Indian Railways (IR) –

Human ResourcesChallenges

&Possible Solutions

Arveen ShaheelB050

Group A

Group B

Group C

Group D

Recruitments are filled by UPSC by All India Competitive Examinations + Interview

Normally filled by promotion from serving Group C candidates

Recruited by Railway Recruitment Boards (RRB)– Technical &

Non Technical (Includes Interview)

Railway Selection Boards (RSB) with assistance of the local employment exchanges

Clear & Effective Recruitment & Selection Structure. The Structure takes into accounts the requirements of the Job.

System in Place… So where is the Challenge?

Cultural• Implementation

-The Central Vigilance Commission’s (CVC) annual report for the year 2010 states Indian Railways is the most corrupt government organization in the country.

-No/Low actions against the corrupt.

• Compromising On Quality – Reservations SC/ST/OBC-Percentage of reservation in Direct Recruitment and Promotions :

SC - 15%, ST – 7.5%

Challenges

Economic• Populous v/s Practical

The personnel costs and operating costs have increased several times but the passenger fares have not been increased.

The passenger services are being run at a loss. Freight rates are increased to cross-subsidize the loss in passenger traffic. This drives away the freight traffic to road.

• Organization Culture & ConflictUnproductive and Rigid

Environment by Brain Drain

Other Challenges!

Technology• Adopting different Technologies requires Training. May also create excess Jobs

Political & Legal• Sons of the Soil – Shiv Sena & MNS attack

Diversity• Language barrier between the Zones

Organizational Structure• Rigid & Fixed Organizational Structure since British Era.

Innovation in Personnel Management undoubtedly will help the Indian Railways achieve greater heights. However, without

necessary Reforms & Changes in the Functioning of the Organization, the HR department will be handicapped.

What Needs to Change…?

Possible Solutions…Replicate the RRB Experience

*What is Railway Recruitment Board experience?

Backing of the political leadership, The then Railway Minister, Nitish Kumar, encouraged officials to set about overhauling the system from top to bottom. Holistic measures included:

- Selection of chairmen of RRBs and other staff; - Designing a different type of question paper; and - Evolving new procedures for printing question papers, conducting

examinations, seating candidates, invigilation, etc.

The Railways’ training institutions should be upgraded and expanded to achieve global standards. Focus should be on:

•Soft Skill Development

•Accepting & Implementing Technology

•Outsource Training

Possible Solutions…

• Designing a more Comprehensive; Rewarding & Answerable- Performance Appraisal process.

This would attract and retain talent. Step to provide a very challenging and stimulating environment where talented employees can realize their full potential, contribute to the growth of railways and take pride in the public service ethos of the organization. Avoid Brain Drain.

• Continue with the growing realization among the three main stakeholders - staff, management and trade unions that their goals are common. Hence, a movement from being pluralist to unitary.

Possible Solutions…