HR Pratices- v2

8/3/2019 HR Pratices- v2

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Human Resource Practices in PTCL

OverviewDecember 15, 2011



Agenda

Introduction Recruitment Process Organizational Management and development Payroll Time Management

Training & Event Management Personnel Development & Appraisals Pension Management Health Care Management



• PTCL is all set to redefine the established boundaries of the

telecommunication market and is shifting the productivity

frontier to new heights. Today, for millions of people, we

demand instant access to new products and ideas. More

importantly we want them for their better living standardswith increased values in this ever-shrinking globe of ours. We

are setting free the spirit of innovation.

PTCL is going to be your first choice in the future as well, just

as it has been over the past six decades.

Introduction



4

1947 1962 1990-91 1996

PTC converted intoPTCL-Public

Limited Companylisted at KR,LH,IBDStock Exchanges

Converted intoPakistanTelecom Corp

Renamed as PakistanTelegraph andTelephone Deptt.

Posts & Telegraph Dept.established

2006

Acquisition byEtisalat

PTCL Transformational Events

- At a Glance



“To be the leading Information and Communication Technology Service

Provider in the region by achieving customer satisfaction and maximizing

shareholders' value‘ ”

The future is unfolding around us. In times to come, we will be the link that allows global communication. We are striving towards

mobilizing the world for the future. By becoming partners in innovation, we are ready to shape a future that offers telecom

services that bring us closer.

Vision



CompanyVision

StrategicContribution

of HR

DepartmentX

departmenty

DepartmentZ

Vision

Vision



HR Vision

• To make PTCL a dynamic, highly competitive and value based learning organization with

skilled and motivated human resources to face present and future challenges in the fast

changing telecom scenario.

Objectives• Transform the company into a lean and efficient organization

• Promote culture of excellence

• Ensure empowerment

• Build and upgrade skills and competencies for growth and challenges in the job

• Build HR Information System for present and future HR plans

Human Resource Vision



• Our Human Resources Department strives to build

technological and managerial excellence in the organization

through best HR policies and practices in the industry. We

are committed to build a creative workforce with emphasis

on quality and customer satisfaction. We have realigned ourHR policies, in line with the company’s business plans.





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• An over size company

• Culture of zero tolerance and bureaucracy

• Global Recession

•

Social and economic crises• Trickle down effect

• Imbalance between labor demand and supply

• Job Market – Communication web

•

Resistance towards change• work force diversity

• Employment relationship

Why this HR Vision

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How to achieve the company vision?

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Assessing FutureHuman Resource

Needs

Assessing CurrentHuman Resources

Developing aProgram to Meet

Needs



Recruitment

Coaching &

Mentoring

Human Asset Profiles

CareerDevelopment Plans

Core Values

Core

Competencies

PerformanceImprovement

SelectionHumanCapitalStrategy

Performance

Management

RevenuePerEmployee

Cost Per

Employee

Profit PerEmployee



ENTERPRISE RESOURCE PLANNING SYSTEM



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Scope Of Work OF ERP System

Financials, Assets, Special Ledgers Material Management Production Planning Controlling Purchasing Sales & Distribution Human Resource Management Project System Business intelligence and reporting Business warehouse, Advanced Planning & Optimization, Online Stores,

Employee Self Services Petty Cash Management, Cash Receipts

Integration with Billing, CRM



Financials

EmployeeSelf-

Service

InternetIntegration

Office

Logistics

PersonnelManagement

PersonnelDevelopment

OrganizationManagement

TimeManagement

Payroll

Travel

Management

Information

Systems



Human Capital Life Cycle



Human Resource Areas

•Personal Areas and Sub Areas, Employee grouping and subgrouping, and Numeric wage type number ranges

Organizational Structure

•Organization chart, Organization units, jobs, positions andintegration with related SAP modules

OrganizationalManagement

•Maintenance Of Employee Master and Transactional Data,Integration with related SAP ModulesPersonal Administration

•Pay structures, Calculation of payroll payments, allowances &deductions, Pay slips, Integration with Finance & Controlling

Payroll

•Absence & Leave Quotas, Leave Balances, Holiday Calendar,

work schedulesTime Management

•Final Settlement, Leave Encashment, GPF Income and IncomeTax

Closing Procedures




• Business Event Preparation

• Business Event Catalog/Training Calendars

• Day-to-Day Activities

• Recurring Activities, Reporting

Training & EventManagement

• Competency/Qualification Catalog

• Performance Appraisals

• Career & Succession Planning

• Development Plans

Personnel Development &Appraisals

• Calculation of Pension/Family Pension /gratuitythrough system

• Pension Reports Like CSR25,Pension forwardingletter, Pension Calculation sheet etc.

Pension Management





• Employee Search, Working Time, Benefits and Payment, PersonalInformation, Career and Job, Travel, PTCL Corporate Information

ESS / MSS

• Job Requisition & Posting, Recruitment Process, Talent Pool,Applicant Data Transfer

E-Recruitment

• Job Pricing, Compensation Administration, Budgeting,Enterprise Compensation

Management

• Time Request, Trip Entry, Travel Expense Report/ExpenseReport,Travel Management

• Registration, Issuance of medicines, Integration with MM & FI,Parking & Posting of documents, Master tables & Reports

Health Care Management

• Real-time integration with Time MachinesTime Recording Machines

• Mapping of Motor Vehicles with Employees, Integration withAsset Management

PTCL Vehicles

• Transfer posting workflow, Notifications of transferposting through mail

Transfer/Posting Workflows




Personnel Development

• Profile Match up

• Personnel Appraisals

• Succession Planning

Training & Event Management

• Business Event Planning and Performance

• Business Event Attendance Administration

• Course catalog

• Pre-booking, Booking, Appraisals

Pension

• Pension Distribution to PTCL pensioners

• Calculation of pension for PTC and T&T pensioners

Final Settlement• Gratuity/leave encashment/ Closing procedures

HCM Scope of Phase-A2



e-Recruitment

• Advertising• Short-listing

• Interviews

• Final selections

Medical Services

• Medical Registration for Health Centers• OPD, Referrals, Bill Payments & Reimbursements

• Eligibility of Employees/Pensioners/Dependants

• Integration with MM for Medicine Inventory

ESS /MSS/ Workflow

Employees will be able to;

• View their personal details, apply for leave etc

• Flow of work automatically as per business processes

HCM Scope of Phase-B



Travel Management

• Pre-settings for Travel Management

• Travel Request/ Travel Planning

• Travel Expenses

Compensation Management

• Compensation Planning• Job Evaluation

• Personnel Cost Planning

Time Machine Integration

Time scheduler integrated with ACS

Disciplinary Actions• Registration of new Disciplinary cases

• Follow-up & tracking

• Integration with Payroll

HCM Scope of Phase-B



• Centralized Payroll processing and employee pay disbursement

through more than 1671 bank branches since April 2007.

• System processing for monthly Payroll and off cycle Bonus payments.

The system is capable of centralized and decentralized disbursement

of payments

• Uniform application of organizational & governmental applicable

policies, procedures, rules and taxes

• Maintenance of Organizational Hierarchy giving visibility of org Charts

(Graphic & list views)

• Time, attendance and leave management through integration with

LMKR application for disciplinary actions• Employee movement and status visibility through transfer postings

function of Personnel Administration

Achievement



25

•Eliminated two weeksactivity of man machinehours required to form

central repository•Direct posting to GL saves

time and brings accuracy

•Processes have beenstreamlined avoidingduplication

•Optimization of resources

is possible throughbenchmarking

•Disbursement of Pension toPTCL pensioners

Effectiveness

•Centralized control of Master Data and Payroll

•No unauthorized access to

HR info

•Tracking of user activitythrough Logs

•Effective reporting tomanagement for strategicdecision making

•Net to Gross and Gross to

net payroll• Skillful modest workforce

through profile match up

• motivation: Pay forperformance

Efficiency

•Reduced payroll agents

•Elimination of legacyBranches of HR sections

meant for record keepingand processing

•Maintenance of Loan/GPF/advances in HCM savestime and man hours andensures timely recoveryduring Final Settlement

•Elimination of duplicateactivities saves cost

•Centralized disbursementof payroll is possible now

• Reduced training cost

Cost Saving

Focal HCM Benefits



LEGACY SAPLarge no of wage types Standardized wage types

Decentralized Database Centralized database

Decentralized Release Centralized Release

Variable Tax Uniform Income Tax as per GoP

Manual Posting Direct posting to GL Accounts

Insecure Application Secured Application

Full access to data Limited access as per

authorization

LEGACY Vs. SAP PAYROLL



• The biggest benefits the company received were related to the centralizing of their Employee

Administration systems.

• Through the maintenance of a single employee data system, the company was able for the first time to

allocate distinct areas of responsibility and authorization between the two departments, ensuring that

employee data is only maintained by the responsible teams, reducing data entry errors.

• Having a centralized Employee Administration system also allows the company to effectively control its

employee absence data. The central system allows them to assign leave quotas, and for the first time all

unpaid leave is guaranteed to be correctly calculated and deducted from employee payroll results.

• The creation of a centralized organizational structure through the use of Organizational Management also

had immediate benefits, giving the team the ability to quickly get an overview of the company's structure

rather than relying on manually created and maintained PowerPoint documents.

• One of the small but surprisingly important benefits of the system from the user's point of view was the

access to up-to-date correct finance information, such as new cost centers and cost objects, one of the

great benefits of integration with the Finance component.

Benefits of Transformation



• Relieves Organizations from daily, time consuming routine administrative activities.

• Reduced data entry will allow time for more value-adding activities.

• Enables Organization to evaluate Headcount, current division of tasks and reporting

structures

• Enables Organization to plan and track costs.

• Have an automated system for calculation of remuneration and payments to employees.

• Have a legally complaint system factoring in all social security benefits and collectiveAgreements applicable as per the local employment laws.

• In SAP all the statutory calculations like Income Tax, Ptax, PF etc are been maintained.

• Improved Time, Attendance and Leave management in SAP HR.

• Direct access to thousands of standard reports, plus the ability to easily create custom

reports. Reports can be exported into Excel for further manipulation or filtering.

Benefits of New Practices



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