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Transcript of HR Pratices- v2
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Human Resource Practices in PTCL
OverviewDecember 15, 2011
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Agenda
Introduction Recruitment Process Organizational Management and development Payroll Time Management
Training & Event Management Personnel Development & Appraisals Pension Management Health Care Management
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• 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
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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
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“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
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CompanyVision
StrategicContribution
of HR
DepartmentX
departmenty
DepartmentZ
Vision
Vision
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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
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• 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
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Recruitment
Coaching &
Mentoring
Human Asset Profiles
CareerDevelopment Plans
Core Values
Core
Competencies
PerformanceImprovement
SelectionHumanCapitalStrategy
Performance
Management
RevenuePerEmployee
Cost Per
Employee
Profit PerEmployee
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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
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Financials
EmployeeSelf-
Service
InternetIntegration
Office
Logistics
PersonnelManagement
PersonnelDevelopment
OrganizationManagement
TimeManagement
Payroll
Travel
Management
Information
Systems
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Human Capital Life Cycle
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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
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Human Resource Areas
• 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
Human Resource Areas
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Human Resource Areas
• 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
Human Resource Areas
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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
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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
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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
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• 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
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•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
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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
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• 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
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• 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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