world call telecom

1- History of Organization

In 1996 First Capital Securities

Corporation began to incubate a payphone operation called Worldcall

Payphones Limited. The new venture stood at the front end of a

communication revolution that was yet to grip the country. Our

perception of a changing business environment placed Worldcall at

the lead of a demand-led explosion of payphones all over the country.

We installed our first payphone in June 1996. Today Worldcall has

over 70,000 payphones all over the country. We are one of the largest

fixed line payphone operator and the pioneers of “Supervised

Payphones” business model in Pakistan. With the expansion in

telecom we have continued to innovate. Over the years we have

invested in new technologies and businesses. In 1998 prepaid calling

cards were launched by Worldcall Phone cards under the brand name

"Hello". In the following year the group established dial-up internet

services through Worldcall Dot Com.

In 1999 Worldcall Telecom Lanka established the Groups' first

overseas presence when payphone operations were established in Sri

Lanka.

In 2000 Worldcall Multimedia established a Hybrid Fiber Coaxial

(HFC) scalable network in Lahore thus becoming the first Multi-

service operator in the country, providing cable television and

Internet-over-cable. In cable TV in Lahore, Worldcall was the last

entrant and by far the largest. In 2003 we launched a state of the art

A Complete HRM System

HFC network operation in Karachi under Worldcall Broadband

Limited. These are the largest and only national networks capable of

triple play (cable TV, high speed internet/data and telephony). These

companies are also offering metro fiber lease to a number of other

telecom / cellular operators as well as corporate.

Worldcall Telecom Limited acquired Wireless Local Loop (WLL)

licenses/spectrum in the post deregulation auction to provide WLL

telephony in all 14 telecom regions of Pakistan

Primarily in the 1900 MHz band. It has partnered with Samsung for a

CDMA 2000 1x solution (with EVDO option). WTL started service from

Lahore in June 2005 which is now available in over 40 cities. WTL also

acquired an LDI license and service commenced at the end of 2004.

WTL enjoys significant edge over competition due to rights to dark

fibers in a national long haul network which is being built across

Pakistan.

1.1 Evolution

Worldcall Telecommunications Group began life in 1995 when First

Capital Securities Corporation Ltd started incubating Worldcall

Payphones, now Worldcall Telecom Limited. The next few years were

spent in expanding payphone network across Pakistan, creating new

businesses and drawing investor attention to the value of Worldcall as

the number 1 alternative national telecoms operator post

deregulation.

And now, the Worldcall Group is one of the largest private telecom

operators in the country with the most extensive and diversified


telecom businesses including Wireless Local Loop (WLL)

through CDMA 2000 1X technology in over 40 cities, nationwide

presence of long distance & international (LDI) network with 44 POPs,

over 70,000 payphones, largest broadband HFC networks in Pakistan

providing triple play (CATV, broadband internet, telephony), the

pioneer prepaid calling card "Hello" and rights to dark fibers in a

national long haul network being built across Pakistan.

2- Recruitment Procedure of Worldcall

2.1 Objective:

To plan and regulate recruitment, selection, training and other human

resource activities, at the right time with right people to meet the

Company’s short range and long range organizational objectives.

HR planning is a part of quarterly budgeting exercise, and aims to

estimate the manpower need of the organization over the period

covered.


Keeping in view the objectives/targets and future needs

of the department, the Company Heads of each business

function will make a Manpower Requirement Forecast of his

Company for the period under review. This document shall be

prepared along with the quarterly capex and opex budget.

Proper justification will be required for each requisitioned

position. Due consideration will have to be given to various

factors such as work load of existing human resources,

planned expansion of the department, external developments

etc, while developing justifications.

Quarterly Manpower budgets once approved by the Group Budget Committee are to

be submitted to Group HR within one or two days of the date of such approval.

2.2 Personnel Requisition and Recruitment:

All recruitments shall be done on the strength of duly

approved Personnel Requisition initiated by the concerned

Company for which the position is required.

Personnel Requisition should be in conformity with the

approved Manpower budget. Any requisition over and above

the approved budget will have to be

approved by the Chairman, Group Finance Director & the respective

Managing Director.

2.3 Recruitment Sources:

To locate suitably qualified and best available candidates from within


and as well as from outside to

fit in with the job opening in the Company.

Human Resource Department shall maintain a database of skill

inventories of its staff. Whenever a vacancy arises this database shall

be checked to identify possible internal candidates.

Solicited / unsolicited applications from external candidates

are recorded and maintained by the Human Resource function

to cater recruitments at all levels.

If it is considered necessary to advertise a vacancy in the

press, advertisement will be placed in the relevant newspaper

seeking applications from interested candidates for particular

positions. This would be subject to the prior written approval

of the competent authority.

2.4 Selection:

To identify and select right persons for the right job following the

recruitment process.

The Group HR in liaison with the representative of respective

company’s HR will be responsible for scheduling interviews

and communicate the date venue and time of the interview to

the short listed candidates. The head of Human Resources will

make a list of selected candidates and prepare employment

offers for all new appointments specifying name, designation,

remuneration, probation period etc.

The interview panel should comprise of at least three persons

i.e. head of user department, immediate supervisor and head

of Human Resources as explained in


the selection committee. They will evaluate the candidates on

Interview Evaluation Form.

2.5 Regional Office Selection Committee:

For grade M4 & M3 Department Head will be RGM and

immediate supervisor will be Branch Manager.

For grade S the Department Head will be Branch

Manager/Area Manager.

2.6 Traveling Allowance (TA) for Outstation

Candidates:

TA and DA are not payable to local candidates.

Outstation candidates if called for interview will be paid

Traveling Allowance as under:

Manager & above: Return Economy Air fare / Executive

Daewoo fare.

Assistant Manager & below are selected at Regional Offices of

the relevant company

2.7 Probation & Confirmation:

It is important that new employees be assessed closely during their

probationary period and a conscious decision is taken regarding their

confirmation in service by the management.


Every employee is required to serve a mandatory

probationary period. During this period the head of the user

department is responsible to monitor the probationer’s

performance.

The Human Resource function will forward a “Probation

Performance Report” to the Head of the user’s department

once within the probationary period of the new employee.

(During the 3rd month of the probationary period).

The head of user’s department based on the comments /

recommendation by the immediate supervisor will decide to

confirm or extend the period of probation where applicable or

terminate employment.

The Head of HR Department based on the recommendation

will prepare confirmation or termination letters accordingly.

2.8 Orientation:

To help the new appointee in understanding clearly the Company’s

environment, values, working of their departments and work related

policies. This process ensures that new employees would settle down

comfortably in the new environment and integrate quickly

with their colleagues and co-workers. Guidelines and written

documents regarding orientation will be provided by the relevant


Human Resource Department of the company.


2.9 The Selection Process: Flow Chart

Initial Screening HR Department / Immediate Supervisor

Completed Application

Comprehensive Interview

Reject Application

The Selection Process

Level & compensation recommendation by relevant heads & HR head and approved by Group

Heads / Chairman

Background Investigation (If required)

Refer to Group HR for required documentation

Permanent Job Offer

Failed to meet minimum qualifications

Failed to complete application or failed job specifications

Failed to impress interviewer and / or meet job specifications

If declined

Problems encountered

If declined

Interview CriteriaUp to M3 & Below1. COO2. Head of concerned department3. HR Head4. Immediate Supervisor5. HR Coordinator

From M2 to E1. Chairman2. Group MD & Gropu DF3. Managing Director4. Group Directors5. HR Head6. COO

Passed

Passed

Passed

Passed


2.10

Recruitment & Selection Process:

STEP-1 Initial Screening:

Preliminary screening interview of potentially acceptable candidates

should be carried out by the supervisor & HR representative of the

relevant department / company to determine that the candidate fulfills

the prerequisites of the available job. i.e.

Educational qualifications

Relevant work experience

Suitable for proposed position

Salary range

Fulfills the minimum qualifications

Passed for next step

Failed to meet minimum qualifications

Reject Applicant

STEP-2 Completion of the Application Form:

Applicants will complete the Application Form with the required

information and sign the application form (signing the application

form means the information given is authentic, and permission to

check references)

Required Information:

Personal & Job related profile of the applicant

Completes application & meets job specifications



Failed to complete application or failed job specifications

Reject Applicant

STEP-3 Comprehensive Interview:

Applicants will be interviewed by:

(Interview Criteria)

The interview panel should comprise of at least three persons .i.e.

head of user department, immediate supervisor and head of Human

Resources, in case of Management Staff selection. In case of Non-

Management Staff hiring (at Regional Offices) the selection criteria

will be supplied by the Human Resource Department to the DGM and

Senior Area Managers who will select the candidate after the

interview process.

Impresses interviewer & or meet job specifications


Failed to impress interviewer & or meet job specifications

Reject Applicant

STEP-4 Background Investigation (if required)

Background Investigation of those applicants, who are to be selected

for the proposed position should be done by HR person by contacting

the former employer etc.

Satisfactory feedback



Unsatisfactory feedback

Reject Applicant

STEP-5 Recommendation for Level & Compensation:

Level and Compensation recommendation by relevant Heads & HR

Head and approved by Group Heads / Chairman.

STEP-6 Head Office HR for required Documentation:

Once the Applicant is selected and offered the proposed job position.

Relevant documents will be sent to Group HR for required necessary

documentation / issuance of appointment letter as per Organization’s

policies & procedures.

STEP-7 Permanent Job Offer:

Applicant is informed by the relevant Department Head once the

appointment letter is received from Group HR for the proposed job

position.,

Note:

Total duration for the completion of the process will be 6 to 8 working

days.


3- HRM Policies

3.1 CONFIRMATION OF EMPLYOMENT

Policy by Worldcall Telecom:

3.1.1 Policy:

All employees of FCSC/Worldcall Group shall serve a probationary

period (as per appointment letter) before he/she is confirmed as a

permanent employee on the basis of his/her performance during the

probationary period of three months.

3.1.2 Objective:

The probationary period provides for assessment of employee’s

professional competence, performance, and overall suitability to

successfully meet position requirements and standards.

It likewise provides the employee with an opportunity to determine

whether the position meets his/her expectations or not.

During the probationary period, the performance of the employee is

required to be monitored carefully.


3.1.3 Confirmation Procedure and Time Schedule:

Responsibility Activity Time Schedule

HR To forward, Confirmation Notification Letter and Probationary Progress Report to Immediate Manager for his/her remarks.

2 weeks to

confirmation

Immediate

Supervisor

To evaluate the performance of the employee on the Probationary Progress Report.

Before 1 week to

confirmation

Immediate

Supervisor

Get final approval from GM/DGM or Head of the Group/Department on the Probationary Progress Report.

Before 1 week to

confirmation

Immediate

Supervisor

Send completed forms to HR. Before 1 week to

confirmation

HR

Confirm the employee only if the performance ratings are as per policy.

Issue confirmation letter including Salary Revision (if any) along with other related aspects.

Or Issue Warning/Termination letter

Date of

Confirmation


3.2 Gratuity Policy


3.2.1 Policy

Gratuity policy is applicable to all permanent employees of the Group,

who have completed their probation period. Gratuity will pay to those

employees of group who were involved in any beneficial activity for

the organization through out their services career. After leaving or

resigning from company employee will be awarded by the gratuity

money, which will be a share (of organizational benefit) in terms of

percentage decided by higher management.

3.2.2 Objective:

Gratuity can be a source to develop employee’s interest towards

better performance. As it is a reward of any task which is in

organizational benefit.


3.3 Leave Policy


3.3.1 Policy

All permanent employees of organization can avail leave from work according to the

rules and regulations of company.

3.2.2 Objective

The company grants annual paid leave to all its confirmed employees

to allow periods of rest and relaxation, which will benefit the

employee both mentally and physically.

3.3.3 Leave Rules

Leave will not be granted before completion of One year’s service with the Company.

All un availed annual leave standing at the credit of employees shall lapse at the year-

end i.e. 31st December.


All festival and gazette holidays falling during leave period will be reckoned as

part of leave.

Annual leave shall not be granted on more than two occasions in a year with minimum

quantum of one week at a time.

3.4 Cellular Phone Policy


3.3.1 Policy

FCSC/Worldcall Group will give the cellular phones to its manger level and above employees on

company’s own expense.

3.3.2 Objective

Cellular phones are allotted to respective employees with an aim to

facilitate fast and effective communications consequently achieve

company’s objectives.

3.3.3 Entitlements:

Manager level and above can purchase Cellular Phone on more than the limits provided

by the company. He/She will have to inform the respective HR / Administration

department and to pay the exceeding amount accordingly.


Employee will carry out utmost care of the Cellular phone. In case an

employee loses the Cellular phone set, replacement of the Cellular Phone will be

responsibility of the employee.

The Cellular Phone will remain with the employee and will only be replaced either on

the promotion (if he/she is entitled for higher limit) or any change in the Cellular Phone

Policy.

The relevant Administration Department will be responsible for maintaining Cellular

Phone Inventory.

3.5 Medical Policy


3.5.1 Policy:

First Capital / Worldcall Group strive to provide medical coverage and

assistance in overcoming any health issues pertaining to the

employees.

3.5.2 Objective:

To ensure employees that organization is not concerned to work &

performance only but take care of its employee health as well.


3.5.3 Eligibility

The following will be eligible under the medical policy.

All Permanent employees who have completed probationary

period with the company successfully.

Employees joining any time between fiscal year (July to June)

will get OPD benefits on pro rata basis. If an employee has

availed the full facility of OPD during the year and due to any

reason he/she leaves the company, the company will deduct the

amount of OPD facility which he/she has taken in advance.

3.6 Late Coming Policy


3.6.1 Policy:

In all cases of late comings on more than two occasions in a month, a

letter will be issued by the Human Resource Department to the

concerned employee stating the dates when he was late with

appropriate advice and on third occasion wages of a day will be

deducted from his /her monthly wages

3.6.2 Objective:

To create a timely & accurate working environment for work.


3.6.3 Procedure:

The Daily Attendance Sheet will be removed from the reception at

9:15 hrs. (After 15 min of grace time)

All those reporting after 9:15 hrs shall sign the sheet at admin section

and write their arrival time.

The admin section shall note and record the late comings.

3.7 Car Policy


3.7.1 Policy:

Only eligible employees will be provided with a vehicle as per

his / her entitlement upon joining.

3.7.2 Objective:

To provide conveyance facility to eligible employees, so that


they can perform their official duties efficiently and effectively.

3.7.3 General:

All company cars provided to eligible employees will remain in

the company’s name.

Employees driving company vehicles must possess a valid

driving license and submit a copy of the same to the HR

department.

All traffic related violations would be the responsibility of the

employee.

3.8 Travel Policy



3.8.1 Policy:

All expenses incurred should be within reasonable limits,

commensurate with the nature of business and capacity in which the

employee represents the company.

3.8.2 Objective:

To provide employees with overseas / local traveling facilities and

entertainment expenditure incurred by the employee on company’s

business.

3.8.3 General:

Travel Advances:

All travel advances must be settled by submitting the expense

statement within seven days after conclusion of the visit. Receipts and

supporting documents should be attached with all expenses.

Expense Statement:

Expense statement should be initiated by the concerned employee

verified by the department head and approved by the Chairman /

Managing Director / COO / Group Director.

3.9 Over Time Policy



3.9.1 Policy:

Employees who work on off days like Saturday & Sunday will be paid

according to their wages (equal to one day) depending on the extra

days they work in a months

3.9.2 Objective:

To complete work on time with extra efforts and giving benefits to employees as well of their labors.


3.10 Fuel Policy


3.10.1 Policy:

Worldcall Group is facilitating its all employees with fuel as per

designation.

3.10.2 Objective:

Organization is giving fuel to its all employees to motivate them in

order to get maximum output in shape of individual’s productivity.

3.10.3 General:

All Permanent employees who have completed probationary

period with the company successfully will have this benefit.

Company will make calculation of fuel in liters (with current

rate).

Any month’s fuel claim will not be forwarded with next month

fuel claim.

Fuel claim will be exempted from Tax.


world call telecom

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