SUMMER TRAINING REPORT ONStudy 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 Technology A-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. Pramendra Kumar Singh(Mentor of Summer Traning Report) for encouraging me to undertake this study.B. I would like to thank Mr. Jain” Sir. This research report is a result of learning. J. Personnell Dept. P. Sanjay Krishna (SEE. K. hard work and last but not the least external help from the KIT. Kanpur and all faculty members who have helped me during the course of completion of this project. DLW) & Mr. (3rd sem) . Director of Kanpur Institute of Technology(KIT). Kanpur which is like a bless. Shipra M.Planning Office.A.ACKNOWLEDGEMENT I am grateful to “Prof.P Singh(Chief Staff &Welfare Inspector.DLW)Varanasi and Dr. Sanjay Bharti (HOD) (MBA-Department) &Mr. EXECUTIVE SUMMARY . . TABLE OF CONTENTS . . To know how much amount employee&employer has to contribute under provident funds for the benefits. 3 To know various measures in order to improve the productivity at DLW. 5. 4 To know why the various acts were made. 2. 4. .OBJECTIVE OF THE STUDY 1. To know different acts relating to employees and staff benefits at DLW. To know the measure to taken regarding employee welfare &staff benefit in order to improve the productivity. 3. In other words .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. it can be defined as the region constituting the population about which the research is conducted . 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 . The aggregate of all units pertaing to study . Universe The universe is the entire group of items or population to which the researcher wants to study or generalize. As the universe un this survey will be DLW and the study will conducted in this region only. because it has a better scope of getting required information . . is called universe.The research approach adopted will be Survey research along with the observational research of every stage of study. it is the original from of data and the first hand information . is the primary data collection . The best way of data collection. It is a good for testing and gaining ideas even when the list of population is unavailable. so a relatively small group of individuals are selected . This technique also means selecting whatever samples are easily available or the respondents which meet accidently are also included . My project will follow the Non – probabability and Convenience sampling technique . Significance of Study The report will present a about To study the employee and benefit.Varanasi.recruitment&selection procedure at Diesel Locomotive Works (DLW).Sampling Technique As the universe is quite large . . which are able to represent the whole universe. Data analysis &interpretation (Planning Office) . . INTRODUCTION . better hauling capabilities. Thirty Six Meter-Gauge locomotives manufactured by DLW are also operating on lease in Malaysia. Myanmar. DLW has manufactured 6300 locomotives (including 720 high horse power EMD locomotives) and 56 high capacity diesel-generating sets till 31st March 2012. Environment. Vietnam. low maintenance requirements and overall cost advantages as compared to steam locomotives. Bangladesh. Diesel Locomotive Works (DLW) was established in 1961 in collabora tion with M/s ALCO.Diesel electric locomotives were introduced on Indian Railways in 1950's to exploit their versatility. DLW is an ISO 9001:2008. Senegal and Mali. In order to upgrade the technology and keep pace with the latest. Sri Lanka. Till 31st March 2012. This includes 474 locomotives for Non Railway Customers in India like Power Plants. The first indigenous freight version WDG4 loco was manufactured in March 2002 and the first passenger version WDP4 loco in March 2003. Through in house development efforts. HISTORY . 720 such locomotives have been manufactured. 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. Sudan. Steel Plants etc and 105 locomotives for export to Tanzania. microprocessor controlled. the original imported design has been made 7% more fuel-efficient and has also been successfully uprated to deliver 3600 HP. Over the years. Malaysia. These locomotives are now being manufactured at DLW in increasing numbers. 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. AC-AC. USA in the ancient city of Varanasi to undertake indigenous manufacture of diesel electric locomotives for meeting increasing transportation needs of Indian Railways. ISO 14001:2004 and OHSAS 18001:2007 Certified Organization covering Quality. ALCO locomotives are now almost fully indigenous. Port Trusts. fuel efficient WDG4 / WDP4 locomotives at DLW. Health & Safety Management Systems. 95 to manufacture state-of-the-art high traction AC-AC diesel locomotives. Tanzania to name a few. Transfer-of-Technology agreement signed with General Motors/ USA in October. Bangladesh. bearing testimony to product leadership in its category. Sri Lanka. Unbeatable trail-blazing track record in providing cost-effective. SALIENT FEATURES . ecofriendly and reliable solutions to ever-increasing transportation needs for over three decades. 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. Malaysia. Fully geared to meet specific transportation needs by putting PriceValue-Technology equation perfectly right. Vietnam.1964. components and sub-assemblies. First locomotive rolled out and dedicated to nation in January. A large base of delighted customers among many countries viz. Set up in 1961 as a green-field project in technical collaboration with ALCO/USA to Manufacture Diesel Electric Locomotives. m Covered area of other service buildings Electrical power requirement (Average maximum demand) Electrical energy consumption (units/year) Stand by power generation capacity 73700 Sq.Annual production capacity Annual turn-over (Rs) Total number of staff Workshop land Township area Covered area in shops 125 Locomotives 5000 million 7223 89 Hectares 211 Hectares 86300 Sq.8 million 3000 KW .m 3468 KVA 19. Product Quality and Development of Buyer – supplier partnership and team work with emphasis on core competence leading to customer satisfaction and Business Excellence.ENVIRONMENT. Preventing all employees from occupational diseases and health hazards. We are committed to achieve excellence by: Continual improvement of the Quality. 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. DLW's made integrated Quality. manufacturing Dieselelectric Locomotives. material substitution and process changes. Preventing pollution by all means including minimizing resource consumption and waste generation using cleaner technologies. Environment. . HEALTH & SAFETY Quality. Enhancing Customer Satisfaction through improvement in reliability and performance of products. Environment. Striving for ―Right first time" and safe working practice through system improvement and training. NonRailway Customers and exports. Environmental and Health & Safety-at -workplace performance. Diesel Generating sets and their spares for Indian Railways. Striving for compliance with all applicable Environmental and Health & Safety legislations. Preventing all injuries and loss of property including environmental performance through continuous safety inspections. Health & Safety Policy Diesel Locomotive Works is a Production Unit of Indian Railways. Management meeting was conducted during May 2011. New Delhi & valid up to Dec 2014. October 2011 & January 2012. System). Periodically review our Quality. Major events of the year 2011-12 Recertification audit of the three management systems viz ISO 9001 (Quality Management.& OHSAS 18001 (Occupational Health & Safety Management system). Communicate Quality. Jun 2011. Corrective action forum has been made more effective by involvement of more Officers /Supervisors. Oct 2011 & Jan 2012. regular conduct of meeting and follow-up. adequacy and effectiveness. Environment and Health & Safety policy and management systems for continuing suitability.We shall: Set objectives & targets and periodically monitor their progress through internal audit and management review. Internal Audit conducted during Mar 2011. was successfully conducted on three days (8th to 10th Dec 2011) by four external Auditors from M/s NQA/QSR. . Environment and Health & Safety policy to the employees and to make it available to the public on demand. August 2011. ISO 14001 (Environment Management system). 07.2(1)(n) of the Act. APPLICABILITY OF THE ACT: It extends to whole of India. 1923 on 01. The Supervisors in Rlys. LIABILITY OF RLYS FOR COMPENSATION Only those disablements exceeding 3 days. Capacity or in sub-div. The persons who come under the purview of the act are defined in Sec.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. Workshops are covered under the act.IMPLEMENTATION OF VARIOUS ACTS AT DLW 1.: To To grant social security to workman & his dependants 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. WORKMEN’S COMPENSATION ACT. The Apprentices under going training in Rly. Not liable in respect of injuries(except in case of death and permanent total disablement) attributable to- . Office and otherwise than in clerical capacity and not employed in any capacity as specified in Schedule II of the Act.1924. Supervising the work of the workman covered under the WCA are also covered by the Act. The Casual labour employed in Rlys. Passing of Bill on 5th March 1923. Are covered under the act. AIMS AND OBJECTIVES OF THE WC ACT. The coming into force of the Workmen Compensation Act. Workman in RailwaysNot permanently employed in any admn. I may be due to exposure to toxic materials in the workplace.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. Occupational diseases: Diseases or disorders resulting out of nature of work. Injury shall not be self-inflicted. A sum of Rs. Apprising the workman to observe safety measures while also outside the premises. PRECAUTIONS TO BE TAKEN BY RLYS TO AVOID ACCIDENTS AND OCCUPATIONAL DISEASES. Money spent on medical treatment is not a compensation.2000 shall be paid as funeral expenses. Death DEFINITION OF ACCIDENTS AND OCCUPATIONAL DISEASES: ACCIDENT .4000/-) Permanent partial disablement – Compensation under PTD x percentage of loss of earning capacity. 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. Providing health. 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. 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. . Specials types of accidents and occupational diseases. safety and welfare measures to all workmen. Temporary disablement(total or partial) – half monthly payment equal to 25% of monthly wages. The contraction of contagious diseases due to nature of work is also considered occupational diseases. Willful removal or disregard of any safety guard or device provided for safety Liable for compensation to those workmen specified in Part A. AMOUNT OF COMPENSATION:– 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.Workman being under drugs and drinks Willful disobedience of any order given to secure the safety of workmen.B & C of Schedule III who contract occupational disease. Frequent training to workman for acquiring skills for handling of machines and tools. notwithstanding the death of the person injured. may have caused the death of another person. (1) (2) 1-A. -Provided always that not more than one action or suit shall be brought for. shall be liable to an action or suit for damages. the party who would have been liable if death had not ensued. after deducting all costs and expenses. 1855 An Act to provide compensation to families for loss occasioned by the death of a person caused by actionable wrong.Implementation of ISO all over Indian Railways. 2. including the costs not recovered from the defendant. the Court may give such damages as it may think proportioned to the loss resulting from such death to the parties respectively. 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. husband. Availability of a good grievance redressal machinery. or default. if any. and the amount so recovered. THE FATAL ACCIDENTS ACT. Guidance to employees on stress management & yoga. Suit for compensation to the family of a person for loss occasioned to it by his death by actionable wrong. Not more than one suit to be brought. This Act may be called the Fatal Accidents 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. shall be divided amongst the before mentioned parties. Wages commensurate with work. Whereas no action or suit is now maintainable in any Court against a person who. or default. And in every such action. 1855. -Whenever the death of a person shall be caused by wrongful act. It extends to the whole of India except the State of Jammu and Kashmir. for whom and for whose benefit such action shall be brought. Short title and extent. neglect. or any of them. and although the death shall have been caused under such circumstances amount in law to felony or other crime. in such shares as the Court by its judgment or decree shall direct. . Improvement in job designing to avoid accidents. Provision for adequate health check up. It is enacted as follows: 1. 2. administrator or representative of the person deceased. parent and child. By his wrongful act. and the act. and in respect of the same subject matter of complaint. of the person whose death shall have been so caused. and shall be brought by and in the name of the executor. neglect. Every such action or suit shall be for the benefit of the wife. administrator or representative of the deceased may insert a claim for. -The following words and expressions are intended to have the meanings hereby assigned to them respectively. neglect or default. 1975 5. and grand-son and grand-daughter. THE ENVIRONMENT (PROTECTION) RULES. 3. 1986 10. or on whose behalf. THE WATER (PREVENTION AND CONTROL OF POLLUTION) ACT. when recovered. such action or suit shall be brought. which sum. 1981 8. THE WATER (PREVENTION AND CONTROL OF POLLUTION) RULES. 1982 9. and the word ―person‖ shall include father and mother. and step-son and step-daughter. etc. 1974 4. THE AIR (PREVENTION AND CONTROL OF POLLUTION) RULES. THE WATER (PREVENTION AND CONTROL OF POLLUTION) CESS RULES. Interpretation clause. 4. and grand-father and grand-mother. 1978 7. and recover any pecuniary loss to the estate of the deceased occasioned by such wrongful act. -Provided that in any such action or suit the executor.Claim for loss to estate may be added. and of the nature of the claim in respect of which damages shall be sought to be recovered. and the word ―child‖ shall include son and daughter.The plaint in any such action or suit shall give a full particular of the person or persons for whom. 1986 . Plaintiff shall deliver particulars. THE WATER (PREVENTION AND CONTROL OF POLLUTION) CESS ACT. so far as such meanings are not excluded by the context or by the nature of the subject matter. . 3. shall be deemed part of the assets of the estate of the deceased. that is to say the word person‖ shall apply to bodies politic and corporate. THE AIR (PREVENTION AND CONTROL OF POLLUTION) ACT. 1977 6. THE ENVIRONMENT PROTECTION ACT. with the facilities of Market. Regular. 2002. EMS. maintenance & operation of Diesel Locos/DG Sets supplied to them. Industrial Relations Staff council of 8 representatives is recognized as an advisory body. 10 PCs equipped computer lab along with requisite furniture made functional to impart basic computer training at TTC. awareness on ISO-9001 & 14001 and OHSAS-18001 training programs regularly organized. Refresher. Prompt promotions against vacancies. Self contained environment friendly Township sprawling over 211 hectares. Staff Welfare A Homeopathy Dispensary started in DLW premises under the aegis of S.5 crores of M&P proposed on replacement/additional account for upgradation of TTC. formal and informal meetings have ensured coordinal relations.EMPLOYEES WELFARE & STAFF BENEFITS Well –equipped modernized supported with state of the art facilities technical training center (TTC) is available. OHMS procedure manual. banks and Post Offices. management. . Rs 1. 33 representatives from Non-Railway Customers (NRC) including Sudan/ Angola Railways (Foreign Railways) & NPCIL trained for the design. Steps Taken for Improving Industrial Relations Continuous dialogue with staff council and transparency in dealing with staff members. skill improvement & induction training programmes for promotion are regularly organized.F. As per the QMS.B. Current Staff Council was elected in Dec. Prompt redressal of grievances. basket Ball. Pathology lab. Drawing. 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. Ultrsound facility. 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. Painting and Music Schools. fully equipped operation theatre.Vocational Training School for handicapped children. Swimming Pool of International standard Well Equipped Gymnasium. Football. Hockey grounds. Dental Clinic. Radiology. A park especially for children & cinema club with concessional ticket rates. Badminton and Squash courts Cricket. NIIT Computer Center Sports Facilities Lawn Tennis. Volley Ball. Chetna. tailoring. . Staff Benefit Fund was established on the India Railways in 1931. 14. sickness and miscellaneous items. 3. the Fund has grown in stature and on date. education. 8.05 8. amusement. Over the years.50 and its distribution has been fixed as follows: Rs. (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.25 0.. The per capita contribution on to the Staff Benefit Fund in regard to the various activities referred to in para 2 above is Rs.25 (2) (3) .00 3. (b) All receipts from fines. 4.00 Rs. excluding the posts charged to capital on each Railway/ PU. (e) Inter-Railway cultural competition TOTAL: Sports activities Scouts activities 2.50 2. At present. (d) Misc. viz.25 2. (ii) Sports activities.50 1. 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.50 0. recreation. 2. the following activities are financed out of the fund for the welfare of the Railway employees and their children:(i) General activities. the orders relating to Staff Benefit Fund are contained in a number of office circulars/orders issued from time to time. including homeopathy. (c) all receipts from forfeited Provident Fund bonuses of non-gazetted employees. sickness etc. (iii) Scouts activities (iv) Recreational facilities to officers and supervisory staff. (v) Indigenous systems of medicines. relief of distress. (1) General activities (a) Education (b) Recreation either than sports (c) Relief of distress.STAFF BENEFIT FUND 1. 00 0. however. 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. 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. who will be the Secretary of the Committee. Other members of the Committee will be: (i) (ii) (iii) (iv) The Chief Medical Officer Chief Engineer Welfare officer to be nominated by the G. and (iii) A Welfare Inspector nominated by the DRM who shall act as the Secretary.75 14. The Staff Benefit Fund will be managed by a Committee comprising of official representatives and staff side represented by the two Recognized Unions. Officer/ Divisional Personnel Officer.(4) (5) Recreational facilities to officers and supervisory staff Indigenous system of medicines including Homoeopathy TOTAL 2. subject to the rules and limitations prescribed by the Central SBF committee at headquarters of the Railway. Members to the SBF Committees should be elected in a manner considered suitable by the General Manager. Besides the' Chairman. He is. the Committee shall consist of the following: (i) One officer to be nominated by the DRM. Similar Committees may also be formed by the Production units/ Metro Railway/Railway Electrification/COFMOW. Six members equally to be selected from the two unions. (ii) Two representatives from each Recognized Unions. . Divisional Personnel. The Divisional SBF Committee shall have power to allot funds for the various activities specified. The Divisional SBF committees will be presided over by the Sr.M.50 5. 6. eligible for re-nomination or election. mutuality and help. performance. Also. HRD develops the key competencies that enable individuals in organizations to perform current and future jobs through planned learning activities. 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. etc.HRD Human Resource Development (HRD) is a system of developing in a continuous and planned way the competencies of individual. but it requires a much broader field to cover both areas. At dyadic level:-Stronger employer-employee relationship is developed by developing in the two person more trust. 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. 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. and career development efforts to improve individual. development. The same statement applies to organizations themselves. made up of several mutually dependant parts or subsystems such as procurement. change. HRD is bringing about changes that cause performance improvement both quantitatively and qualitatively. ―The capacities of individuals depended on their access to education‖. Groups within organizations use HRD to initiate and manage change. group and organizational effectiveness. Leonard Nadler (1969) gives the name HRD first time. Those learning experience. Adam Smith states. HRD ensures a match between individual and organizational needs. organization. Human Resource Development is the integrated use of training. which organized for a specific time and designed to about impossibility of behavior. . HRD strategies of plant to prepare accounting to the required. Proper organization culture and adequate opportunity and check on frequent mobility. Balance and maintain in supply and demand of employees. At group Level:-Committees or Task group are made more effective by developing collaboration in their inter group relationship. Sufficient time for development activities. Adequate growth planning. At organization Level:-Development of competencies involves the development of self-renewing mechanism in the organization. Quality of development of a person should be maintained. Management Commitment and involvement in the implementation of HRD plans. .Requisites of HRD: Adequate infrastructure of the organization to provide facilities and opportunities. Positive role of government and training. Adequate human resource. Pre. Note: DLW adopt these methodologies. incentives measures should revise regularly. which enables it to adjust the changes in the environment. hence it shows that DLW fully live in HRD climate and culture. Regular and valid monitoring of progress and promotional policies. Education Level and standard of education. Bill Staff Selection Recruitment Selection D. CPO Dy CPO/HQ Dy CPO/General SPO/HQ SPO/P. Settlement Sec Law Sec. Fig 1. where P means personnel. Gazette Sec.A. of DLW:CPO is the HOD of ‗P‘ branch. Welfare Sec. Leave Sec. chart of personal dept. Housing Sec.Structure of DLW:See the organization chart of DLW fig.R Selection Ruling Section Pay Bill Sec. Organization part of Personnel dept .1 Org. Death. main role appointment and making service book. transfer. medically unfit such type of employees problem settle by these dept. maintain service book and entry all service record and also work for increment. and local bodies maintain and gave to concern dept. (c) Ruling Section:-Rules make by govt. V/R (Voluntary Retirement). selection and action implement award and reward entry only for class-III and class-IV. deal‘s by the help of this section. promotion. (d) Settlement Section:-Retirement. (f) Gazette Section:-All matters of Group A & Group B type.Works:Following types of different personnel work will be performed by different section in DLW. (b) Recruitment Section:-In the recruitment section. also privilege ticket order and 1/3rd price for actual rate of ticket. . (e) Pass Section:-These section works like travelling pass (free pass). (a) Staff Selection:-In the Staff Selection. or any portion of a rail for the public carriage of passengers. workshops. siding or branches worked over for the purpose of. 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. warehouses. or in connection with a railway. (b) All lines or rails.RECRUITMENT Railway means a railway. Railway Zones:Following are the different zones of Indian Railways and their Headquarters: Name of the Zone Central Eastern Northern North-Eastern North-East Frontier Southern South-Eastern Western Southern Central North Central South Western East Central East Coast West Central North Western Headquarter Mumbai Kolkata New Delhi Gorakhpur Maligaon Chennai Kolkata Mumbai Secundrabad Allahabad Bangalore Hajipur Bhubaneshwar Jabalpur Jaipur . offices. fixed plant and machinery and other works constructed for the purpose of or in connection with a railway. (c) All stations. manufactories. Railway Recruitment Board. Railway Recruitment Board.It is often termed positive in that its objective is to increase the selection ratio. The jurisdiction of each RRB is as follows: 1. Chandigargh. Railway Recruitment Board. Muzaffarpur (a) N.Railway 6. . 2. Muzaffarpur. Railway Recruitment Board. Chandigarh and Jammu-Srinagar (a) Delhi-Ferozepur Divisions of North Railway.E. Varanasi 3.F.E. Railway Recruitment Board. Chennai. Railway Recruitment Board:Railway Recruitment Board are situated at Kolkata. Railway Recruitment Board. (b) Solapur Division 5. Railway 7. Chennai (a) Southern railway (b) Perumbur Coach Building Factory 4. Railway Recruitment Board. Allahabad. Mumbai (a) Western Railway. Calcutta (a) South Eastern railway. Railway Recruitment Board. Central railway. (b) Chittaranjan Workshop. Mumbai. Guwahati. Jammu-Srinagar and Danapur. Allahabad (a) Northern Railway (b) Diesel Locomotive Workshop. Danapur (a) Eastern Railway 8.Recruitment is the process of searching for prospective employees and stimulating them to apply for jobs in the organization. nominates the candidates to the respective zonal railway for appointment under this jurisdiction. The board. Guwahati (a) N. after selection. Zonal school as well as on the line. Engineering Departments. 75% of the vacancies in class-II (Group B) in Traffic Transportation and Commercial Department.(Class-I Service) Group B. .Railway services are divided into 4 groups: Group A. In the case of Medical Department. A selection board consisting of four heads of department including C. 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. After successful completion of the training the candidates will be given the charge of their posts. 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.O.(Class-II Service) Group C. 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).P. 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 Chief Medical Officer from another railway should be a member of the Selection Board.(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.(Class-III Service) Group D. Vadodara. Danapur. Drawing up the integrated seniority list. Written examination (after disposal of representation. Guwahati. To be completed before 31st December of the year. for approval Publishing the panel. Madras. is given below: Working out the vacancies for which a panel is to be formed: To be completed before 31st December of year.M. suggested by the Railway Board. Chandigarh & jammu Srinagar. 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. Muzaffarpur. Direct recruitment to group C (ClassIII) service is made through railway Recruitment Board which are situated at Calcutta. 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. Allahabad. if any): Four Weeks Arranging a supplementary written examination to cater for absentees: two weeks Arranging a viva-voce. Issuing a notice and circulation of the seniority list. Such recruitment are made either for direct appointment to working posts. Mumbai.A model timetable for conducting selection. The Recruitment board then invites the applications and selects the required number of candidates by process of examination-cum-selection. consist of at least three . Pitting up finding of the selection board to the G. 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. The Ministry of railway had decided that all committees constituted for conducting interviews of candidates for direct recruitment of Group C posts. Arranging a supplementary viva-voce. or probationary staff or as apprentice. Two weeks. 3. of vacancies to be filled.members. may if satisfied that there are special grounds for so ordering. (c) No woman whose marriage is void by reason of the husband having wife living at the time of such marriage. etc. 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. . The no. Some important factors: All appointments will be made on probation for one year. shall be eligible for appointment to service provided the G. (a) No person may be appointed to railway service or sent to training school without the production of a medical certificate. A notification in English and Hindi is issued therein full details regarding number of vacancies.P. last date for receipt of applications with the given age limit 18 to 28 years. 4. loco sheds.M. scale of pay. The recruitment is done in the divisions. one whom should belong to SC/ST communities and another to the minority communities. Recruitment to Group „D‟ (Class-IV Service) These group employees excepting R. marries in any case in which spouse shall be eligible for appointment to service. Recruitment is made at intervals of one year or two years. (b) No person who has more than one wife living or who having a spouse. 5. 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. workshop.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. of candidates to be called for test/interview should normally be three to five times the no. 2. These are some rules & regulations. There will be only two categories of Posts-‗Selection Post‘ and ‗Non-Selection Posts‘. as per procedure prescribed for this purpose. In D. The selection for promotion to a selection post shall be made primarily on the basis of merit. 8. (paras 211 and 215 of IREM-1989. SELECTION Selection is usually termed as elimination or process of rejection.1953) Selection Procedure:Eligibility Condition: .48 RC1/18/3 dated 21.6. E. the third of the selection committee should be SC/ST officer of the same rank.L.W following are the selection posts: 1. from amongst the staff eligible for selection. Physically handicapped persons can be employed by the railway administrations in class-IV jobs without any approval of railway Board. The selection committee consists of three members-two of them are railway officers. 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. Selection Posts are posts. 3. 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. 7.11. 2. 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. 2. Then their eligibility in accordance with the conditions of service. qualification etc. of vacancies should be taken from the seniority list. . wherever required. Service for this purpose shall be the service actually rendered on the regular basis. The no. 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.M.1. he has to render two years services in the new cadre before being promoted therein. should be checked. of assessed vacancies. of candidates to be called for group C selection should be equal to three times the no. 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. Two years service condition in the immediate lower grade is also applicable to local officiating/ad hoc promotions against short-term vacancies. 4. Number of candidates to be called for consideration for selection: 1. Service rendered on ad hoc basis shall however be taken into account for this purpose if it is followed by regularization without break. 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. 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. The senior most staff immediately belong the selection grade equal to three times the no. The G.(para 211(1) of IREM 1989) 2. 2. 3. 1. Promotion: another class and from one group to another group. the employee may be allowed to avail of three chances to pass the course at the cost of the Administration. No exemption should be give from passing a prescribed promotional course. . Promotion may be prescribed requisite promotional courses passing of which should be precondition for further promotion to a grade in a cadre. 3. 2. Promotion includes promotion from lower grade to higher grade. Unless specifically provided otherwise promotion shall be made without any regard or racial consideration. they should be relived immediately. In case of posts for which ‗Promotional Course‘ has been prescribed as pre requisite condition to promotion.3. More chances. from on class to Promotional Courses: 1. 4. if any allowed should be at the cost of the employee himself. When employees are booked for promotional course.