SUMMER TRAINING REPORT ON

Study the employee, staff benefit,recruitment&selection procedure at Diesel Locomotive Works(DLW) Varanasi
SUBMITTED TO

KANPUR INSTITUTE OF TECHNOLOGY, KANPUR

IN PARTIAL FULFILMENT OF THE REQUIREMENT FOR THE DEGREE OF

Master of Business Administration MBA

BY SHIPRA Roll no. 1116570040

Kanpur Institute of 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 candidates 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 isStudy of the employee,staff benefit,recruitment&selection procedure at DLW

Therefore I am submitting this report prepared within limited time & resources within an adequate practical knowledge.

ACKNOWLEDGEMENT

I am grateful to Prof. P. K. Jain Sir, Director of Kanpur Institute of Technology(KIT), Kanpur and all faculty members who have helped me during the course of completion of this project. I would like to thank Mr. Sanjay Krishna (SEE,Planning Office, DLW) & Mr. J.P Singh(Chief Staff &Welfare Inspector, Personnell Dept,DLW)Varanasi and Dr. Sanjay Bharti (HOD) (MBA-Department) &Mr. Pramendra Kumar Singh(Mentor of Summer Traning Report) for encouraging me to undertake this study. This research report is a result of learning, hard work and last but not the least external help from the KIT, Kanpur which is like a bless.

Shipra M.B.A. (3rd sem)

EXECUTIVE SUMMARY

TABLE OF CONTENTS

OBJECTIVE OF THE STUDY

1. To know different acts relating to employees and staff benefits at DLW. 2. To know how much amount employee&employer has to contribute under provident funds for the benefits. 3. 3 To know various measures in order to improve the productivity at DLW. 4. 4 To know why the various acts were made. 5. To know the measure to taken regarding employee welfare &staff benefit in order to improve the productivity.

REASEARCH METHODOLOGY Sample size

Sample size refers to the number of people selected from the population or universe to constitute the sample for conducting of survey. I will take sample size of 100.

Universe
The universe is the entire group of items or population to which the researcher wants to study or generalize. The aggregate of all units pertaing to study , is called universe. In other words , it can be defined as the region constituting the population about which the research is conducted . As the universe un this survey will be DLW and the study will conducted in this region only.

Data collection
There are two types of data a) Primary data b) Secondary data Primary data is the data directly collected from the samples selected . it is the original from of data and the first hand information . The best way of data collection, is the primary data collection , because it has a better scope of getting required information .The research approach adopted will be Survey research along with the observational research of every stage of study.

Sampling Technique
As the universe is quite large , so a relatively small group of individuals are selected , which are able to represent the whole universe. My project will follow the Non probabability and Convenience sampling technique . This technique also means selecting whatever samples are easily available or the respondents which meet accidently are also included . It is a good for testing and gaining ideas even when the list of population is unavailable.

Significance of Study
The report will present a about To study the employee and benefit,recruitment&selection procedure at Diesel Locomotive Works (DLW),Varanasi.

Data analysis &interpretation (Planning Office)

INTRODUCTION

Diesel electric locomotives were introduced on Indian Railways in 1950's to exploit their versatility, better hauling capabilities, low maintenance requirements and overall cost advantages as compared to steam locomotives. Diesel Locomotive Works (DLW) was established in 1961 in collabora

tion with M/s ALCO, USA in the ancient city of Varanasi to undertake indigenous manufacture of diesel electric locomotives for meeting increasing transportation needs of Indian Railways. Over the years, DLW's production has progressively increased and it produced 190 High Horse Power locomotives in the year 2011-12 which has surpassed all past records of HHP loco production. ALCO locomotives are now almost fully indigenous. Through in house development efforts, the original imported design has been made 7% more fuel-efficient and has also been successfully uprated to deliver 3600 HP. In order to upgrade the technology and keep pace with the latest, Indian Railways entered into an agreement in year 1995 with M/s General Motors, USA for Transfer of Technology for the manufacture of 4000 HP state-of-the-art, AC-AC, microprocessor controlled, fuel efficient WDG4 / WDP4 locomotives at DLW. These locomotives are now being manufactured at DLW in increasing numbers. The first indigenous freight version WDG4 loco was manufactured in March 2002 and the first passenger version WDP4 loco in March 2003. Till 31st March 2012, 720 such locomotives have been manufactured. DLW has manufactured 6300 locomotives (including 720 high horse power EMD locomotives) and 56 high capacity diesel-generating sets till 31st March 2012. This includes 474 locomotives for Non Railway Customers in India like Power Plants, Port Trusts, Steel Plants etc and 105 locomotives for export to Tanzania, Vietnam, Sri Lanka, Bangladesh, Malaysia, Sudan, Myanmar, Senegal and Mali. Thirty Six Meter-Gauge locomotives manufactured by DLW are also operating on lease in Malaysia. DLW is an ISO 9001:2008, ISO 14001:2004 and OHSAS 18001:2007 Certified Organization covering Quality, Environment, Health & Safety Management Systems.

HISTORY

Set up in 1961 as a green-field project in technical collaboration with ALCO/USA to Manufacture Diesel Electric Locomotives.

First locomotive rolled out and dedicated to nation in January,1964. Transfer-of-Technology agreement signed with General Motors/ USA in October,95 to manufacture state-of-the-art high traction AC-AC diesel locomotives.

A flagship company of Indian Railways offering complete range of flanking products in its area of operation.

State-of-the art Design and Manufacturing facility to manufacture more than 150 locomotives per annum with wide range of related products viz. components and sub-assemblies.

Unbeatable trail-blazing track record in providing cost-effective, ecofriendly and reliable solutions to ever-increasing transportation needs for over three decades.

Fully geared to meet specific transportation needs by putting PriceValue-Technology equation perfectly right.

A large base of delighted customers among many countries viz. Sri Lanka, Malaysia, Vietnam, Bangladesh, Tanzania to name a few, bearing testimony to product leadership in its category.

SALIENT FEATURES

Annual production capacity 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.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.m 3468 KVA

19.8 million 3000 KW

ENVIRONMENT, HEALTH & SAFETY

Quality, Environment, Health & Safety management systems
DLW's Vision "To be a world class Diesel Electrical Locomotive manufacturer DLW's Mission We shall achieve our vision through continuous improvement in the areas of Human Resource Development, Product Quality and Development of Buyer supplier partnership and team work with emphasis on core competence leading to customer satisfaction and Business Excellence. DLW's made integrated Quality, Environment, Health & Safety Policy Diesel Locomotive Works is a Production Unit of Indian Railways, manufacturing Dieselelectric Locomotives, Diesel Generating sets and their spares for Indian Railways, NonRailway Customers and exports. We are committed to achieve excellence by: Continual improvement of the Quality, Environmental and Health & Safety-at -workplace performance. Preventing pollution by all means including minimizing resource consumption and waste generation using cleaner technologies, material substitution and process changes. Preventing all injuries and loss of property including environmental performance through continuous safety inspections. Striving for compliance with all applicable Environmental and Health & Safety legislations. Striving for Right first time" and safe working practice through system improvement and training. Enhancing Customer Satisfaction through improvement in reliability and performance of products. Preventing all employees from occupational diseases and health hazards.

We shall: Set objectives & targets and periodically monitor their progress through internal audit and management review. Communicate Quality, Environment and Health & Safety policy to the employees and to make it available to the public on demand. Periodically review our Quality, Environment and Health & Safety policy and management systems for continuing suitability, adequacy and effectiveness.

Major events of the year 2011-12

Recertification audit of the three management systems viz ISO 9001 (Quality Management. System), ISO 14001 (Environment Management system),& OHSAS 18001 (Occupational Health & Safety Management system), was successfully conducted on three days (8th to 10th Dec 2011) by four external Auditors from M/s NQA/QSR, New Delhi & valid up to Dec 2014. Management meeting was conducted during May 2011, August 2011, October 2011 & January 2012. Internal Audit conducted during Mar 2011, Jun 2011, Oct 2011 & Jan 2012. Corrective action forum has been made more effective by involvement of more Officers /Supervisors, regular conduct of meeting and follow-up.

IMPLEMENTATION OF VARIOUS ACTS AT DLW

1. WORKMENS COMPENSATION ACT- 1923 INTRODUCTION:
Industrialization and its repercussions Need for achieving social security Increase in number of accidents and occupational diseases Enactment of a law to provide financial protection to the workman and his dependants in

case of accidents was felt. Passing of Bill on 5th March 1923. The coming into force of the Workmen Compensation Act, 1923 on 01.07.1924. AIMS AND OBJECTIVES OF THE WC ACT.:
To 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. APPLICABILITY OF THE ACT: It extends to whole of India. The persons who come under the purview of the act are defined in Sec.2(1)(n) of the Act. Workman in RailwaysNot permanently employed in any admn. Capacity or in sub-div. Office and otherwise than in clerical capacity and not employed in any capacity as specified in Schedule II of the Act. The Casual labour employed in Rlys. Are covered under the act. The Apprentices under going training in Rly. Workshops are covered under the act. The Supervisors in Rlys. Supervising the work of the workman covered under the WCA are also covered by the Act.

LIABILITY OF RLYS FOR COMPENSATION

Only those

disablements exceeding 3 days. Not liable in respect of injuries(except in case of death and permanent total disablement) attributable to-

Workman being under drugs and drinks Willful disobedience of any order given to secure the safety of workmen. Willful removal or disregard of any safety guard or device provided for safety Liable for compensation to those workmen specified in Part A,B & C of Schedule III who contract occupational disease. Liability would arise only if there is an injury due to accident arising out of employment and should have arisen during the course of employment. AMOUNT OF COMPENSATION: 50% of monthly wages x Relevant factor or eighty thousand whichever is more Permanent total disablement 60% of monthly wages x Relevant factor or ninety thousand whichever is more ( Maximum monthly wages is taken as Rs.4000/-) Permanent partial disablement Compensation under PTD x percentage of loss of earning capacity. Temporary disablement(total or partial) half monthly payment equal to 25% of monthly wages. Money spent on medical treatment is not a compensation. A sum of Rs.2000 shall be paid as funeral expenses. In case of default of payment of compensation within one month the Commissioner shall direct the employer to pay interest @ 12% or even at higher rate.
Death

DEFINITION OF ACCIDENTS AND OCCUPATIONAL DISEASES:

ACCIDENT

- Mishap or untoward incident that is not expected or designed and happens without the knowledge of the person involved with or without evidence and result in some injury either internal or external. Injury shall not be self-inflicted. Occupational diseases: Diseases or disorders resulting out of nature of work. I may be due to exposure to toxic materials in the workplace. The contraction of contagious diseases due to nature of work is also considered occupational diseases. Specials types of accidents and occupational diseases. Murder of a workman while on duty Death due to inhaling of poisonous gases Death due to heart attack due to strenuous work Death caused due to bite by an insect or a snake. PRECAUTIONS TO BE TAKEN BY RLYS TO AVOID ACCIDENTS AND OCCUPATIONAL DISEASES.
Providing

health, safety and welfare measures to all workmen. Frequent training to workman for acquiring skills for handling of machines and tools. Apprising the workman to observe safety measures while also outside the premises.

Implementation

of ISO all over Indian Railways. Improvement in job designing to avoid accidents. Provision for adequate health check up. Guidance to employees on stress management & yoga. Availability of a good grievance redressal machinery. Wages commensurate with work.

2. THE FATAL ACCIDENTS ACT, 1855 An Act to provide compensation to families for loss occasioned by the death of a person caused by actionable wrong. Whereas no action or suit is now maintainable in any Court against a person who, By his wrongful act, neglect, or default, may have caused the death of another person, And it is oftentimes right and expedient that the wrong doer in such case should be Answerable in damages for the injury so caused by him. It is enacted as follows: 1. Short title and extent. (1) (2) 1-A. This Act may be called the Fatal Accidents Act, 1855. It extends to the whole of India except the State of Jammu and Kashmir.

Suit for compensation to the family of a person for loss occasioned to it by his death by actionable wrong. -Whenever the death of a person shall be caused by wrongful act, neglect, or default, and the act, neglect or default is such as would (if death had not ensued) have entitled the party injured to maintain an action and recover damages in respect thereof, the party who would have been liable if death had not ensued, shall be liable to an action or suit for damages, notwithstanding the death of the person injured, and although the death shall have been caused under such circumstances amount in law to felony or other crime. Every such action or suit shall be for the benefit of the wife, husband, parent and child, if any, of the person whose death shall have been so caused, and shall be brought by and in the name of the executor, administrator or representative of the person deceased, And in every such action, the Court may give such damages as it may think proportioned to the loss resulting from such death to the parties respectively, for whom and for whose benefit such action shall be brought, and the amount so recovered, after deducting all costs and expenses, including the costs not recovered from the defendant, shall be divided amongst the before mentioned parties, or any of them, in such shares as the Court by its judgment or decree shall direct.

2.

Not more than one suit to be brought. -Provided always that not more than one action or suit shall be brought for, and in respect of the same subject matter of complaint;

Claim for loss to estate may be added. -Provided that in any such action or suit the executor, administrator or representative of the deceased may insert a claim for, and recover any pecuniary loss to the estate of the deceased occasioned by such wrongful act, neglect or default, which sum, when recovered, shall be deemed part of the assets of the estate of the deceased. 3. Plaintiff shall deliver particulars, etc. - The plaint in any such action or suit shall give a full particular of the person or persons for whom, or on whose behalf, such action or suit shall be brought, and of the nature of the claim in respect of which damages shall be sought to be recovered. Interpretation clause. -The following words and expressions are intended to have the meanings hereby assigned to them respectively, so far as such meanings are not excluded by the context or by the nature of the subject matter, that is to say the word person shall apply to bodies politic and corporate; and the word person shall include father and mother, and grand-father and grand-mother; and the word child shall include son and daughter, and grand-son and grand-daughter, and step-son and step-daughter.

4.

3. THE WATER (PREVENTION AND CONTROL OF POLLUTION) ACT, 1974 4. THE WATER (PREVENTION AND CONTROL OF POLLUTION) RULES, 1975 5. THE WATER (PREVENTION AND CONTROL OF POLLUTION) CESS ACT, 1977 6. THE WATER (PREVENTION AND CONTROL OF POLLUTION) CESS RULES, 1978 7. THE AIR (PREVENTION AND CONTROL OF POLLUTION) ACT, 1981 8. THE AIR (PREVENTION AND CONTROL OF POLLUTION) RULES, 1982 9. THE ENVIRONMENT PROTECTION ACT, 1986

10. THE ENVIRONMENT (PROTECTION) RULES, 1986

EMPLOYEES WELFARE & STAFF BENEFITS

Well equipped modernized supported with state of the art facilities technical training center (TTC) is available. 10 PCs equipped computer lab along with requisite furniture made functional to impart basic computer training at TTC. 33 representatives from Non-Railway Customers (NRC) including Sudan/ Angola Railways (Foreign Railways) & NPCIL trained for the design, maintenance & operation of Diesel Locos/DG Sets supplied to them. As per the QMS, EMS, OHMS procedure manual, awareness on ISO-9001 & 14001 and OHSAS-18001 training programs regularly organized. Rs 1.5 crores of M&P proposed on replacement/additional account for upgradation of TTC. Refresher, management, skill improvement & induction training programmes for promotion are regularly organized.

Industrial Relations
Staff council of 8 representatives is recognized as an advisory body. Regular, formal and informal meetings have ensured coordinal relations. Current Staff Council was elected in Dec. 2002.

Steps Taken for Improving Industrial Relations

Continuous dialogue with staff council and transparency in dealing with staff members. Prompt redressal of grievances. Prompt promotions against vacancies.

Staff Welfare
A Homeopathy Dispensary started in DLW premises under the aegis of S.B.F. Self contained environment friendly Township sprawling over 211 hectares, with the facilities of Market, banks and Post Offices.

 A park especially for children & cinema club with concessional ticket rates.

An ISO 9002 Certified And A Well Equipped Central Hospital With

A health unit in West Township and First Aid post in Workshop. 24 hour emergency service, fully equipped operation theatre. Dental Clinic, Pathology lab, Radiology, Ultrsound facility.

Good Educational Facilities

An Intermediate College Two Primary Schools A Central School A Convent School A Rajkiya Mahila Degree College

Welfare Activities Managed By Mahila Samiti Include

Bal Niketan School, tailoring, Drawing, Painting and Music Schools. Chetna- Vocational Training School for handicapped children. NIIT Computer Center

Sports Facilities
Lawn Tennis, basket Ball, Volley Ball, Badminton and Squash courts Cricket, Football, Hockey grounds. Swimming Pool of International standard Well Equipped Gymnasium.

STAFF BENEFIT FUND

1. At present, the orders relating to Staff Benefit Fund are contained in a number of office circulars/orders issued from time to time. 2. Staff Benefit Fund was established on the India Railways in 1931. Over the years, the Fund has grown in stature and on date, the following activities are financed out of the fund for the welfare of the Railway employees and their children:(i) General activities, viz., education, recreation, amusement, relief of distress, sickness and miscellaneous items; (ii) Sports activities; (iii) Scouts activities (iv) Recreational facilities to officers and supervisory staff. (v) Indigenous systems of medicines, including homeopathy.

3. The Staff Benefit Fund is credited with: (a) Annual grant on the 1st of April of each financial year from the Railway Revenues on per capita basis based on the sanctioned strengthboth permanent and temporary postsas on 31st March, excluding the posts charged to capital on each Railway/ PU; (b) All receipts from fines; (c) all receipts from forfeited Provident Fund bonuses of non-gazetted employees; (d) 50% of the expenditure incurred by the respective railways on the grant of scholarships for technical education of children of Railway employees during the preceding year.

4. The per capita contribution on to the Staff Benefit Fund in regard to the various activities referred to in para 2 above is Rs. 14.50 and its distribution has been fixed as follows: Rs. (1) General activities (a) Education (b) Recreation either than sports (c) Relief of distress, sickness etc. (d) Misc. (e) Inter-Railway cultural competition TOTAL: Sports activities Scouts activities 2.50 2.00 3.25 0.50 0.05 8.25 2.50 1.00 Rs. 8.25

(2) (3)

(4) (5)

Recreational facilities to officers and supervisory staff Indigenous system of medicines including Homoeopathy
TOTAL

2.00 0.75 14.50

5. The Staff Benefit Fund will be managed by a Committee comprising of official representatives and staff side represented by the two Recognized Unions. The Central Staff Benefit Fund Committee at the headquarters will be presided over by the Chief Personnel Officer of the Railway who will be the Chairman. Other members of the Committee will be: (i) (ii) (iii) (iv) The Chief Medical Officer Chief Engineer Welfare officer to be nominated by the G.M. who will be the Secretary of the Committee. Six members equally to be selected from the two unions.

The Divisional SBF committees will be presided over by the Sr. Divisional Personnel. Officer/ Divisional Personnel Officer. Besides the' Chairman, the Committee shall consist of the following: (i) One officer to be nominated by the DRM; (ii) Two representatives from each Recognized Unions; and (iii) A Welfare Inspector nominated by the DRM who shall act as the Secretary. The Divisional SBF Committee shall have power to allot funds for the various activities specified, subject to the rules and limitations prescribed by the Central SBF committee at headquarters of the Railway. Similar Committees may also be formed by the Production units/ Metro Railway/Railway Electrification/COFMOW.

6. Members to the SBF Committees should be elected in a manner considered suitable by the General Manager. A member of the Central SBF Committee or the Divisional SWi Committee will hold office for a period of one year unless he is removed by the General Manager or resigns himself. He is, however, eligible for re-nomination or election.

HRD
Human Resource Development (HRD) is a system of developing in a continuous and planned way the competencies of individual. HRD as a theory is a framework for the expansion of human capital within an organization through the development of both the organization and the individual to achieve performance improvement. Adam Smith states, The capacities of individuals depended on their access to education. The same statement applies to organizations themselves, but it requires a much broader field to cover both areas.

Human Resource Development is the integrated use of training, organization, and career development efforts to improve individual, group and organizational effectiveness. HRD develops the key competencies that enable individuals in organizations to perform current and future jobs through planned learning activities. Groups within organizations use HRD to initiate and manage change. Also, HRD ensures a match between individual and organizational needs.

Definition of HRD:HRD is a continuous process of enhancing the capability of human being and helping to change their attitude to give result in an organization. Leonard Nadler (1969) gives the name HRD first time. Those learning experience, which organized for a specific time and designed to about impossibility of behavior, change. HRD is bringing about changes that cause performance improvement both quantitatively and qualitatively.

made up of several mutually dependant parts or subsystems such as procurement, development, performance, etc.

HRD develops the competencies at four levels:-

At individual level:-Employees are made aware of expectation of other person about their roles so that that they improve their skills and attitude accordingly. At dyadic level:-Stronger employer-employee relationship is developed by developing in the two person more trust, mutuality and help.

 At group Level:-Committees or Task group are made more effective by developing collaboration in their inter group relationship. At organization Level:-Development of competencies involves the development of self-renewing mechanism in the organization, which enables it to adjust the changes in the environment.

Pre- Requisites of HRD:

Adequate infrastructure of the organization to provide facilities and opportunities. HRD strategies of plant to prepare accounting to the required. Management Commitment and involvement in the implementation of HRD plans. Adequate human resource. Education Level and standard of education. Quality of development of a person should be maintained. Balance and maintain in supply and demand of employees. Regular and valid monitoring of progress and promotional policies, incentives measures should revise regularly. Adequate growth planning. Positive role of government and training. Sufficient time for development activities. Proper organization culture and adequate opportunity and check on frequent mobility.

Note: DLW adopt these methodologies, hence it shows that DLW fully live in HRD climate and culture.

Structure of DLW:See the organization chart of DLW fig.1 Org. chart of personal dept. of DLW:CPO is the HOD of P branch, where P means personnel.

CPO

Dy CPO/HQ

Dy CPO/General

SPO/HQ

SPO/P.Bill

Staff Selection Recruitment Selection D.A.R Selection Ruling Section

Pay Bill Sec. Leave Sec. Settlement Sec Law Sec. Welfare Sec. Housing Sec. Gazette Sec.

Fig 1. Organization part of Personnel dept

Works:Following types of different personnel work will be performed by different section in DLW. (a) Staff Selection:-In the Staff Selection, maintain service book and entry all service record and also work for increment, promotion, transfer, selection and action implement award and reward entry only for class-III and class-IV. (b) Recruitment Section:-In the recruitment section, main role appointment and making service book. (c) Ruling Section:-Rules make by govt. and local bodies maintain and gave to concern dept. (d) Settlement Section:-Retirement, Death, V/R (Voluntary Retirement), medically unfit such type of employees problem settle by these dept. (e) Pass Section:-These section works like travelling pass (free pass), also privilege ticket order and 1/3rd price for actual rate of ticket. (f) Gazette Section:-All matters of Group A & Group B type, deals by the help of this section.

RECRUITMENT
Railway means a railway, or any portion of a rail for the public carriage of passengers, animals or goods and includes: (a) All land within the fences or other boundary marks indicating the limits of the land appurtenant to a railway. (b) All lines or rails, siding or branches worked over for the purpose of, or in connection with a railway. (c) All stations, offices, warehouses, workshops, manufactories, fixed plant and machinery and other works constructed for the purpose of or in connection with a railway.

Railway Zones:Following are the different zones of Indian Railways and their Headquarters: Name of the Zone 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

Recruitment is the process of searching for prospective employees and stimulating them to apply for jobs in the organization.It is often termed positive in that its objective is to increase the selection ratio.

Railway Recruitment Board:Railway Recruitment Board are situated at Kolkata, Allahabad, Chennai, Mumbai, Muzaffarpur, Guwahati, Chandigargh, Jammu-Srinagar and Danapur. The board, after selection, nominates the candidates to the respective zonal railway for appointment under this jurisdiction. The jurisdiction of each RRB is as follows: 1. Railway Recruitment Board, Calcutta (a) South Eastern railway. (b) Chittaranjan Workshop. 2. Railway Recruitment Board, Allahabad (a) Northern Railway (b) Diesel Locomotive Workshop, Varanasi 3. Railway Recruitment Board, Chennai (a) Southern railway (b) Perumbur Coach Building Factory 4. Railway Recruitment Board, Mumbai (a) Western Railway, Central railway. (b) Solapur Division 5. Railway Recruitment Board, Muzaffarpur (a) N.E.Railway 6. Railway Recruitment Board, Guwahati (a) N.E.F. Railway 7. Railway Recruitment Board, Danapur (a) Eastern Railway 8. Railway Recruitment Board, Chandigarh and Jammu-Srinagar (a) Delhi-Ferozepur Divisions of North Railway.

Railway services are divided into 4 groups: Group A- (Class-I Service) Group B- (Class-II Service) Group C- (Class-III Service) Group D- (Class-IV Service)

Recruitment to Group A (Class-I Service)

Recruitment to Group A (Class-I service) including the special class apprentices [transportation power and mechanical engineering] is made through (a) open competition conducted by the UPSC and (b) by promotion/ selection of Group B officers. Candidates recruiting under (a) above shall remain on probation for three years and during this period shall undergo theoretical and practical training in Railways Staff College, Vadodara, Zonal school as well as on the line. After successful completion of the training the candidates will be given the charge of their posts.

Recruitment to Group B (Class-II Service)

Recruitment to class-II service is made from amongst the serving Railway employees in class-III service by the general managers. A selection board consisting of four heads of department including C.P.O. and the head of department concerned is set up to recommend the serving class-III (Group C) employees for promotion into class-II (Group B). In the case of Medical Department, a Chief Medical Officer from another railway should be a member of the Selection Board. 75% of the vacancies in class-II (Group B) in Traffic Transportation and Commercial Department, Engineering Departments, Stores Departments as also Accounts Departments will be filled by the process of selection as stated below and remaining 25% by Limited Department Competitive Examination.

A model timetable for conducting selection, suggested by the Railway Board, is given below: Working out the vacancies for which a panel is to be formed: To be completed before 31st December of year. Drawing up the integrated seniority list; To be completed before 31st December of the year. Issuing a notice and circulation of the seniority list; Two weeks. Written examination (after disposal of representation, if any): Four Weeks Arranging a supplementary written examination to cater for absentees: two weeks Arranging a viva-voce. Arranging a supplementary viva-voce. Pitting up finding of the selection board to the G.M. for approval Publishing the panel.

Recruitment to Group C (Class-III Service)

Recruitment to Group C (class-III service) are recruited either by direct recruitment or by promotion from amongst serving Railway employees. Direct recruitment to group C (ClassIII) service is made through railway Recruitment Board which are situated at Calcutta, Mumbai, Allahabad, Madras, Muzaffarpur, Guwahati, Danapur, Chandigarh & jammu Srinagar. Such recruitment are made either for direct appointment to working posts, or probationary staff or as apprentice. The Recruitment board then invites the applications and selects the required number of candidates by process of examination-cum-selection. The general Manager or the Chief Personnel Officer may in special circumstances and for reasons to be recorded in writing relax or modify rules regarding recruitment and training of class-III staff in specific individual cases. Physically handicapped persons as are considered suitable for appointments in Group C categories may however be directly appointed by the Railway with the approval of Railway Board. The Ministry of railway had decided that all committees constituted for conducting interviews of candidates for direct recruitment of Group C posts, consist of at least three

members; one whom should belong to SC/ST communities and another to the minority communities.

Some important factors: All appointments will be made on probation for one year. For
trainees or apprentices appointed to a working post after the conclusion of their training the probationary period commences on the date of such appointment. These are some rules & regulations.

(a) No person may be appointed to railway service or sent to training school without the production of a medical certificate. (b) No person who has more than one wife living or who having a spouse, marries in any case in which spouse shall be eligible for appointment to service. (c) No woman whose marriage is void by reason of the husband having wife living at the time of such marriage, shall be eligible for appointment to service provided the G.M. may if satisfied that there are special grounds for so ordering.

Recruitment to Group D (Class-IV Service)

These group employees excepting R.P.F staff are recruited locally by the railway administration and the railway recruitment boards have nothing to do with the recruitment of such staff-local selections are held to recruit Group D staff and the procedure adopted for such selection is as under: 1. Recruitment is made at intervals of one year or two years. 2. The recruitment is done in the divisions, loco sheds, workshop, etc. 3. A notification in English and Hindi is issued therein full details regarding number of vacancies, scale of pay, last date for receipt of applications with the given age limit 18 to 28 years. 4. The applications of the sons and dependants of railway employees as well as applications from SC/ST candidates may be received direct & got registered in an employment exchange. 5. The no. of candidates to be called for test/interview should normally be three to five times the no. of vacancies to be filled.

6. The selection committee consists of three members-two of them are railway officers, the third of the selection committee should be SC/ST officer of the same rank. 7. Appointments are offered according to the positions obtained in selection after the character verification has been completed and the list of candidates should be pasted on notice boards of the units of recruitment. 8. Physically handicapped persons can be employed by the railway administrations in class-IV jobs without any approval of railway Board.

SELECTION
Selection is usually termed as elimination or process of rejection. In D.L.W following are the selection posts: 1. There will be only two categories of Posts-Selection Post and Non-Selection Posts. 2. Selection Posts are posts, grades or classes which had been notified as such with the approval of the Railway Board on the consideration that promotions to them are required to be made on the basis of positive act of selection made with the help of selection Boards, as per procedure prescribed for this purpose, from amongst the staff eligible for selection. 3. The selection for promotion to a selection post shall be made primarily on the basis of merit. (paras 211 and 215 of IREM-1989, E.48 RC1/18/3 dated 21.11.1953)

Selection Procedure:Eligibility Condition:

1. The minimum period of service for eligibility for promotion within group C should be
two years in the immediate lower grade irrespective of whether the employees belongs to reserved community or not.

2. Service for this purpose shall be the service actually rendered on the regular basis.
Service rendered on ad hoc basis shall however be taken into account for this purpose if it is followed by regularization without break.

3. If a person is selected for and appointed in another cadre to a post in the same grade
as that held by him in his parent cadre and he has to seek further promotion in the new cadre, he has to render two years services in the new cadre before being promoted therein.

4. Two years service condition in the immediate lower grade is also applicable to local
officiating/ad hoc promotions against short-term vacancies.

Number of candidates to be called for consideration for selection:

1. The no. of candidates to be called for group C selection should be equal to three times the no. of assessed vacancies. In respect of SC/ST candidates also the number to be called for selection shall be three times the number of vacancies reserved for them. 2. The senior most staff immediately belong the selection grade equal to three times the no. of vacancies should be taken from the seniority list. Then their eligibility in accordance with the conditions of service, qualification etc. should be checked, wherever required.

1. Promotion: another class and from one group to another group.(para 211(1) of IREM 1989) 2. A railway servant may be promoted to fill any post whether a selection post or a Non selection post only if he is considered fit to perform the duties attached to the post. The G.M. or the HOD or the DRM may prescribed the passing of specified departmental or other tests as a condition Precedent to a railway servant being considered fit to hold specified posts.

3. Unless specifically provided otherwise promotion shall be made without any regard or racial consideration.

Promotion includes promotion from lower grade to higher grade, from on class to

Promotional Courses:
1. Promotion may be prescribed requisite promotional courses passing of which should be precondition for further promotion to a grade in a cadre. 2. When employees are booked for promotional course, they should be relived immediately. 3. No exemption should be give from passing a prescribed promotional course. 4. In case of posts for which Promotional Course has been prescribed as pre requisite condition to promotion, the employee may be allowed to avail of three chances to pass the course at the cost of the Administration. More chances, if any allowed should be at the cost of the employee himself.