Labels: finance mba report , mba ptcl report , ptcl reports , report on ptcl PTCL is all about helping discrete manufacturers succeed by meeting their globalization, time-to-market, and operational efficiency objectives in product development. I have taken immense pride in assuming the duty as President and CEO of PTCL, which is a great opportunity for me to execute my responsibilities as a team leader. The potential of this growth is visible to me as it is about the human capital we have in the form of talented and experienced employees. I am proud of my fellow colleagues who have been leading the market so far and have been adapting to changing technological advancements. After the deregulation in the telecom sector of Pakistan, PTCL is now again ready to face new challenges in a competitive environment.

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Over the years, technology has changed the concepts of communication and what was thought to be a fictional only a decade ago, has actually made its way through to our lives. The telecom sector of the world finds itself as a crossroads after changing itself almost beyond the recognition over the last 25 years.

Privatisation and competition are so high that majority of countries have adopted the new policies to advance their telecom sector.

Currently, telecom sector is regarded as a sector where local and foreign investment rate has been highest. During last two years, higher growth of this sector has placed the way for a profitable business for investors and convenience for consumers.

PTCL is the sole land line service provider of Pakistan. It is the backbone of the telecom industry of Pakistan.

This part of the report contains a brief introduction of PTCL. In this context, training involves designing and supporting learning activities that result in a desired level of performance.

In contrast, training focuses more on current job duties or responsibilities, development points to future job responsibilities. It is more long-term focused as it enables employees to keep up with the organization and its changes and growth.

Training maybe defined as any procedure initiated by an organization to foster learning among organizational members Nankervis, Compton and Baird. In simple terms, training and development refers to the imparting of specific skills, abilities and knowledge to an employee.

Throughout the centuries societies have changed, have become more complex. The kinds of work to be done, the skills needed, and the tools used to do the work have also changed. In order to manage these changes in the complexity, volume, and content of work, job training also evolved. Companies have different approach to training and development. Some companies tent to minimise the training of its employees as they see it as an unnecessary budgeted cost.

Wayne Mondy, Robert M. Noe, Shane R. Premeaux, Nothing is above its reach. The bottom line for any company is how efficient the workforce is at producing a quality product.

Each and every company, which desires to stay ahead of its competition, will engage in training and team building efforts for their employees. The use of technology for training purposes has also been identified as a trend and best practice within the training arena.

Many new employees come equipped with most of the knowledge and skills to start work. Others may require extensive training and development before getting ready to make much of a contribution to the organization. A majority, however, will at one time or another require some type of training or development activity in order to maintain an effective level of job performance. Although the impact of training can be measured in terms of individual learning and performance, another way to determine its impact is in relation to organizational growth, development, or effectiveness.

As organizations have changed in recent times, there has emerged a need to study the critical elements that make organizations prosper and relate these to training and development. It is common today to view organizations in a dynamic sense, noting that they are constantly changing, renewing themselves, and in need of being reflective of current business practices.

One current prospective is to view an organization as a "learning culture," reflecting its need to be constantly involved with learning how to become better and to provide significant training opportunities for employees Senge, The changes in training methods appear to have been caused by changes in the kind of work being done.

These changes in work involved the kind of goods produced concrete or abstract , the kind of skills the job required unskilled, semiskilled, or skilled , and the size of the demand for the goods. The changes in work were caused by war, by advances in technology, or by other changes in societies. Those in charge of workers are always looking for ways to speed up training, ways to make it more economical, efficient and effective, ways to minimize the need for it.

Just as many scientific discoveries can be used constructively or destructively, so new methods of training can be helpful or destructive. Workers, for Taylor, were simply parts of a mechanical process.

Like tools and machines, they could be replaced when they wore out. His goal was to reduce the skill needs of workers to as close to zero as possible and, thereby, eliminate drains on productivity like the need to train workers or retain them when they began to ask for higher wages Westgaard, [8] A major shift in emphasis from the s to the early s was the move toward a cognitive perspective on learning. Applied psychologists began to suggest ways to apply cognitive and instructional psychology principles and concepts.

This movement holds promise for improving understanding of how to structure learning environments, what it means to learn training, and how learning in training transfers to the job. The history of telecommunication in sub-continent is as old as our history of slavery. This department started its telephone services with only telephone lines and seven telegraph offices all over in Pakistan. All the telephone systems at that time were manual. The department continued its business up to The decision making power was concentrated with the post of Director General, but the responsibilities were delegated to General Managers and Chief Engineers.

General Managers used to give directly report to the Director General. The government of Pakistan pursued the deregulation and liberalization policy in the production and service industry. The major change in this regard was privatization and deregulation of many of the departments of government of Pakistan.

The objective was to reduce the burden of the government, minimization of the bureaucratic influence and improvement of the efficiency of these departments. This change in the status introduced by the Government of Pakistan enabled PTC to move from administrative to contractual relationship with its customers.

It provided the opportunity for the development of telecommunication facilities to an extraordinary level and also for an increased customer satisfaction. Working under the PTC Act No XVIII of , the corporation was responsible for establishment, maintenance of corporation of telecommunication services Telephone, Telegraph, Telex, and Tele fax and data transmission with in the country and establishment of international link with all member countries of ITU international Telecommunication Union.

Its operations were governed by the Pakistan Telecommunication Corporation Act At the same time the Government of Pakistan began to introduce private participation in the sector and licenses were awarded for cellular, card-operated payphones, paging phones in the country. Later on these vouchers were converted into PTCL shares in mid Telecommunication has formed as an independent organization and listed on all stock exchanges in Pakistan.

PTCL has been working continuously to meet the dual challenge of telecom development and socio-economic uplift of the country. Their new corporate identity is a mechanism for this change.



It was further added that PTCL management has decided to allow the placement of all non-management regular employees in the next higher scale as per the channel of promotion on account of 12 years service. In addition to this Eid Bonus has been announced for all employees on the occasion of Eid-ul-Fitr. There are still some elements that are propagating and instigating employees, exploiting and staging protests for their own vested interests, ignoring the collective larger interest of all employees. Rather they are taking advantage of the country and PTCL situation and have resorted to exploitative tactics to gain their own personal motives.


Since its establishment, it has expended its network to great extent. Strong and efficient telecom sector is the basic requirements of any country. One of these companies is PTCL. No one can deny the role of PTCL to survive in the current scenario of the world. Globalization, industrialization and technological advancement are very necessary to speed up in fast lane. For Flexible economy there must be a Flexible Telecom organization working in flexible and independent way. The report aims at appraising the working of PTCL, its functions and operation and also attempts to assess its performance.

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