Internship report-human resource management-central railway workshop-mysore-by-mohan-kumar-g

J.S.S. Mahavidyapeetha

SRI JAYACHAMARAJENDRA COLLEGE OF ENGINEERING

Department of Mechanical Engineering Mysuru - 570006

An Autonomous Institution Affiliated to

Visvesvaraya Technological University

AND

CENTRAL WORKSHOP, MYSORE

South Western Railway, Ashokapuram,

Mysuru - 570008

Industrial Visit / Internship Report

on

“RAILWAY WORKSHOP MYSORE -

H.R.M. & WELFARE OF EMPLOYEES”

Submitted by

MOHAN KUMAR G.

4JC15MEM02

3rd Sem., Master of Technology

in Master of Engineering Management

Under the guidance of

Dr. T. Manjunatha

Associate Professor,

Dept. of Mechanical Engineering,

S.J.C.E., Mysuru.

Prasanna B. Watwe

Senior Section Engineer, Planning,

Central Workshop, S.W. Railway,

Mysuru.

November 2016

INDUSTRIAL TRAINING / INTERNSHIP PROGRAMME

INTERNAL MARKS

Shri. MOHAN KUMAR G., student of 3rd Semester M.Tech. in Master of

Engineering Management, Sri Jayachamarajendra College of Engineering, Mysuru,

bearing University Seat Number 4JC15MEM02 has been awarded the following marks

for his performance during his “Industrial Training / Internship Programme” for a period

of 2 months from 01/08/2016 to 30/09/2016 at Central Workshop, South Western

Railway, Ashokapuram, Mysuru.

He has concentrated on “Railway Workshop Mysore - H.R.M. & Welfare of

Employees” and presented this Report.

Name of the Evaluator : Signature

with Date and Organization Seal

Designation :

Sl.

No. Parameters Evaluated

Maximum

Marks

Marks

Awarded

1. Attendance

2. Interest shown

3. Performance and Understanding

4. Ability to go with others

Total

Marks Awarded In Words:

Total marks in Words:

LIST OF ABBREVIATIONS

Abbreviation

Stands for

AC Air Condition

ADEE Assistant Divisional Electrical Engineer

AMM Assistant Materials Manager

APE Assistant Production Engineer

AWM Assistant Works Manager

BG Broad Gauge

BSNL Bharat Sanchar Nigam Limited

BTC Basic Training Center

CMT Chemical and Metallurgical Lab

CNC Computer Numerical Control

CUG Closed User Group

CWM Chief Workshop Manager

Dy.CEE Deputy Chief Electrical Engineer

EOT Electrically Operated Tranship

GOI Government Of India

HRM Human Resource Management

JI Junior Instructor

JSS Jagadguru Sri Shivarathreeswara

KVA Kilo Volt Ampere

KW Kilo Watt

LHB Linke Hoffman Busch

MEM Master of Engineering Management

MG Metre Gauge

MTech Master of Technology

PCO Production Control Organisation

POH Periodic Over Hauling

QC Quality Control

RRB Railway Recruitment Board

SI Senior Instructor

Abbreviation Stands for

SIM Subscriber Identification Module

SJCE Sri Jayachamarajendra College of Engineering

SMM Senior. Materials Manager

Sr. AFA Senior Accounts & Financial Advisor

Sr. DMO Senior Divisional Medical Officer

SS Shop Schedule

SSE Senior Section Engineer

SW Railway South Western Railway

SWRMU South Western Railway Mazdoor Union

UPSC Union Public Service Commission

WM Works Manager

WPO Workshop Personnel Officer

XEN Divisional Engineer (HQ)

ACKNOWLEDGEMENT

A lot of Cauvery water has flown from K.R.S. dam to Tamilnadu, since I started

this Internship Programme and by the time of presenting this Report, a huge lot of Black

Money has been curbed in Indian Economy, by Demonetisation of high value notes.

This report of Industrial Visit / Internship Programme bears the imprint of many

persons who have helped me in many ways in completing this programme successfully. I

would like to convey my heart full gratitude to all of them.

I would like to take this opportunity for thankfulness to Dr. Syed Shakeeb Ur

Rahman, Principal, Sri JayaChamarajendra College of Engineering (S.J.C.E.), Mysore.

I like to express a deep sense of gratitude to beloved Dr. K. Chandrashekara,

Professor and Head, Department of Mechanical Engineering, S.J.C.E., Mysore, for

forwarding my letter of interest to take up Internship Programme at Central Workshop,

S.W. Railway, Mysore.

I am highly indebted to treasured Guide Dr. T. Manjunatha, Associate Professor,

Department of Mechanical Engineering, S.J.C.E., Mysore, for his guidance and constant

supervision as well as for providing needed information and support regarding this

Internship Programme and preparation of this Report which is in your hand now. He

always evinced keen interest in my work.

I would like to express my deepest gratefulness to Shri. Zaheer Ahmed Khan,

Technical Assistant to Chief Workshop Manager, Central Workshop, South Western

Railway, Ashokapuram, Mysore, for providing me an opportunity to step into the

Workshop and also he was the moving force by which I could meet and discuss the

required personnel in the Workshop and successfully fulfil this Internship Programme.

I have taken efforts in this Internship Programme. However, it would not have

been possible without the kind support and help of Shri. Prasanna B. Watwe, Senior

Section Engineer, Planning, Central Workshop, South Western Railway, Ashokapuram,

Mysuru. I also extend my heart full thanks to him.

I like to put it on paper my sincere thanks to Shri. K. M. Kesari, Junior Planner,

Planning Section, Central Workshop, South Western Railway, Ashokapuram, Mysuru, for

his guidance in the subject and technical knowledge which he provided, and without

which this task would have remained incomplete.

I would like to put on record my heartfelt gratitude to Shri. Ramnath G., Welfare

Inspector, Central Workshop, South Western Railway, Ashokapuram, Mysuru, for the

useful cooperation provided by him. His valuable suggestions and information was an

added source of asset to this Report.

I am extremely fortunate to having blessed with the benevolence of my parents,

who empowered me with lots of support, confidence, motivation and enlightened my

journey by clearing every hurdle which came in the way.

The satisfaction and euphoria that accompanies the successful completion of this

task will become total with thanking all those who have helped me directly or indirectly

towards the completion of this Internship Programme.

Mohan Kumar G.

3rd Sem., M.Tech. (M.E.M.)

SJCE, Mysuru.

CONTENTS

Chapter Title Pages

1. Need for Industrial Training 1 - 3

1.1 Need for Industrial Training / Internship Programme 1

1.2 In-Plant Training 1

1.3 General Objectives of Industrial Training 1

1.4 Methodologies for Data Collection 2

1.5 Objectives of My Internship Study 3

2. Railway Workshop, Mysuru 4-12

2.1 Brief history of Railway Workshop 4

2.2 Salient Features of Central Workshop, Mysuru 6

2.3 Organizational Chart of Central Workshop, Mysuru 8

2.4 Railway Workshops in India 9

2.5 Production Control Organisation in Railway Workshop 10

2.6 Working Hours, Attendance and Communication 10

3. Different Shops in Railway Workshop 13-26

3.1 Brief Account of Different Shops 13

4. HRM in Railway Workshop, Mysuru 27-40

4.1 Human Resource Management 27

4.2 Human Resource Planning 27

4.3 Recruitment and Selection 28

4.4 Induction and Training 31

4.5 Basic Training Centre in Railway Workshop 32

4.6 Performance Appraisal 34

4.7 Wage Determination 35

4.8 Pay Structure in Railways 36

4.9 Industrial Relations 39

4.10 S.W.R.M.U. 39

5. Welfare of Employees in Railway Workshop 41-53

5.1 Welfare of Employees 41

5.2 Employee Welfare Officer 42

5.3 Statutory Welfare Measures in Workshop 43

5.4 Non-Statutory Welfare Measures in Workshop 44

5.5 The Factories Act of 1948 50

5.6 The Employees‟ Provident Fund Act 1952 52

5.7 The Payment Of Gratuity Act, 1972 52

5.8 The Maternity Benefit Act, 1961 53

6. Suggestions and Conclusion 54-55

6.1 Suggestions for Future Developments 54

6.2 Lessons learnt 54

6.3 Conclusion 55

7. References 56

Internship Report on "Railway Workshop Mysore - H.R.M. & Welfare of Employees"

S.J.C.E., 3rd Sem. M.Tech. (M.E.M.) Page | 1

Chapter 1

NEED FOR INDUSTRIAL TRAINING

1.1 Need for Industrial Training / Internship Programme

According to WordWeb Dictionary, Intern means "An advanced student or

graduate gaining supervised practical experience." According to Oxford Dictionary,

Internship means " a period of time during which a student or new graduate gets practical

experience in a job, for example during the summer holiday/vacation."

An internship is an opportunity offered by an employer to potential employees,

called interns, to work at a firm for a fixed, limited period of time. Interns are usually

undergraduates or students, and most internships last for any length of time between one

week and 12 months.

1.2 In-Plant Training

In-plant training is a study of organization structure, system and process at

industry to get an exposure to the working culture of an organization and to enrich the

practical knowledge. In-plant training helps to study a problem in an industrial

perspective and submit the reports to the college/university. Training in the industry

provides the trainees with the opportunity to understand the problem and the method of

solving them. Such in-plant training will provide an industrial exposure as well as to

develop career in the high tech industrial requirements.

I have done my Internship/Industrial Training for two months at "Central

Workshop, South Western Railway, Ashokapuram, Mysuru". Here I have opted to focus

on the theme of “Railway Workshop Mysore - H.R.M. & Welfare of Employees”.

1.3 General Objectives of Industrial Training

To study the working culture of organization and to learn real life application of

management principles.

To relate the theoretical concepts learnt in the classroom to organization functioning.

To understand the formal and informal relationships in an industrial organization so as



to promote favourable human relations and teamwork.

To understand the functions and responsibilities of different departments.

To study the efforts of organization especially with respect to Human Relations

Management to provide the Welfare facilities to Employees.

To study the industry profile, history of the organization, past performance of the

organization.

To learn the safety practices in the industry and to develop a sense of responsibility

towards society.

1.4 Methodologies for Data Collection

In the 2 months' of Industrial Training, I have followed few methods to gather

sufficient information for this report. The main source of information was gathered

through interviews with particular employees and managers. They were very

approachable and aided me in providing information and knowledge.

Next, discussion method was also used to gather information. I discussed with the

staffs on certain task that I was not sure and they helped me by explaining briefly about

their job description and also about the organization.

Apart from that, observation method was used to gather information. I observed

how the task is carried out, how the staffs interact among themselves, how the working

culture is practiced, how the relationship between the manager and the employees is and

the how the working environment is.

1.4.1 Primary Data:

Primary data was collected through formal interviews with supervisory grade

personnel and Managers/Welfare Officers.

Opinion and suggestions were collected from sample respondents interviewed at the

company.

1.4.2 Secondary Data:

Secondary data was collected from various sources like,



Brochures

Circulars

Annual reports

Through internet

1.5 Objectives of My Internship Study

The Primary Objective of my study was :

1. To know about the basic profile of the organisation, Central Workshop, South

Western Railway, Mysuru.

2. To have a basic understanding of the Human Resource Management in Central

Workshop, South Western Railway, Mysuru.

3. To learn about the Employee Welfare measures being implemented in Central

Workshop, South Western Railway, Mysuru.



Chapter 2

RAILWAY WORKSHOP, MYSURU

2.1 Brief history of Railway Workshop

The Railway Workshop at Mysuru was established as a base workshop of the

erstwhile Mysore State Railway in 1924. Consequent to the transfer of few sections

like Bangalore – Harihar and Yeshvanthapur– Hindupur to the State Railways, the

workshop was expanded to the present form in 1938 with the task of maintaining the

MG Rolling stock in the then undivided Mysore and Guntakal Divisions. With the

formation of integrated Southern Railway in 1951, this workshop became part of

Southern Railway.

Progressive dieselisation of the MG sections coupled with the policy of uni-

gauge contributed to the steady decline of MG load arising. The legacy of “Skill and

dedication” of the Mysore workshops was not destined to be abruptly reduced to

redundancy. A proposal for converting this shop into BG was sanctioned in the year

1992-93 at a cost of Rs.721.12 lakhs. BG coach POH (Periodic Over Hauling) was

started in this workshop from August 1994 onwards.

Fig. 2.1 Historic and Present views of Railway Workshop, Mysuru.



Now to add a feather on the cap, this workshop has been nominated for carrying

out SS-1, SS-2 and SS-3 Schedules for the LHB coaches, which were started from Nov-

2012 onwards. Mysuru Railway Workshop is now equipped to undertake POH of 60

Non AC & 10 AC BG coaches with capacities to feed the requisite spares not only to

the workshop but also to Mysore and Bangalore Divisions.

The activities have steadily increased like POH of MG Steam Locomotives,

Coaches and wagons. The Peak POH work load was of the order of 8.0 Steam

Locomotives, 62.5 units of MG coaches and 257 MG wagons units per month. The peak

staff strength of this workshop was in the order of 2800 during the peak out turn period.

Mysore workshop has obtained ISO 9001-2000 quality system standards

certificate during January 2004 from the bureau of Indian standards and ISO 14001

environment management system certificate during February 2003 from the British

standard institute, London. The workshop became the first repair workshop to obtain

OHSAS 18001 for occupational health and safety during January 2005 from Indian

register quality system, Mumbai.

Fig. 2.2 Image showing the Main Gate of Central Workshops, S.W. Railway, Mysuru



2.2 Salient Features of Central Workshop, Mysuru

The below table gives a picture of salient features of Central Workshop, Mysuru.

Total Area 1,01,171 sq m.

Covered Area 30, 565 Sq m.

No. of M&P‟s 250

No. of EOT Cranes 12

Total Connected load K.W 5283

Contract demand in K.V.A 800

No. of Shops 15

Total Employees sanction 1902

Outlay per annum

(BE for 2016-17)

Mech. 133.00 Crores

Elect. 26.20 Crores

Total 159.20 Crores

Labour Charges 73.70 Crores

Material charges 72.00 Crores

Miscellaneous charges 10.00 Crores

Average water consumption /month 58 Lakhs ltrs.

Average Electricity consumption per month 70,556 units

POH Target /

Year

(2016-17)

Non AC coaches 780

AC coaches 120

Total 900

Unit Repairs

cost

(2015-16)

POH -Non AC Rs. 9,39,580/-

Corrosion Repair – Non

AC

Rs. 11,01,430/-

POH – AC

(Roof Mounted)

Rs. 16,74,720/-

Average Man

Hours/coach

(2015-16)

POH-Non AC 3192 M.hrs.

Corrosion Repair-Non

AC

3964 M.hrs.

POH-AC

(Roof Mounted)

4474 M.hrs.

Average repair

days

Non AC 17.90

AC 21.59

AC(LHB) 24.36

Table 2.1 Salient features of Central Workshop, Mysuru



2.2.1 Main Activities of Mysore Workshop

POH of AC Coaches and Non AC Coaches

IOH of AC and Non AC coaches

Shop Schedule 1 (18 months), SS 2 (36 months), SS 3 (72 months) attention of

LHB Coaches

2.2.2 Other Activities of Mysore Workshop

o Manufacturing of Composite Brake Blocks

o Manufacturing of Toy trains

o Maintenance of Machinery and plant of Mysore Division, Bangalore Division and

KJM Shed

o Manufacturing of assorted components for divisions

o Certification of safety wire ropes of Mysore division, Bangalore division & KJM shed

Fig. 2.3 Composite brake blocks and Toy Trains manufactured in Workshop, Mysuru.

Fig. 2.4 Image showing the Main Entrance of Central Workshops, S.W. Railway, Mysuru



2.3 Organizational Chart of Central Workshop, Mysuru

Fig. 2.5 Hierarchical Organisational Chart of Central Workshop, Mysuru.

2.3.1 Snapshot of Work Force at Central Workshop, Mysuru

Table 2.2 Staff Statistics of Central Workshop, Mysuru as on July 2016

Category Sanctioned Actual Vacancy

Mechanical, Electrical and Personnel Departments

Supervisors 182 130 52

Artisan 1570 1492 78

Canteen 11 12 -1

Ministerial

(PB & NPB) 103 76 27

(BTC, CMT &

Drawing) 19 10 09

Gr D, Typist & Steno 17 12 05

Total 1902 1732 170

Accounts Dept.

Supervisors 18 12 6

Staff 44 32 12

Total 62 44 18

Stores Dept.

Supervisors 34 31 03

Staff 170 152 18

Total 204 183 21



2.4 Railway Workshops in India

Sl. No. Name of Workshops Railway

1 Kurduwadi

Central 2 Matunga

3 Parel

4 Jamalpur

Eastern 5 Kanchrapara

6 Lilluah

7 Samastipur East Central

8 Mancheswar East Coast

9 Alambagh

Northern

10 Amritsar

11 Charbagh

12 Jagadhari

13 Kalka

14 Jhansi North Central

15 Gorakhpur

North Eastern 16 Izatnagar

17 Dibrugarh

Northeast Frontier 18 New Bongaigaon

19 Tindharia

20 Ajmer (Carriage)

North Western 21 Ajmer (Loco)

22 Bikaner

23 Jodhpur

24 Golden Rock

Southern 25 Perambur (Carriage and Wagons)

26 Perambur (Loco)

27 Lallaguda

South Central 28 Tirupati

29 Guntapalli

30 Kharagpur South Eastern

31 Raipur

Southeast Central 32 Nagpur

33 Hubli

South western 34 Mysore

35 Bhavnagar

Western

36 Dahod

37 Junagarh

38 Parel

39 Mahalaxmi

40 Pratapnagar

41 Bhopal

West Central 42 Kota

Table 2.3 List of Railway Workshops in India

http://www.indianrailways.gov.in/railwayboard/uploads/directorate/mech_engg_pu/downloads/workshop/kurduwadi.pdf

http://www.indianrailways.gov.in/railwayboard/uploads/directorate/mech_engg_pu/downloads/workshop/matunga.pdf

http://www.indianrailways.gov.in/railwayboard/uploads/directorate/mech_engg_pu/downloads/workshop/parel.pdf

http://www.indianrailways.gov.in/railwayboard/uploads/directorate/mech_engg_pu/downloads/workshop/jamalpur.pdf

http://www.indianrailways.gov.in/railwayboard/uploads/directorate/mech_engg_pu/downloads/workshop/kanchapara.pdf

http://www.indianrailways.gov.in/railwayboard/uploads/directorate/mech_engg_pu/downloads/workshop/liluah.pdf

http://www.indianrailways.gov.in/railwayboard/uploads/directorate/mech_engg_pu/downloads/workshop/samastipur.pdf

http://www.indianrailways.gov.in/railwayboard/uploads/directorate/mech_engg_pu/downloads/workshop/mancheswar.pdf

http://www.indianrailways.gov.in/railwayboard/uploads/directorate/mech_engg_pu/downloads/workshop/alambagh.pdf

http://www.indianrailways.gov.in/railwayboard/uploads/directorate/mech_engg_pu/downloads/workshop/amritsar.pdf

http://www.indianrailways.gov.in/railwayboard/uploads/directorate/mech_engg_pu/downloads/workshop/charbagh.pdf

http://www.indianrailways.gov.in/railwayboard/uploads/directorate/mech_engg_pu/downloads/workshop/jagadhri.pdf

http://www.indianrailways.gov.in/railwayboard/uploads/directorate/mech_engg_pu/downloads/workshop/kalka.pdf

http://www.indianrailways.gov.in/railwayboard/uploads/directorate/mech_engg_pu/downloads/workshop/jhansi.pdf

http://www.indianrailways.gov.in/railwayboard/uploads/directorate/mech_engg_pu/downloads/workshop/gorakhpur.pdf

http://www.indianrailways.gov.in/railwayboard/uploads/directorate/mech_engg_pu/downloads/workshop/izatnagar.pdf

http://www.indianrailways.gov.in/railwayboard/uploads/directorate/mech_engg_pu/downloads/workshop/dibrugagh.pdf

http://www.indianrailways.gov.in/railwayboard/uploads/directorate/mech_engg_pu/downloads/workshop/bongaigaon.pdf

http://www.indianrailways.gov.in/railwayboard/uploads/directorate/mech_engg_pu/downloads/workshop/tindharia.pdf

http://www.indianrailways.gov.in/railwayboard/uploads/directorate/mech_engg_pu/downloads/workshop/ajmer.pdf

http://www.indianrailways.gov.in/railwayboard/uploads/directorate/mech_engg_pu/downloads/workshop/ajmer.pdf

http://www.indianrailways.gov.in/railwayboard/uploads/directorate/mech_engg_pu/downloads/workshop/bikaner.pdf

http://www.indianrailways.gov.in/railwayboard/uploads/directorate/mech_engg_pu/downloads/workshop/jodhpur.pdf

http://www.indianrailways.gov.in/railwayboard/uploads/directorate/mech_engg_pu/downloads/workshop/goldenrock.pdf

http://www.indianrailways.gov.in/railwayboard/uploads/directorate/mech_engg_pu/downloads/workshop/perumbur.pdf

http://www.indianrailways.gov.in/railwayboard/uploads/directorate/mech_engg_pu/downloads/workshop/perumbur.pdf

http://www.indianrailways.gov.in/railwayboard/uploads/directorate/mech_engg_pu/downloads/workshop/lallagura.pdf

http://www.indianrailways.gov.in/railwayboard/uploads/directorate/mech_engg_pu/downloads/workshop/tirupati.pdf

http://www.indianrailways.gov.in/railwayboard/uploads/directorate/mech_engg_pu/downloads/workshop/guntapalli.pdf

http://www.indianrailways.gov.in/railwayboard/uploads/directorate/mech_engg_pu/downloads/workshop/kharagpur.pdf

http://www.indianrailways.gov.in/railwayboard/uploads/directorate/mech_engg_pu/downloads/workshop/raipur.pdf

http://www.indianrailways.gov.in/railwayboard/uploads/directorate/mech_engg_pu/downloads/workshop/hubli.pdf

http://www.indianrailways.gov.in/railwayboard/uploads/directorate/mech_engg_pu/downloads/workshop/mysore.pdf

http://www.indianrailways.gov.in/railwayboard/uploads/directorate/mech_engg_pu/downloads/workshop/bhavnagar.pdf

http://www.indianrailways.gov.in/railwayboard/uploads/directorate/mech_engg_pu/downloads/workshop/dahod.pdf

http://www.indianrailways.gov.in/railwayboard/uploads/directorate/mech_engg_pu/downloads/workshop/bhavnagar.pdf

http://www.indianrailways.gov.in/railwayboard/uploads/directorate/mech_engg_pu/downloads/workshop/parel.pdf

http://www.indianrailways.gov.in/railwayboard/uploads/directorate/mech_engg_pu/downloads/workshop/mahalaxmi.pdf

http://www.indianrailways.gov.in/railwayboard/uploads/directorate/mech_engg_pu/downloads/workshop/pratapnagar.pdf

http://www.indianrailways.gov.in/railwayboard/uploads/directorate/mech_engg_pu/downloads/workshop/bhopal.pdf

http://www.indianrailways.gov.in/railwayboard/uploads/directorate/mech_engg_pu/downloads/workshop/kota.pdf



2.5 Production Control Organisation in Railway Workshop

To ensure the stringent Quality Control and Progress monitoring, there is a

separate Production Control Organisation (PCO) wing. Under this PCO, there is a

Progress division, Planning division and Inspection division.

Progress division deals with the chasing of the Targets set. Type of material

required, What are the materials required and quality of materials required, procurement

of materials etc will be done by this Progress division.

Planning division deals with Estimates, fixing of rates for works, Time Study,

Job Study etc will be done.

Inspection division has an eagle eye over the Q.C. of all the production done in

every dept. Every job has be to inspected and certified by this Inspection Division.

Central PHR is also performing this work. Neutral Train Examiners are also having

vigilant eyes on the jobs done. These people are recruited by Central Govt. and have an

unbiased Q.C.

Q.C. dept. also assesses the wastages and do condemnation of old and obsolete

machineries / materials. Ultra Sonic testing of wheels is conducted, as it will show clearly

any cracks inside the wheels of Trains, which can't be seen by naked eyes. Also a CMT

Laboratory is there where they will certify the materials.

2.6 Working Hours, Attendance and Communication

2.6.1 Working Hours and Attendance System

In Central Workshop, Mysuru, the working hours are as follows:

a) Office / Ministerial Staff :- Duty : 9:30am to 5pm

Lunch : 1:00pm to 1:30pm

For Ministerial / Office staff, the attendance method is to put their signature in the

attendance Registers provided in their respective offices.

b) Workshop / Technical Staff :- Duty : 7:00am to 4:30pm

Break : 11:30am to 1:00pm



Gate attendance facility is provided for Workshop / Technical staff to put their

duty attendance. Here they use Punching system. Every day personnel should punch for 4

times during working hours. One during entry to duty at 7:00am, then again while exit for

Break / Lunch at 11:30am, and again while coming back to work after lunch at 1:00pm

and finally during exit from duty at 4:30pm.

Every shop has got its own punching clock and booth and the respective staff

should punch their duty timings there. One witnessing charge man will be there and One

Time Officer will be present to ensure proper attendance of the employees.

2.6.2 Communication System

For general purpose communication, workshop employees use Telephones by way

of Intercom. For Communicating with paper works with other offices and Head Quarters,

they use Fax machines.

For communication between employees/officers/different sections of workshop,

they have Intranet facility, in which they use Outlook Express software for efficient

communication within organization by sending e-mails. Also other than this, the

employees use other e-mail applications like GMail, Yahoo Mail etc., for communication.

If some accidents takes place or if some material defects due to material handling,

then to communicate that, they take Photographs and Videos to inform to higher

authorities and to analyzing the mishaps.

Mobile phone handsets are provided to all the Supervisors by Railway Department

for communication during working hours in working place. SIM by BSNL is also

provided for this with CUG (closed user group) facility. This is very useful for personnel

doing works in Railway Tracks, Engines and Trains so that they can communicate freely

without wasting time and resources.

2.6.3 Meetings

Daily meetings at 8:30 am will be done where officers will discuss and decide the

day's works to be done or daily production targets to be achieved, and problems to be

overcome.

Again Monthly target meetings will be held, so that they are in control of Annual



Targets, and they can compensate/make up any lag in works. There they will discuss the

reasons for lagging such as material problems or labour shortage etc, and how to

overcome those deficiencies and how to push up the lagging works and attain the

predetermined target levels. Also many other meetings are conducted, depending upon

the subject and importance or any contingencies.

Even meetings with the Labour Organizations/ Trade Unions will be held. Here

certain grievances of employees will be heard through Trade Unions, and their Demands

will be noted and later officers in liaison with Trade Unions Leaders will come to a

concluding Offers.



Chapter 3

DIFFERENT SHOPS IN RAILWAY WORKSHOP

3.1 Brief Account of Different Shops

Railway Workshop, Mysuru has the following 15 Shops. Let us have a brief

understanding of what activities are undertaken in each shop, so that we will be having a

good idea of what activities / processes happens inside Central Railway Workshop.

1. Machine shop (MS)

2. Wheel shop (WS)

3. Bogie repair shop (BRS)

4. Carriage lift shop (CLS)

5. Spring shop (SS)

6. Composite brake block shop (CBB)

7. Air brake shop (ABS)

8. Heavy corrosion repair shop (HCR)

9. Trimming shop (TS)

10. Paint shop (PS)

11. AC Coach shop (ACC)

12. Coach body repair shop (CBR)

13. Welding shop (WS)

14. Smithy shop (SS)

15. Mill Wright shop (MWS)

3.1.1 Machine Shop

Activities undertaken in Machine Shop are:

Toy Train components manufacturing.

Bogie repair components manufacturing



Wheel components repair & manufacturing

Air brake components manufacturing

Heavy corrosion repair components manufacturing

Water Tank Reconditioning

Brake Beam Reconditioning

Plunger Reconditioning

Lower Spring Seat Reconditioning

IOH (Intermediate Over Hauling) of BG Coaches

3.1.2 Wheel Shop

Fig. 3.1 Figure showing the laying of Sleeper, Rails and Alignment of Axle on Rails.

Wheel discs are mounted on the wheel seat of the axle. Tapering of wheels is

provided for the easy movement of wheel set on rails without slipping.

Activities undertaken in Wheel Shop are:

Axle turning using CNC axle turning lathe.

Boring of wheel disc using vertical turret lathe.

Detection of cracks and flaws using ultra sonic testing.

Pressing of wheels in to axle using hydraulic wheel press.

Turning of wheel sets using HYT wheel lathe.



Condemning of wheel below the limit of standard.

Reconditioning of bearing

3.1.3 Bogie Repair Shop

Fig. 3.2 Image showing a Bogie assembly of Train

Activities undertaken in Bogie Repair Shop are:

Washing of bogie

De-wheeling

Bolster reconditioning

Stripping of primary & secondary suspension

Assembly of above parts after reconditioning

Attachment of wheels to bogie frame

3.1.4 Carriage Lift Shop

Activities undertaken in Carriage Lift Shop are:

Inspection of coach is done by the inspection department before bringing it to the CL

shop.

Carriage is lifted with the help of EOT (Electrically Operated Traverse) and it is

placed on supporting stand.

Bogie is dismantled from carriage and sent to the BR shop and Each parts assembled

with bogie are dismantled and sent to their respective departments.

ICF coach Bogie



3.1.5 Spring Shop

The spring section is of 12.5m x 12.5m square area. The majority of shop floor

(9m x 8.5m) area is occupied for the testing activity. This is comprised of a Load

Deflection Test Machine. The load testing is done by a modified compression testing

machine which hydraulically operated, is used to measure the deflection of a spring.

There is a temporary storage space where painted and colour coded springs are

kept. Tagging of the grouped springs is also done in this area of Spring shop.

Activities undertaken in Spring Shop are:

Dismantling

Shot Blasting

Magnaflux Crack Detection

Load Test

Tagging

Painting

Coding

Fig. 3.3 Image showing Coil springs of Train

3.1.6 Composite Brake Block Shop

Central railway workshop, Mysore; is the only workshop where the composite

brake block is manufactured in India. Composite brake block are used in braking system

and they are manufactured in CBB shop.



Fig. 3.4 Image showing Composite Brake Blocks of Train

3.1.7 Air Brake Shop

The brake system in which compressed air is used in the brake cylinder for the

application of brake is called air brake.

There are two types of Air Brakes, namely:

1. Direct release (Mainly used on American Rail Road)

2. Graduated Release (Used on Indian Railways)

In Graduated Release system the brake cylinder pressure can be reduced gradually

in steps in proportion to the increase in brake pipe pressure.

3.1.7.1 The Passenger Emergency alarm system:

From childhood we were very curious whenever we read the sentence "To Stop

Train Pull Chain" written under the Passenger Emergency Alarm System, which is

provided at strategic points in most of the compartments of trains. Now let us give some

time to understand its basic operation.

The Passenger Emergency Alarm system has mainly the following parts.

1. Passenger emergency alarm valve ( PEAV )

2. Passenger emergency alarm signal device (PEASD)

The passenger emergency alarm valve consists of a spring loaded hollow piston

fitted with a check valve at the bottom. It has also got a control chamber at the bottom of

the piston and a brake pipe chamber at the top of the piston. A 4mm diameter exhaust port

is provided at the bottom of the valve to release the air from main brake pipe. The brake



pipe chamber available at the top of the piston is connected with the PEASD through

branch pipes.

Fig. 3.5 Image showing the Working principle of Passenger Emergency Alarm System

The PEASD consists of a pilot valve which can be operated by pulling the chain

by the Passenger. It is also provided with two numbers of exhaust ports to facilitate the

removal of air from the top of the piston (Brake pipe chamber) by pulling the chain.

Fig. 3.6 Image showing the actual Passenger Emergency Alarm System in a Train

Exhaust



3.1.8 Heavy Corrosion Repair Shop

Onset of corrosion is indicated by flaking of paints, flaking of metal, pitting and

rusting. Components like sole bar, trough floor etc, which are not visible from both sides,

should be examined by tapping with a spiked hammer.

Fig. 3.7 Image showing a highly corroded Coach of a train

Shell members and locations prone to corrosion can be classified into two

categories viz. Vulnerable' and 'not so vulnerable'. Though all parts of the coach are to be

periodically inspected to ensure that there is no corrosion on any of the members,

particular attention should be paid to members and locations categorized as 'vulnerable'.

3.1.9 Trimming Shop (Seats & Berths)

In Trimming Shop, this kind of Procedure is followed for product identification

and traceability. Coach number painted on the carriage identifies all the coaches coming

in for painting. Though all the berths and seats in coaches are freely interchangeable with

in the same coach it is not practiced for easy and quicker fitment after repair.

Fig. 3.8 Image showing the seats and berths in a train



The berth and seats are identified where ever necessary with their irrespective

coach number and seat position using chalk or paint in-order to assemble them back to

original coach at original position.

The various activities involved in Trimming Shop and its flow are shown in the below

flow chart.

Fig. 3.9 Flow chart showing the various activities in Trimming Shop



3.1.10 Paint Shop

The various activities involved in Paint Shop for overhauling of coaches after the

receipt of coaches from CBR are:

Pre-survey, Washing, Surface preparation, undercoating (interior), Finishing

(interior), floor painting, applying putty (exterior), Flatting and exterior painting with

finish coat, Marking stenciling and lettering, touch-up painting, inspection and dispatch.

Fig. 3.10 Image showing the Painting activity in the Paint Shop

3.1.11 AC Coach Shop

In AC Coach shop, the periodic overhauling (POH) is carried out in following sections

1. Alternator (25KW) and regulator testing section

2. Regulator POH section

3. Pre-cooling transformer POH section.

4. Roof mounted packing unit.

5. AC coach glass section.

6. Battery POH



There are two types of AC Coaches, namely:

Under slung AC coaches

Roof mounted package unit (RMPU)

Fig. 3.11 Image showing the AC coaches in a Train

3.1.11.1 Generation of electrical energy in AC coaches:

The alternators are mounted on the wheel axles. When the wheels are moving,

mechanical energy is produced. This energy which is produced in the alternator is supplied to the

regulator.

The energy will be in the form of AC that is 415 V. the regulator converts this alternating

current into direct current. One more direct current is supplied from the pre-cooling transformer.

Both the DCs are fed into the power panel. The so obtained direct current is used for fans and

lighting purpose.

3.1.12 Carriage Body Repair Shop

The various activities involved in overhauling of carriage body and its flow are shown in

the below flow chart.



Fig. 3.12 Flow chart showing the various activities in Carriage Body Repair Shop

3.1.13 Welding Shop

The various activities carried out in welding shop are:

Profile cutting, carbon-di-oxide welding, gas cutting, Arc welding, marking,



grinding, drilling, De-burring. All these processes are carried out in a controlled

condition.

For welding, copper coated mild steel wire with carbon-di-oxide is utilized.

The various components that are welded in this shop are Brake head, brake beam,

equalizing stay, BSS hanger, BSS hanger block, alternator, scroll iron, Dash pit guide,

anchor link, aluminium water tank.

Aluminium water tanks are welded using argon gas. Rest of the components are

welded using the mixture of argon, carbon-di-oxide & oxygen. Argon shield gases are

used which will improve the quality of weld.

The various activities involved in Welding Shop and its flow are shown in the below flow

chart.

Fig. 3.13 Flow chart showing the various activities in Welding Shop

3.1.14 Smithy Shop

The smithy shop is the place where the various parts of coaches and other equipment are

forged into required shape and size.

The smithy shop consists of huge power hammer, forge and blower for transmitting air

for combustion.

Smithy/forging is the metal forming operation in which the metal is heated to its plastic

state and it is drawn into required shape and size by the application of sudden force using hammer

manually or by using power hammers.

In smithy shop, different varieties of forges are found where the metal to be shaped is

heated to the temperature. In smithy shop, lot of precaution is necessary because the metals are



worked at very high temperature and is very dangerous to worker. In smithy shop various types

anvils, tongs are used for working.

Fig. 3.14 Image showing a activity in Smith Shop

3.1.15 Mill Wright Shop

The Mill Wright shop is concerned with the maintenance of machine, air compressors,

vacuum exhauster plants, pumps, blowers, EOT cranes, hoists, fork lifters, platform trucks, road

cranes, Lorries of all shops.

The various activities carried out in this shop are:

1. Programmed replacement and disposal.

2. Plant maintenance system.

3. Preventive maintenance of M&P shops/divisions.

4. EOT crane and BD crane maintenance shop/divisions.

5. Internal transport maintenance.

6. Plant, spare, budget control, stores.

7. Reconditioning of machinery.



8. M&P information.

9. M&P installation.

10. General Service, distribution of water to shop and colony, scrap disposal.

11. Weighing machine. Shop out of rolling stock.

12. Yard shunting, shop out of rolling stock.

13. Development activities.

14. Maintenance of ETP



Chapter 4

HUMAN RESOURCE MANAGEMENT

IN RAILWAY WORKSHOP, MYSURU

4.1 Human Resource Management

“HRM is concerned with the most effective use of people to achieve

organizational and individual goals. It is the way of managing people at work, so that they

give their best to the organization.” - Invancevich and Glueck

The 5 M‟s in Production are Men, Material, Machine, Mission and Money. Of all

these factors People or Human Resource is the vital and most essential factor in the

process of production. It is the central resource of an organization and all other factors of

production revolve around the same. The success of an organization depends on the

quality of manpower it possesses. All the other factors remain dead or unutilized in the

absence of „Human‟ factor in the organization. Therefore human resource is considered to

be the most important and significant factor for the production of utility goods and

services needed by the society. The beauty of the human brain has made to fulfill the

endless wants of individual in the modern era. Hence, management of „Human factor‟ for

an organization is the key issue. Human resource management is defined as management

functions that helps manager‟s recruit, select, train and develop members for an

organization.

4.2 Human Resource Planning

Human Resource Planning also called as manpower planning process is a broad

concept which involves issues on preparing plans for hiring human resources at the time

of organizational need. Various authors have forwarded their views on HRP, illustrated as

under:

Dale S. Beach. “It is a process for determining and assuring the Organization to

have an adequate number of qualified persons, available at the proper times, performing

jobs which meet the needs of the enterprise and which provide satisfaction for the

individuals involved.”

Macbeth. „Manpower planning involves two stages. The first stage is concerned



with the detailed planning of manpower requirements for all types and levels of

employees throughout the period of the plan. The second stage is concerned with

planning of manpower supplies to provide the organization with the right type of people

from all sources to meet the planned requirements.”

Fig. 4.1 Image showing the Process of Human Resource Planning

4.3 Recruitment and Selection

Recruitment Selection

1. Recruitment refers to the process of

identifying and encouraging prospective

employees to apply for jobs.

2. Recruitment is said to be positive in

its approach as it seeks to attract as

many candidates as possible.

1. Selection is concerned with picking up the

right candidates from a pool of applicants.

2. Selection on the other hand is negative in its

application in as much as it seeks to eliminate as

many unqualified applicants as possible in order

to identify the right candidates.

Table 4.1 Difference between Recruitment and Selection



4.3.1 RECRUITMENT

Railway Recruitment Board (RRB) is an organization that conducts the complete

recruitment procedure for the talented and dynamic job searchers to do the job in this

sector. RRB and RRC is mainly involved in Recruitment of Group B, C and D posts.

Group „A‟

Group „A‟ officers are recruited through UPSC and are placed in various

organised services of the Railways such as IRPS, IRTS, IRAS, IRSE, IRSME, IRSS,

IRSSE, IRSEE, IRMS etc.

Some officers are recruited directly as special class apprentices. They are then

imparted training in Railway Training Centre at Jamalpur. This mode of recruitment is

restricted to Mechanical Department only.

Group „B‟

The recruitment to Group „B‟ service is made through selections from the eligible

Group „C‟ employees. 70% of the assessed vacancies are filled by regular selection and

30% of the vacancies are filled by LDCE.

Group „C‟

Railway Recruitment Board makes majority of the recruitment to Group „C‟.

Normally such recruitments are made to initial grades. Recruitment is also made by GM

on Compassionate Grounds, Handicapped / Cultural/ Sports / Scouts quota, SC/ST special

drive, etc.

Group „D‟

The recruitment to Group „D‟ is made by empanelling the eligible casual

labourers, substitutes and by recruitment through RRB. Appointments to Group „D‟ is

also made on Compassionate Grounds, Handicapped / Cultural/ Sports / Scouts quota,

SC/ST special drive, etc.

4.3.2 General conditions

There is a standing order by Railway Department that 1% of labour should be

reduced every year, as they are adopting and increasing the usage of latest world class and

state of the art technology available. So to make-up this, personnel will be trained with



multi-skills and proper and efficient utilisation and management of available man power.

and by controlling the absenteeism. Providing employees with certain advanced tools and

techniques, so that they can do the same work with ease and less time efficiently and with

less wastage/rejection. Nowadays many CNC machines are imparted as an initiative to

use latest technology. By this the labour shortage can be overcome.

Minimum qualification for any employee in Railways is S.S.L.C. for Group D

posts. But if it is based on Compensatory Grounds, without even SSLC, then they will be

given posts as Lashkar or Peon.

Direct recruitments to Group C posts are made through RRBs. RRB makes

recruitment on local/regional or All India basis. Regional/ local recruitment is resorted for

recruitment to lower grade posts for which RRB or respective Railway Administration

issues notifications in English/Hindi/regional language as decided. All India basis

recruitment is resorted for higher grade posts for which notification is to be issued in all

leading newspapers.

Notification of RRB is normally issued during May/June. A time limit of at least

6 weeks is allowed from the date of advertisement for submitting applications. In the

notifications conditions regarding scheme of examination, scale of pay, qualification, age,

number of vacancies, training, stipend etc., are shown. Application forms of RRB are in

English and Hindi.

The Nodal RRB in every Railway makes recruitment for ex-servicemen and for

Group „D‟ services.

4.3.3 SELECTION

Reservation as prescribed is followed for recruitment of SC/ST/OBC candidates.

3% of vacancies on identified categories are reserved for physically handicapped

employees. A reservation of 20% of vacancies in Group D and 10% of vacancies in

Group C posts are provided for Ex-servicemen. Normal age limit for recruitment is 18 to

25 years and 18 to 28 years for Group D and Group C posts respectively. Age relaxation

by 5 years is allowed for SC/ST and by 3 years for OBC candidates. Serving

Government employees also enjoy age relaxation. The age of the candidate is reckoned at

the time of applying and is not considered at the time of joining.



A candidate, who has more than one wife living, is not eligible for appointment.

A person who is not able to declare his age should not be appointed in Railways. While

entering the date of birth the source or authority is also to be entered.

Candidates recruited are sent for medical examination before directing them for

job or training. Different Medical classifications are prescribed in the Medical Manual

for the purpose of Medical examination. All appointments are on probation for two years.

The probationary period commences from the date of regular appointment and not from

the date of training.

Testimonials are verified at the time of interview and also at the time of joining.

SC/ST candidate failing to produce community certificates are appointed provisionally.

Their services are liable for termination, if they do not produce the community certificate

within the time allowed.

4.4 Induction and Training

Once an employee is selected and placed on an appropriate job, the process of

familiarizing him with the job and the organization is known as Induction. Induction is

the process of receiving and welcoming an employee when he first joins the company and

giving him basic information he needs to settle down quickly and happily and stars work.

Induction is designed to achieve following objectives, namely: To help the new

comer to overcome his shyness and overcome his nervousness in meeting new people in a

new environment and to give new comer necessary information such as location of a cafe,

rest period etc. Induction also helps in building new employee confidence in the

organization.

It also helps in reducing labour turnover and absenteeism and to develop among

the new comer a sense of belonging and loyalty to the organization. Induction helps to

build up a two-way channel of communication between management and workers and

facilitates informal relation and team work among employee.

Training means “process of teaching new knowledge and skills to perform their

job effectively.” According to Dale S Beach, – “Training is the organized procedure by

which people learn new knowledge and skills for definite purpose.” There are various

methods of training, which can be divided in to cognitive and behavioural methods.



4.4.1 Computer Based Training

With the worldwide expansion of companies and changing technologies, the

demands for knowledge and skilled employees have increased more than ever, which in

turn, is putting pressure on HR department to provide training at lower costs. Many

organizations are now implementing CBT as an alternative to classroom based training to

accomplish those goals.

4.5 Basic Training Centre (BTC) in Railway Workshop, Mysuru.

The aim of any industrial concern is to obtain the effective utility of human efforts

in a most efficient way. To achieve this it is essential to have a systematic training

organisation called “Basic Training Centre”. The main object of this organisation is to

see that all the employees are being imparted training according their need, so that

planned activities are carried out with qualified staff and ensure the quality of the system.

This organisation is under the control of Assistant Production Engineer and is integrated

scheme consisting of three main sections.

4.5.1 Organisation Chart Of Basic Training Centre

Fig. 4.2 Image showing the hierarchical organisation structure of BTC

Training needs of employees are obtained from shop in-charges. Based on this the

SI/BTC prepares the annual training calendar for different training‟s and circulates to all

the shops so that the in-charges can depute their staff to attend the training at BTC.



The following training programmes are conducted in BTC, Mysuru:

1. Act Apprentice Training

2. GOI Trainees Training

3. Technician III Training

4. Ex servicemen Training

5. Basic fitting

6. Measuring instruments

7. Reading of drawing

8. Safety awareness

9. Fire fighting

10. First aid

11. Basic electricity

12. Basics of welding

13. Heat treatment

For Technical departments, the minimum qualification is I.T.I. or Diploma.

Training at different levels are done. For lower grade levels, Training is at Central

Workshop Mysuru itself in "Basic Training Center" only for fresher with S.S.L.C. and

I.T.I. as their education. Also later some candidates will be absorbed into service of

Railways, depending upon the personnel requirement. Other candidates will be having

better trained, skilled knowledge and they can pursue their own enterprise in their lives,

as this is a certified course provided by Govt. Of India initiative. They can go in search of

job opportunities with this certification/skill.

Certain rehabilitation course for ex-servicemen is also given in Basic Training

centre. For them also employment is provided in Workshop as per the requirement. Also

they will be provided with Certificate for the Training/Skill imparted.

For Diploma and B.E. educated candidates, Supervisors Training Centre, at

Bengaluru conducts the training.

For Managerial/Supervisory levels RRB appointed employees, before inducting

them to job, they will be well trained at Supervisors Training Centre and also in Electrical



Training Institute,Chennai,where they undergo thorough training for 12 months.

Advanced training for Supervisors will be provided by Staff Training College in

Bengaluru, such as Basic Computer Skills, where they will be imparted training regarding

usage of computer, MS Word, Excel, Powerpoint, Access, Internet usage, etc. Then for

"Cost Study", the training will be provided in Hyderabad.

For technical staff, training like "Advanced Welding Technologies" will be given

batch by batch. Also to get multi-skilled knowledge, they will be given training in other

fields, other than their basic field of education. For example, if there is an employee with

I.T.I. Turner, then he will be provided with opportunity of additional training with

Welding or with Fitting or Electrician and so on, so that they will be multi-skilled

personnel and this is very useful in efficiently managing the labour shortage problems and

also in achieving the production targets easily. This is also useful to overcome problems

like Retirement of a skilled employee or in any accidents of a skilled labour, then the

other employee with multi-skilled will be used to compensate this temporarily.

4.6 Performance Appraisal

In simple terms, performance appraisal may be understood as assessment or

measurement of an individual‟s performance in systematic way. The performance being

measured against such factors as job knowledge, quality and quantity of output, initiative,

leadership abilities, supervision, dependability, cooperation, judgment, versatility, health

and like.

4.6.1 Objectives of Performance Appraisal

The main purposes of performance appraisal are as follows:

1. It acts as a base for promotion process.

2. To confirm the job of a probationary employee.

3. To access the training need of the employees.

4. To decide on the issue of necessary pay rise.

5. To set a minimum benchmark of standard performance at work.

6. To let the employee know about their work progress and present level of performance.



7. To improve the communication process in an organization.

8. To evaluate the effectiveness of human resource process like recruitment, selection,

training and transfer.

9. To build healthy competition in the workplace by creating a competitive base or

standard among employees.

10. To evaluate the employees from the organizational view point and their improvement

in work.

4.6.2 Methods of Performance Appraisal

There are a number of methods available to measure the employee‟s performance.

These methods can be broadly classified into

a. Traditional methods and

b. Modern methods

As Central Workshop, Mysuru, is a Central Government organisation, the

Promotion/Demotion/Disciplinary actions are as per Central Govt. Rules. Promotions are

also given to employees according to the time period and experience.

Eligible Group „B‟ officers are also regularly placed in Group „A‟ in accordance

with the prescribed percentage after they are selected by a Departmental Promotional

Committee, which includes an UPSC member.

4.7 Wage Determination

No organization can expect to attract and attain qualified and motivated

employees unless it pays them fair remuneration. Employee remuneration therefore

influences vitally the growth and profitability of the company. Wages and salaries have

significant influence on our distribution of income, consumption, savings, employment

and prices. Thus employee remuneration is a very significant issue from the viewpoint of

employers, employees and the nation as whole.

As Central Workshop, Mysuru, is a Central Government organisation, the Wage

determination is done by Government of India, as per Central Government Rules, and

under the purview of Department of Indian Railways.



4.8 Pay Structure in Railways

Revised Pay Structure for Posts in Group 'A', 'B', 'C', & 'D' as per Ministry of

Railways, Government of India. (according to the recommendation of 7th Central Pay

Commission) is as follows with Pay Band 1 through Pay Band 4, starting Pay Band as

Rs. 5,200-20,200 and so on and also within each Pay Band, posts are again sub divided

into different Levels, and also corresponding Grade Pays.

The respective Entry Pay (EP) is the initial Pay which a personnel will receive

when he joins the service as his 1st month salary. The Pay includes "EP+GP", i.e., Pay

means Entry Pay + Grade Pay correspondingly to the Level in which the staff is placed in

the Pay Band.

Index is the multiplying factor, which one should use to arrive at the new salary

fixation as per the 7th Central Pay Commission. The index / multiplying factor should be

multiplied with the recent old Pay as on 01.01.2016, which a person was drawing, and the

new Pay is fixed to the nearest Amount arrived by such calculation. Then the New Pay is

fixed at that corresponding Level for the respective staff.

For Example, if we consider an S.S.E. who was having a Old Pay of Rs. 25,000

will have New Pay fixation at Rs. 66,000 in Level 7 with using 2.62 as the multiplying

factor / index. (Rs. 25,000 x 2.62 = Rs. 65,500. So new pay fixation is to the nearest Rs.

66,000 as giving in Level 7 and Sl. No. 14 as shown in the table given in next page).

The following table shows some of the examples of posts with their placement of

Grade Pay, Pay Band, EP and Level and also with Basic Pay.

Name of the Posts Level Pay Band Grade

Pay

Entry

Pay

Basic Pay

Rs.

Helper / Khalasi 1 5,200 - 20,200 1,800 7,000 8,800

Technician III 2 5,200 - 20,200 1,900 7,730 9,630

Junior Clerk / Tech. II 3 5,200 - 20,200 2,000 8,460 10,460

Senior Clerk / Tech. I 5 5,200 - 20,200 2,800 11,360 14,160

Office Suptd. / J.E. 6 9,300 - 34,800 4,200 13,500 17,700

Chief O.S. / S.S.E. 7 9,300 - 34,800 4,600 17,140 21,740

The Gross Salary will be arrived at by adding appropriate D.A., H.R.A., and other

allowances to the Basic Pay, as applicable to different posts and different working places.



The Pay Structure in Indian Railways, as per the latest 7th Central Pay

Commission recommendation and also approved by Ministry of Railways, is as shown in

the below given Table:

Group C posts come under from Levels 1-9, and Group B posts are under Levels

10-12 with Pay Band of Rs. 15,600-39,100. Then Group A officers are placed under Pay

Band of Rs. 37,400 - 67,000 from Levels 13 and above.



Table 4.2 Showing the Pay Structure of Employees in Railway Department



4.9 Industrial Relations

The relationship between the employers and employees and trade unions is called

Industrial Relations. Harmonious relationship is necessary for both the employers and

employees to safeguard the interests of both the parties of production.

The main concepts of industrial relations are

1. Preservation and promotion of economic interest of workers along with social interest.

2. Peace and productivity goes hand in hand hence attempt to reduce industrial dispute

and promote peace is a necessity.

3. Employer employee relation should be made healthy and growing.

4. Running of the industry, day to day work should be made more democratic with

increasing workers participation.

5. Producing products at a very competitive price so that country can promote export and

our economy can improve.

6. Bringing mental revolution in management.

4.9.1 Causes of industrial unrest in India

Causes of industrial unrest in India can be classified mainly under four heads they are

1) Financial Aspects

2) Non-financial aspects

3) Administrators Causes

4) Government and political pressures

5) Other causes of strained relations

4.10 S.W.R.M.U.

The South Western Railway Mazdoor Union (SWRMU) registered under

No.ALC/HBL/RGN-01/2003. The SWRMU was formed with the inclusion of re-

organised Hubli Division from South Central Railway and Bangalore & Mysore

Divisions of Southern Railway.



Fig. 4.3 Office of S.W.R.M.U. in Mysuru

The SWRMU is established under the Trade Union Act, 1926. The new zone of

South Western Railway was formed by the Govt. of India & Ministry of Railways in the

year 2003. The SWRMU is affiliated to All India Railwaymen Federation (AIRF), New

Delhi, Hind Mazdoor Sabha (HMS) New Delhi & International Transport

Federation(ITF).

The SWRMU which is affiliated to AIRF is controlling the Indian Railways being

the largest Federation in Indian Railways. The SWRMU is functioning for welfare of

Railwaymen, particularly for SWR Railwaymen. In the year 2003 the SWR started

functioning with staff strength of 33,000 and at present 41,000 employees are working in

entire SWR.

This union is not only controlling the Railwaymen but also the contract labour‟s

working under this railway. This union is working as a Single Trade Union in this

Railway on the basis of Secret Ballot -2013 conducted by Govt. of India & Ministry of

Railways. No other trade union exist in this Railway.

4.10.1 Aims & Objectives of SWRMU

1. To organize the employees of the South Western Railway and to regulate their

relations with their employers

2. To promote, protect, improve and safeguard the rights, interests, status and privileges

of the South Western Railway employees by all recognized Trade Union

3. methods.

4. To promote economic, social, culture and political interests of the employees in

alliance with the rest of the working class. To promote friendly feeling and foster a

5. spirit of brotherhood, solidarity and co-operation amongst the Railwaymen.

6. To improve efficiency of the railway services.

7. To take part in any democratic and socialist movement for the general advancement

of the working class.



Chapter 5

WELFARE OF EMPLOYEES IN RAILWAY WORKSHOP

5.1 Welfare of Employees

According to The Oxford Dictionary, Employee Welfare means "Efforts to make

life worth living for worker." Employee Welfare is an important facet of Human

Resource Management, the extra dimension, giving satisfaction to the worker in a way

which even a good wage cannot. The workers in industry cannot cope with the pace of

modern life with minimum sustenance amenities. He needs an added stimulus to keep

body and soul together. Employers have also realized the importance of their role in

providing these extra amenities. Employee welfare, though it has been proved to

contribute to efficiency in production, is expensive. Each employer depending on his

priorities gives varying degrees of importance to labour welfare.

Welfare facilities are designed to take care of the wellbeing of the employees, they

do not generally result in any monetary benefit to the employees. These facilities are not

provided by employers alone. Governmental and non-governmental agencies and trade

unions too, contribute towards employee welfare.

Employee welfare is a comprehensive term including various services, benefits

and facilities offered to employees by the employer. Through such generous fringe

benefits the employer makes the life worth living for employees. The welfare amenities

are extended in addition to normal wages and other economic rewards available to

employees as per the legal provisions. The basic purpose of employee welfare is to enrich

the life of the employees and keep them happy and contended.

The concept of welfare can be approached from various angles. Welfare has been

described as a total concept. It is a desirable state of existence involving for certain

components of welfare, such a health, food, clothing, and housing, medical assistance,

insurance, education, recreation. Job security, and so on.

The constituents of labour welfare included working hours, working conditions,

safety, industrial health insurance, workmen‟s compensation, provident funds, gratuity,

pensions, protection against indebtedness, industrial housing, restrooms, canteens,

crèches, wash places, toilet facilities, lunches, cinemas, theatres, music, reading rooms,



holiday rooms, workers‟ education, co-operative stores, excursions, playgrounds, and

scholarships and other help for education of employees‟ children and so on.

5.1.1 Objectives of Employee Welfare

To give expression to philanthropic and paternalistic feelings.

To win over employee‟s loyalty and increase their morale.

To combat trade unionism and socialist ideas.

To build up stable labour force, to reduce labour turnover and absenteeism.

To develop efficiency and productivity among workers.

To save oneself from heavy taxes on surplus profits.

To earn goodwill and enhance public image.

To reduce the threat of further government intervention.

To make recruitment more effective (because these benefits add to job appeal).

5.2 Employee Welfare Officer

Section 49 of the Factories Act, 1948 provides that in every factory wherein 500

or more workers are ordinarily employed the employer shall appoint at least one welfare

officer. In Central Workshop, Mysuru, there are 2 Employee Welfare Officers at present.

The main duties of Employee Welfare Officers are:

Supervision

Counselling workers

Advising management

Establishing liaison with workers

Working with management and workers to improve productivity.

Working with outside public to secure proper enforcement of various acts.

5.2.1 Types of Welfare Services

The types of welfare services are as follows



* Intramural: - These are provided within the organization like:

1. Canteen

2. Rest rooms

3. Crèches

4. Uniform etc.

* Extramural: - These are provided outside the organization, like

1. Housing

2. Education

3. Child welfare

4. Leave travel facilities

5. Interest free loans

6. Workers cooperative stores

7. Vocational guidance etc.

5.3 Statutory Welfare Measures in Railway Workshop, Mysuru

1) Maternity and Adoption Leave

Leave facilities like Maternity leaves of 180 days for female employees during

pregnancy and special C.L. of 15 days as Paternity leave for male employees, during for

their 2 live children. Female Employees can also avail maternity or adoption leaves.

2) Anti-Harassment Policy

To protect employees from harassments of any kind, guidelines are provided for

proper action and also for protecting the aggrieved employee.

3) Safety of Employees

Inside the Railway Workshop, there is a "Safety Cell". The Safety inspector is

available to ensure the safety of employees, and he is in charge of providing employees

with proper usage of safety tools and equipments and good practices to be followed.

Every year workshop technical personnel will be provided with hand gloves, safety

goggles, shoes, safety helmets etc.

First aid appliances are provided and readily assessable for employees, so that in

case of any minor accident initial medication can be provided to the needed employee.



Fire extinguishers are located at strategic points inside every dept. of workshop.

Also Fire Engines are always vigilant and ready 24 hours a day in tackle any emergency

fire. Also fire routes are provided to be followed in case of any emergency. Also

employees are imparted with short term training of Fire fighting in an emergency on how

to handle/use the fire extinguishers and how to safely come out of any fire place and so

on.

5.4 Non Statutory Welfare Measures in Railway Workshop, Mysuru

Many non statutory welfare schemes that are implemented in Central Workshop,

South Western Railway, Ashokapuram, Mysuru are:

1) Personal Health Care (Regular medical check-ups)

Railway Health Unit is setup, for health check-up of employees inside the campus

itself. Railway hospital at Vontikoppal, Mysore, with 40 bed capacity, is at service to

safeguard health of railway employees and also their dependents can avail the medical

facilities.

Fig. 5.1 Railway Hospital at Vontikoppal, Mysuru

For higher treatments/facilities, Railway Department have tie ups with other

Specialized hospitals in Mysore city like Vikram Hospital, J.S.S. Hospital, Cancer

Hospital and so on. Any employee who is in dire need of higher treatment, will be

directed to these specialized hospitals and their medical facility charges will be borne by



Railway Department itself.

Especially for heart related diseases/surgeries, they have their own Railway

Hospital in Perambur, Tamil Nadu. Especially for Neurological related diseases/surgeries,

they have tie up with NIMHANS, Bangalore.

And for some special / rare diseases, some special Medical fund is also provided

for employees.

2) Mental Wellness Programs

In addition to the above mentioned Personal health Care programs, there is also a

provision of physical and mental wellness programmes like Yoga, which is also regularly

taught here at campus.

3) Medi-claim Insurance Scheme

This insurance scheme provides adequate insurance coverage of employees for

expenses related to hospitalization due to illness, disease or injury or pregnancy. Around

350 employees have been motivated to come under this insurance cover.

4) Employee Assistance Programs

Various assistant programs are arranged like external counselling service so that

employees or members of their immediate family can get counselling on various matters.

giving counselling to women employees for aiding women employees to successfully

come out of any depression or problems facing in duty or other problems in life etc.,

Also Stress Mgmt. programmes will be organized by calling professionals in this

field.

5) Kalyana Mantapam

There is a Kalyana Mantapa, called as "Railway Samudaaya Bhavana", started in

the year 2006. A Mantapa has been fabricated out of released materials for Railway

samudhaya bhavan. The interior has been repainted and provided with fancy electrical

fittings and focus lights. Paver blocks are being laid in the foreground of bhavan. A 15

KVA generator has been installed to avoid inconvenience during power cuts.

This will be offered to employees for any functions such as marriages, with very

nominal amount of money. On an average, around 4 to 5 functions takes place in this

Railway Samudaaya Bhavana per month.



Fig. 5.2 Railway Samudaaya Bhavana

6) Employee's Quarters

Quarters are provided for Employees, so that they can live very nearby to

Workshop and also give their best in efficiency in working. There are 4 types of quarters

provided for different grades of officers, supervisory staff and technical staff in

Ashokapuram, very next to Workshop campus. In total, there are 100 such quarters

provided for employees/officers.

Fig. 5.3 View of a Type 1 Quarters for Lower Level Employees as Helper/Khalasi



Fig. 5.4 Type 4 Quarters for Officers Level, very near to Workshop Campus

Type 1 Quarters for Lower Level Employees, such as Helper/Khalasi

Type 2 Quarters for Medium Level Employees, such as Jr. Clerk, Technicians

Type 3 Quarters for Supervisors/Engineers, such as J.E., S.S.E. etc.

Type 4 Quarters for Officers level.

7) Staff Benefit Fund

There is a provision of Staff Benefit Fund, governed by central staff fund

committee, at Hubli head quarters. The funds will be given by Railway Board to Hubli

HQ and it is locally administered by Railway Officers.

Rs. 800 will be given to this fund per employee per year by Railway Board. All

permanent railway employees are covered under this scheme.

Under staff benefit fund, these are facilities/offers advanced to employees:

1) Technical scholarship : scholarship for the children of officers of railways, who

are studying in higher education like B.E., M.Tech., M.B.A., etc., Recently in the year

2015-16, 94 wards of railway employees have got Rs. 18,000 as Technical Scholarship.

2) For children of lower grade employees, this scholarship is offered not only for



higher education, but also for any degree like B.A., M.A., etc.,

3) Grants given for employees in case of sick, to assist his livelihood,

4) If an employee expires on duty, then temporarily at that time funds assistance

will be offered. And later, on compensatory grounds, employment will be given to any

adult member of that expired employee.

Other than this, there will be special grants like for purchase of

equipments/apparatus to canteen facilities in railway workshops.

In addition to these, there is a provision of "Children Education Assistance"

facility for the children of Railway Workshop employees.

8) Educational Support

There is a Govt. school, inside the campus, which caters to the children of

employees and for children of general public outside. The Higher Primary school from

class 5 to class 7, consists of 95 children. The High School from class 8 to class 10,

consists of 130 children. Both follow Kannada as the medium of instruction.

Fig. 5.5 Govt. Schools inside the Railway Workshop Campus

9) Library Facility

Another feather in Central Railway Workshop campus is, Library and Books

reading facility is available. Also a "Book Bank" is there, where there is availability of

around 100 books related to Higher educational books, Technical Books, Medicine Books

etc., Employees can borrow books from here to themselves or to their wards for higher

education like M.Tech., M.B.A., M.B.B.S., etc.,



10) Canteen Facility

There is a provision of Canteen facility, next to Govt. High School inside the

Railway Workshop campus. This is managed by the Employees of Railway Workshop

itself, with an advisory committee headed by Personnel Manager. This canteen caters to

the food needs of the Employees during their breakfast and lunch hours, where hygienic

and nutritious food is provided at very nominal cost.

Fig. 5.6 Railway Workshop Canteen Facilities

Around 250-300 employees have their daily Breakfast from this canteen for just

Rs. 20 each. Also for Lunch around 100 members will be present on an average daily, and

it costs just Rs. 25 each. Around 300-400 pieces of Snacks and Tea/Coffee will be

delivered to the work place itself for just Rs. 5 each, for refreshment of employees.

This canteen is run on "No Profit, No Loss" basis. Management and Workers are

from Railway Workshop itself and hence such low price is possible to cater.

11) Railway Recreation Club

There is a provision of Railway institute and Railway Recreation Club for

employees, inside Central Railway Workshop, Ashokapuram, Mysuru campus itself. Here

Gym facility is available with Heavy duty multi gym stations-04 Nos. for men and Light

duty multi gym stations-01 No. for women & children.

Also a shuttle badminton playing court is located inside the premises. Other

indoor games such as Carrom, Chess, etc are also provided for recreation of employees

during their free time. All the permanent railway employees are members of this club.



12) Women Empowerment

There are in total 150 women employees are working in Central Workshop,

Mysuru in offices/workshop in different cadres. Funds/Grants will be given so that, some

camps will be organised especially for women employees for their empowerment. Also

Health related programmes and camps will be conducted to make employees health

awareness improve. Doctors will be brought to impart Health checkups and also Yoga

and stress mgmt. programmes are conducted. Cholesterol, B.P., Diabetes, Bone Density

Test etc. are also conducted often.

Also to get refreshed from their stressful duty, 'Holiday Camps' are conducted

frequently for women employees. Places like Delhi, Wagah Border, Amritsar, Agra and

Mathura are visited during these holiday camps. Recently Twenty five women

participated in this kind of programme. In addition to this, A Children‟s camp was also

conducted at Wonderla ( water park at Bidadi ) in the month of May-2016.

13) Grievance Redressal

Provision for grievance redressal is also provided for each and every employees in

Railway workshop. To redress from any grievance, employee should first contact

"Welfare Inspector", (Central Railway Workshop is having 2 welfare inspectors) or they

can contact concerned Chief office Superintendent.

Also recently a website for online Grievance redressal for railway employees was

launched by Railway Minister by its portal name, "Nivaaran" and solution will be given

through online itself.

5.5 The Factories Act of 1948

The Factories Act is meant to provide protection to the workers from being

exploited by the greedy business employments and provides for the improvement of

working conditions within the factory premises. The main function of this act is to look

after the welfare of the workers, to protect the workers from exploitations and unhygienic

working conditions, to provide safety measures and to ensure social justice.

Sections 11 to 20 of the Factories Act, 1948 deals with Health of employees.

Section 11: Cleanliness



At Railway Workshop, Mysuru, priority is given to have a Clean environment.

They have given proper instructions for all employees regarding the Cleanliness of the

working environment.

Section 12: Disposal of wastes and effluents

Proper arrangments are made to dispose off the wastes from the workshop. Old

and obsolete machines, instruments etc are condemned and sold off by auction.

Section 13: Providing proper ventilation and maintaining proper temperature

Railway Workshop is having a vast campus which covers an area of 1,01,171 sq.

mtr. and has good planned workshop departments, with good and proper ventilation and

Mysuru is by nature have proper and cool weather thereby giving good comfortable

temperature at working place.

Section 14: Removal of Dust and fume

Proper care is taken for the removal of Dust and Fume

Section 15: Providing artificial humidification

There is no need for artificial humidification at Mysuru workshop, as the nature

itself has comfortable humidity at working place. But even though, there is a provision of

artificial humidification, if needed.

Section 16: No Overcrowding

Mysore Railway Workshop is having a very vast campus which covers an area of

1,01,171 sq mtr. and the overall actual strength of staff working here is only 1,959 in all

departments. So there is no overcrowding.

Adequate changing rooms are provided for workers to change their cloth in the

workshop area and office premises. Adequate number of pigeon lockers are also provided

to the workers to keep their clothes and belongings.

Section 17: Proper Lighting

Mysore Railway Workshop is having a very vast campus which covers an area of

1,01,171 sq. mtr. and all departments and workshops are constructed well planned and so

there is no deficiency of proper lighting.

Section 18: Providing pure Drinking water



At all the workshops and offices inside the campus, there is a provision of safe

and hygienic drinking water provided.

Section 19: Providing Latrines and urinals

A sufficient number of latrines and urinals are provided in the offices and

workshops premises and are also maintained in a neat and clean condition. Adequate

numbers of restrooms are provided to the workers with provisions of water supply, wash

basins, toilets, bathrooms, etc.

Adequate washing places such as bathrooms, wash basins with tap and tap on the

stand pipe are provided in the port area in the vicinity of the work places.

Section 20: Providing Spittoon

A sufficient number of Spittoons are provided in convenient places in the offices

and workshops premises and are also maintained well.

5.6 The Employees‟ Provident Fund Act 1952

The purpose of this Act: An Act to provide for the institution of Provident Funds,

pension funds and deposit linked fund for employees in factories and other

establishments. Contributions of 10% of the wages are paid by the employer and another

10% by the employees. This amount is deposited with the government which pays an

interest. This Act also now has provisions for pension scheme.

Benefits: The act has made schemes for 3 types of benefits, provident fund, family

pension and deposit linked insurance. Family pension is payable to the widow or widower

up to the date of death or re-marriage whichever is earlier. In the absence of the widow or

the widower it is payable to the eldest surviving unmarried daughter until she attains the

age of 21 years or marries whichever is earlier.

Source of Funds: Here both the employer and the employee are required to contribute

the provident fund every month at 8.33% of the basic wages, dearness allowance and

retaining allowance. An employee can make a larger contribution up to 10% but there is

no compulsion for the employer to make a matching contribution.

5.7 The Payment Of Gratuity Act, 1972

Purpose of the Act: An act to provide for scheme for the payment of gratuity to

employees engaged in factories, mines, oil fields, plantations, ports, railway companies,



shops or other establishments and matters connected therewith or incidental thereto.

Gratuity shall be payable to an employee on the termination of his employment after he

has rendered continuous service for not less than five years.

(a) On his superannuation

(b) On his retirement or resignation

(c) On his death or disablement

For every completed year of service or part thereof in excess of six months the employer

shall pay gratuity to an employee at the rate of 15 days‟ wages based on the rate of wages

last drawn by the employee concerned.

5.8 The Maternity Benefit Act, 1961

Purpose of the Act: An Act to regulate the employment of women in certain

establishments for certain period before and after child-birth and to provide for maternity

benefit and certain other benefits.

Any work which is of an arduous nature or which involves long hours of standing,

or which in any way is likely to interfere with her pregnancy or the normal development

of the foetus, or is likely to cause her miscarriage or otherwise to adversely after her

health.

Right to payment of maternity benefits is also provided in this period of leave.



Chapter 6

SUGGESTIONS & CONCLUSION

6.1 Suggestions for Future Developments

It is a matter of great satisfaction that majority of the respondents whom I

approached observe that Employee welfare measures are good in Railway Workshop.

There is always scope for improving health and safety measures for the workers. It

argues well for the company that majority of the respondents have expressed their

satisfaction with regard to training in their area of job operations.

Welfare facilities like rest shelter may be provided to the employees as a whole.

Few respondents were not satisfied with cleaning and ventilation, so this area may

be taken much care.

Welfare measures regarding recreational facilities should be properly maintained.

The social insurance measures may be provided to the employees.

The Management of Workshop should emphasize on maintaining good

relationship with the workers and superiors.

Employees co-operative Bank facility can be setup.

Social security and Old age security schemes should be implemented effectively.

6.2 Lessons learnt

In-plant Training provided me with an opportunity to:

Improve knowledge and skills relevant to Human Resource Management and

Welfare of Employees.

Visited different departments and had the knowledge about Management of

Employees.

Understand the fundamentals of technology availability and using this for Human

Resource Management (H.R.M.) efficiently.

Practical knowledge, experience with handling of employees, work handling,

situation etc.

Learnt about the Organizational Hierarchy.



Studied about the dress codes.

Learnt about the Communication practices followed in the organization.

6.3 Conclusion

I feel that this internship report is really essential for every student of M.Tech. to

get an idea about industry. By completing this report I have got an overall idea of all

departments in a Railway Workshop, Mysuru and these are very helpful to know about

the technical and management knowledge. This internship program helped me in easing

the further challenges of my life.

Railway workshop is really a good experience for me because most of the people

whom I contacted were very cordial and approachable and even few officers were of the

nature of down to the earth. They gave me helpful insights and given me proper methods

of practical learning.

So at last there is a hope of eradicating the obstacle and become the leader of any

industry in future.



Chapter 7

REFERENCES

1. www.google.com

2. https://en.wikipedia.org

3. http://www.indianrailways.gov.in/railwayboard/

4. http://7cpc.india.gov.in/pdf/sevencpcreport.pdf

5. http://swrmu.com/about.html

6. http://www.swr.indianrailways.gov.in/cris/view_section.jsp?lang=0&id=0,1,805,807

7. http://www.indianrailways.gov.in/railwayboard/view_section.jsp?lang=0&id=0,5,377

8. http://www.indianrailways.gov.in/railwayboard/view_section.jsp?lang=0&id=0,1,304,

366,552,694

9. dgms.gov.in/writereaddata/UploadFile/Factories%20Act,%201948.pdf

10. Human Resource Management, 1st Edition, a text book by : Dr. Pushkar Dubey and

Dr. Ashok Yakkaldevi

11. Human Resource Management, 7th Edition, a text book by K. Aswathappa

http://www.goodreads.com/author/show/6807640.K_Aswathappa

Recruiting & HR

Internship report-human resource management-central railway workshop-mysore-by-mohan-kumar-g