Embed Size (px)
Citation preview
SUMMER TRAINING REPORT ON
Study the employee, staff
benefit,recruitment&selection procedure at
Diesel Locomotive Works(DLW)
Varanasi SUBMITTED TO
KANPUR INSTITUTE OF TECHNOLOGY,
KANPUR
IN PARTIAL FULFILMENT OF THE REQUIREMENT
FOR THE DEGREE OF
Master of Business Administration
MBA
BY
SHIPRA
Roll no. 1116570040
Kanpur Institute of TechnologyA-1, UPSIDC Industrial Area, Rooma, Kanpur- 208001.
CERTIFICATE
This is to certify that the Summer Training Report entitled “study of employees , staff
benefit,recruitment and selection procedure at Diesel Locomotive Works (DLW)” submitted
by (SHIPRA) in partial fulfillment of the requirement for the award of degree MBA to
Kanpur Institute of Technology, Uttar Pradesh Technical University is a record of the
candidate’s own work carried out by him/ her under my supervision. The matter embodied in
this dissertation is original and has not been submitted for the award of any other degree.
Signature: HOD/ Dean/ Director (XXXXXXXXX)
Supervisor
Date:
PREFACE
In this new era all the countries & their companies are trying their best to improve
economic growth. This trend has created a very complex & competitive environment in
the field of business & commerce. In order to keep oneself in competition & win the
race a new system of management is needed.
The most unique challenge for organization comes with respect to the management of
human resources to ensure the availability of sufficient number & quality of human
resources at all times for the successful achievement of organization objective.
At the completion of SECOND SEMESTER every student has to complete a summer
training project allotted by his/her college. This particular report is for every student
of M.B.A (SECOND SEMESTER) to provide them particular knowledge about each &
every aspect of business.
It is related of specialization viz. HUMAN RESOURCE MANAGEMENT&FINANCE.
It is important because it provides the student about particular knowledge of field
which is very essential beside the theoretical knowledge.
This summer training report consist of HUMAN RESOURCE MANAGEMENT
(Major) specialization whose topic is-
“Study of the employee,staff benefit,recruitment&selection procedure at DLW”
Therefore I am submitting this report prepared within limited time & resources within
an adequate practical knowledge.
ACKNOWLEDGEMENT
I am grateful to “Prof. P. K. Jain” Sir, Director of Kanpur Institute of Technology(KIT), Kanpur and all faculty members who have helped me during the course of completion of this project.
I would like to thank Mr. Sanjay Krishna (SEE,Planning Office, DLW) & Mr. J.P Singh(Chief Staff &Welfare Inspector, Personnell Dept,DLW)Varanasi and Dr. Sanjay Bharti (HOD) (MBA-Department) &Mr. Pramendra Kumar Singh(Mentor of Summer Traning Report) for encouraging me to undertake this study.
This research report is a result of learning, hard work and last but not the least external help from the KIT, Kanpur which is like a bless.
Shipra M.B.A. (3rd sem)
EXECUTIVE SUMMARY
TABLE OF CONTENTS
OBJECTIVE OF THE STUDY
1. To know different acts relating to employees and staff benefits at DLW.2. To know how much amount employee&employer has to contribute under provident
funds for the benefits.3. 3 To know various measures in order to improve the productivity at DLW.4. 4 To know why the various acts were made.5. To know the measure to taken regarding employee welfare &staff benefit in order to
improve the productivity.
REASEARCH METHODOLOGY
Sample size
Sample size refers to the number of people selected from the population or universe to
constitute the sample for conducting of survey.
I will take sample size of 100.
Universe
The universe is the entire group of items or population to which the researcher wants to study
or generalize.
The aggregate of all units pertaing to study , is called universe.
In other words , it can be defined as the region constituting the population about which the
research is conducted . As the universe un this survey will be DLW and the study will
conducted in this region only.
Data collection
There are two types of data
a) Primary data
b) Secondary data
Primary data is the data directly collected from the samples selected . it is the original from of
data and the first hand information .
The best way of data collection, is the primary data collection , because it has a better scope
of getting required information .The research approach adopted will be Survey research along
with the observational research of every stage of study.
Sampling Technique
As the universe is quite large , so a relatively small group of individuals are selected , which
are able to represent the whole universe.
My project will follow the Non – probabability and Convenience sampling technique . This
technique also means selecting whatever samples are easily available or the respondents
which meet accidently are also included . It is a good for testing and gaining ideas even
when the list of population is unavailable.
Significance of Study
The report will present a about To study the employee and
benefit,recruitment&selection procedure at Diesel Locomotive Works (DLW),Varanasi.
Data analysis &interpretation
(Planning Office)
INTRODUCTION
Diesel electric locomotives were introduced on Indian Railways in 1950's to exploit their
versatility, better hauling capabilities, low maintenance requirements and overall cost
advantages as compared to steam locomotives. Diesel Locomotive Works (DLW) was
established in 1961 in collabora
tion with M/s ALCO, USA in the ancient city of Varanasi to undertake indigenous
manufacture of diesel electric locomotives for meeting increasing transportation needs of
Indian Railways.
Over the years, DLW's production has progressively increased and it produced 190 High
Horse Power locomotives in the year 2011-12 which has surpassed all past records of HHP
loco production.
ALCO locomotives are now almost fully indigenous. Through in house development efforts,
the original imported design has been made 7% more fuel-efficient and has also been
successfully uprated to deliver 3600 HP.
In order to upgrade the technology and keep pace with the latest, Indian Railways entered
into an agreement in year 1995 with M/s General Motors, USA for Transfer of Technology
for the manufacture of 4000 HP state-of-the-art, AC-AC, microprocessor controlled, fuel
efficient WDG4 / WDP4 locomotives at DLW. These locomotives are now being
manufactured at DLW in increasing numbers. The first indigenous freight version WDG4
loco was manufactured in March 2002 and the first passenger version WDP4 loco in March
2003. Till 31st March 2012, 720 such locomotives have been manufactured.
DLW has manufactured 6300 locomotives (including 720 high horse power EMD
locomotives) and 56 high capacity diesel-generating sets till 31st March 2012. This includes
474 locomotives for Non Railway Customers in India like Power Plants, Port Trusts, Steel
Plants etc and 105 locomotives for export to Tanzania, Vietnam, Sri Lanka, Bangladesh,
Malaysia, Sudan, Myanmar, Senegal and Mali. Thirty Six Meter-Gauge locomotives
manufactured by DLW are also operating on lease in Malaysia.
DLW is an ISO 9001:2008, ISO 14001:2004 and OHSAS 18001:2007 Certified Organization
covering Quality, Environment, Health & Safety Management Systems.
HISTORY
Set up in 1961 as a green-field project in technical collaboration with
ALCO/USA to Manufacture Diesel Electric Locomotives.
First locomotive rolled out and dedicated to nation in January,1964.
Transfer-of-Technology agreement signed with General Motors/ USA in
October,95 to manufacture state-of-the-art high traction AC-AC diesel
locomotives.
A flagship company of Indian Railways offering complete range of
flanking products in its area of operation.
State-of-the art Design and Manufacturing facility to manufacture more
than 150 locomotives per annum with wide range of related products viz.
components and sub-assemblies.
Unbeatable trail-blazing track record in providing cost-effective, eco-
friendly and reliable solutions to ever-increasing transportation needs for
over three decades.
Fully geared to meet specific transportation needs by putting Price-
Value-Technology equation perfectly right.
A large base of delighted customers among many countries viz. Sri
Lanka, Malaysia, Vietnam, Bangladesh, Tanzania to name a few, bearing
testimony to product leadership in its category.
SALIENT FEATURES
Annual production capacity 125 Locomotives
Annual turn-over (Rs) 5000 million
Total number of staff 7223
Workshop land 89 Hectares
Township area 211 Hectares
Covered area in shops 86300 Sq.m
Covered area of other service buildings 73700 Sq.m
Electrical power requirement 3468 KVA
(Average maximum demand)
Electrical energy consumption (units/year) 19.8 million
Stand by power generation capacity 3000 KW
ENVIRONMENT, HEALTH & SAFETY
Quality, Environment, Health & Safety management systems
DLW's Vision
"To be a world class Diesel Electrical Locomotive manufacturer”
DLW's Mission
We shall achieve our vision through continuous improvement in the areas of
Human Resource Development, Product Quality and Development of Buyer –
supplier partnership and team work with emphasis on core competence leading to
customer satisfaction and Business Excellence.
DLW's made integrated Quality, Environment, Health & Safety Policy
Diesel Locomotive Works is a Production Unit of Indian Railways, manufacturing Diesel-
electric Locomotives, Diesel Generating sets and their spares for Indian Railways, Non-
Railway Customers and exports.
We are committed to achieve excellence by:
Continual improvement of the Quality, Environmental and Health & Safety-at -work-
place performance.
Preventing pollution by all means including minimizing resource consumption and
waste generation using cleaner technologies, material substitution and process
changes.
Preventing all injuries and loss of property including environmental performance
through continuous safety inspections.
Striving for compliance with all applicable Environmental and Health & Safety
legislations.
Striving for “Right first time" and safe working practice through system improvement
and training.
Enhancing Customer Satisfaction through improvement in reliability and performance
of products.
Preventing all employees from occupational diseases and health hazards.
We shall:
Set objectives & targets and periodically monitor their progress through internal audit and
management review.
Communicate Quality, Environment and Health & Safety policy to the employees and to make it
available to the public on demand.
Periodically review our Quality, Environment and Health & Safety policy and
management systems for continuing suitability, adequacy and effectiveness.
Major events of the year 2011-12
Recertification audit of the three management systems viz ISO 9001 (Quality
Management. System), ISO 14001 (Environment Management system),& OHSAS
18001 (Occupational Health & Safety Management system), was successfully
conducted on three days (8th to 10th Dec 2011) by four external Auditors from M/s
NQA/QSR, New Delhi & valid up to Dec 2014.
Management meeting was conducted during May 2011, August 2011, October 2011
& January 2012.
Internal Audit conducted during Mar 2011, Jun 2011, Oct 2011 & Jan 2012.
Corrective action forum has been made more effective by involvement of more
Officers /Supervisors, regular conduct of meeting and follow-up.
IMPLEMENTATION OF VARIOUS ACTS AT DLW
1.WORKMEN’S COMPENSATION ACT- 1923
INTRODUCTION:
Industrialization and its repercussions Need for achieving social security Increase in number of accidents and occupational diseases Enactment of a law to provide financial protection to the workman and his dependants in case of accidents was felt. Passing of Bill on 5th March 1923. The coming into force of the Workmen Compensation Act, 1923 on 01.07.1924.
AIMS AND OBJECTIVES OF THE WC ACT.:
To grant social security to workman & his dependants To provide compensation for injuries due to accident To force the employer to provide adequate safety devices to workman To provide proper medical treatment to the injured workman in case of accidents To render industrial life more attractive and give a sense of security To improve the efficiency and skills of workman To safeguard the workman against any occupational disease caused to the working atmosphere.
APPLICABILITY OF THE ACT:
It extends to whole of India. The persons who come under the purview of the act are defined in Sec.2(1)(n) of the Act. Workman in Railways- Not permanently employed in any admn. Capacity or in sub-div. Office and otherwise than in clerical capacity and not employed in any capacity as specified in Schedule II of the Act. The Casual labour employed in Rlys. Are covered under the act. The Apprentices under going training in Rly. Workshops are covered under the act. The Supervisors in Rlys. Supervising the work of the workman covered under the WCA are also covered by the Act.
LIABILITY OF RLYS FOR COMPENSATION
Only those disablements exceeding 3 days.
Not liable in respect of injuries(except in case of death and permanent total disablement) attributable to- Workman being under drugs and drinks Willful disobedience of any order given to secure the safety of workmen. Willful removal or disregard of any safety guard or device provided for safety Liable for compensation to those workmen specified in Part A,B & C of Schedule III who contract occupational disease. Liability would arise only if there is an injury due to accident arising out of employment and should have arisen during the course of employment.
AMOUNT OF COMPENSATION:-
Death – 50% of monthly wages x Relevant factor or eighty thousand whichever is more Permanent total disablement – 60% of monthly wages x Relevant factor or ninety thousand whichever is more ( Maximum monthly wages is taken as Rs.4000/-) Permanent partial disablement – Compensation under PTD x percentage of loss of earning capacity. Temporary disablement(total or partial) – half monthly payment equal to 25% of monthly wages. Money spent on medical treatment is not a compensation. A sum of Rs.2000 shall be paid as funeral expenses. In case of default of payment of compensation within one month the Commissioner shall direct the employer to pay interest @ 12% or even at higher rate.
DEFINITION OF ACCIDENTS AND OCCUPATIONAL DISEASES:
ACCIDENT - Mishap or untoward incident that is not expected or designed and happens without the knowledge of the person involved with or without evidence and result in some injury either internal or external. Injury shall not be self-inflicted. Occupational diseases: Diseases or disorders resulting out of nature of work. I may be due to exposure to toxic materials in the workplace. The contraction of contagious diseases due to nature of work is also considered occupational diseases. Specials types of accidents and occupational diseases. Murder of a workman while on duty Death due to inhaling of poisonous gases Death due to heart attack due to strenuous work Death caused due to bite by an insect or a snake.
PRECAUTIONS TO BE TAKEN BY RLYS TO AVOID ACCIDENTS AND OCCUPATIONAL DISEASES.
Providing health, safety and welfare measures to all workmen. Frequent training to workman for acquiring skills for handling of machines and tools. Apprising the workman to observe safety measures while also outside the premises. Implementation of ISO all over Indian Railways. Improvement in job designing to avoid accidents. Provision for adequate health check up. Guidance to employees on stress management & yoga. Availability of a good grievance redressal machinery. Wages commensurate with work.
2. THE FATAL ACCIDENTS ACT, 1855
An Act to provide compensation to families for loss occasioned by the death of a person caused by actionable wrong.
Whereas no action or suit is now maintainable in any Court against a person who, By his wrongful act, neglect, or default, may have caused the death of another person, And it is oftentimes right and expedient that the wrong doer in such case should be Answerable in damages for the injury so caused by him. It is enacted as follows: -
1. Short title and extent. -
(1) This Act may be called the Fatal Accidents Act, 1855. (2) It extends to the whole of India except the State of Jammu and Kashmir.
1-A. Suit for compensation to the family of a person for loss occasioned to it by his
death by actionable wrong. -Whenever the death of a person shall be caused by wrongful act, neglect, or default, and the act, neglect or default is such as would (if death had not ensued) have entitled the party injured to maintain an action and recover damages in respect thereof, the party who would have been liable if death had not ensued, shall be liable to an action or suit for damages, notwithstanding the death of the person injured, and although the death shall have been caused under such circumstances amount in law to felony or other crime.
Every such action or suit shall be for the benefit of the wife, husband, parent and child, if any, of the person whose death shall have been so caused, and shall be brought by and in the name of the executor, administrator or representative of the person deceased,
And in every such action, the Court may give such damages as it may think proportioned to the loss resulting from such death to the parties respectively, for whom and for whose benefit such action shall be brought, and the amount so recovered, after deducting all costs and expenses, including the costs not recovered from the defendant, shall be divided amongst the before mentioned parties, or any of them, in such shares as the Court by its judgment or decree shall direct.
2. Not more than one suit to be brought. -Provided always that not more than one action or suit shall be brought for, and in respect of the same subject matter of complaint;
Claim for loss to estate may be added. -Provided that in any such action or suit the executor, administrator or representative of the deceased may insert a claim for, and recover any pecuniary loss to the estate of the deceased occasioned by such wrongful act, neglect or default, which sum, when recovered, shall be deemed part of the assets of the estate of the deceased.
3. Plaintiff shall deliver particulars, etc. - The plaint in any such action or suit shall
give a full particular of the person or persons for whom, or on whose behalf, such action or suit shall be brought, and of the nature of the claim in respect of which damages shall be sought to be recovered.
4. Interpretation clause. -The following words and expressions are intended to have the
meanings hereby assigned to them respectively, so far as such meanings are not excluded by the context or by the nature of the subject matter, that is to say the word person” shall apply to bodies politic and corporate; and the word “person” shall include father and mother, and grand-father and grand-mother; and the word “child” shall include son and daughter, and grand-son and grand-daughter, and step-son and step-daughter.
3. THE WATER (PREVENTION AND CONTROL OF POLLUTION) ACT, 1974
4. THE WATER (PREVENTION AND CONTROL OF POLLUTION) RULES, 1975
5. THE WATER (PREVENTION AND CONTROL OF POLLUTION) CESS ACT, 1977
6. THE WATER (PREVENTION AND CONTROL OF POLLUTION) CESS RULES, 1978
7. THE AIR (PREVENTION AND CONTROL OF POLLUTION) ACT, 1981
8.THE AIR (PREVENTION AND CONTROL OF POLLUTION) RULES, 1982
9. THE ENVIRONMENT PROTECTION ACT, 1986
10.THE ENVIRONMENT (PROTECTION) RULES, 1986
EMPLOYEES WELFARE & STAFF BENEFITS
Well –equipped modernized supported with state of the art facilities technical training center (TTC) is available.
10 PCs equipped computer lab along with requisite furniture made functional to impart basic computer training at TTC.
33 representatives from Non-Railway Customers (NRC) including Sudan/ Angola Railways (Foreign Railways) & NPCIL trained for the design, maintenance & operation of Diesel Locos/DG Sets supplied to them.
As per the QMS, EMS, OHMS procedure manual, awareness on ISO-9001 & 14001 and OHSAS-18001 training programs regularly organized.
Rs 1.5 crores of M&P proposed on replacement/additional account for upgradation of TTC.
Refresher, management, skill improvement & induction training programmes for promotion are regularly organized.
Industrial Relations
Staff council of 8 representatives is recognized as an advisory body. Regular, formal and informal meetings have ensured coordinal relations. Current Staff Council was elected in Dec. 2002.
Steps Taken for Improving Industrial Relations
Continuous dialogue with staff council and transparency in dealing with staff members.
Prompt redressal of grievances. Prompt promotions against vacancies.
Staff Welfare
A Homeopathy Dispensary started in DLW premises under the aegis of S.B.F. Self contained environment friendly Township sprawling over 211 hectares, with the
facilities of Market, banks and Post Offices. A park especially for children & cinema club with concessional ticket rates.
An ISO 9002 Certified And A Well Equipped Central Hospital With
A health unit in West Township and First Aid post in Workshop. 24 hour emergency service, fully equipped operation theatre. Dental Clinic, Pathology lab, Radiology, Ultrsound facility.
Good Educational Facilities
An Intermediate College Two Primary Schools A Central School A Convent School A Rajkiya Mahila Degree College
Welfare Activities Managed By Mahila Samiti Include
Bal Niketan School, tailoring, Drawing, Painting and Music Schools. Chetna- Vocational Training School for handicapped children. NIIT Computer Center
Sports Facilities
Lawn Tennis, basket Ball, Volley Ball, Badminton and Squash courts Cricket, Football, Hockey grounds. Swimming Pool of International standard Well Equipped Gymnasium.
STAFF BENEFIT FUND
1. At present, the orders relating to Staff Benefit Fund are contained in a number of office circulars/orders issued from time to time.
2. Staff Benefit Fund was established on the India Railways in 1931. Over the years, the Fund has grown in stature and on date, the following activities are financed out of the fund for the welfare of the Railway employees and their children:-
(i) General activities, viz., education, recreation, amusement, relief of distress, sickness and miscellaneous items;
(ii) Sports activities;
(iii) Scouts activities (iv) Recreational facilities to officers and supervisory staff.
(v) Indigenous systems of medicines, including homeopathy.
3. The Staff Benefit Fund is credited with: -
(a) Annual grant on the 1st of April of each financial year from the Railway Revenues on per capita basis based on the sanctioned strength—both permanent and temporary posts—as on 31st March, excluding the posts charged to capital on each Railway/ PU;
(b) All receipts from fines;
(c) all receipts from forfeited Provident Fund bonuses of non-gazetted employees;
(d) 50% of the expenditure incurred by the respective railways on the grant of scholarships for technical education of children of Railway employees during the preceding year.
4. The per capita contribution on to the Staff Benefit Fund in regard to the various activities referred to in para 2 above is Rs. 14.50 and its distribution has been fixed as follows: -
Rs. Rs.(1) General activities 8.25
(a) Education 2.50 (b) Recreation either than sports 2.00 (c) Relief of distress, sickness etc. 3.25 (d) Misc. 0.50 (e) Inter-Railway cultural competition 0.05
TOTAL: 8.25 (2) Sports activities 2.50(3) Scouts activities 1.00
(4) Recreational facilities to officers and supervisory staff 2.00(5) Indigenous system of medicines including Homoeopathy 0.75
TOTAL
14.50
5. The Staff Benefit Fund will be managed by a Committee comprising of official representatives and staff side represented by the two Recognized Unions.
The Central Staff Benefit Fund Committee at the headquarters will be presided over by the Chief Personnel Officer of the Railway who will be the Chairman. Other members of the Committee will be: -
(i) The Chief Medical Officer(ii) Chief Engineer (iii) Welfare officer to be nominated by the G.M. who will be the Secretary of the
Committee. (iv) Six members equally to be selected from the two unions.
The Divisional SBF committees will be presided over by the Sr. Divisional Personnel. Officer/ Divisional Personnel Officer. Besides the' Chairman, the Committee shall consist of the following:
(i) One officer to be nominated by the DRM; (ii) Two representatives from each Recognized Unions; and (iii) A Welfare Inspector nominated by the DRM who shall act as the Secretary.
The Divisional SBF Committee shall have power to allot funds for the various
activities specified, subject to the rules and limitations prescribed by the Central SBF committee at headquarters of the Railway.
Similar Committees may also be formed by the Production units/ Metro Railway/Railway Electrification/COFMOW.
6. Members to the SBF Committees should be elected in a manner considered suitable by the General Manager. A member of the Central SBF Committee or the Divisional SWi Committee will hold office for a period of one year unless he is removed by the General Manager or resigns himself. He is, however, eligible for re-nomination or election.
HRD
Human Resource Development (HRD) is a system of developing in a continuous and planned
way the competencies of individual. HRD as a theory is a framework for the expansion of
human capital within an organization through the development of both the organization and
the individual to achieve performance improvement. Adam Smith states, “The capacities of
individuals depended on their access to education”. The same statement applies to
organizations themselves, but it requires a much broader field to cover both areas.
Human Resource Development is the integrated use of training, organization, and career
development efforts to improve individual, group and organizational effectiveness. HRD
develops the key competencies that enable individuals in organizations to perform current
and future jobs through planned learning activities. Groups within organizations use HRD to
initiate and manage change. Also, HRD ensures a match between individual and
organizational needs.
Definition of HRD:-
HRD is a continuous process of enhancing the capability of human being and helping to
change their attitude to give result in an organization.
Leonard Nadler (1969) gives the name HRD first time. Those learning experience, which
organized for a specific time and designed to about impossibility of behavior, change.
HRD is bringing about changes that cause performance improvement both quantitatively and
qualitatively.
made up of several mutually dependant parts or subsystems such as procurement,
development, performance, etc.
HRD develops the competencies at four levels:-
At individual level:-Employees are made aware of expectation of other person about their roles so that that they improve their skills and attitude accordingly.
At dyadic level:-Stronger employer-employee relationship is developed by
developing in the two person more trust, mutuality and help.
At group Level:-Committees or Task group are made more effective by developing
collaboration in their inter group relationship.
At organization Level:-Development of competencies involves the development of
self-renewing mechanism in the organization, which enables it to adjust the changes
in the environment.
Pre- Requisites of HRD:-
Adequate infrastructure of the organization to provide facilities and opportunities.
HRD strategies of plant to prepare accounting to the required.
Management Commitment and involvement in the implementation of HRD plans.
Adequate human resource.
Education Level and standard of education.
Quality of development of a person should be maintained.
Balance and maintain in supply and demand of employees.
Regular and valid monitoring of progress and promotional policies, incentives
measures should revise regularly.
Adequate growth planning.
Positive role of government and training.
Sufficient time for development activities.
Proper organization culture and adequate opportunity and check on frequent mobility.
Note: DLW adopt these methodologies, hence it shows that DLW fully live in HRD climate
and culture.
Structure of DLW:-
See the organization chart of DLW fig.1
Org. chart of personal dept. of DLW:-
CPO is the HOD of ‘P’ branch, where P means personnel.
CPO
Dy CPO/HQ Dy CPO/General
SPO/HQ SPO/P.Bill
Staff Selection Pay Bill Sec. Recruitment Selection Leave Sec. D.A.R Selection Settlement Sec Ruling Section Law Sec.
Welfare Sec. Housing Sec.
Gazette Sec.
Fig 1. Organization part of Personnel dept
Works:-
Following types of different personnel work will be performed by different section in DLW.
(a) Staff Selection:-In the Staff Selection, maintain service book and entry all service record and also work for increment, promotion, transfer, selection and action implement award and reward entry only for class-III and class-IV.
(b) Recruitment Section:-In the recruitment section, main role appointment and making service book.
(c) Ruling Section:-Rules make by govt. and local bodies maintain and gave to concern dept.
(d) Settlement Section:-Retirement, Death, V/R (Voluntary Retirement), medically unfit such type of employees problem settle by these dept.
(e) Pass Section:-These section works like travelling pass (free pass), also privilege ticket order and 1/3rd price for actual rate of ticket.
(f) Gazette Section:-All matters of Group A & Group B type, deal’s by the help of this section.
RECRUITMENT
Railway means a railway, or any portion of a rail for the public carriage of passengers,
animals or goods and includes:
(a) All land within the fences or other boundary marks indicating the limits of the land
appurtenant to a railway.
(b) All lines or rails, siding or branches worked over for the purpose of, or in connection
with a railway.
(c) All stations, offices, warehouses, workshops, manufactories, fixed plant and
machinery and other works constructed for the purpose of or in connection with a
railway.
Railway Zones:-
Following are the different zones of Indian Railways and their Headquarters:
Name of the Zone Headquarter
Central Mumbai
Eastern Kolkata
Northern New Delhi
North-Eastern Gorakhpur
North-East Frontier Maligaon
Southern Chennai
South-Eastern Kolkata
Western Mumbai
Southern Central Secundrabad
North Central Allahabad
South Western Bangalore
East Central Hajipur
East Coast Bhubaneshwar
West Central Jabalpur
North Western Jaipur
Recruitment is the process of searching for prospective employees and stimulating them to
apply for jobs in the organization.It is often termed positive in that its objective is to increase
the selection ratio.
Railway Recruitment Board:-
Railway Recruitment Board are situated at Kolkata, Allahabad, Chennai, Mumbai,
Muzaffarpur, Guwahati, Chandigargh, Jammu-Srinagar and Danapur.
The board, after selection, nominates the candidates to the respective zonal railway for
appointment under this jurisdiction.
The jurisdiction of each RRB is as follows:
1. Railway Recruitment Board, Calcutta
(a) South Eastern railway.
(b) Chittaranjan Workshop.
2. Railway Recruitment Board, Allahabad
(a) Northern Railway
(b) Diesel Locomotive Workshop, Varanasi
3. Railway Recruitment Board, Chennai
(a) Southern railway
(b) Perumbur Coach Building Factory
4. Railway Recruitment Board, Mumbai
(a) Western Railway, Central railway.
(b) Solapur Division
5. Railway Recruitment Board, Muzaffarpur
(a) N.E.Railway
6. Railway Recruitment Board, Guwahati
(a) N.E.F. Railway
7. Railway Recruitment Board, Danapur
(a) Eastern Railway
8. Railway Recruitment Board, Chandigarh and Jammu-Srinagar
(a) Delhi-Ferozepur Divisions of North Railway.
Railway services are divided into 4 groups:-
Group A- (Class-I Service)
Group B- (Class-II Service)
Group C- (Class-III Service)
Group D- (Class-IV Service)
Recruitment to Group ‘A’ (Class-I Service)
Recruitment to Group A (Class-I service) including the special class apprentices
[transportation power and mechanical engineering] is made through (a) open competition
conducted by the UPSC and (b) by promotion/ selection of Group B officers.
Candidates recruiting under (a) above shall remain on probation for three years and during
this period shall undergo theoretical and practical training in Railways Staff College,
Vadodara, Zonal school as well as on the line. After successful completion of the training the
candidates will be given the charge of their posts.
Recruitment to Group ‘B’ (Class-II Service)
Recruitment to class-II service is made from amongst the serving Railway employees in
class-III service by the general managers. A selection board consisting of four heads of
department including C.P.O. and the head of department concerned is set up to recommend
the serving class-III (Group C) employees for promotion into class-II (Group B). In the case
of Medical Department, a Chief Medical Officer from another railway should be a member of
the Selection Board. 75% of the vacancies in class-II (Group B) in Traffic Transportation and
Commercial Department, Engineering Departments, Stores Departments as also Accounts
Departments will be filled by the process of selection as stated below and remaining 25% by
Limited Department Competitive Examination.
A model timetable for conducting selection, suggested by the Railway Board, is given
below:
Working out the vacancies for which a panel is to be formed: To be completed before
31st December of year.
Drawing up the integrated seniority list; To be completed before 31 st December of the
year.
Issuing a notice and circulation of the seniority list; Two weeks.
Written examination (after disposal of representation, if any): Four Weeks
Arranging a supplementary written examination to cater for absentees: two weeks
Arranging a viva-voce.
Arranging a supplementary viva-voce.
Pitting up finding of the selection board to the G.M. for approval
Publishing the panel.
Recruitment to Group ‘C’ (Class-III Service)
Recruitment to Group C (class-III service) are recruited either by direct recruitment or by
promotion from amongst serving Railway employees. Direct recruitment to group C (Class-
III) service is made through railway Recruitment Board which are situated at Calcutta,
Mumbai, Allahabad, Madras, Muzaffarpur, Guwahati, Danapur, Chandigarh & jammu
Srinagar. Such recruitment are made either for direct appointment to working posts, or
probationary staff or as apprentice.
The Recruitment board then invites the applications and selects the required number of
candidates by process of examination-cum-selection.
The general Manager or the Chief Personnel Officer may in special circumstances and for
reasons to be recorded in writing relax or modify rules regarding recruitment and training of
class-III staff in specific individual cases.
Physically handicapped persons as are considered suitable for appointments in Group C
categories may however be directly appointed by the Railway with the approval of Railway
Board.
The Ministry of railway had decided that all committees constituted for conducting
interviews of candidates for direct recruitment of Group C posts, consist of at least three
members; one whom should belong to SC/ST communities and another to the minority
communities.
Some important factors : All appointments will be made on probation for one year. For
trainees or apprentices appointed to a working post after the conclusion of
their training the probationary period commences on the date of such appointment. These are
some rules & regulations.
(a) No person may be appointed to railway service or sent to training school without the
production of a medical certificate.
(b) No person who has more than one wife living or who having a spouse, marries in any
case in which spouse shall be eligible for appointment to service.
(c) No woman whose marriage is void by reason of the husband having wife living at the
time of such marriage, shall be eligible for appointment to service provided the G.M.
may if satisfied that there are special grounds for so ordering.
Recruitment to Group ‘D’ (Class-IV Service)
These group employees excepting R.P.F staff are recruited locally by the railway
administration and the railway recruitment boards have nothing to do with the recruitment of
such staff-local selections are held to recruit Group D staff and the procedure adopted for
such selection is as under:
1. Recruitment is made at intervals of one year or two years.
2. The recruitment is done in the divisions, loco sheds, workshop, etc.
3. A notification in English and Hindi is issued therein full details regarding number of
vacancies, scale of pay, last date for receipt of applications with the given age limit 18
to 28 years.
4. The applications of the sons and dependants of railway employees as well as
applications from SC/ST candidates may be received direct & got registered in an
employment exchange.
5. The no. of candidates to be called for test/interview should normally be three to five
times the no. of vacancies to be filled.
6. The selection committee consists of three members-two of them are railway officers,
the third of the selection committee should be SC/ST officer of the same rank.
7. Appointments are offered according to the positions obtained in selection after the
character verification has been completed and the list of candidates should be pasted
on notice boards of the units of recruitment.
8. Physically handicapped persons can be employed by the railway administrations in
class-IV jobs without any approval of railway Board.
SELECTION
Selection is usually termed as elimination or process of rejection. In D.L.W following are the
selection posts:
1. There will be only two categories of Posts-‘Selection Post’ and ‘Non-Selection Posts’.
2. Selection Posts are posts, grades or classes which had been notified as such with the
approval of the Railway Board on the consideration that promotions to them are
required to be made on the basis of positive act of selection made with the help of
selection Boards, as per procedure prescribed for this purpose, from amongst the staff
eligible for selection.
3. The selection for promotion to a selection post shall be made primarily on the basis of
merit.
(paras 211 and 215 of IREM-1989, E.48 RC1/18/3 dated 21.11.1953)
Selection Procedure:-
Eligibility Condition:
1. The minimum period of service for eligibility for promotion within group C should be
two years in the immediate lower grade irrespective of whether the employees
belongs to reserved community or not.
2. Service for this purpose shall be the service actually rendered on the regular basis.
Service rendered on ad hoc basis shall however be taken into account for this purpose
if it is followed by regularization without break.
3. If a person is selected for and appointed in another cadre to a post in the same grade
as that held by him in his parent cadre and he has to seek further promotion in the new
cadre, he has to render two years services in the new cadre before being promoted
therein.
4. Two years service condition in the immediate lower grade is also applicable to local
officiating/ad hoc promotions against short-term vacancies.
Number of candidates to be called for consideration for
selection:
1. The no. of candidates to be called for group C selection should be equal to three times
the no. of assessed vacancies. In respect of SC/ST candidates also the number to be
called for selection shall be three times the number of vacancies reserved for them.
2. The senior most staff immediately belong the selection grade equal to three times the
no. of vacancies should be taken from the seniority list. Then their eligibility in
accordance with the conditions of service, qualification etc. should be checked,
wherever required.
1. Promotion: another class and from one group to another group.(para 211(1) of
IREM 1989)
2. A railway servant may be promoted to fill any post whether a selection post or a Non
selection post only if he is considered fit to perform the duties attached to the post.
The G.M. or the HOD or the DRM may prescribed the passing of specified
departmental or other tests as a condition Precedent to a railway servant being
considered fit to hold specified posts.
3. Unless specifically provided otherwise promotion shall be made without any regard or
racial consideration.
Promotion includes promotion from lower grade to higher grade, from on class to
Promotional Courses:
1. Promotion may be prescribed requisite promotional courses passing of which should
be precondition for further promotion to a grade in a cadre.
2. When employees are booked for promotional course, they should be relived
immediately.
3. No exemption should be give from passing a prescribed promotional course.
4. In case of posts for which ‘Promotional Course’ has been prescribed as pre requisite
condition to promotion, the employee may be allowed to avail of three chances to
pass the course at the cost of the Administration. More chances, if any allowed should
be at the cost of the employee himself.
