Edited Sip Final Convert Full Edited For The Orginazation

EXECUTIVE SUMMARY The novel plan for the introduction of a rail system, transformed the whole history of India.
This innovative plan was first proposed in 1832; however no auxiliary actions were taken for over a decade. In the year 1844, private entrepreneurs were allowed to launch a rail system by Lord Chhatrapati Shivaji Terminus, Mumbai is the busiest railway station in India. It is also a Hardinge, who was the Governor-General of India. By the year 1845, two companies were formed and the East India Company was requested to support them in the matter.
South Western Hubli Workshop
The credit from the UK investors led to the hasty construction of a rail system over the next few years. On 22nd Dec' 1851, the first train came on the track to carry the construction material at Roorkee in India. With a passage of one and a half years, the first passenger train service was introduced between Bori Bunder, Bombay and Thana on the providential date 16th Apr' 1853. This rail track covered a distance of 34 kms (21 miles). Ever since its origin, the rail service in India never turned back.
The British Government approached private investors and persuaded them to join the race with a system that would promise an annual return of 5% during the early years of operation. Once finished, the company would be transferred under the Government ownership, yet the operational control will be enjoyed by the original company. In 1880, the rail network acquired a route mileage of about 14,500 km (9,000 miles), mostly working through Bombay, Madras and Calcutta (three major port cities). By 1895, India had started manufacturing its own locomotives. In no time, different kingdoms assembled their independent rail systems and the network extended to the regions including Assam, Rajasthan and Andhra Pradesh. In 1901, a Railway Board was formed though the administrative power was reserved for the Viceroy, Lord Curzon. The Railway Board worked under the guidance of the Deptt of Commerce and Industry. It was comprised of three members a Chairman, a Railway Manager and an Agent respectively. For the very first time in its history, the Railways instigated to draw a neat profit. In 1907, most of the rail companies were came under the government control. Subsequently, the first electric locomotive emerged in the next year. During the First World War, the railways were exclusively used by the British. In view of the War, the condition of railways became miserable. In 1920, the Government captured the administration of the Railways and the linkage between the funding of the Railways and other governmental revenues was detached.
With the Second World War, the railways got incapacitated since the trains were diverted to the Middle East. On the occasion of India's Independence in 1947, the maximum share of the railways went under the terrain of Pakistan. On the whole, 42 independent railway systems with thirty-two lines were merged in a single unit and were acknowledged as Indian Railways. The existing rail networks were forfeited for zones in 1951 and 6 zones were formed in 1952. With 1985, the diesel and electric locomotives took the place of steam locomotives. In 1995, the whole Institute of Excellence in Management Science 1 railway reservation system was rationalized with computerization.
Start of Indian Railways

Following independence in 1947, India inherited a decrepit rail network. About 40 per cent of the railways then passed through the newly independent republic of Pakistan. A large number of lines had to be rerouted through Indian Territory, and new construction had to be undertaken. Underinvestment and unproductive management and maintenance practices have sharply curtailed growth in route length. A total of forty-two separate railway systems, including thirty-two lines owned by the former Indian princely states existed at the time of independence spanning a total of 55,000 km. These were amalgamated into the Indian Railways. In 1951, the rail networks were abandoned in favour of zones. A total of six zones came into being in 1952. As India developed its economy, almost all railway production units started to be built indigenously. Broad Gauge became the standard, and the Railways began to electrify most lines to AC. In 1985, steam locomotives were phased out. Under Rajiv Gandhi, reforms in the railways were carried out. In 1987, computerization of reservation first was carried out in Bombay and in 1989 the train numbers were standardized to four digits. In 1995 the entire railway reservation was computerized through the railway's intranet. In 1998, the Konkani Railway was opened, spanning difficult terrain through the Western Ghats. A Kolkata Metro has been built, and was followed by the Delhi Metro, with many other rapid transit systems under construction or planning. Now in India the longest super fast train is between Thiruvananthapuram to Guwahati. Its distance is nearly 3000
Introduction about the Topic of the Study:Recruitment selection training and Awareness of Human Resource policies Among Railway
Employees with Reference to Hubli Workshop
OBJECTIVES OF THE STUDY

To know the awareness of HR policies among the employees To know basis of recruitment employees got appointed To study method of promotion followed. To know the type of Training & no of training programs undergone.
Institute of Excellence in Management Science

To know on what basis training need is analyzed.
Methodology:Study Area:Hubli Railway Workshop Type of Research:Institute of Excellence in Management Science

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Descriptive Research
Descriptive research, also known as statistical research, describes data and characteristics about the population or phenomenon being studied. Descriptive research answers the questions who, what, where, when and how...
Sampling Method:
Samples are going to be select on Non probability convenient sampling method.
Type of Data Used in Study: Primary data:It is a firsthand data which is collected through Survey and interviewing the Respondents. Secondary data:- it is a second hand data which is collected in the form of Books, news and railway Booktel Sample Size:
100
Sampling Population
All Employees of Hubli Workshop Statically tools used to analyze the data: Graph Charts
Findings: It was found that 61% of the employees are recruited through Examination. It was found that Promotions are 73% given on the basis of the Ranking.

It was found that 50% of the employees do not know the HR policies. It was found that 94% of employees have 21days of Training.. It was found that 100% employees are motivated after the training. It was found that Thinking of job rotation 71% of employees are moderate satisfied. It was found that 91% employees are evaluated on the basis of Training skill.
Suggestion/Recommendations
Promotions have to be made through departmental exams wise so that the quality of employees can be retained. Training need is to be analyzed on performance counseling. Awareness of the Human Resource policies need to be made while in induction training to the employees
Maximum employees are moderate satisfied of the job rotation which will lead to declaim in the quality of work so it should be based on interest of the employees.
CONCLUSION
After completing the project in Railway Hubli Workshop on the Topic Recruitment, Selection, Training And Awareness Of Hr Policies Among Railway Employees , I can conclude that it is one of the Best organizations to study the Structure and management of Human resource as they have 3618 employee strength and which has the Annual Budget of Rs 281Cr. Which provides many Benefits to its employees it is having structured format process. Keeping clear transparence of recruitment process. Providing good jobs to Hubli& dharwad public. I also came to know that training is conducted in such a manner which is motivating the employees. Lastly I can conclude that the Topic Recruitment, Selection, Training And Awareness Of Hr Policies Among Railway Employees is a modern approach in todays world which is gaining enormous importance and popularity and thus it can benefit any organization or enterprise. It also helps bridge a gap between and builds the strong relationship between the management and the employees to sort any kind of problems arouse in the organization without having any kind of lose to the management and the employees.

INTRODUCTION MANAGEMENT
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.

What is recruitment?
Process of attracting the best qualified individuals to apply for a given Job.
Three main stages in recruitment

1) Identify and define the requirements. Job descriptions, job specifications (2) Attract potential employees (3) Select and employ the appropriate people from the job applicants
Recruitment & Selection is a continuous process

Staff departures (e.g. retirements, sackings, resignations) Changes in business requirements (e.g. new products, markets, expanded operations) Changes in business location (a relocation often triggers the need for substantial recruitment) Promotions
Factors describing recruitment process

Characteristics of the job Characteristics of applicants Recruiting Policies Characteristics of the recruiter
Characteristics of the Job

Pay Challenge Job security Chance for promotion Geography Benefits (how much do you know?)

Methods
Internal Recruitment This refers to the filling of job vacancies from within the business where existing employees are selected rather than employing someone from outside. A business might decide that it already has the right people with the right skills to do the job, particularly if its training and development programme has been effective.
External Recruitment
This refers to the filling of job vacancies from outside the business (contrast with internal recruitment). Most businesses engage in external recruitment fairly frequently, particularly those that are growing strongly, or that operate in industries with high staff turnover There are several ways of looking for staff outside the business Employment / recruitment agencies These businesses specialize in recruitment and selection. They often specialize in recruitment for specific sectors (e.g., finance, travel, secretarial). They usually provide a shortlist of candidates based on the people registered with the agency. They also supply temporary or interim employees.
Common Selection Process
Selection Methods
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Application forms Interviews Assessment center Psychometric test
Interviews
Most common method Not always most valid method- depends on form of interview
Types of interviews:
Structured (much higher validity than unstructured) (questions oriented to past experience, and hypothetical questions) Unstructured Panel/ Team
Training:Training is a process in order to change a human being's attitude, knowledge, skills and behavior. Types of training:
Induction In-service Refreshment
Induction: - it is the training given to all the employees while joining the job.
In-service:- when in job training is given to upgrade the skill it is also known as on the job training. Refreshment: - changes in the technology in the work place which may be a problem to work so refreshment training is give to know how to use the machinery.
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Topic of the Study:Recruitment selection training and Awareness of Human Resource policies Among Railway
Employees with Reference to Hubli Workshop
OBJECTIVES OF THE STUDY

To know the awareness of HR policies among the employees To know basis of recruitment employees got appointed To study method of promotion followed. To know the type of Training & no of training programs undergone. To know on what basis training need is analyzed.
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Limitations: A study is restricted only for Railway Workshop Hubli . Time duration is only 60 days. The Responds were not co-operating to give the data.
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Profile of South Western railway - Hubli SOUTH WESTERN RAILWAY HUBLI

VITAL STATISTICS
1 2. 3. 4. 5. 6. 7. 8. 9. 10.
Sanctioned Strength On Roll Strength No. Of. Officers No. of supervisors Total Area Covered Area Township Area Power Consumption Water Consumption Annual Budget
3618 3170 9 240 105200 Sq.m 39625 Sq.m - 151406 units/Month 4950 KL/month Rs 281 Cr
MAIN ACTIVITIES
S/N 1. 2. 3. 4.
Activities BG AC Coach POH BG NAC Coach POH BG Wagon Rebuilding Wagon Production
Outturn 09-10 110 864 - 182
Target 10-11 120 924 600 160
BRIEF HISTORY OF HUBLI WORKSHOP Loco, Carriage and Wagon workshop at Hubli was established in 1885 under Southern Mahratta Railway (SMR) headquartered at Dharwar for maintenance of Meter gauge locos, coaches and wagons. In 1919, Madras & Southern Mahratta Railway (MSMR) was formed
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and the workshop was brought under the Jurisdiction of MSMR. The workshop continued with periodic overhauling Activities of MG rolling stock. On reorganization of the Railways after independence, six zonal Railways wereformed and in 1951, Hubli workshop was brought under the control of S.Rly. During this period, IRS type rolling stocks were introduced and therefore, new facilities were added in the workshop under modernization plan taken up by SR during the period 1960-66 at a total cost of about Rs.1.5 Cr. Under the plan, a new complex with EOT crane for repair of steam locomotives was set up and a 100T traverse was installed. POH of passenger class YP 4-6-2 and goods class YG 2-8-2 configuration steam locomotives and YD 2-8-2 dual class steam locomotives used on steep gradients were carried out by Erecting Shop and Boiler shop. Erecting shop used to first separate the tender and engine and thereafter from the engine, boiler was separated after cutting the saddle plate, breather plate. Boiler was then sent to boiler shop for overhauling of boiler elements, smoke tubes etc. MG IRS type coaches were wooden body mounted on metal under frame. A full fledged saw mill was functioning under Carriage shop comprising various wood working machines such as log band saw, vertical band saw, and planning, drilling and boring machines. The workshop also manufactured wooden body 37 inspection carriages, narrow gauge coaches and horse vans during this period.MG wagons having riveted construction were repaired in wagon shop. In recognition of the commendable work done by the workshop, the first MG diesel locomotive rolled out from Diesel Locomotive Works, Varanasi in 1961 was aptly named as Hubli. Later in 1966, another reorganization of Railways was undertaken and 3 more zones were carved out of the existing zones, South Central Railway (SCR) was formed by merging Hubli and Vijayawada divisions of SR and Secunderabad and Solapur divisions of Central Railway. Thus, on Gandhi Jayanti day of 1966, the workshop was taken over by newly formed SCR. In 1969, entire repair work of meter gauge rolling stocks of Central Railway portion which was previously done in Lallaguda workshop was transferred to Hubli workshop. In 1969, the workshop was adjudged the best Railway workshop on Indian Railways for achieving productivity improvement in excess of ten percent. The financial award was utilized to set up a community hall on Club Road.
PERAONAL MANAGEMANT AND OBJECTIVES OF PERSOAL DEPARTMENT

From a small business in 1853, Indian Railways Network today , is the largest Public sector Undertaking in our country where around 16 lakes of employees are working. With the
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increase in the size of the Railways and growth consciousness of the workers. Men have become the most important factor in Railways. Unlike Machines, Human beings act and react favorably or otherwise when engaged in diverse working conditions and in tiresome jobs. This may be for want of scope of advancement in ones career, for want of due attention from supervisors in matter connected with service conditions or while facing situations, favorable or for un favorable off the job conditions Background of all these actions and reactions, favorable or un favorable is personnel problems. In order to face the problems with Human approach, it is desirable that a personal department manned by Experts on personnel matters would function in big organization.
Functions of Personnel Management Man power planning Recruitment Training and development Placement Transfer Performance appraisal Promotions and demotions Guidance on disciplinary mattes Wages and salary administration Industrial peace Grievances redressed and welfare activities Incentives and financial aids Settlement and pension Arranging and maintaining post retirement benefits.
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Personal managers control the human factor in an industry intelligently for getting the best result from the workers by developing their capabilities. Personnel Managers aims at creating a team spirit and sense of discipline amongst workers. Personnel officer will relieve the department officers from the workload in personnel to the extent possible. However the departmental office should have the main say in the placement of works to ensure best utilization, economy and efficiency.
The personnel officer is also receptive to suggestions given by Departmental Officers on transfer to maintain efficiency and discipline, the personnel officer and departmental officers are jointly responsible for the efficient working of the administration.
Although the departmental officers are relieved of personnel work to a great extent after setting up of personnel Department, they should also maintain close touch with their employees, receive their grievances on personnel matters and arrange to dispose of the same with the help in maintaining congenial atmosphere for smooth working.
The personnel officers are also welfare officers who will concentrate on various welfare activities such as promotion of sports, management of holidays Homes institutes, Co-operative societies and canteens etc. personnel officer should see that the legitimate interest of the workers ir protected and none of the workers feel that his needs remind unattended to . Personnel officer should take utmost care and interest in maintaining congenial atmosphere for smooth working.
RECUIREMENT
Group A
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Group A officers are recruited through UPSC and are places in various organization services of the Railways such as IRPS, IRTS,IRAS,IRES,IRSME,IRSS,IRSSE,IRSEE,IRMS etc. Some officers are required directly as special class apprentices. They are then imparted training in Railways Training Center at Jamalpur, This mode of recruitment is restricted to Mechanical Department only. Against some isolated posts in security department direct recruitment is made through UPSC. Some officers are recruited b special recommendation and subsequently regularly by UPSC. Through selection .Eligible Group B officers are also regular placed in Group A with the prescribed percentage after they are selected by a Departmental Promotional Committee which includes an UPSC member. Group B The recruitment to Group B services is made through selections from the eligible Group C employees. 70% of the assessed vacancies are fills by regular selection and 30% of the vacancies are filled by LDCE. Group B posts in Civil Engineering. Mechanical Engineering Electrical Engineering S&T Engineering and Transportation are treated as safety categories for the purpose of empanelment , Medical examination, etc. Group C Railway Recruitment Board makes majority of the recruitment to the group C Normally such recruitment are made to initial grades. Recruitment is also made by GM on compassionate grounds, Handicapped/ Cultural/Sports/ scouts Quota, SC/ST special drive, etc. Group D The recruitment to Group D is made by empanelling the eligible casual laborers, substitutes and by recruitment appointment to Group D is also made on compassionate grounds, Handicapped/ Cultural/Sports/Scouts quota, SC/ST special drive, etc.
PROMOTIONS AND SELECTIONS
General
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For the purpose of maintaining efficiency in the administration. Railways Board has classified the post as selection post and non-selection posts. Regular promotions are ordered only against clear vacancies arising due to creation of additional posts, recruitment, resignation, death, promotion to higher grades etc.
For promotions from one grade to another grade in selection posts as well as non-selection posts within Group C whether safety posts or non-safety posts, the employees should have worked at least for a period of 2 years in the immediate lower grade in Group C cadre. The period of adhoc promotions followed by the regular promotions without break will be counted for racking this two years in the lower grade. Incase however if a junior employee is eligible for consideration for promotions satisfying the conditions of two years in the lower grade , all his seniors would automatically be deemed to be eligible . in the case of non- running category in the event of non-availability of employees with two years in the lower grade employees who have completed one year in the lower grade may be considered for promotions with the personal sanction of GM provided it is necessary to fill up the higher grade vacancy . Adhoc promotion against short term vacancies should be resorted only in exceptional cases for a period not exceeding four months and where selected candidates are not available. It is unavoidable while making agreements the person available may not be the senior most. All adhoc promotions should be terminated at the earliest opportunity and where it is not possible to terminate explaining the circumstances.
THE PERSONS WITH DISABILITIES (EQUAL OPPORTUNITIES PROTECTION OF RIGHT AND FULL PARTICIPATION) ACT 1955
The enactment of the persons with Disabilities (Equal Opportunities protection of rights and full participation) Act 1955 has necessitated modifications in the existing scheme of absorption in alternative employment of staff medically decategorised. In terms of the provisions of the Act, the procedure followed in railways for Absorption of medically decategorised employees has been revised as given under. Provisions of the Establishment Code and Manual have been suitable amended to accommodate the principles of the Act. Accordingly if a railway servant who fails in vision test or otherwise by virtue of disability acquired during service and become physically incapable of performing the duties of the
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posts which he occupy his should not be dispensed with of reduced in the rank but should be shifted to some other post with the same pay scale and service benefit. The Act also provides that there shall be no discrimination in the matter of promotion merely on the Grounds of physical disability. This will apply to the categories of staff who have been recruited from the open market against the vacancies reserved for recruitment of physically handicapped and staff who acquire disability while in service and are absorbed in suitable alternative employment. Such staff will considered for promotion in their turn based on their eligibility and suitability with other in the selection/Suitability/Trade test for promotions to higher grade post.
APPOINTEMENT ON COMPASSIONATE GROUNDS Appointment on compassionate grounds are made to the wards of the Railways servants who die while on duty or who are medically incapacitated or who die in harness while in service or who are missing . Normally the father of the family is taken as the breadwinner. However in the case where both the husband and wife are employee in Railways appointment on compassion is given on account of the death of either husband or wife whichever occurs first. There is no bar in given such appointments to the husband of the female Railways servants on the same conditions. Appointment on compassionate ground is made preferably to the widow or widower. Where the widower/ widower cannot take up employment. Son/Daughter/Adopted child/Dependent in the case of Bachelors/Married or widowed or divorced daughter with GMs approval are considered for appointment . minor son is also considered even though at the time of the event there is a daughter attained majority and or a major son is already employed. The benefits of compassionate appointment is not admissible to the near relative. When compassionate appointment is given to an adopted son or daughter it should be ensured that it is legally valid, the adoption is legally recognized under the personal law governing the Railways servant and the adoption process has been completed and has become valid before the death incapacitation of the employs.
The shops of Hubli Workshop

The departments of the Hubli Workshop are :1) Paint shop
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2) Carriage shop 3) Machine shop 4) Wheels shop 5) Smithy shop 6) BVZI shop 7) Milliderate shop 8) Production A 9) Production B 10) Welding section 11) Water section 12) Electrical Shop 1) Paint shop:- This is the shop where they take care of all the painting works which are taken over in the organization from painting the boggy to the organization itself. 2) Carriage shop:- This is the shop where all the repairs take place about the boggy and wagons. 3) Machine shop:- This is the shop where all the machinery things are made for the assembly line. 4) Wheels shop: - This is the shop where they modify the wheels to meet the perfect diameter of the tracks to work properly. 5) Smithy shop: - This is the shop where they make Springs and Bolts which are been used in the organization in all the shops also.
6) BVZI Shop: - This is the shop where they only manufacture only the Brake wagons
for goods trains.

7) Milliderate: - This is the Department of the Crain operators . 8) Production A: - This is the Shop where the manufacture Boggy production means
shift 1. 9) Production B: - This is also the same show as the Production and it is called as Production B because it is the 2 shift. 10) Welding Section: - This is the shop where they take care of welding 11) Water section: - This is the section which Deals with all the water Supply 12) Electrical shop: - This is the shop whish take cares of the
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electrical equipments
The organization setup is as below:Management
Chief Workshop Manager Deputy Chief Workshop Manager

W.M Coaching W.M Boxnr
DE E
AEE
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WPO AWM / mantance AWM / Repair
OFFICE
Chief Office Superdent
FIELD
SSE
SE
Office Superdent
JE-I
Senior Clerk
JE-II MCM /SR.Tec h Tech-I Tech Institute of Excellence in Management Science -II
Junior clerk
Lascar/Poem
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TechIII
Helper
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INDIAN RAILWAYS
Industry Founded Headquarters Area served
Railways & Locomotives 16 April 1853 New Delhi, Delhi, India India Dinesh Trivedi (Ministry of Railways)
Key people
E. Ahamed & K.H. Muniyappa (Ministers of State) Vivek Sahai (Chairman, Railway Board)
Services Revenue Net income Employees Parent Divisions Website
Rail transport Rs 88,355 crore (US$ 18.82 billion) (2010-11) Rs. 951 crore (US$ 202.56 million) (2010-11) 1,600,000 (2010) Ministry of Railways, Government of India 16 Railway Zones (excluding Konkan Railway) Indianrailways.gov.in
INDIAN RAILWAYS ORGANISATIONAL SETUP

Railway Board,
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Railway Board was constituted by a regulation of government of India on 10.02.1905 it is the chief administrative and executive body assisting the railway Minister in the discharge of his assignments. Some important functions of the Railway Board are: Policy Formulation Planning Budgeting Project Implementation Inter railway Co-ordination Inter Minister Co-ordination
The Railway Board consists of:-
CHAIRMAN
Chairman Railway Board is responsible for policy decisions intelligence, planning, security, vigilance, public relation etc. CRB also advise the government of India in the matters of Railway Policy.
MEMBERS
DEPARTMENT STAFF Traffic Mechanical Engineering Electrical PORTFOLIOS Established, Health, official Language, pay Commission, Management Services. Coal movement, Safety, Coaching, Traffic, Operating information system Mechanical Engineering, Workshops& stores. Civil Engineering, MTP, tracks, Works, S&T, Land management Electrical Engineering
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Financial Commissioner Accounts, Accounting development, Finance, Statistic, Economics , Efficiency Bureau
ADDITIONAL MEMBERS
SECRETARY
EXECUITVE DIRECTORS, JOINT DIRECTORS, DEPUTYDIRECTORS Attached offices to Railway Board

Research Design and standards Organization, Luck now. Railway Liaisons Office, New Delhi etc.
Subordinate offices to Railway Board.

Railway staff College vadodara. Indian railway institute of civil Engineering Technology pune. Indian railway institute of signal engineering technology Secunderbad. Indian railway institute of Mechanical Engineering. Jamalpur Indian railway institute of Electrical Engineering, Nasik. Railway Recruitment Board. Railway Rates Tribunal. Railway Claims Tribunal etc.
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ZONAL RAILWAYS
ZONES Northern Railways Southern Railways Eastern Railways Western Railways Central Railway South Eastern Railway South Central Railway North Eastern Railway North Eastern Railway HEADQUARTERS Delhi Chennai Kolkata Mumbai (Church. Gate) Mumbai(CST) Kolkata Secunderbad. Gorakhpur Maligaon
Each Zonal Railway Function under:GENERAL MANAGER ADDITIONAL GENERAL MANAGER SDGM&COV, CE, CEE,COP, CSTE, CMD, COS, CPLO, CPRO,FA&CAO,CSC,CME,COM,CCM
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DEPUTY HODs, SENIOR SCALE OFFICERS AND ASSISTANTOFFICERS NEW ZONAL RAILWAYS ZONES HEADQUARTERS North central Railway Allahabad East Central Railway Hajipur West Central railway Jabalpur South Western Railway Hubli North Western Railway Jaipur East Cost Railway Bhubaneshwar. South East Central Railway Bilaspur
Zones are further divided into Divisions, Workshops and Extra Divisional Offices, Divisional administration set up function under:-
DIVISIONAL RAILWAY MANAGER ADDITIONAL DIVISION RAILWAY MANAGER SR.DAO, SR.DCM, SR.DSO , SR.DSO, SR.DPO, SR.DEN, SR.DSTE, SR.DEE, SR.DME, CMS,DSC,PRO,DCOS Senior scale officers and Assistant Officers assist Branch Officers UNITS
Chittaranjan loco works Integral coach factory Diesel loco works Wheel &Axle plant Diesel components works Rail coach factory
PRODUCTION UNIT HEADQUARTERS

Chittaranjan Perambur Varanasi Yelahanka Pataiala Kapurthala.
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OTHER IMPORTANT ORGANIZATIONS
MTP COFMOW CORE CRIS IRCA RITES IRCON IRFC CONCOR KRCL Metropolitan Railway Project Central organization for modernization of workshops Central organization for Railway Electrification Central for railway information system Indian Railway conference Association Rail India Technical & Economics Services Indian Railway construction corporation Indian Railway corporation Container corporation of India Limited Konkan Railway corporation Limited
Methodology:Study Area:Hubli Railway Workshop Type of Research:Descriptive Research

Descriptive research, also known as statistical research, describes data and characteristics about the population or phenomenon being studied. Descriptive research answers the questions who, what, where, when and how.
Sampling Method:
Samples are going to be select on Non probability convenient sampling method.
Type of Data Used in Study: Primary data:It is a first hand data which is collected through Survey and interviewing the Respondents.
Secondary data:- it is a second hand data which is collected in the form of Books, news and railway Booklet Sample Size:
100
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Sampling Population
All Employees of Hubli Workshop Statically tools used to analyze the data: Graph Charts
ANALYSIS AND INTREPERATION

1) Gender Table 1
Gender
Gende r
Valid Male Female Total
Cumulative Frequency 91 9 100 Percent 91.0 9.0 100.0 Valid Percent 91.0 9.0 100.0 Percent 91.0 100.0
Graph 1
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Interpretation: - The above Graph 1 revels that 91% of respondents are Male and 9% Females Employees. 2) Age Table 2
Age
Age
Frequency Valid 25-35 36-45 46-60 Total 12 7 81 100 Percent 12.0 7.0 81.0 100.0 Valid Percent 12.0 7.0 81.0 100.0
Cumulative Percent 12.0 19.0 100.0
Graph 2
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Interpretation: - The above Graph 2 revels that 81% of employees are among 46-60 Age Group, 12% of Employees are among 25-35 Age group and 7% employees are among 36-45 age group. 3. Designation
Table 3 Designation
Desig nation
Valid Junior Engineer Sr Tech Tech 3 Tech 2 Tech 1 Kalachi Head clerk officer superdent section clerk
Cumulative Frequency 7 11 11 18 33 5 2 9 4 Percent 7.0 11.0 11.0 18.0 33.0 5.0 2.0 9.0 4.0 Valid Percent 7.0 11.0 11.0 18.0 33.0 5.0 2.0 9.0 4.0 Percent 7.0 18.0 29.0 47.0 80.0 85.0 87.0 96.0 100.0
ITotal nstitute of Excellence100 Management Science in 100.0 100.0
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Graph 3
Interpretation:- The above Graph 3 revels that 33% of employees are of Tech 1 Grade,16% are Tech 2, 11% are Tech 3 & Sr Tech, 9% are officer Superdent,7% are Junior Eng, 5% are kalasi,4% are section Clerk and 2% are Head Clerk 4. Category
Table 4 Category Cumulative Frequency Valid SC ST OBC General Total 23 10 2 65 100 Percent 23.0 10.0 2.0 65.0 100.0 Valid Percent 23.0 10.0 2.0 65.0 100.0 Percent 23.0 33.0 35.0 100.0
Graph 4
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Interpretation: - The Above Graph 4 revels that 65% are of General Category, 23% are of SC, 10% are of ST and 2% are of OBC. 5. Annual Income
Table 5 Annual income Cumulative Frequency Valid less than 2lakh 2lakh to 4lakh 4lakh to 6lakh Total 8 85 7 100 Percent 8.0 85.0 7.0 100.0 Valid Percent 8.0 85.0 7.0 100.0 Percent 8.0 93.0 100.0
Graph 5
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Interpretation: - The above Graph 5 revels that 85% of employees annual income is 2lakh -4lakh, 8% are of less than 2lakh and 7% are 4lakh-6lakh. 6) Which type of Recruitment did you got Selected?
Table 6 Recruitment
Type of recruitment
Frequency Valid Exam Sports Disability compassionate grounds Apparcentce Total 61 12 2 20 5 100 Percent 61.0 12.0 2.0 20.0 5.0 100.0 Valid Percent 61.0 12.0 2.0 20.0 5.0 100.0
Cumulative Percent 61.0 73.0 75.0 95.0 100.0
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Graph 6
Interpretation:- The above Graph 6 revels that61% of employees are recruited through exam, 20 through Compassionate Grounds, 12% are recruited through sports, 5% are recruited through Apparcentce, and 2% are from Disability.
7) What type of interview does your organization conduct?
Table 7 Interview type Cumulative Frequency Valid Structured 100 Percent 100.0 Valid Percent 100.0 Percent 100.0
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Graph 7
Interpretation: - The above Graph 7 revels that 100% of Employees said Structured Type of interview is conducted.
8) Is job offer letter given to you after the completion of the process?
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Table 8 offer letter Cumulative Frequency Valid No 100 Percent 100.0 Valid Percent 100.0 Percent 100.0
Graph 8
Interpretation:- The above Graph 8 revels that 100% of Employees said offer letter is not give until the completion of process.
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9) After the selection decision and before job offer is made did you go through a physical fitness test?
Table 9 Fittness Test Cumulative Frequency Valid Yes 100 Percent 100.0 Valid Percent 100.0 Percent 100.0
Graph 9
Interpretation: - The above Graph 9 revels that 100% all the employees who are recruited go through the physical fitness test before job offer is made .
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10) Did they conduct reference Background Check?
Table 10
Background Check Cumulative Frequency Valid Yes 100 Percent 100.0 Valid Percent 100.0 Percent 100.0
Graph 10
Interpretation: - The above Graph 10 revels that 100% of employees said they conduct reference/Background checks.
11) Which division do you work for?
41
Table 11 Division Working Cumulative Frequency Valid Production Repair Management Total 26 58 16 100 Percent 26.0 58.0 16.0 100.0 Valid Percent 26.0 58.0 16.0 100.0 Percent 26.0 84.0 100.0
Graph 11
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Interpretation: - The above Graph 11 revels that 58% employees work for repair division 26% are in Production and 16% are employee are in management.
12) Have you ever been promoted internally?
Table 12 Promotions Cumulative Frequency Valid Yes 100 Percent 100.0 Valid Percent 100.0 Percent 100.0
Graph12
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Interpretation: - The above Graph 12 revels that 100% of the Employees said they are promoted internally. 12a) If yes through which method
Table 13 Promotion through Cumulative Frequency Valid Ranking Department Total 73 27 100 Percent 73.0 27.0 100.0 Valid Percent 73.0 27.0 100.0 Percent 73.0 100.0
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Graph 13
Interpretation: - The above Graph 13 shows that the 73%of employees said on the basis of the Ranking and 27% through Departmental exams. 13) Have you undergone any type of training?
45

Table 14 Training Cumulative Frequency Valid Yes 100 Percent 100.0 Valid Percent 100.0 Percent 100.0
Graph 14
Interpretation: - The above given Graph 14 revels that 100%of employees said training is given to all the employees.
14a) Type of training Undergone?
46

Table 15 Type of Training Cumulative Frequency Valid Induction In-Service Refreshment Total 54 32 14 100 Percent 54.0 32.0 14.0 100.0 Valid Percent 54.0 32.0 14.0 100.0 Percent 54.0 86.0 100.0
Graph 15
Interpretation: - the above Graph 15 revels that 54% employees said induction Training, 32% in-service training and 14% refreshment training.
14b) so far how many training programs have you attended?
47

Table 16 How many Trainings Cumulative Frequency Valid 1 2 3 4 5 Total 36 38 21 2 3 100 Percent 36.0 38.0 21.0 2.0 3.0 100.0 Valid Percent 36.0 38.0 21.0 2.0 3.0 100.0 Percent 36.0 74.0 95.0 97.0 100.0
Graph 16
Interpretation: - The above Graph 16 reveals that 38% of employee said so far 2 training programs they have attended,36% of employee said 1 training program, 21% 3 training program, 3% said 5 trainings and 2% said 4 training programs. 15) On what basis is the training need analyzed in your organization?
48

Table 17 Training Need Cumulative Frequency Valid Employee performance Performance counseling Competency frame Work Need Based Total 41 4 4 51 100 Percent 41.0 4.0 4.0 51.0 100.0 Valid Percent 41.0 4.0 4.0 51.0 100.0 Percent 41.0 45.0 49.0 100.0
Graph 17
49
Interpretation: - the above Graph 17 revels that 51% of employees said need based training, 14% employee performance, 4% performance counseling and competency frame work. 16) Did you got motivated in Training?
Table 18 Motivation Cumulative Frequency Valid Yes 100 Percent 100.0 Valid Percent 100.0 Percent 100.0
Graph 18
50
Interpretation: -the above given Graph 18 revels that 100% employees got motivated after the training.
17) Are you aware of the H.R policies practiced by your organization?
Table 19 H R policies Cumulative Frequency Valid Yes No Total 40 60 100 Percent 40.0 60.0 100.0 Valid Percent 40.0 60.0 100.0 Percent 40.0 100.0
51

Graph 19
Interpretation: - The above Graph19 revels that 50% of the employees are not knowing the HR policies and 40% of Employees said yes.
18) The induction program of your organization is of?
Table 20 Induction Program Cumulative Frequency Valid Structured 100 Percent 100.0 Valid Percent 100.0 Percent 100.0
52
Graph 20
Interpretation: - The above Graph 20 revels that 100% of Employees said induction program is structured.
19) Is training mandatory for all the levels of employees?

Table 21 Training Mandatory Cumulative Frequency Valid Yes 100 Percent 100.0 Valid Percent 100.0 Percent 100.0
53
Graph 21
Interpretation: - The above Graph 21 revels that 100%of employees said training is mandatory for all levels of employees.
19a) If Yes For how many Days
54

Table 22 Training days
Days
Frequency Valid 12 Days 21 Days Total 6 94 100 Percent 6.0 94.0 100.0 Valid Percent 6.0 94.0 100.0
Cumulative Percent 6.0 100.0
Graph 22
55

Interpretation: - The above Graph 22 revels that 94% of employees said 21days of Training and 6% of employee said 12 days of training. 20) When you think of job rotation what do you feel?
Table 23 Job Rotation Cumulative Frequency Valid Highly Satisfied Moderate Satisfied Less satisfied Total 24 71 5 100 Percent 24.0 71.0 5.0 100.0 Valid Percent 24.0 71.0 5.0 100.0 Percent 24.0 95.0 100.0
Graph 23
56

Interpretation: - the above Graph 23 revels that 71% of employees are moderate satisfied, 24% are highly satisfied and 6% are less satisfied. 21) An individual employee is evaluated on the basis of his/her?
Table 24 Employee Evaluation Cumulative Frequency Valid Technical Skill Behavior Adaptability in the organization Total 91 4 5 100 Percent 91.0 4.0 5.0 100.0 Valid Percent 91.0 4.0 5.0 100.0 Percent 91.0 95.0 100.0
Graph 24
Interpretation:- The above Graph 24 revels that 91% employees are evaluated on the basis of Technical skill, 5% on the basis of Adaptability in the organization and 4% on the basis of Behavior.
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Findings
It was found that Hubli Workshop has 91% of Male employees.
It was found that 81% of employees are among 46-60 Age Group. It was found that 33% of employees are of Tech 1 Grade. It was found that 65% are of General Category. It was found that 85% of employees annual income is 2lakh -4lakh. It was found that 61% of the employees are recruited through Examination. It was found that 100%ofemployees said Structured Type of interview. It was found that 100% of Employees said completion of process. offer letter is not give until the
It was found that 100%of Employees said physical fitness test is compulsory for all the employees after the selection & before job offer is made &Background check.
It was found that it is a mandatory that they conduct reference It was found that 58% employees work for repair division . It was found that 100%of the employees said they have beem promoted internally. It was found that 100% of employees said through ranking method.
It was found that 100%of employees have undergone training. It was found that 54%of employee have undergone Induction Training.
It was found that 38% of employee have attended 2 training programs.
It was found that 51% of employees said need based training is analyzed in their organization.
It was found that 100%of employees got motivated in the training.
58
It was found that 50% of the employees are not aware of HR policies.
It was found that 100% of employees said Induction program is structured. It was found that 100% of employees said training is mandatory for all employees.
It was found that 94% of employees said 21days of Training. of job rotation.
It was found that 71% of employees said they are moderate satisfied when they think
It was found that 91%of employees said they are evaluated on the basis of Technical
skill.
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South Western Hubli Workshop Suggestion/Recommendations

Promotions have to be made through departmental exams wise so that the quality of employees can be retained. Training need is to be analyzed on performance counseling. Awareness of the Human Resource policies need to be made while in induction training to the employees Maximum employees are moderate satisfied of the job rotation which will lead to declaim in the quality of work so it should be based on interest of the employees.
60

CONCLUSION
After completing the project in Railway Hubli Workshop on the Topic Recruitment, Selection, Training And Awareness Of Hr Policies Among Railway Employees , I can conclude that it is one of the Best organizations to study the Structure and management of Human resource as they have 3618 employee strength and which has the Annual Budget of Rs 281Cr. Which provides many Benefits to its employees it is having structured format process. Keeping clear transparence of recruitment process. Providing good jobs to Hubli & dharwad public. I also came to know that training is conducted in such a manner which is motivating the employees. Lastly I can conclude that the Topic Recruitment, Selection, Training And Awareness Of Hr Policies Among Railway Employees is a modern approach in todays world which is gaining enormous importance and popularity and thus it can benefit any organization or enterprise. It also helps bridge a gap between and builds the strong relationship between the management and the employees to sort any kind of problems arouse in the organization without having any kind of lose to the management and the employees.
61

BIBLIOGRAPHY
References To obtain more information regarding the present study and to substantiate it with theoretical proof, the following references were made:
Web Sites: www.indianrailways.com www.google.com
Other books: Organization Booklet
QUESTIONAIRE
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I Mr. Samson an MBA student studying in IEMS B-School doing .My project on a topic called Recruitment selection and training process in workshop, I have framed some questionnaires for my academic curriculum. The questioners filled by you will be kept confidential so I request you to co-operate with me. 1. Name:____________________________________________________________ Gender: Male Female b) 25-35 c) 36-45 d) 46-60
Age: a) 18-25
Designation: - _______________________________________ Category: - _________________________________________ Annual Income: - :- a) less than 2 lakh [ ]

c) 4 lakh to 6 lakh [ ] b) 2 lakh to 4 lakh [ ]
d) more than 6 lakh [ ]
2. Which type of recruitment did you get selected.
a) Exam b) Sports c) Disability d) Scouts and guide e) Others grounds f) Apparcentce
3. What type of interview does your organization conduct.? a) Structured
63

b) Unstructured
4. Is job offer letter given to you after the completion of the process ?
a) YES
b) NO
5. After the selection decision and before job offer is made did you go through a physical fitness test.? a) YES b) NO
6. Did they conduct reference and background checks?
a) YES
b) NO
7. Which Division do you work for.? a) Production b) Repair c) Management
8. Have you ever been promoted internally?
a) YES If yes through which method a) Ranking
b) NO
b) Department
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9. Have you undergone any type of training.? a) YES 10. Type of training undergone? a) Induction b) In-service c) Refreshment b) NO
11. So far how many training programs have you attended? :- _________________________
12. On what basis is the training need analyzed in your organization. a) Employee performance b) Performance counseling c) Competency frame work d) Need based 13. Did you get motivated in training.? a) YES b) NO
14. Are you aware of the H.R policies practiced by your organization? a) YES b) NO
15. The induction program of your organization is of?
65

a) Structured b) Formal
16. Is Training mandatory for all the level of employees? a) YES b) NO
If yes how many hours: - ______________
17. When you think of job rotation what do you feel? a) Highly satisfied b) Moderate satisfied c) Less satisfied
18. An individual employee in evaluated on the basis of his? a) Technical skills b) Behavior
c) Adaptability in the organization
(Thank you for your valuable time)
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EXECUTIVE SUMMARY The novel plan for the introduction of a rail system, transformed the whole history of India.

South Western Hubli Workshop

Start of Indian Railways

South Western Hubli Workshop

Employees with Reference to Hubli Workshop

OBJECTIVES OF THE STUDY

Institute of Excellence in Management Science

South Western Hubli Workshop

Methodology:Study Area:Hubli Railway Workshop Type of Research:Institute of Excellence in Management Science

South Western Hubli Workshop

Institute of Excellence in Management Science

South Western Hubli Workshop

Institute of Excellence in Management Science

South Western Hubli Workshop

Institute of Excellence in Management Science

South Western Hubli Workshop

Institute of Excellence in Management Science

South Western Hubli Workshop

Institute of Excellence in Management Science

South Western Hubli Workshop

Three main stages in recruitment

Recruitment & Selection is a continuous process

Factors describing recruitment process

Characteristics of the Job

Institute of Excellence in Management Science

South Western Hubli Workshop

Common Selection Process

Institute of Excellence in Management Science

South Western Hubli Workshop

Induction In-service Refreshment

Institute of Excellence in Management Science

South Western Hubli Workshop

Employees with Reference to Hubli Workshop

OBJECTIVES OF THE STUDY

Institute of Excellence in Management Science

South Western Hubli Workshop

Institute of Excellence in Management Science

South Western Hubli Workshop

Profile of South Western railway - Hubli SOUTH WESTERN RAILWAY HUBLI

Outturn 09-10 110 864 - 182

Target 10-11 120 924 600 160

Institute of Excellence in Management Science

South Western Hubli Workshop

PERAONAL MANAGEMANT AND OBJECTIVES OF PERSOAL DEPARTMENT

Institute of Excellence in Management Science

South Western Hubli Workshop

Institute of Excellence in Management Science

South Western Hubli Workshop

Institute of Excellence in Management Science

South Western Hubli Workshop

PROMOTIONS AND SELECTIONS

South Western Hubli Workshop

Institute of Excellence in Management Science

South Western Hubli Workshop

The shops of Hubli Workshop

Institute of Excellence in Management Science

South Western Hubli Workshop

for goods trains.

Institute of Excellence in Management Science

South Western Hubli Workshop

The organization setup is as below:Management

Chief Workshop Manager Deputy Chief Workshop Manager