Internship Report

INTERNSHIP REPORT
On HRM Department of
NAYATEL (PVT) LTD.
Submitted to:
Department of Business Administration Allama Iqbal Open University ISLAMABAD
Submitted by:
Muhammad Sohail Rehan Roll No. T523311 Registration No. 06-PRI-0283
Internship Report NayaTel (Pvt) Ltd.
ACKNOWLEDGEMENT
I am really short of words for thanking the followings, to which I am indebted and grateful: ALL MIGHTY ALLAH for all His Blessings. My parents for their prayers. Mr. Rasheed Orakzai (General Manager HRM) for his valuable advice and kind interaction. Mr. Wajid Gulistan (Operational Engineer) for making necessary arrangement for my internship. At the end, I would like to express my gratitude to all those who gave cooperated me in completing my internship and compiling this report. Thanks to management of AIOU, to have such a thought provoking activity in form of this compulsory internship report.
Muhammad Sohail Rehan
T-523311
TABLE OF CONTENTS Sr.#

1. I 2. 3.
************* 4
Description
Page #
TITLE PAGE..............................................................................................................
EXECUTIVE SUMMARY.............................................................................................5 External Sources............................................................................................25 5.2.3.3 Employment Selection Process.................................................................27 5.3.2 Employees Development...........................................................................32 Performance Management...................................................................................35 Role of HRM Department in Performance Appraisal...................................................36 5.4.1 Setting Performance Standards and Expectations..............................................37 5.4.2 How Performance Reports are Written...........................................................40 Employee Compensation and Benefits.....................................................................41 5.5.1 Types of Compensation and Benefits.............................................................41 Organizational Career Management........................................................................42 5.6.1 Employee Job Changes..............................................................................44 Job Changes within the Organization......................................................................44 5.7.1 Promotion.............................................................................................44 5.7.2 Transfer...............................................................................................45 5.7.3 Demotion..............................................................................................45 Separations .................................................................................................47 5.7.4.1 Layoff..............................................................................................47 5.7.4.2 Termination......................................................................................48 5.7.4.3 Resignations.......................................................................................48 5.7.4.4 Retirement......................................................................................49
5.4
5.5 5.6 5.7
4.
LABOUR MANAGEMENT RELATIONS............................................................................50
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EXECUTIVE SUMMARY
This report provides information about the main functions and operations of NayaTel (Pvt) Ltd. All the information is gathered during internship in NTL. Internship / on the job training is necessary for completion of MBA course, which also includes the submission of a report on the functioning methods of the organization attended by the student concerned. The information contained in this report was mainly collected from core departments, i.e. Human resource management, Marketing / Business development / Technical-Cell & Finance Department.
CHAPTER No. 1
OBJECTIVES OF STUDYING THE ORGANIZATION

Studying the organization is an integral part of MBA programme in Allama Iqbal Open University. The basic objective of studying the organization is to apply the theoretical knowledge and concepts in practical environment. In this way the students refine their knowledge and sharpen their skills. As we all know that HRM department is becoming a vital and strategic part of all contemporary organizations across the world. This trend is strengthening in Pakistan as well and it has become necessary for all of us to forecast upcoming trends and align ourselves with those trends accordingly. So this exercise provides an opportunity to students in establishing their HRM career base. In this report I have narrated the roles and functions of Human Resource Management in NayaTel (Pvt) Ltd Islamabad which is a telecom company. This report will serve the following objectives:a. The information provided in this report will provide a base to other students in carrying out practical study of any organization. b. The suggestions and recommendations made in this report will be helpful for the organization in improving their HRM practices.
CHAPTER No. 2
INTRODUCTION TO THE ORGANIZATION
NayaTel (Pvt.) Ltd. is an Islamabad based telecommunication organization. It is an investor owned organization. It was established in 2002. The company deals in following telecom services & products:a. b. c. d. Internet through DSL (for both domestic & commercial users) Cable TV Wireless Telephone (for both domestic & commercial users) Telecom Solutions
Since its inception in 2002, the company is striving hard to capture maximum market share. Presently it is one of the leading Telecom organizations operating in twin cities. Vision Statement Our vision is to bring telecom services of future to our customers today. Mission Statement As a technology leader, we steadily make our way to provide innovative and state of the art telecom and ultra broadband services to our customers. We will be a one-stop service provider for next-generation services for our customers whether they are mission critical business enterprises or quality conscious home users. We are here to transform Islamabad into one of the most broadband-rich cities in the world to enable city's businesses to maintain a competitive edge and extend a global reach. Goals
Continuously strive to achieve total customer satisfaction Increase our market recognition and share in the sectors of communication and broadcast entertainment Increase shareholders value Be an employer of choice that inspires performance and career excellence
Registered Office GD Arcade, 73-E Fazal ul Haq Road, Blue Area, Islamabad, 44000 Email: For General information and Queries:
info@nayatel.com
For Sales:
sales@nayatel.com
Website: www.nayatel.com UAN: +92 51 111 114 444 FAX: +92 51 8310100
CHAPTER No. 3
OVERVIEW OF THE ORGANIZATION
Brief History
As mentioned above, NayaTel is a telecommunication organization which came into existence in year 2002. NayaTel (Pvt) Ltd. (NTL) is a sister concern of Micronet Broadband (Pvt) Ltd. (MBL), the premier and leading DSL broadband service provider in Islamabad and Rawalpindi. Leveraging its rich expertise and experience of broadband, MBL team conceived the idea of a most modern telecom network which can take care of ever growing telecommunication needs of customers and have the capability to cater for telecommunication requirements of at least next three decades. The idea was transformed into reality when NayaTel launched South Asia's first fiber to the home (FTTH)/fiber to the user (FTTU) network in Islamabad in September 2006. This real triple play project is unique in its nature as it serves complex networking needs of most critical businesses yet so simple that it has become a symbol of prestige for quality conscious home users. Covering over 90% areas of Islamabad and business areas of Rawalpindi Cantonment, NayaTel's network offers ultra broadband Internet, modern telephony and digital video services to business and home users. NayaTel 's team has a passion to transform Islamabad into most IT enabled and broadband rich and smart city not only in the country but in whole South Asian region. The management of NayaTel strongly believes that this country and society can become a great contributor to the knowledge based economy of 21st century by leveraging the talent and intellect of young generation. And NayaTel provides an information super highway for this talent to access global knowledge repositories and business opportunities, hence contributing towards national development.
Now I will present a review of different services and products which are being offered by NayaTel:-
INTERNET
For almost all enterprises and even homes, superior-quality, reliable and high-speed Internet access is not a luxury but it has become a necessity like any utility service, electricity, water, etc. Our Fiber-To-The-User (FTTU) network brings you astonishingly fast Internet access and would make the accessing of information from the web as fast as accessing your local PC hard drive. NayaTel Broadband Internet provides you light speed access to the Internet backbone. It is amazingly fast, flexible, scalable and reliable. Nothing comes between you and Internet but glass in which your Internet packets travels at the speed of light, i.e., 300,000 km per second.
Fiber networks clearly outweigh all other broadband options in performance, security, and scalability.
NayaTel Network Topology At NayaTel, we leverage our wholly owned, next-generation fiber optic network to deliver a premium High-Speed Internet Services for Businesses and Home users that provides unlimited bandwidth capacities. You get the secure bandwidth you need to support your most critical Internet applications, and we provide our premium service backed by fastest turn around and response time in case of outages and problems. Highlights of NayaTel Broadband Internet include: Bandwidth Starting at 256Kbps-8Mbps Volume based and Unlimited Packages Increased Security Redundant Inter-nation connectivity Dedicated Connections and Un-shared Bandwidth E-mail and Domain Hosting 24-by-7 Network Monitoring Static IP
Our fiber optic technology allows your business to meet increased data demands, without having to invest additional Rupees and resources into hardware and software. You also get the scalability and flexibility an agile business needs. Get all the advantages of high-speed Internet, powered by NayaTel fiber optics.
CABLE TV
Imagine the ideal cable TV for your lifestyle. Programs that entertain you, inform you, and give you piece of mind. NayaTel Cable TV network takes you a step forward in television viewing experience. With uninterrupted service, superb picture quality and
sound with all your favorite channels. NayaTel Cable TV would soon become lifestyle for Islamabad. NayaTel cable network originates out of "Dish farms" at our strategically located head-end station where satellite TV signals are received and processed before transmission through Fiber-to-the-User (FTTU) network. The network has built in technical collaboration with Scientific Atlanta, uses the best hardware available from global sources. NayaTel has built a super video head-end from where signals are distributed over Gigabits Metro Ring to offer best of the breed quality video services, so far unseen in Pakistan.
WIRELESS TELEPHONE
NayaTel (Pvt) Ltd. is a facilities based carrier providing converged Triple Play services (Voice, Video, and Data) on Pakistan's first Fiber-to-the-user (FTTU) network. NayaTel is an innovative and customer focused company providing a wide range of services and solutions bundled with best technical and customer support. NayaTel's voice solutions best match the requirements of rapidly growing businesses by supporting latest business applications in corporate environment. NayaTel's Next-Generation-Network (NGN) is new, evolution-oriented;
telecommunication network architecture based on packet transport and dedicated control and service layers. The objective of NGN is to have a single network for all telecommunication services and provides a high efficiency and multi-services network. It supports legacy applications of Plain Old Telephony System (POTS) and also new and enriched applications of future like real time video telephony, SIP Trunks etc. In terms of quality of service, it provides top notch quality service, high quality voice, no dropped calls and enhanced voice features.
Voice Services
Fixed Line Telephony services (POTS)
Competitive local, Nationwide, and International call tariff Enhanced Value Added Services
ISDN PRI (Primary Rate Interface)

30 PSTN channels with 30 Direct Inward Dialing (DIDs) Crystal clear voice communications 30 incoming/outgoing phone lines on single link Simple, consolidated & competitive pricing Enhanced Value Added Services
IP Telephony
Flexible and cost effective solutions to empower your needs Leverage IP connection to converge voice and data
Virtual PABX

Cost effective solution for your corporate voice needs Effective call management, control, and distribution features
TELECOM SOLUTIONS
NayaTel FTTU network is scalable in nature to support varying applications in corporate environment; NayaTel offers wide range of customized solutions to empower your needs. Metropolitan Area Network/VPN over MPLS network Apartments/Towers/Buildings Multi Dwelling Unit (MDU) Solutions Customized Voice Solutions Cellular and WiMAX backhaul solutions Voice and data solutions for financial institutions Call centre voice and data solutions Hotel/Guest Houses video service solution
Coverage
The products and services of NayaTel are available in following areas of Rawalpindi and Islamabad: Islamabad Sectors F-5/G-5, F-6, F-7, F-8, F-10, F-11 E-7, E-8, E-9 G-5, G-6/3, G-6/4, G-9/4 (I&T) H-8, H-9, H-10, H-11 Complete Blue Area Faizabad (Murree Road) till Serena Hotel and its surroundings Diplomatic Enclave Rawalpindi Cantt (for corporate customers only) Murree Road (6th Road) Chak Shehzad (Orchid and Tarlayi Schemes) Farm Houses only
3.1 Organizational Structure of NayaTel

CHAIRMAN
Board of Directors
Chief Executive Officer
Director Planning & Development
GM Finance
CTO
GM Adm
GM HRM
Sales
TRC
Billing Installation Department Repair & Maint Dept R&D Department
Recruitment & Posting
Training Division
Performance Appraisal Wing
Legal Cell
Accounts
Customer Billing
CHAPTER No. 4
ORGANIZATIONAL STRUCTURE OF THE NayaTels HUMAN RESOURCE MANAGEMENT (HRM) DEPARTMENT
GM HRM
Recruitment & Posting Cell
Training Division
Performance Appraisal Wing
Legal Cell
Recruitment Planning
Recruitment Operation
Posting Section
PE & Promotion
Compensation Development
Career Development
CHAPTER No. 5
HUMAN RESOURCE MANAGEMENT PROCESS
5.1 5.1.1
Human Resource Planning (HRP) and Forecasting HRP Process
Human Resource Planning (HRP) is an effort to anticipate future business and environmental demands on an organization, and to provide qualified people to fulfill that business and satisfy those demands. Several specific and interrelated activities that constitute an HRP system are as under:a. b. A Talent Inventory to assess current human resources (skills, abilities, and potential) and to analyze how they are currently being used. A Human Resource Forecast to predict future HR requirements (the number of workers needed, the number expected to be available based on labour market characteristics, the skills mix required, internal versus external labour supply). c. Action Plans to enlarge the pool of people qualified to fill the projected vacancies through such actions as recruitment, selection, training, placement, transfer, promotion, development, and compensation. d. Control and Evaluation to provide feedback on the overall effectiveness of the human resource planning system by monitoring the degree of attainment of HR objectives. Being a vibrant and contemporary organization, NayaTels HR department has strong believe in advantages and usefulness of HRP process. The HR department enjoys full consent of top management for conducting HRP process. A separate wing with the title of Planning Section in HR department has been established for this purpose. The
output of this exercise by HR department is quite evident for everyone in the NayaTel, as the organization retains highly professional and skillful managers and staff since long.
5.1.2
Forecasting Human Resource Requirements
The purpose of human resource forecasting is to estimate labour requirements at some future time period. Such forecasts are of two types:a. b. The external and internal supply of labour The aggregate external and internal demand for labour
Internal supply forecasts relate to conditions inside the organization such as the terminations, retirements and new hires. On the other hand both internal and external demand forecasts depends primarily on the behaviour of some business factors (e.g. projected sales, product volume) to which HR needs can be related. Unlike supply forecasts, demand forecasts are subject to many uncertainties in domestic or worldwide economic conditions, in technology and in consumer behaviour. The Planning Section of NayaTels HR department has been given the assignment of Forecasting Human Resource Requirements by GM HRM. The progress on this project by now is quite encouraging. The working carried out so far suggests that HRM department of NayaTel is quite satisfied over the supply of workforce against their future demand. The HR department in consultation / cooperation with Business Development department has anticipated / worked out internal and external opportunities and threats which can be faced by the organization in future.
5.1.3
a. b. c.
Methods to Forecast HR Needs

Trend Analysis Ratio Analysis Turnover
Following forecasting methods are being used by NayaTel:-
Trend Analysis Trend analysis involves studying historical organizational employment level to predict future employment levels. Like other organizations NayaTels management thinks that if average employment level has increased 5 % in a year, then management can forecast same increase in employment level for the next year. A more and accurate method is to
evaluate trends in separate departments and then aggregate the increase at the organizational level. Trend analysis assumes that history will repeat itself, however, todays more violet times this may not be case. However, trend analysis provides some date on which a final forecast can be made. Ratio Analysis Ratio Analysis means making forecasts based on the ratio between (1) some causal factor, like sales volume, and (2) number of employees required, like number of salespeople. NayaTel is also using Ratio Analysis for workforce forecasting, while assume the relationship between one variable and another and this relationship allows for prediction of workforce needs. Assuming increases in network, the organization might be able to predict total workforce requirements based on predicted expansion of network and sales. For example if it takes seven employees for each a projected increase and then volume of sale will increase, this mean that the organization requires an additional employees to cope with the business requirements. Turnover Another technique used by NayaTel is Turnover. Turnover analysis provides additional data for forecasts in addition to trend and ration analysis. Average turnover rate provides an indication of the number of new employees required just to maintain current employment levels.
5.2
Employee Recruitment & Selection

Recruitment begins with a clear statement of objectives, based on the types of
knowledge, skills, abilities, and other characteristics that an organization needs. Objectives are also based on a consideration of the gender and ethnic group representation of the workforce relative to that of the surrounding labour force. Finally a recruitment policy must spell out clearly an organizations intention to evaluate and screen candidates without regard to factors such as race, gender, age, or disability where those characteristics are unrelated to a persons ability to do a job successfully. The actual process of recruitment begins with a specification of HR requirement like numbers, skill mix, levels, and the time frame within which such needs must be met. Better recruitment and selection strategies result in improved organizational outcomes. The more effectively organizations recruit and select candidates, the more likely they are to hire and retain satisfied employees. Recruiting refers to the process of attracting potential job applicants from the available labor force. Every organization must be able to attract a sufficient number of the job candidates who have the abilities and aptitudes needed to help the organization to achieve its objectives. An effective employee selection procedure is limited by the effectiveness of recruiting process. Outstanding job candidates cannot be selected if they are not included in the applicant pool.
5.2.1 Sources of Candidates

Generally every organization has following two sources of candidates:a. b. Internal Sources External Sources
5.2.1.1 Internal Sources When job vacancies exist, the first place that an organization should look for placement is within itself. An organizations present employees generally feel that they deserve opportunities to be promoted to higher level positions because of their service and commitment to organization. Moreover organizations have opportunities to examine the track records of its present employees and to estimate which of them would be successful. Also recruiting among present employees is less expensive than recruiting
from outside the organization. The major forms of the internal recruiting used by NayaTel are as follows: a. Promotion Promoting entry level employees to more responsible positions is one of the best ways to fill job vacancies and important reason why company should have a human resource planning system. Organization that has human resource planning system, uses succession plans and replacement charts to identify and prepare individuals for upper level positions. Skills inventories are useful in identifying individuals who have the potential for advancement, and individuals desire to be promoted can be assessed in the performance appraisal review. A promotion from within policy is intrinsic to career development and human resource planning. A promotion from within policy can stimulate great motivation among employee, and this motivation is often accompanied by a general improvement in the employee morale. b. Job Posting An organization can also use the policy of job posting as an internal recruitment source. In the job posting system the organization notifies its present employees about job openings through the use of bulletin boards, company publications, or personal letters. The purpose of the job posting is to communicate that the job opening exists. This method of recruitment is frequently being used by NayaTel. c. Former Employees Employees already working with organization can be good source for selection and recruitment of staff. Former employees are of following three categories:I. Temporarily Dropped out Employees Some times employees stay at home due to some personal reasons and have been dropped out of workplace temporarily. Some of these employees can accept the job offer on temporarily basis or contract basis. II. Retired Persons Among retired persons, those who are willing to come back on the work on contract basis are offered job. III. Employees who left the job from an organization and searching the job in another organization. Internship Report NayaTel (Pvt) Ltd.
d. Employee Referrals & Contacts Referrals and contacts of working employees are also source of selection and recruitment. NayaTels HR department also uses contacts and referrals of working employees. There are many advantages of the employee referral type of recruitment. First, generally employees refer only those applicants that would be good employees. Second, applicants referred by the employees have already some experience and job preview due to their relationship with current employees. Finally, there is a positive correlation between employee referral and employee retention of those hired as a result. However, sometimes employees refer their relatives and friends so the real talent remains unable to get chances of employment.
External Sources
Here are a lot of methods available for external recruiting. An organization should carefully assess the kinds of positions it wants to fill and select the recruiting methods that are likely to produce the best results. a. Media Advertising NayaTel is using media advertising as an external source of recruitment. Perhaps the most popular method of recruiting is advertisement through newspaper. Advertisement about vacant posts is placed in those Newspapers that are likely to be seen by persons seeking jobs. Through media advertising, the organization can be selective and indicate clearly the nature of a job and required qualifications. b. Walk-Ins NayaTel uses walk-ins to fulfill the positions which are vacant and are required to be filled immediately. Walk-in is relatively less expensive and applicants may be filed and processed whenever vacancies occur. Walk-in may be able to attract good prospective employees without extensive recruitment efforts. Walk-ins provide an Internship Report NayaTel (Pvt) Ltd.
excellent public relations opportunity because well treated applicants are likely to inform others. On the other hand, walk-ins show up randomly and there may be no match with available openings. This is particularly true for jobs requiring specialized skills. c. Employment Agencies An organization that helps firms in recruiting employees and at the same time aids individuals in their attempt to locate jobs. There are two types of the employment agencies: Public Employment Agencies Private Employment Agencies Both of these sources provide coordination between the organizations and applicants who are searching for jobs. For this service they use to charge a fee. Employment agencies are able to tailor their services to the specific needs of the clients. For example some agencies specialize in a particular employment area, such as engineering, human resource or Computer programming, etc. Public and private employment agencies are another good external recruiting source which is used by NayaTel. d. Direct Recruiting Direct recruiting is also an effective method. Using this method, company sends a representative to meet with potential applicants to encourage qualified individuals to apply for jobs. A manager for example, visits a number of vocational schools to recruit applicants for entry level positions, or the manager attends professional meetings and trade shows to contact potential applicants for a senior level position. Direct recruiting offers a number of advantages to NayaTel including selectivity, public relations and better responses. When we talk about drawbacks, direct recruiting is expensive and time consuming. e. Internet In todays IT world job seekers mostly use Internet to search out jobs. NayaTel also uses this source for employment. Advertisement about positions to be filled is placed on the website as it is effective and efficient mean of generating applications. With the help of internet access to job information this method has become easy and less expensive.
Applications are also entered directly from the website that is used for further recruitment process. A list of vacant positions, inviting potential candidates through Internet is annexed with this report.
5.2.3.3 Employment Selection Process

Selection is the process of choosing those individuals from a group of applicants which are best suited for a particular position. This process involves making a judgment not about the applicant but about the fit between the applicant and the job by considering knowledge, skills and abilities and other characteristics required to perform the job. Selection procedures are not carried out through standard pattern and steps. There are various different processes that are adopted by NayaTel for selection process as listed below: a. Advertisement In NayaTel, Prior to selection of the required staff, advertisement is published in daily newspapers / magazines and thus starts the selection process. Job advertisement provides the following information:a. b. c. d. e. f. g. Overview of the position Position recruitments, including qualifications, experience and skills Contact person and contact details How to submit your application Closing date What to include in your application An overview of the organization (generally if the position is advertised directly by the organization) b. Initial Screening/ Short Listing After receiving the response from the applicants, short listing & initial screening is made. Initial screening /sorting of applicants is done to remove individuals who
obviously do not meet the position requirements. The Purpose of screening is to decrease the number of applicants being considered for selection. HRM Department of NayaTel short lists the applications received according to the specification of jobs as advertised. HR department reviews all applications to determine who will be successful in progressing to the next phase of the selection process. I. Sources utilized in the screening effort Personal Resume presented with the job application is considered as source of information that can be used for the initial screening process. It mainly includes information in the following areas: Employment & education history Evaluation of character Evaluation of job performance
II. Initial Screening interview To verify information provided on resume or application blank, HR department of NayaTel conduct initial interview. Generally the aim of the initial interview is to screen potential candidates in order to further refine the candidate pool. The formal initial or screening interview is conducted one by one. The key is to remember that employer assesses the candidates. This means that seemingly friendly or conservational types of questions are often designed to obtain information to assist with the selection process. III. Final/In-depth Interview After initial screening and short listing, refined applicants are called for Final / indepth interview. NayaTel Selection Board made these interviews from the candidates. Selection board asks the questions face to face from the candidates in the following categories: Content of the Interview The specific content of employment interviews varies greatly by organization and the level of the job concerned. a. Occupational experience: Asked questions about occupational experience requires determining the applicants skills, abilities, and willingness to handle responsibility.
b. Academic c.
achievement:
In
the
absence
of
significant
work
experience, a persons academic background takes on greater importance. Interpersonal skills: Interpersonal skills are also important for efficient working of the employee. If an individual cannot work well with other employees, chances for success are slim. This is especially true in todays world with increasing emphasis being placed on the use of teams. d. Personal qualities: Personal qualities normally observed during the interview include physical appearance, Communication Skills, vocabulary, poise, adaptability, and assertiveness. Fit for Organizational: This is most important question that he applicant is fit for the post applied and also for the organization. The interview can be unstructured or structured type. Generally unstructured approach is adopted of interview. Unstructured interview is an interview where probing, open-ended questions are asked. This type of interview is comprehensive and the interviewer encourages the applicant to speak out openly. Most importantly Some of the skills and attributes that are commonly sought from candidates include: Developing rapport with other group members Contributing to group discussions Communicating effectively Demonstrated ability to think laterally Analytical and problem solving skills Strategically influencing others Leadership and initiative skills
Appointment / Recruitment While at the end of short listing and in-depth interview, successful individuals are offered appointment / recruitment letters from the HR Department. In appointment letters job terms and conditions alongwith job descriptions are detailed. A service manual or guide book is issued to newly posted employee. This manual contains general SOPs (Standard Operating Procedures) of the organization. Orientation for new employees is arranged in different departments of the organization.
5.2
Training and Development

Training is a very good investment in Employees Development and Retention. The
right employee training, development and education at the right time provides big payoffs for the employer in increased productivity, knowledge, loyalty, and contribution. Training involves planned programs designed to improve performance at the individual, group, and/or organization levels. Improved performance in turn, implies that there have been measurable changes in knowledge, skills, attitudes and social behavior. For successful training program, we first need to assess the training needs of the individual level and/or organizational level.
5.3.1
Training Need Assessment
In order to compete effectively, firms must keep their employees well trained. The first step in the Training process is to determine Training needs. The overall purpose of the assessment phase is to determine if training is needed and if so, to provide the information required designing the training program. Assessment consists of three levels of analysis: organizational, task, and person. Organizational Analysis: It is an examination of the kinds of problems that an organization is experiencing and where they are located within organization. Task/Operational Analysis: An operational analysis identifies the kinds of the skills and behaviors required of the incumbents of a given job and the standards of performance that must be met. Individual/Personal Analysis: The objective of the personnel analysis is to examine how well individual employees are performing their jobs. Training should be given to those who need it. Assigning all employees to a training program, regardless of their skill levels, is a waste of organizational resources and create an unpleasant situation for employees who do not need training. Company strongly believes in working environment focused on encouraging and empowering employees to contribute the companys success through personal growth and development. Training and development of employees is given special emphasis to equip them with the latest techniques, skills and information to enhance their productivity. Due to importance of training of employees, NayaTel gives high attention to the training of the employees. It uses the following techniques for training need assessment.
Individual/Personal Analysis The facilitator managed by NayaTel gathers all employees who have the same job in a conference room with a white board or flip charts and markers. Discuss the matters / problems faced during the duties. Then the facilitator asks each person to list their training needs. As they list the training needs, the facilitator captures the training needs on the white board or flip chart. Self-assessments & Observations: Self assessment & observation by the head of department is used for training assessment. At the end of each year, ACR of all employees is written, all those employees who lack knowledge and skills to perform the jobs and pointed out with the area of deficiencies report to HR Department. This information is subsequently used for training need assessment. Some time, training is scheduled in different areas. All departments are informed about the contents of the training with request to send nomination of the employees.
5.3.2 Employees Development

Employees should know exactly what is expected from them and what is required by the firm for advancement in the job or promotion. Efforts to provide employees with the abilities the organizations will need in the future: Skill requirements will continue to increase Workforce will become significantly better educated & more diverse Corporate restructuring reshapes businesses Technology will revolutionize certain training delivery methods The role of training departments will change More flexible courses aimed specifically at performance improvement More firms will strive to become learning organizations Emphasis on human performance management will accelerate Management development Career development Basic skills
NayaTel develops the abilities & skills of its employees by follows:
qualities: o o
Professional skills Technical training Supervisory skills Interpersonal & communication skills
By using development technologies, the employees at NayaTel enhance following Upgrades skills, working to their full potential and equipped to Enhance higher morale, career satisfaction, creativity and Increased productivity and responsiveness in meeting departmental
deal with the changing demands of the workplace motivation o objectives Career Development Career planning in NayaTel is an ongoing process through which an individual sets career goals and identifies the means to achieve them. The process by which individuals plan their lifes work is referred to as career planning. Through career planning, a person evaluates his or her own abilities and interests, considers alternative career opportunities, establishes career goals, and plans practical developmental activities. Usually, career planning programs are expected to achieve one or more of the following objectives: More effective development of available talent. Self-appraisal nontraditional career paths. More efficient development of human resources within and among divisions and/or geographic locations. Satisfaction of employees personal development needs. Improvement of performance through on-the-job training experiences provided by horizontal and vertical career moves. Increased employee loyalty and motivation, leading to decreased turnover. A method of determining training and development needs. A formal approach taken by NayaTel to help its people acquire the skills and experiences needed to perform current and future jobs is termed as career development. opportunities for employees considering new or
Companys policies especially regarding promotion, counseling the employees, opportunities to excel in future help employees to develop their career. Career development consists of skills, education and experiences as well as behavioral modification and refinement techniques that allow individuals to work better and add value. Career development is an ongoing organized and formalized effort that recognizes people as a vital organizational resource. It differs from training in that it has a wider focus, longer time frame, and broader scope. The goal of training is improvement in performance; the goal of development is enrichment and more capable workers. The management and leadership development process in NayaTel is flexible and continuous, linking an individuals development to the goals of the job and the organization.
Career Planning and Development Methods Methods for career planning and development used by NayaTel are as follows. a. Group Discussions In a formal discussion, the superior and subordinate jointly agree on what type of career planning and development activities are best. b. Company Material NayaTel provide material specifically developed to assist their workers in career planning and development. Such material is tailored to the determine if a match exists with their strengths and positions considered. c. Performance Appraisal System and discussing an employees strengths can uncover developmental needs. If Annual performance appraisal system adopted by NayaTel is also a valuable tool in career planning and development. Noting and weaknesses with his or her supervisor career path may be the solution. firms special needs. specific In addition, job descriptions provide valuable insight for individuals to personally weaknesses and
overcoming a particular weakness seems difficult or even impossible, an alternate
d. Workshops NayaTel conducts workshops lasting two or three days for the purpose of workers develop careers within the company. Employees define are available in the community that the company may send the workers may initiate the visit themselves. e. Personal Development Plans (PDP) NayaTel encourage employees to write their own personal development plans. This is a summary of a persons personal development needs and an action plan to achieve them. Workers are encouraged to analyze their strengths and weaknesses. helping and match their worker to or
specific career objectives with the needs of the company. At other times, workshops
5.4 Performance Management

We can define performance management as an assessment of an employee, process, equipment or other factor to scale progress toward predetermined goals. Performance management is an ongoing process between a supervisor and an employee to provide the employee with regular feedback regarding performance. The process occurs throughout the year with the objective of accomplishing the strategic objectives of the organization as well as the employees professional growth. Performance management is a whole work system that begins when a job is defined as needed. It ends when an employee leaves your organization. A performance management system includes the following actions. Develop clear job descriptions. Select appropriate people with an appropriate selection process. Negotiate requirements and accomplishment-based performance
standards, outcomes, and measures. Provide effective orientation, education, and training. Provide on-going coaching and feedback. Conduct quarterly performance development discussions.
Design effective compensation and recognition systems that reward people for their contributions.
Provide promotional/career development opportunities for staff. Assist with exit interviews to understand WHY the valued employees leave the organization.
In NayaTel performance of the employees is regularly reviewed by the management through various methods. An effective performance management process in NayaTel while requiring time to plan and implement, saves the organization and the employee time and energy. Most importantly, it is very effective motivator, since it can help organization and the employee achieve the best possible performance. Performance management in NayaTel is one of the key processes that when effectively carried out helps employees know that their contributions are recognized and acknowledged. Performance management is an ongoing process of communication between a supervisor and an employee that occurs throughout the year, in support of accomplishing the strategic objectives of the organization. The communication process includes clarifying expectations, setting objectives, identifying goals, providing feedback, and evaluating results. Role of HRM Department in Performance Appraisal HRM department performs the following functions during performance appraisal process. a. Developing the appraisal system HRM department plays important role in formulating the performance appraisal systems. This department facilitates different departments in setting performance standards and acquiring appropriate appraisal performance method according to the requirements of particular department. It also provides monitoring in appraising the performance of employees and hence is very necessary for developing effective performance appraisal systems. b. Provide rater training
Evidence suggests that the training of appraisers can make them more accurate raters. The raters are bothered to be trained because a poor appraisal is worse than no appraisal at all. Training can help raters to avoid and eliminate the basic appraisal errors. Raters are provided with the training opportunity through HRM department. c. Monitor and evaluate the appraisal system Any system to be run and implemented effectively requires continuous monitoring. Performance appraisal is very important in any kind of organization both for employee as well as employer because many decisions are supposed to be made on data and result provided by the performance appraisal like, promotions, demotions and some times termination etc. To achieve more authentic and fair results through performance appraisal systems, it requires monitoring and supervision which is performed by the HRM department.
5.4.1
Setting Performance Standards and Expectations
The success of business is directly related to the commitment and productivity of the people who work in organization. Performance standards and expectations are the basis for appraising employee performance. Written performance standards help HRM department to compare the employee's performance with required standards. For efficient performance, employees should know that what is expected of them.
Performance Standards and Expectations Following performance standards and expectation are followed in NayaTel:Job Description / Task Assignment Initial stage of setting performance standard in NayaTel is an up to date job description that describes the essential functions, tasks and responsibilities of the job. It also outlines the general areas of knowledge and skills required of the employee an
employee to be successful in the job. Performance expectations go beyond the job description. Mutual Collaboration between Managers and Employees They work together on the fact that the role the employee is playing can be improved in a way where everybody wins - the employee, the owner, and the business. When you teach the owner to collaborate with the employee, not only does the performance go up, but so does the morale.
Short Term Goals Specific goals for the employee are set for short time and so on the performance and progress is monitored, as well as to experience wins on a routine basis. Employees are also involved in goal setting process so they experience some control over their work. Required Standards to Do the Job Well It is good to determine of required standards to do the job well. If the employee is going to be successful, the owner and employee must decide jointly what strengths are required, and how the employee is going to be able to apply their strengths. Set standards, and Determine HOW They Will Be Done Decide the standards that will apply to each activity, as well as how the standards will be achieved. Understanding the level of performance required, gives the employee a sense of achievement which is one of the key ingredients to achieving performance standards. This is true for employees at any level. How to Achieve the Desired Results The owner will be present and participating for this part, but it is essential that the employee be leading the process in order for them to have ownership. Help the employee take responsibility for deciding how to accomplish the results. You may need to determine if the employee has the skills and development to do this. If they don't, provide maximum guidance to them. Get it in Writing If it is not in writing, within one to two weeks everyone will be confused and uncertain. The focus, responsibility, resources, constraints, timetables and measures all need to be in writing. The purpose of doing this is to make sure the owner and employee are so clear on the goals and process that there is no confusion whatsoever. Establish a Monitoring Method In NayaTel the supervisor regularly monitors the progress and performance of the employee for the given specific task.
Characteristics of Performance Standards A performance standard in NayaTel has the following characteristics: Realistic Measurable Clearly understood
5.4.2 How Performance Reports are Written

Characteristics of good performance report require that it should be in written form. There are several methods and time period to write a performance report. At last assessment of the employee is made in performance management cycle. It provides an excellent opportunity to communicate with the employee regarding his performance. During the Probation Period During the probation period, performance assessment in NayaTel is made to assess the outcomes of the employee about his job and experience. After successful completion of the probation period, supervisor writes the performance report of the employee indicating that he has done the job well or otherwise. If the performance of the employee during the probation period is not satisfactory then its probation period is extended for another six months to provide him chance to enhance his skill and make up of his deficiencies of his performance. Annual Confidential Report As performance assessment summarizes the employees contributions over the entire assessment period, HR department of NayaTel arranges to write the performance reports of all employees every year in May. Performance reports are written by the manager on the basis of this assessment. In ACR, performance of each employee is assessed and area of deficiencies is also indicated for each employee. Benefits of Performance Report Performance report is very useful for employees and HRM department of NayaTel. Following are the benefits and goals of reports:
Information about current and future performance objectives Appreciation and motivation of the employee Dedication to the job and firm Target achieving Indication and Removal of deficiencies Benefit by specific, constructive feedback Motivation to do well and to develop Stay involved as a participant in the process.
5.5 Employee Compensation and Benefits

The term compensation includes all rewards that individuals receive as a result of their employment. The reward may be one or a combination of the following: Pay: The money that a person receives for performing a job. Benefits: Additional financial rewards other than base pay include paid vacations, sick leave, holidays, and medical insurance. Non financial rewards: Non monetary rewards, such as training, health facilities, recognition, a pleasant working environment.
5.5.1 Types of Compensation and Benefits

Compensation is a tool used by management for a variety of purposes to continue the existence of the company. Compensation may be adjusted according the business needs, goals, and available resources. NayaTel Compensation systems include followings: Base Pay Medical Allowance / Entitlement Travel/ Housing Allowance Gratuity & Pension on retirement
Benefits including: group insurance, medical, vacation, leaves, retirement, taxes. Bonuses, Merit Pay A sample salary slip in respect of an engineer of NayaTel is annexed herewith as a reference. Employees Grading Employees grading at NayaTel is as follows: o Senior Executive (SE) o Junior Executive (E) o Technical & Non-Technical Staff (S) o Fixed & daily wages
NayaTel recruits employees on the following pay packages: a. b. c. d. e. f. Regular Employees Contract Employees Consultants Fixed Pay Daily Wages Internee / Adhoc
5.6 Organizational Career Management

Individuals must become proactive in developing new skills and abilities to remain employable and competitive. Career development in its simplest form means employability that empowers the organization as well as the employee. Career Management and Development services and training sessions serve as building blocks on a variety of career topics. Individuals are given the tools to manage their career and acquire career success within an organization that values retention Career can be defined as a general course of action a person chooses to pursue throughout his or her working life. Internship Report NayaTel (Pvt) Ltd.
Career Development A formal approach taken by NayaTel to help its employee acquire the skills and experiences needed to perform current and future jobs is termed as career development. NayaTels policies especially regarding promotion, counseling the employees, opportunities to excel in future help employees to develop their career. Career development consists of skills, education and experiences as well as behavioral modification and refinement techniques that allow individuals to work better and add value. Career development is an ongoing organized and formalized effort that recognizes people as a vital organizational resource. It differs from training in that it has a wider focus, longer time frame, and broader scope. The goal of training is improvement in performance; the goal of development is enrichment and more capable workers. Recently, career development has come to be seen as a means for meeting both organizational and employee needs, as opposed to solely meeting the needs of the organization as it had done in the past. Now organizations see career development as a way of preventing job burnout, providing career information to employees, improving the quality of work lives and meeting affirmative action goals. That is, career development must be seen as a key business strategy if an organization wants to survive in an increasingly competitive and global business environment. Career Development Methods There are numerous methods for career development. A few methods currently being used by NayaTel are as under: a. b. c. d. Discussions with Knowledgeable Individuals Company Material Performance Appraisal System Workshops
5.6.1 Employee Job Changes

There are a variety of possible job changes for current employees that could take place in the Competencies for Job Classification program. Currently, these changes are called upgrades, laterals, downgrades, promotions, or demotions. Each has its own definition and guidelines. Competencies for Job Classification will mirror many of these possible job changes, but will be defined differently to accommodate some additional considerations.
5.7 Job Changes within the Organization

There are two types of job changes:a. Movement to a different job category regardless of the assigned level and salary increases/decreases. One example is an employee moves from a Level II to a Level I. This change might be in response to a posted vacancy or an employees duties may have modified gradually over time to the point where the Supervisor/Manager decides a change in job category is appropriate. b. Change in salary through a promotion or demotion will also be defined as a job change for Affirmative Action purposes. Job changes and rotation within the organization is good process to enhance the abilities of employees and for getting more output from the individuals. Job changes can be made due to many reasons, for getting experience of other departments or to help other departments etc.
5.7.1 Promotion
A promotion is advancement to a job that may require a different and most probably higher level of responsibilities in an organization. In NayaTel promotion is made to encourage the employees and also to share the experience of the individuals. Promotion is made with the recommendation of concerned manager. Annual confidential reports of employees are written every year in May
wherein manager may recommend any employee for promotion. This recommendation is thus forwarded to NayaTel Board for final assessment and to promote the said employee. Promotion has following impacts in salary / scale: Change of designation, without any financial impact Change of pay scale to higher level Award of special promotion increments Award of special honorarium etc.
5.7.2 Transfer
An employee in NayaTel transferring to a position of the same class or to a class of the same salary grade shall not receive an increase in salary as a result of transfer. A lateral transfer in NayaTel occurs when an employee assumes a job that has a market target that is within 10% of the employee current rate of pay. A lateral transfer also occurs in NayaTel when an employee assumes a job that has a midpoint comparable to the employees present job. A lateral transfer generally does not change the staff members pay rate, as there is no increase in market target or responsibility. However, if an employee is transferred from one job to another in a lower market target at employees own request, his pay will decrease.
5.7.3 Demotion
A demotion is defined as a level reduction in the same job category. Demotions have long been associated with failure, but limited promotional opportunities in the future and the fast pace of technological change may make them more legitimate career options. Demotions in NayaTel are for corrective reasons and will result in a minimum of a five percent reduction in pay. An employee may not be paid below the minimum regular rate within the new salary grade.
As per SOP in NayaTel, demotion of an employee requires prior approval from HRM department. Lower Salary demotion An employee who transfers to a position of a lower salary grade for other than corrective action reasons may be required to take a pay reduction. Some circumstances, for example the rate of pay for other employees in the department, may be considered as reasons for a decrease in pay.
Reclassification to a Lower Salary Grade An employee who occupies a position reclassified to a lower salary grade will not receive a reduction in pay.
Separations
An employee separation occurs when an employee ceases to be a member of an organization. The rate of employee separations in an organization (the turnover rate) is a measure of the rate at which employees leave the firm. Separations from Employment Employee separations can be divided into two categories based on who initiates the termination of the employment relationship. a. b. Voluntary separations (quits and retirements) are initiated by the employee. Involuntary separations (discharges and layoffs) are initiated by the employer.
HRM department of NayaTel uses following technique for separations of employee from employment:-.
5.7.4.1 Layoff
Layoff is adopted by the companies to save the cost. Layoff can be temporary suspension or permanent termination. It may become necessary to reduce the number of company employees because of a reduction of work or funds, the elimination of positions or other material change in the duties or organization, or for other related reasons. If such a reduction is necessary, the GM of HRM may recommends and the departmental administrator or supervisor involved will designate the employee or employees to be laid off and submit such recommendations to the President / CEO. Subsequently, the layoff actions will be submitted to the Board of Directors for approval at the Board meeting. Whenever possible the organization will provide a written 30 days layoff notice to the employee. Employees separated under the above conditions shall be given priority for reemployment at the organization and retain seniority status for not more than one year. Employees who have been laid off also may apply for other positions for which they are
qualified. Such applications will be given consideration in the organizations normal requirement process.
5.7.4.2 Termination
Termination of the employee in NayaTel is at will, However if any employee intends to quite his or her services, he or she is convinced by the management to continue his services for the organization. On the other hand HRM department may also terminate employee at any time on the recommendation of concerned manager as disciplinary action. Dismissal requires as the recommendation of the employees supervisor, also approval of the GM of Human Resources is sought. In NayaTel employees termination is made with issue of a termination order wherein reason(s) of termination is stated. Terminated employee is offered a one month notice period or one month advance salary is paid in case of immediate termination, other benefits are also paid. But if termination is made in disciplinary action then no benefit is paid like one month advance salary.
5.7.4.3
Resignations
Every employee has right to offer Resignation from his employment. Any employee in NTL may submit a written notice or a written resignation to his / her department head or supervisor with stating the reason of leaving the organization and the last day the employee will be physically present at work. Employee can leave organization after approval of HOD and the Competent Authority of NTL. Every employee should have to offer one month notice or have to deposit One month salary in lieu. After acceptance of resignation, the employee has to get himself/ herself clear from all departments by getting clearance forms by all concerned.
5.7.4.4
Retirement
On successful completion of the Contract or after attaining the age of superannuation (i.e. 60 years), employee is retired from the service as per rules and regulation.
CHAPTER No. 6
LABOUR MANAGEMENT RELATIONS
Establishing and maintaining constructive working relationships with union representatives will help you to be clear about management and employee concerns and to reach mutually satisfactory resolution of informal and formal complaints. Employee Relations Analyst can provide guidance on developing relationships and conducting meetings with union representatives. Meetings are conducted to explain proposed actions that will affect terms and conditions of employment, or to resolve grievances with union representatives in attendance. In meeting with an employee, that individual may request union representation. Under certain circumstances, such a request is appropriate. Management in NayaTel is always working to develop and maintain good relationship & trust between employees and company. Sole objective of this relationship is to encourage employees and enhance members lives. And it acts with an awareness the development of the company is essential for achieving this. Since the NayaTel is striving hard for the betterment of its employees in every possible way, therefore the employees have realization that they are being cared. That is why the employees in NayaTel are satisfied in each aspect. So when their requirements/ needs are being fulfilled, they never thought they should fight or protest for their rights and form any union. Under the rapidly changing management environment, it is essential that employees and management in NayaTel listen to each others opinion and develop a shared understanding of issues. For this reason communication via the company hierarchy as well as the communications functions of the labour associations are extremely important for the continued development of the company.
In order to improve the work environment and encourage employees to feel satisfaction and gain fulfillment in their work, organization considers very important to enhance a variety of systems and create a corporate culture that allows the company to operate the systems properly and use them actively and effectively. NayaTel believes that to realize these objectives it is essential to establish an environment that enables diverse human resources to develop their abilities and proactively use them. It is also essential that there should be good communication and management at the workplaces, and that both parties address problems with an awareness of being actively involved in their solutions. Based on a relationship of trust, labour and management will continue to work closely together in the future to promote the companys development.
CHAPTER No. 7
CRITICAL ANALYSIS OF THE THEORETICAL CONCEPTS RELATING TO PRACTICAL EXPERIENCE
a. Staff Recruitment
Since the focal operations in NayaTel are technical in nature, hence technical staff (Engineers and technicians) is the major part of workforce. This element really affects the recruiting activities of the organization as the organization always needs most competent people. To accomplish this, recruitment is always done on merit. Different sources are used for recruitment, for example newspaper, internet, references, job fairs etc.
b. Contemporary HRM Practices

The working environment in NayaTel is excellent. The organization is equipped with excellent Standard Operating Procedures (SOPs) and professional managers to implement those SOPs. The structure of HRM department is very conducive for achieving the organizations objectives. The working environment is remarkable, quality of work-life has been given due attention. The employees are well aware of their roles and tasks by having comprehensive job descriptions. During my on job study, I found that the management is committed to implement contemporary HRM practices in NayaTel. In this regard the HRM management has introduced various plans and packages for attracting, retaining and motivating workforce.
c. Leadership style
Organizing the workforce is always a challenge task for the management. NayaTel is a formally structured organization. Ideally the management style should be participative and employees should be taken into confidence while making important decisions. However during my study I found that although the suggestions are always solicited from employees but decision making is always carried out by top management paying less
regard to the recommendations and suggestions of lower management. So we can say that there is semi autocratic style of leadership being followed by NayaTel.
d. Employees Contribution and Involvement

The employees contribution and involvement towards growth of there organization in NayaTel is remarkable. I found that their motivation level was quite high. The employees in NayaTel are self initiative, energetic and hold positive approach at workplace. This indicates that management really patronage their workforce, thats why they contribute passionately towards growth of their organization.
e. Feedback System
Feed back system is good route for employment development. NayaTels management is well aware of the fact that. Objectives of the organization can be achieved only if it makes and implement its policies through feedback from employees. In this way all policies of organization are formulated after discussion from concerned departments and employees.
Employees Viewpoint towards their Organization

Employees turnover rate in technical services providing organizations is always a
huge challenge for the management. The turnover rate in NayaTel is remarkably low. The reason why retention rate in NayaTel is higher than other organizations is that employees in NayaTel are satisfied and motivated. They always play their active role for the growth of their organization. They are loyal, committed and dedicated. They perceive their organization as an ideal workplace.
g. Societal Contribution by NayaTel

In its effort to make itself a responsible element of the society, NayaTel is actively taking part in social programs, which shows the organizations commitment towards social growth as well. NayaTel is providing free of cost DSL Internet services to various educational institutes situated in Rawalpindi and Islamabad. Moreover the same services are also being provided to different R&D organizations so that research trend in the country may flourish. For encouraging talented IT students, NayaTel is offering them educational scholarships for higher qualification alongwith job in NayaTel.
CHAPTER No. 8
WEAKNESSES OF THE ORGANIZATION
Following weakness have been observed during my on job study in the HRM department of NayaTel:-
a. Lack of HRM Planning

HRM planning is a major HR function but I observed that this function is being neglected in NayaTel. The consideration and attention this function should be given was not in place especially in recruitment and job changing.
b. Improper Recruitment Policy

For hiring of most competent employees, the only way is to hire them on open merit but in NayaTel most of the people have been hired either on reference or from internal sources. This is really a great bottleneck in hiring competent workforce from labour market.
c. Absence of Appropriate Promotion Policy

The organization is operating without appropriate promotion policy. Although employees are being motivated by granting promotions but most of these promotions are undue. A basic criteria for grant of promotion to an employee contains different elements like performance, experience, contribution and worth for the organization. However in NayaTel, most of the promotions are granted on favoritism or on minor achievements. At the same time some good achievements and deserved candidates for promotion are neglected just because of absence of appropriate promotion policy.
d. Use of Old Standards for Evaluation of Employees Performance

For assessing/ evaluating employees performance in NayaTel, old standards are being used. Since the business climate, workforce standard, workforce requirements,
technology and socio-political trends have altogether changed worldwide; therefore it is dire need to exercise modern ways to assess your workforce. At the present age of business these old standards of evaluating employees performance may not work.
e. Absence of Human Resource Information System (HRIS)

As we are going through the era of IT, therefore the use of computer and softwares in each function of the organization is very crucial. HRM department of NayaTel is operating without any programe/ software designed for carrying out day to day HR activities which is quite ironic. All activities are being performed manually and there is paper work every where instead of paper free environment.
f.
Less Focus on Employees Training and Development

Training is an investment which returns manifolds. This is a fact and many
organizations around the globe have grabbed the fruits of this investment. In NayaTel, training of workforce has not been given due attention and always a very low portion of budget is allocated for training and development activities. This is very unhealthy towards growth of the organization.
CHAPTER No. 9
RECOMMENDATIONS
Based on the weaknesses and shortcomings of the HRM department of NayaTel, following recommendations have been made which may be looked into:-
a. HRM Planning
The spirit and essentiality of HRM planning must be considered by the management. There may be long sessions for forecasting Human Resource needs of the organization.
b. Recruitment Policy
After forecasting Human Resource needs of the organization, the next step will be to carry out recruitment planning that either to hire employees from internal sources or external sources and what skill mix should be to achieve the organizations objectives.
c. Promotion Policy
Promotion is a type of reward which is given to employees in recognition of their achievements and experience. If the promotion is granted to those who do not deserve it, will be counter productive. At the same time if anyone who deserve promotion but not granted will also be counter productive. Since NayaTel is operating without any formal promotion policy, therefore it is recommended that a comprehensive promotion policy may be devised to avoid above mentioned mishaps.
d. Employees Performance Evaluation with Contemporary Standards

In order to retain and motivate workforce, and to keep abreast with current HRM practices/ trends, contemporary standards for evaluating employees performance are recommended in NayaTel. This will be useful for managers, employees and the organization itself. Now a day various softwares are available to evaluate employees performance. They can be modified according to the nature and size of the organization. Internship Report NayaTel (Pvt) Ltd.
e. Formulation of Human Resource Information System (HRIS)

Since no Human Resource Information System exists in NayaTel, therefore it is recommended that HRIS may be formulated to increase the efficiency and effectiveness of the HRM department. In this regard it is further suggested that any sister organizations HRIS may please be reviewed.
f.
Allocation of More Resources for Training and Development

Realizing the importance of training and development programs, it is recommended
that more funds may be allocated for training activities. Moreover managements commitment and efforts are also integral elements for making this activity successful.
g. Expansion of HRM Departments Organization Structure

For efficiency and effectiveness of the HRM department of NayaTel, it is recommended that it may be expanded by adding some new sub departments in it. The following new departments may be established in HRM department of NayaTel:I. II. III. HRIS HRM Planning IDCC (Inter Department Coordination Cell)
CHAPTER No. 10
REFERENCES & SOURCES USED
Books
Cascio, Managing Human Resources Gary Dessler, Human Resource Management Mathew J. Deduca, Compensation Management Stephen P. Robbin & Marry Coulter, Management Joseph Prokopenko, Management Development
Publication
Monthly Management Outlook by Pakistan Institute of Management
Internet
Internet Internet
www.nayatel.com
www.google.com.pk
Miscellaneous
Class Lectures and Notes Interview with NTLs HR Manager Interviews with NTLs Engineers and Technicians
CHAPTER No. 11
ANNEXES / APPENDICES
A sample Pay Slip..........................................................................Annexed A sample Job Description (Department).......................................Annexed A sample Job Advertisement through Internet..............................Annexed

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INTERNSHIP REPORT

NAYATEL (PVT) LTD.

Internship Report NayaTel (Pvt) Ltd.

Muhammad Sohail Rehan

Internship Report NayaTel (Pvt) Ltd.

Internship Report NayaTel (Pvt) Ltd.

TABLE OF CONTENTS Sr.#

5.5 5.6 5.7

LABOUR MANAGEMENT RELATIONS............................................................................50

Internship Report NayaTel (Pvt) Ltd.

OBJECTIVES OF STUDYING THE ORGANIZATION

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Internship Report NayaTel (Pvt) Ltd.

OVERVIEW OF THE ORGANIZATION

Internship Report NayaTel (Pvt) Ltd.

Internship Report NayaTel (Pvt) Ltd.

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Internship Report NayaTel (Pvt) Ltd.

Fixed Line Telephony services (POTS)

ISDN PRI (Primary Rate Interface)

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Internship Report NayaTel (Pvt) Ltd.

3.1 Organizational Structure of NayaTel

Chief Executive Officer

Director Planning & Development

Billing Installation Department Repair & Maint Dept R&D Department

Recruitment & Posting

Performance Appraisal Wing

Internship Report NayaTel (Pvt) Ltd.

ORGANIZATIONAL STRUCTURE OF THE NayaTels HUMAN RESOURCE MANAGEMENT (HRM) DEPARTMENT

Recruitment & Posting Cell

Performance Appraisal Wing

Internship Report NayaTel (Pvt) Ltd.

HUMAN RESOURCE MANAGEMENT PROCESS

Human Resource Planning (HRP) and Forecasting HRP Process

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Forecasting Human Resource Requirements

Methods to Forecast HR Needs

Following forecasting methods are being used by NayaTel:-

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Internship Report NayaTel (Pvt) Ltd.

Employee Recruitment & Selection

5.2.1 Sources of Candidates

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5.2.3.3 Employment Selection Process

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Training and Development

Training Need Assessment

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5.3.2 Employees Development

NayaTel develops the abilities & skills of its employees by follows:

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Internship Report NayaTel (Pvt) Ltd.

overcoming a particular weakness seems difficult or even impossible, an alternate

Internship Report NayaTel (Pvt) Ltd.

5.4 Performance Management