken within one year of falling due, on occasions negotiated with

manager.


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Personal leave (Delete if personal leave section if the employee is casual)

Security guard is entitled to 10 days paid personal/career’s leave in accordance.

Security guard is entitled to a period of two days unpaid career’s leave per occasion.

Security guard is entitled to a period of two days paid compassionate leave per occasion.

Security guard is entitled to a period of two days unpaid career’s or unpaid compassionate leave

per occasion..

Parental Leave

Security guard may be entitled to parental leave in line with the provisions.

Termination

The minimum period of notice required to be given to the employer by the employee is either:

That prescribed by the relevant employment agreement or other contract of employment.

If no period of notice is prescribed as above, a period of notice equal to the employee’s

usual pay period.

(Insert Company name here) may terminate your employment by giving the following

period of notice (or payment in lieu) depending on service:

Period of continuous service Notice period

Not more than 1 year 1 week

More than 1 year, but not more than 3 years 2 weeks

More than 3 years, but not more than 5 years 3 weeks

More than 5 years 4 weeks

If Security guard is over 45 with more than two years continuous service, Security guard will

receive an additional week’s notice.

The company may terminate your employment at any time without notice if:

Security guard are guilty of serious misconduct or

Security guard is in material breach of a provision of this contract, including

confidentiality undertakings.


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Following the termination of your employment you will be required to return all company

property.

Hours of Work

PTCL general hours of business are between 8 hours. It is expected that Security guard will work

an average of (50) hours per week during general business hours.

From time to time Security guard will be required to work reasonable additional hours or after

hours when necessary to perform Security guard duties.

Company Policy

PTCL has in place a number of company policies and procedures. Security guard is required to

comply with company policy. A failure to comply with these policies may result in disciplinaryaction being taken against Security guard

Specification

They must be educated.

They must be honest in work.

They must be punctual on their duty.

They must have knowledge of maintained the security tools.

They know how deal (listen request and forward to relevant place) with visitors.

Welcome and Acceptance

PTCL, we would like to take this opportunity to welcome security guard to PTCL and wish

security guard a long and rewarding career with us.

Yours sincerely,

PTCL HR manager

Signed: ______________________________________________

Dated: ________________________________________


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Application receiving method;

Application received from security guard on an arm’s length basis. Ask development not useonline system to received application from employees. Candidates come to their ask development

company head office and submit their application for job.

Test type

PTCL does not conduct any type of test because PTCL hire Driver from ask development.

Security guard job Orientations

Arrange schedule to be able to spend some time with the new employee on their first day

Arrange for office and desk keys, fob and or security pass

Develop a training plan and schedule as needed

Welcome the new employee and show them their space

Discuss procedures for scheduling time off and unexpected absences

Review departmental and role security requirements

Provide the employee with keys, fob, security pass

Security guard compensation & benefits

Compensation and benefit is generally the function of HRM most link with the competitors on the

market and it sets the compensation policies which are fully competitive on the job market but the

polices still meet the targets defined by the organization. But PTCL does not provide any

compensation & benefit to the security guard. Because PTCL not hire security guard it’s on basis

PTCL pay to ask development lump sum amount 18000 to 20000.

Health & social security

Out of direct contact with other employees or supervisors.

Identify existing or potential safety PTCL Corporation with working alone.

The methods and equipment to be used to ensure the health and safety of any employee at

risk


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Hiring process of office Boy

Recruitment process in PTCL is much diversified and varies from department to department. Oneof the key contributors in this regard in ASK Development ASK Development: Is an independent

recruiting agency which runs customer care departments of different telecom companies like

Ufone, Telenor etc. ASK development charges 12000 per employee to PTCL and gives 10000

Salary to employee. ASK development runs help line for PTCL. Training of those employees is

the responsibility of ASK development, PTCL only gives lump sum payment to company and has

outsourced the entire department. Bright-Spyri: PTCL gives job openings other than customer

care to Bright-Spyri, which identifies a pool of potential candidates after advertising and

matching employee profile with job requirements

Quotations Letter for Office boy(Pakistan Telecommunication Corporation limited)

Contract of Employment with ASK development

Private and Confidential

(25.5.2015)

Respected HR Manager ASK development,

Contract of Employment

We are pleased to say you that we need to hire one position of Office boy here at PTCL. Where

we hope that you make a significant contribution to the success of the business. Office boy job

description and specification are given blew.

Descriptions….

Commencement Date

Office boy employment will commence on 25, 8, 2015 here.

Location

Office boy will be based at PTCL Headquarter Block-E, sector G-8/4, Islamabad, Pakistan but

may be required to work at such other locations within Victoria as reasonably determined by the

needs of the business.


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Position

(Office boy)

The roles and responsibilities of this position will be described separately in an attached Position

Description.

Term

This is a contract position for 24 months.

Probationary Period

A three month Probationary Period will apply to this role. During this time Office boy will

receive advice, training and guidance to help Office boy become familiar with, and competent in,

performing the work you have been appointed to do. The appointment is subject to the

satisfactory completion of the Probationary Period which itself is subject to termination during

any stage

Remuneration

Office boy salary is at a rate of (RS.16000).

Payment

Office boy salary will be paid monthly base on 5 dates every month.

Superannuation

Superannuation payments will be made on Office boy behalf in accordance with theSuperannuation Guarantee into a Superannuation fund of Office boy choice. If Driver does not

choose a fund, Office boy contributions will be placed into the default fund.

Salary Review

Office boy remuneration package will be reviewed annually on or about the anniversary of

Driver employment or in accordance with workplace laws.

Leave Entitlements

Annual Leave (Delete annual leave section if the employee is casual)

Office boy is entitled to 20 days’ (4 weeks’) annual leave per year of service (different accrual

rates apply to

Final PTCL Project Complete

Documents

Transcript of Final PTCL Project Complete