Human Resource Practices in PTCL Overview December 15, 2011

Agenda
Introduction Recruitment Process Organizational Management and development Payroll Time Management Training & Event Management Personnel Development & Appraisals Pension Management Health Care Management

Introduction
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 standards with 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.

PTCL Transformational Events - At a Glance

1947 1962 1990-91 1996 2006

Posts & Telegraph Dept. established

Converted into Pakistan Telecom Corp PTC converted into PTCL-Public Limited Company listed at KR,LH,IBD Stock Exchanges

Acquisition by Etisalat

Renamed as Pakistan Telegraph and Telephone Deptt.

Vision
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
Company Vision

Strategic Contribution of HR

Department X

department y

Department Z

Human Resource 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

 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 our HR policies, in line with the companys business plans.

Legacy HRIS

Legacy System

Employees Personal Information

Payroll System
Job Management System E-recruitment Training Manager Personnel Transaction Processing Subsystem

HR-IS Centralized Web Based VER.

Why this HR Vision

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

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How to achieve the company vision?

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Assessing Current Human Resources

Assessing Future Human Resource Needs

Developing a Program to Meet Needs

Human Asset Profiles

Career Development Plans

Performance Management

Coaching & Mentoring

Human Capital Strategy

Revenue Per Employee

Selection

Core Values

Recruitment
Cost Per Employee

Core Competencies

Performance Improvement

Profit Per Employee

ENTERPRISE RESOURCE PLANNING SYSTEM

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

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Financials

Internet Integration

Employee SelfService
Personnel Management Travel Management Payroll Time Management Information Systems Personnel Development Organization Management

Office Logistics

Human Capital Life Cycle

Human Resource
Organizational Structure Organizational Management Personal Administration Payroll Time Management

Areas

Personal Areas and Sub Areas, Employee grouping and sub grouping, and Numeric wage type number ranges Organization chart, Organization units, jobs, positions and integration with related SAP modules Maintenance Of Employee Master and Transactional Data, Integration with related SAP Modules Pay structures, Calculation of payroll payments, allowances & deductions, Pay slips, Integration with Finance & Controlling

Absence & Leave Quotas, Leave Balances, Holiday Calendar, work schedules
Final Settlement, Leave Encashment, GPF Income and Income Tax

Closing Procedures

Human Resource Areas Human Resource

Areas

Training & Event Management

Business Event Preparation Business Event Catalog/Training Calendars Day-to-Day Activities Recurring Activities, Reporting Competency/Qualification Catalog Performance Appraisals Career & Succession Planning Development Plans Calculation of Pension/Family Pension /gratuity through system Pension Reports Like CSR25,Pension forwarding letter, Pension Calculation sheet etc.

Personnel Development & Appraisals

Pension Management

Human Resource Areas Human Resource

Areas
ESS / MSS

E-Recruitment
Enterprise Compensation Management Travel Management Health Care Management Time Recording Machines

Employee Search, Working Time, Benefits and Payment, Personal Information, Career and Job, Travel, PTCL Corporate Information Job Requisition & Posting, Recruitment Process, Talent Pool, Applicant Data Transfer

Job Pricing, Compensation Administration, Budgeting,

Time Request, Trip Entry, Travel Expense Report/Expense Report,
Registration, Issuance of medicines, Integration with MM & FI, Parking & Posting of documents, Master tables & Reports

Real-time integration with Time Machines

Mapping of Motor Vehicles with Employees, Integration with Asset Management

PTCL Vehicles

Transfer/Posting Workflows

Transfer posting workflow, Notifications of transfer posting through mail

HCM Scope of Phase-A2

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-B

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 scheduler integrated with ACS

Time Machine Integration

Disciplinary Actions Registration of new Disciplinary cases

Follow-up & tracking Integration with Payroll

Achievement
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

Focal HCM Benefits

Reduced payroll agents Elimination of legacy Branches of HR sections meant for record keeping and processing Maintenance of Loan/GPF/ advances in HCM saves time and man hours and ensures timely recovery during Final Settlement Elimination of duplicate activities saves cost Centralized disbursement of payroll is possible now Reduced training cost Eliminated two weeks activity of man machine hours required to form central repository Direct posting to GL saves time and brings accuracy Processes have been streamlined avoiding duplication Optimization of resources is possible through benchmarking Disbursement of Pension to PTCL pensioners Centralized control of Master Data and Payroll No unauthorized access to HR info Tracking of user activity through Logs Effective reporting to management for strategic decision making Net to Gross and Gross to net payroll Skillful modest workforce through profile match up motivation: Pay for performance

Cost Saving

Effectiveness

Efficiency

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LEGACY Vs. SAP PAYROLL

LEGACY Large no of wage types Decentralized Database Decentralized Release Variable Tax SAP Standardized wage types Centralized database Centralized Release Uniform Income Tax as per GoP

Manual Posting Insecure Application

Full access to data

Direct posting to GL Accounts Secured Application

Limited access as per authorization

Benefits of Transformation

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 New Practices

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 collective Agreements 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.

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