Beruflich Dokumente
Kultur Dokumente
PROJECT REPORT ON
RECRUITMENT & SELECTION PROCESS
AT
INDIAN RAILWAYS
SUBMITTED BY
AMRUT B.TIKONE
This is to certify that the project work entitled Recruitment and Selection Process, is a bonafide work
Carried out by MR.TIKONE AMRUT, a candidate for the PGDBM (2013-2015) of DSRF, Affiliated by
DSRF
ACKNOWLEDGEMENT
Acknowledgement is an art, one can write glib stanzas without meaning a word, and
on the other hand one can make a simple expression of gratitude
and my
TABLE OF CONTENTS
SR.NO
CHAPTER
EXECUTIVE SUMMARY
INTRODUCTION
THEORIES AND POLICIES OF RECRUITMENT AND SELECTION
RECRUITMENT
SELECTION
OBJECTIVE OF STUDY (INDIAN RAILWAYS)
INDIAN RAILWAYS
RESERCH METHODOLOGY
RECRUITMENT AND SELECTION IN INDIAN RAILWAYS
FINDING SUGGESTION
CONCLUSION
REFERENCES
BIBLIOGRAPHY
FINDING SUGGESTION
PAGE NO.
EXECUTIVE SUMMARY
INTRODUCTION
Human resource is an important corporate asset and the overall performance of
company depends on the way it is put to use. In order to realize company
objectives, it is essential to recruit people with requisite skills, qualification and
experience. While doing so we need to keep present and future requirements of
company in mind.
Successful recruitment methods include a thorough analysis of the job and the
labour market conditions. Recruitment is almost central to any management
process and failure in recruitment can create difficulties for any company including
an adverse effect on its profitability and inappropriate levels of staffing or skills.
Inadequate recruitment can lead to labour shortages, or problems in management
decision making.
Recruitment is however not just a simple selection process but also requires
management decision making and extensive planning to employ the most suitable
manpower. Competition among business organisations for recruiting the best
potential has increased focus on innovation, and management decision making and
the selectors aim to recruit only the best candidates who would suit the corporate
culture, ethics and climate specific to the organisation.
The process of recruitment does not however end with application and selection of
the right people but involves maintaining and retaining the employees chosen.
Despite a well drawn plan on recruitment and selection and involvement of
qualified management team, recruitment processes followed by companies can
face significant obstacles in implementation. Theories of HRM may provide insights
on the best approaches to recruitment although companies will have to use their in
house management skills to apply generic theories within specific organizational
contexts.
10
11
12
RECRUITMENT
Recruitment is defined as, a process to discover the sources of manpower to meet
the requirements of the staffing schedule and to employ effective measures for
attracting that manpower in adequate numbers to facilitate effective selection of
an efficient workforce. Edwin B. Flippo defined recruitment as the process of
searching for prospective employees and stimulating them to apply for jobs in the
organization. In simple words recruitment can be defined as a linking functionjoining together those with jobs to fill and those seeking jobs.
PURPOSE AND IMPORTANCE
The general purpose of recruitment is to provide a pool of potentially qualified job
candidates. Specifically, the purposes and needs are:
Determine the present and future requirements of the organization in
conjunction with its personnel-planning and job-analysis activities.
Increase the pool of job candidates at minimum cost.
Help increase the success rate of the selection process by reducing the number
of visibly, under qualified or overqualified job applicants.
Help reduce the probability that job applicants, once recruited and selected,
will leave the organization only after a short period of time.
Begin identifying and preparing potential job applicants who will be
appropriate candidates.
Induct outsiders with a new perspective to lead the company.
Infuse fresh blood at all levels of the organization.
Develop an organizational culture that attracts competent people to the
company.
Search for talent globally and not just within the company.
13
The following are the 2 important factors affecting Recruitment: 1) INTERNAL FACTORS
Recruiting policy
Temporary and part-time employees
Recruitment of local citizens
Engagement of the company in HRP
Companys size
Cost of recruitment
Companys growth and expansion
2)
EXTERNAL FACTORS
Supply and Demand factors
Unemployment Rate
Labour-market conditions
Political and legal considerations
Social factors
Economic factors
Technological factors
14
INDUCEMENTS TO RECRUITMENT
Organisational inducements are all the positive features and benefits offered by an
organization that serves to attract job applicants to the organisation. Three
inducements need specific mention here, they are:-
15
CONSTRAINTS
Poor image: If the image of the firm is perceived to be low( due to factors like
operation in the declining industry, poor quality products, nepotism etc), the
likelihood of attracting large number of qualified applicants is reduced.
Unattractive jobs: if the job to be filled is not very attractive, most
prospective candidates may turn indifferent and may not even apply.this is
specialy true of job that is boring, anxiety producing, devoid of career growth
opportunities and generally not reward performance in a proper way( eg jobs
in post office and railways).
Government policy: Government policies often come in the way of
recruitment as per the rules of company or on the basis of merit and
seniority. Policies like reservations (scheduled castes, scheduled tribe etc)
have to be observed.
Conservative internal policies: Firms which go for internal recruitments or
where labour unions are very active, face hindrances in recruitment and
selection planning.
16
17
SOURCES OF RECRUITMENT
The sources of recruitment may be broadly divided into two categories: internal
sources and external sources. Both have their own merits and demerits.
Internal Sources:Persons who are already working in an organization constitute the internal
sources.
employees may also constitute the internal sources. Whenever any vacancy arises,
someone from within the organization is upgraded, transferred, promoted or even
demoted.
External Sources
External sources lie outside an organization. Here the organization can have the
services of: (a) Employees working in other organizations; (b) Jobs aspirants
registered with employment exchanges; (c) Students from reputed educational
institutions; (d) Candidates referred by unions, friends, relatives and existing
employees; (e) Candidates forwarded by search firms and contractors; (f)
Candidates responding to the advertisements, issued by the organization; and (g)
Unsolicited applications/ walk-ins.
18
Demerits
incurred on advertising.
necessary dynamism to
enterprise activities.
unknown angels!
4) Satisfying: A policy of preferring
4) Bone of contention:
Recruitment from within may
lead to infighting among
19
The merits and demerits of recruiting candidates from outside an organization may
be stated thus:
Merits
Demerits
task either.
picked up.
Time consuming: It takes time to
Infection of fresh blood: People
repeated.
20
abilities.
21
METHODS OF RECRUITMENT
Internal Methods:
1. Promotions and Transfers
This is a method of filling vacancies from internal resources of the company to
achieve optimum utilization of a staff member's skills and talents. Transfer is the
permanent lateral movement of an employee from one position to another
position in the same or another job class assigned to usually same salary range.
Promotion, on the other hand is the permanent movement of a staff member
from a position in one job class to a position in another job class of increased
responsibility or complexity of duties and in a higher salary range.
2. Job Posting
Job Posting is an arrangement in which a firm internally posts a list of open
positions (with their descriptions and requirements) so that the existing
employees who wish to move to different functional areas may apply. It is also
known as Job bidding. It helps the qualified employees working in the
organization to scale new heights, instead of looking for better perspectives
outside. It also helps organization to retain its experienced and promising
employees.
3. Employee Referrals
It is a recruitment method in which the current employees are encouraged and
rewarded for introducing suitable recruits from among the people they know.
The logic behind employee referral is that it takes one to know one. Benefits
of this method are as follows:
22
Quality Candidates
Cost savings
Faster recruitment cycles
Incentives to current employees
On the other hand it is important for an organization to ensure that nepotism or
favoritism does not happen, and that such aspects do not make inroads into the
recruitment process.
External Methods:
External methods of recruitment are again divided into two categories- Direct
External Recruitment and Indirect External Recruitment methods.
College students who are just passing out get the opportunity to present
themselves to some of the best companies within their industry of
interest. Landing a job offer while still in college and joining just after
graduating is definitely what all students dream of.
On the negative front, campus recruiting means hiring people with little or no
work experience.
1. Advertisements
Advertisements are the most common form of external recruitment. They can
be found in many places (local and national newspapers, notice boards,
recruitment fairs) and should include some important information relating to
the job (job title, pay package, location, job description, how to apply-either by
CV or application form, etc). Where a business chooses to advertise will depend
on the cost of advertising and the coverage needed i.e. how far away people will
consider applying for the job.
24
may be no match with available openings. This is particularly true for jobs
requiring specialized skills.
a. Job boards: These are the places where the employers post jobs and
search for candidates. One of the disadvantages is, it is generic in
nature.
b. Employer web sites: These sites can be of the company owned sites, or
a site developed by various employers.
c. Professional websites: These are for specific professions, skills and not
general in nature.
Gate Hiring and Contractors: The concept of gate hiring is to select people
who approach on their own for employment in the organization. This
happens mostly in the case of unskilled and semi-skilled workers. Gate hiring
is quite useful and convenient method at the initial stage of the organization
when large number of such people may be required by the organization
25
27
SELECTION
Introduction
The size of the labour market, the image of the company, the place of
posting, the nature of job, the compensation package and a host of other factors
influence the manner of aspirants are likely to respond to the recruiting efforts of
the company. Through the process of recruitment the company tries to locate
prospective employees and encourages them to apply for vacancies at various
levels. Recruiting, thus, provides a pool of applicants for selection.
Definition
To select means to choose. Selection is the process of picking individuals who
have relevant qualifications to fill jobs in an organisation. The basic purpose is to
choose the individual who can most successfully perform the job from the pool of
qualified candidates.
Purpose
The purpose of selection is to pick up the most suitable candidate who would
meet the requirements of the job in an
organisation best, to find out which job
applicant will be successful, if hired. To meet
this goal, the company obtains and assesses
information about the applicants in terms of
age, qualifications, skills, experience, etc. the
needs of the job are matched with the profile
of candidates. The most suitable person is
then
picked
unsuitable
28
up
after
applicants
eliminating
through
the
successive
29
Application blank is highly useful selection tool, in that way it serves three
important purposes:
1. It introduces the candidate to the company in a formal way.
2. It helps the company to have a cross-comparison of the applicants; the
company can screen and reject candidates if they fail to meet the eligibility
criteria at this stage itself.
3. It can serve as a basis to initiate a dialogue in the interview.
4.Selection Testing
Selection tests or the employment tests are conducted to assess intelligence,
abilities, and personality trait.
A test is a standardized, objective measure of a persons behaviour, performance or
attitude. It is standardised because the way the tests is carried out, the
environment in which the test is administered and the way the individual scores are
calculated- are uniformly applied. It is objective in that it tries to measure individual
differences in a scientific way giving very little room for individual bias and
interpretation. Some of them are
1. Intelligence Tests: These are mental ability tests. They measure the incumbents
learning ability and the ability to understand instructions and make judgements.
The basic objective of such test is to pick up employees who are alert and quick
at learning things so that they can be offered adequate training to improve their
skills for the benefit of the organization.
2. Aptitude Test: Aptitude test measure an individuals potential to learn certain
skills- clerical, mechanical, mathematical, etc. These tests indicate whether or
31
not an individual has the capabilities to learn a given job quickly and efficiently.
In order to recruit efficient office staff, aptitude tests are necessary
3. Personality Test: The definition of personality, methods of measuring
personality factors and the relationship between personality factors and actual
job criteria has been the subject of much discussion. Researchers have also
questioned whether applicants answer all the items truthfully or whether they
try to respond in a socially desirable manner. Regardless of these objections,
many people still consider personality as an important component of job
success.
4. Simulation Tests: Simulation exercise is a tests which duplicate many of the
activities and problems an employee faces while at work.
5. Graphology Test: Graphology involves using a trained evaluator to examine the
lines, loops, hooks, stokes, curves and flourishes in a persons handwriting to
assess the persons personality and emotional make-up.
6. Polygraph (Lie-Detector) tests: the polygraph records physical changes in the
body as the tests subject answers a series of questions. It records fluctuations in
respiration, blood pressure and perspiration on a moving roll of graph paper.
The polygraph operator forms a judgement as to whether the subjects response
was truthful or deceptive by examining the biological movements recorded on
the paper.
32
Types of interviews:
Several types of interviews are commonly used depending on the nature and
importance of the position to be filled within an organization.
In a non directive interview the recruiter asks questions as they come to mind.
There is no specific format to be followed.
33
1.RECEPTION: The candidate should be properly received and led into the interview
room. Start the interview on time.
2.INFORMATION EXCHANGE:
State the purpose of the interview, how the qualifications are going to be
matched with skills needed to handle the job.
Begin with open-ended questions where the candidate gets enough freedom
to express himself.
Focus on the applicants education, training, work experience, etc. Find
unexplained gaps in applicants past work or college record and elicit facts
that are not mentioned in the resume.
3.EVALUATION: Evaluation is done on basis of answers and justification given by
the applicant in the interview.
4. PHYSICAL AND MEDICAL EXAMINATION: After the selection decision and before
the job offer is made, the candidate is required to undergo a physical fitness test. A
job offer is often contingent upon the candidate being declared fit after the
physical examination.
5.REFERENCE CHECKS: Once the interview and medical examination of the
candidate is over, the personnel department will engage in checking references.
Candidates are required to give the names of 2 or 3 references in their application
forms. These references may be from the individuals who are familiar with the
candidates academic achievements or from the applicants previous employer,
who is well versed with the applicants job performance and sometimes from the
co-workers.
35
HIRING DECISION:
The line manager has to make the final decision now whether to select or reject a
candidate after soliciting the required information through different techniques
discussed earlier. The line manager has to take adequate care in taking the final
decision because of economic, behavioral and social implications of the selection
decisions. A careless decision of rejecting a candidate would impair the morale of
the people and they suspect the selection procedure and the very basis of selection
in a particular organization.
A true understanding between line managers and personnel managers
should be established so as to facilitate good selection decisions. After taking the
final decision, the organization has to intimate this decision to the successful as
well as unsuccessful candidates. The organization sends the appointment order to
the successful candidates either immediately or after sometime depending upon its
time schedule.
Interviewing Mistakes: May have been influenced by cultural noise, snap
judgments, halo effect, stereotyping, first impression etc.
STRATEGIES FOR SUCESSFUL RECRUITMENT
STEP 1: ENSURE AN UP-TO-DATE JOB DESCRIPTION
A clear, accurate and up-to-date job description is crucial to ensuring a good
person-job fit. It is worthwhile spending some time making sure that the job
description matches the everyday reality of the job.
36
37
of 1069.27
from
freight
and 402.80
History
History of rail transport in India
40
Map of the completed and planned railway lines in India in 1871, thirteen years
after the end of Company rule.
The history of rail transport in India began in the mid-nineteenth century. The core
of the pressure for building Railways in India came from London. In 1848, there was
not a single kilometer of railway line in India. The country's first railway, built by
the Great Indian Peninsula Railway (GIPR), opened in 1853, between Bombay and
Thane.[8] A British engineer, Robert Maitland Brereton, was responsible for the
expansion of the railways from 1857 onwards. The Allahabad-Jabalpur branch line
of the East Indian Railway had been opened in June 1867. Brereton was responsible
for linking this with the GIPR, resulting in a combined network of 6,400 km
(4,000 mi). Hence it became possible to travel directly from Bombay to Calcutta.
This route was officially opened on 7 March 1870 and it was part of the inspiration
for French writer Jules Verne's book Around the World in Eighty Days. At the
opening ceremony, the Viceroy Lord Mayo concluded that it was thought desirable
that, if possible, at the earliest possible moment, the whole country should be
covered with a network of lines in a uniform system.
By 1875, about 95 million were invested by British companies in India guaranteed
railways. By 1880 the network had a route mileage of about 14,500 km (9,000 mi),
41
mostly
radiating
inward
from
the
three
major
port
cities
of Bombay, Madras and Calcutta. By 1895, India had started building its own
locomotives, and in 1896, sent engineers and locomotives to help build the Uganda
Railways.
In 1900, the GIPR became a government owned company. The network spread to
the modern day states of Ahom Kingdom, Rajputhana and Madras Presidency and
soon various autonomous kingdoms began to have their own rail systems. In 1905,
an early Railway Board was constituted, but the powers were formally vested
under Lord Curzon. It served under the Department of Commerce and Industry and
had a government railway official serving as chairman, and a railway manager from
England and an agent of one of the company railways as the other two members.
For the first time in its history, the Railways began to make a profit.
In 1907 almost all the rail companies were taken over by the government. The
following year, the first electric locomotive made its appearance. With the arrival
of World War I, the railways were used to meet the needs of the British outside
India. With the end of the war, the railways were in a state of disrepair and
collapse.
In 1920, with the network having expanded to 61,220 km (38,040 mi), a need for
central management was mooted by Sir William Acworth. Based on the East India
Railway Committee chaired by Acworth, the government took over the
management of the Railways and detached the finances of the Railways from other
governmental revenues.
The period between 1920 and 1929, was a period of economic boom; there were
41,000 mi (66,000 km) of railway lines serving the country; the railways
represented a capital value of some 687 million sterling; and they carried over 620
million passengers and approximately 90 million tons of goods each year. Following
the Great, the railways suffered economically for the next eight years. The Second
World War severely crippled the railways. Starting 1939, about 40% of the rolling
42
stock including locomotives and coaches was taken to the Middle East, the railways
workshops were converted to ammunitions workshops and many railway tracks
were dismantled to help the Allies in the war. By 1946, all rail systems had been
taken over by the government.
On 23 April 2014, Indian Railways introduced a mobile app system to track train
schedules.
Organizational structure
Name
Ab
br.
Date
Establish
ed
Route
Head
km
quarters
Divisions
Chennai, Tiruchirappalli,
Southern
SR
14
April
1951
5098
Chennai
Madurai and
Salem, Palakkad,
Thiruvananthapuram
5
Central
CR
Mumbai
November
3905
Mumbai
1951
urand Nagpur
Mumbai
5
Western
WR
November
6182
Mumbai
1951
Eastern
ER
14
April 2414
Kolkata
44
Name
Ab
br.
Date
Establish
ed
Route
Head
km
quarters
Divisions
1952
and Malda
NR
14
April
1952
6968
Delhi
Lucknow,Moradabad and
Udhampur
North
Eastern
South
Eastern
NER
14
April
1952
Gorakhpur
Varanasi
Adra, Chakradharpur,
SER
1955
2631
Kolkata
Kharagpur and Ranchi
NFR
15 January
1958
3907
Guwahati
Rangia,Lumding and
Tinsukia
Vijayawada, Secunderabad,
South
Central
SCR
2 October
1966
Guntakal,Guntur,
5951
Secunderabad
Hyderabad, Parbhani and
Nanded
45
Name
Ab
br.
Date
Establish
ed
Kolkata
KMR 24 October
Metro
CL
1984
Route
Head
km
quarters
Divisions
George's
gate NA
roadKolkata
ECR
1 October
2002
3628
Hajipur
lsarai,Samastipur and
Sonpur
North
Western
NWR
1 October
2002
Jaipur
Jodhpur
Khurda
East
Coast
ECoR
April
2003
2677
Bhubaneswar
North
Central
NCR
South
East
Central
SECR
April
2003
1
2003
April
3151
Allahabad
Bilaspur
Nagpur
46
Name
South
Western
West
Central
Ab
br.
SWR
WCR
Date
Establish
ed
April
2003
Route
Head
km
quarters
Divisions
Hubli
Mysore
April
2003
Jabalpur
Kota
Trains are classified by their average speed.[37] A faster train has fewer stops
("halts") than a slower one and usually caters to long-distance travel.
Rank Train
Description
Duronto Express
47
Rajdhani Express
AC Express
Double
Express
48
Shatabdi Express
Yuva Express
Garib Rath
Jan
Express
Sampark
Express
10
Intercity Superfast These are trains travel at a speed greater than 100
Express/Mail
11
12
Vivek Express
13
Rajya Rani Express These trains are started to connect state capital to
important cities in that state.
14
Express
50
15
16
Suburban trains
These
trains
operate
in
the
urban
areas
17
Metro
18
Tourist Trains
Rajasthan
on
51
Accommodation classes
52
back. In some mail trains a separate mail coach is attached. Lavatories are
communal and feature both the Indian style as well as the Western style.
The following table lists the classes in operation. A train may not have all these
classes.
Class
Description
1A
First class AC: This is the most expensive class, where the fares are
almost at par with air fare. There are eight cabins (including two
coupes) in the full AC First Class coach and three cabins (including
one coupe) in the half AC First Class coach. The coach has an
attendant to help the passengers. Bedding is included with the fare
in IR. This air conditioned coach is present only on popular routes
and can carry 18 passengers (full coach) or 10 passengers (half
coach). The sleeper berths are extremely wide and spacious. The
coaches are carpeted, have sleeping accommodation and have
privacy features like personal coupes. This class is available on broad
gauge and metre gauge trains.
2A
53
FC
3A
3E
CC
EC
SL
Sleeper class: The sleeper class is the most common coach on IR,
54
Seater class: same as AC Chair car, but with bench style seats and
without the air-conditioning. These may be reserved in advance or
may be unreserved.
UR
55
RESEARCH METHODOLOGY
The Research Methodology of the study includes the above core objectives. The
data is collected from the secondary source. The period of study is from 1950-51 to
2010-11. The statistical tools are applied in accordance to the requirements of the
study purpose.
Indian Railways is governed by three tier vertical organization structure. It reveals
the flow of authority from top to bottom of the organization in a vivid manner.
Indian Railways is Headed and Governed by Union Minister of Railways, two
Ministers of State for Railways, Chairman Railway Board, Financial Commissioner,
Human Resource Development in Indian Railways
Member Staff, Member Electrical, Member Mechanical, Member Engineering and
Member Traffic at the apex level,. The Railway Board takes the right decisions at
the right time and right place. It is the supreme decision making body in Indian
Railways. General Managers of 16 Zonal Railways at the zonal level and the lowest
level of 68 Divisions headed by Divisional Railway Managers for effective and
efficient management of scare resources in order to attain the goals of the
organization in a rapid manner.
56
57
In order to ensure uniformity throughout the RRBs, there is a standard format for
application.
The applications received are scrutinized for different eligibility criteria and a list of
eligible candidates is drawn. Thereafter, examination date and centre is fixed and call
letters are dispatched to eligible candidates one month in advance of the date of
examination. Simultaneously the rejected applications data is published in the website
for information of in-eligible candidates.
The examinations may be single stage, two stages, single stage written exam followed
by skill test/aptitude test/interview depending on the nature of the posts advertised.
Candidates qualified in all stages of the examination are finally called for document
verification, wherein, all the records are verified and checked with original documents.
The employment notification is also published on the Internet web site. The
58
applications are scrutinized for eligibility. Eligible candidates are called for a written
examination with call letters being sent a month in advance of the date of the
examination.
If number of candidates is large, the candidates who qualify in the preliminary exam
are called for the main written exam, and the merit list is prepared based entirely upon
the result of the main exam. In most categories of jobs, there is no interview after the
written examination. For a very few specific categories there is a viva after the written
exam, while for certain other categories there is a skill test. For categories related to
operational safety, there will be a psychological test.
Following is intended to serve as guidelines for recruitment process for RRB (Indian
railway recruitment board):
1. The selection is made strictly as per merit on the basis of written/online
examination. In addition, Aptitude/Skill Test/Interview etc. may also be conducted
wherever applicable. Short listed candidates will be called for verification of the
original documents according to merit, availability of vacancies and reservation rules.
2. There shall be negative marking in written/online examinations and marks shall be
deducted for each wrong answer AT 1/3 of the allotted marks for each question.
3. The syllabus for the written/online examination will be generally in conformity with
the educational standards and /or technical qualifications prescribed for the posts. The
Questions will be of objective type with multiple answers and likely to include
questions pertaining to General Knowledge, General English/General Hindi, General
Arithmetic, Analytical and Quantitative Skills and those subjects covered as part of
minimum educational/technical qualifications for the post. The question paper will be
bilingual i.e English and Hindi. The duration of the examination will be 90 to 120
minutes with approximately 100 to 150 questions.
59
4. The Railway Recruitment Board, at its discretion may hold additional written test(s)
and/or interview/skill test if considered necessary for all or for a limited number of
candidates as may be deemed fit by Railway Recruitment Board.
5. The date, time and venue of the written/online examination and Aptitude/Skill
Test/Interview will be fixed by the RRB and will be intimated to the eligible candidates
in due course. These will also be published in the Employment News and indicated in
the website of RRB. Request for postponement of the examination/skill test/interview
and change of center/venue will not be entertained under any circumstance.
6. Stages of examination are given against each post. Based on the performance of
candidates in the examination, the candidates equal to the number of vacancies will be
called for document verification in the main list. In addition 30% extra candidates are
also called as standby candidates and they are considered for empanelment only if
there is shortfall in empanelment from the main list. During document verification, the
candidates will have to produce their original certificates. No additional time will be
given and the candidature of the candidates not producing their original certificates on
the date of verification is liable to be forefeited.
60
DOCUMENT VERIFICATION:
The application details furnished by successful candidates are verified and they are
called for counselling and scrutiny of original documents. A panel of names is then
recommended to zonal Railway / Production unit to the extent of vacancies. The
candidates will be required to pass a medical examination before appointment.
61
62
(b) 30 cm
(c) 15 cm
(d) 10
A 6. The chart used for recording the condition of track is known as:
(a) Rolling chart
(b) Track chart
(c) Hallade chart
(d) Vibro chart
7. The most common system of signaling in India is the system.
(a) automatic block
(b) section clear system
(c) absolute block
(d) pilot guard system
8. The feeder gauge . is commonly used for feeding raw materials to big
Government manufacturing concerns as well as to private factories such as steel
plants, oil refineries, sugar factories etc.
(a) 0.6096 m
(b) 0.792 m
(c) 1m
(d) 1.676 m
9. Which one of the following bolts is not used in rail track:
(a) Fang bolt
(b) Eye bolt
(c) Rag bolt
(d) Fish bolt
64
FINDING SUGGESTION
Preparing for a long term Railway Development Plan Preparing for a long
term Railway Development Plan to meet growing demand arising from to
meet growing demand arising from accelerating economic growth
65
CONCLUSION
66
The Human Resource per kilometer during the year 2008-09 is about 22 is an
indicator of human resource density in Indian Railways. The number of Railway
stations in Indian Railways has increased significantly by 17.63 percent during the
above study period depicting the network increased
In this project, we examine this angle through the case studies of INDIAN RAILWAYS
involved in the same sector but essentially different in their perceptions towards
recruitment and selection.
In the end, this project endeavors to present a comprehensive picture of
Recruitment and Selection and hopes to enable the reader to appreciate the
various intricacies involved.
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REFERENCES:
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BIBLIOGRAPHY
NEWS PAPERS:
o TIMES OF INDIA
o THE ECONOMIC TIMES
MAGAZINES:
o BUSINESS WORLD
o BUSINESS TODAY
o INDIA TODAY
REPORTS
o Indian Railways--Annual Report and Accounts, Ministry of Railways,
Government of India.
o Indian Railways Year Books, Ministry of Railways, Government of India.
o Report of Indian Railways
WEB:
www.scribd.com
www.preservearticles.com
www.academia.edu
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