Recruitment and Selection in Dlw

A SUMMER TRAINNING PROJECT REPORT ON enlisting AND SELECTION AT DIESEL LOCOMOTIVE WORKS SUBMITTED IN Partial Fulfillment of the requirement of the Award of the Master of Business Administration (MBA) OF BANASTHALI UNIVERSITY (Session 2011-2013) SUBMITTED BY AMRITA MATHUR MBA IIND SEMESTER ID n unrivaled WBMBA11964 bowlful no. 7459 ACK noLEDGEMENT Any accomplishment requires the effort of m some(prenominal) mint and this run is no different. It has been my proud privilege to be attached to diesel motor locomotive engine give, a highly skippers bank with modern-day placelook.With due respect I express my indebt ness to the management of diesel locomotive engine Work for accommodating me as a summer trainee. I would the bids of to express my gratitude with sense of reverence to Mr. Dinesh Singh ( head up, PERSONNEL and HR segment). It would realize been difficult to go d champion this see without their help. He non entirely helped me in collecting breeding but too supported me with their invaluable companionship and experience in the successful issue of this project. I would too thankful to almighty god for his grace and mercy to success exuberanty fargon this project. Amrita Mathur PREFACEIn our two course of study degree program of M. B. A. of theres supplying for doing summer training, later on IInd semester. The essential direct of this project is to presumptuousness an word-painting and detailed outlook to the student of practical concept, which they already studied re try. For this purpose, I was assigned the project for the RECRUITMENT AND SELECTION in diesel engine Locomotive Work. It is a matter of great privilege to agree got training from diesel engine Locomotive Work, adept of the largest organisations of its pattern. The project lasted for a plosive speech sound of half dozen weeks it was informative, amiablele and inspiring.I hope this report leave provide an experiment outlook to the high-powered r un in the HR department in diesel motor Locomotive Work. EXECUTIVE SUMMARY The project agnomend RECRUITMENT AND SELECTION Undertaken in Diesel Locomotive industrial plant (DLW). A turnout unit of Indian lines,DLWwas set up in collaboration with Alco, USA, in 1961 and commenced manufacturing in 1963. It has so far supplied eitherwhere 5,000 locomotives, mainly to Indian railway system lines but also including 342 locomotives for non-railwaycustomers such(prenominal) as power plants, port trusts and industrial users.The project report is just about en counting and pick wreak thats an outstanding part of every organization. Which is considered as a incumbent asset of a bon ton? It gives a organizational building of the comp whatever. Its a methodology in which the contingent organization works and how a sassy potentiometerdidate could be recruited in such a way that he/she would be paroxysmted for the proper(a) kind of c argonr. For every organisation it is impo rtant to learn a even off someone on a justly course. enlisting and excerption plays a bouncy role in this situation.Shortage of skills and the use of overbold technology be putting healthy pressure on how employers go about Recruiting and Selecting faculty. It is recommended to carry out a strategic analysis of enlisting and option effect. There atomic number 18 two guinea pigs of factors that affect the enlisting of dismissdidates for the comp some(prenominal)- * midland factors. * External factors With recognition to this context, this project is been prepargond to put a light on recruitment and filling process. This project includes Meaning and Definition of recruitment and Selection, Need and Purpose of enlisting, military rating of enlisting passage.Sources of enlisting through which an organisation gets qualified industriousness. Job Analysis, which gives an musical theme about the requirement of the crinkle. Next is Selection process, whi ch includes steps of Selection, Types of running play, Types of query, Common Inter take in Problems and their Solutions. The objective of look ation decision is to choose the individual who piece of ass around success to the full perform the job from the pool of subordinate prospects. Selection process or activities typic completely toldy play along a standardized patter, beginning with an sign screening interview and concluding with terminal involution decision.enlisting and Selection be simultaneous process and atomic number 18 incomplete without distributively other. They be important components of the organisation and argon different from severally other. Since all the aspect demand practical example and explanation this project includes recruitment and pickax Process of Indian railways. CONTENTS SR. zero(prenominal) TOPIC PAGE none 1. Introduction 1 2. Objective 2 3. Scope Of The Study 3 4. Research Methodology 4-6 5. Company Profile 7-12 6. Re view Of Literature 13-38 7. teaching Analysis And selective information Interpretation 39-49 8. Findings 50 9. Conclusion 51 10. confinement Of Study 52 11. Suggestions 53 12. Bibliography 54 13. Annexure 55-57 INTRODUCTION clement re etymonfulness is a approve need of any work to be through with(p). enlisting and alternative are two of the most important plumps of power management. Recruitment precedes selection and helps in selecting a right campaigner. Every organisation need to look by and by recruitment and selection in the initial period and thereafter as and when additional workforce is infallible due to magnification and practice session of business activities.The project report is all about recruitment and selection process thats an important part of any organization. Recruitment highlights each applicators skills, talents and experience. Their selection involves developing a list of qualified contributedidates, defining a selection strategy, come acrossing qualified candidates, thoroughly evaluating qualified candidates and selecting the most qualified candidate. Right somebody for the right job is the base principle in recruitment and selection. Every organisation should give tending to the selection of its men, peculiarly its music hireors.Every business organisation/unit needs manpower for carrying different business activities smoothly and efficiently and for this recruitment and selection of worthy candidates is essential. Human resource management in an organisation allow non be possible if unsuitable persons are selected and employ in a business unit. OJBECTIVE The objective of my pack is to take and critically analyzed the recruitment and selection procedure at Diesel Locomotive whole shebang. 1. To psychoanalyse the recruitment and selection procedure followed in DIESEL LOCOMOTIVE WORKS (DLW). 2. To pick out the heterogeneous sources of recruitment followed in DLW. . To learn what is the process of re cruitment and selection that should be followed. 4. To critically analyze the functioning of recruitment and selection procedures. 5. To identify the probable area of improvement to make recruitment and selection procedure and more powerful. 6. To know the jitneyial satisfaction level about recruitment and selection procedure. SCOPE OF THE STUDY The benefit of the study for the questioner is that it helped to secure knowledge and experience and also provided the opportunity to study and chthonicstand the public recruitment and selection procedures.The key points of my enquiry study are 1) To study the facts about the diesel locomotive works as a collection. 2) To chthonicstand and analyze various HR factors including recruitment and selection procedure at Diesel Locomotive Works. 3) To suggest any measures/ recommendations for the improvement of the recruitment procedures. REASERCH methodological analysis In everyday life human creation has to grammatical construction umt een jobs viz. Social, economical, financial problems. These problems in life call for acceptable and effective solutions and for this purpose, research is involve and a methodology apply for the solutions can be piece out.Research was carried out at DIESEL LOCOMOTIVE WORKS to pass off out the Recruitment and selection process. The Research Research is a careful investigation or inquiry peculiarly through search for new facts in any branch of knowledge. The project is a overbearing presentation compriseing of enunciated problem, formulated hypothesis, still facts or data, analyzes facts and proposed conclusions in form of recommendations. phase of Research The research done by Exploratory Research This kind of research has the primary objective of development of insights into the problem.It studies the main area where the problem lies and also tries to evaluate some appropriate courses of action. Sample Design A complete interaction and enumeration of all employees of Dies el Locomotive Work was not possible so a sample was chosen that consisted of 25-30 employees. information COLLECTION The data for the survey give be conducted from both primaries as well as spotary sources. Primary Data Primary data was collected through training configurationes and survey method by distributing questionnaires to manager of personnel department and employees of recruitment and selection section of personnel department.The questionnaires were conservatively designed by taking into account the parameters of my study. Secondary Data Data was collected from books, magazines, web sites, going through the records of the organisation, etceteratera It is the data which has been collected by individual or someone else for the purpose of other than those of our crabbed research study. Or in other words we can affirm that secondary data is the data employ previously for the analysis and the results are undertaken for the next process. RESEARCH DESIGN Research DesignA research design is the specification of methods and procedure for acquiring the information needed to structure or to solve problems. It is the boilersuit operation pattern or mannikin of the project that stipulates what information is to be collected from which source, and be what procedures. A research design is the arrangement of jibe for accruement and analysis of data in a manner that aims to combine relevance to the research purpose with deliverance in procedure. Design decision happens 1. What is study about? 2. What is study being make? 3. Where will the study be carried out? 4. What type of data is required? . Where can the required data to be found? 6. What will be the sample design? 7. technique of data collection? COMPANY PROFILE INDIAN RAILWAY Indias outgrowth train runs amidst MumbaiandThane. The Indian railways are Asias largest railways dodging and the worlds second largest railways system. Indian railways are owned and managed by the central government. Indi an railroad tracks(IR) is an iconic Indian organisation, owned and operated by the organisation of India through the secondistry of railway lines which is responsible for the sustenance and operation of the entire rail interlocking in India and it enjoys add monopoly. railway system performer a railway or any portion of a railway for the public carriage of passengers, animals or goods. railways were first introduced to India in 1853. By 1947, the year ofIndias independence, there were forty-two rail systems. In 1951 the systems were nationalized as one unit, the Indian lines, becoming one of the largest networks in the world. It has the worlds fourth largest railway network after those of the United States,RussiaandChina. prepare transport is the conveyance of passengers and goods by means of wheeled vehicles running along railways or railroads.Rail transport is part of the logistics chain, which facilitates external trade and economic branch. INDIAN RAILWAY STRUCTURE Indi an lines is separate into several zonas, which are further sub- carve up into variabilitys. The number of zones in Indian Railways transpose magnitude from six to eight in 1951, nine in 1952 to sixteen in two hundred3 thusly to 17 in 2010. Each zonal railway is make up of a certain(prenominal) number of functions, each having a divisional headquarters. There are a broad(a) of sixty-eight divisions. Each of the seventeen zones is headed by a widely distributed animal trainer (GM) who reports directly to the Railway wag.The zones are further divided into divisions under the control of divisional Railway Managers (DRM). sr. No. Name Abbr. Date Established Headquarters Divisions 1. central CR 1951-11-05 Mumbai Mumbai,Bhusawal,Pune,Solapur,Nagpur 2. East ECR 2002-10-01 Hajipur Danapur,Dhanbad,Mughalsarai,Samastipur,Sonpur 3. East Coast ECoR 2003-04-01 Bhubaneswar Khurda Road,Sambalpur,Visakhapatnam 4. Eastern ER 1952-04 Kolkata Howrah,Sealdah,Asansol,Malda 5. North substitution NCR 2003-04-01 Allahabad Allahabad,Agra,Jhansi 6. North Eastern NER 1952 Gorakhpur Izzatnagar,Lucknow,Varanasi 7. North Western NWR 2002-10-01 Jaipur Jaipur,Ajmer,Bikaner,Jodhpur 8. Northeast line NFR 1958-01-15 Guwahati Alipurduar,Katihar,Rangia,Lumding,Tinsukia 9. Northern NR 1952-04-14 Delhi Delhi,Ambala,Firozpur,Lucknow,Moradabad 10. mho Central SCR 1966-10-02 Secunderabad Secunderabad,Hyderabad,Guntakal,Guntur,Nanded,Vijayawada 11. South East Central SECR 2003-04-01 Bilaspur Bilaspur,Raipur,Nagpur 12. South Eastern SER 1955 Kolkata Adra,Chakradharpur,Kharagpur,Ranchi 13. South Western SWR 2003-04-01 Hubli Hubli,Bangalore,Mysore 14. Southern SR 1951-04-14 Chennai Chennai,Trichy,Madurai,Palakkad,Salem,Trivandrum 15. West Central WCR 2003-04-01 Jabalpur Jabalpur,Bhopal,Kota 16. Western WR 1951-11-05 Mumbai Mumbai Central,Ratlam, Rajkot,Ahmedabad ,Bhavnagar,Vadodara Production Units Six production units are headed by a widely distributed Manager, who also reports directly to the Railway Board. The six Production Units are- Sl. No Name Abbr. Year Established Location Main products 1. well-disposed Rock Locomotive Workshops GOC 1928 Trichy Diesel-electric Locomotives 2. Chittaranjan Locomotive Works CLW 1947 Chittaranjan,Asansol Electric Locomotives 3. Diesel Locomotive Works DLW 1961 Varanasi Diesel Locomotives 4. Diesel-Loco Modernisation Works DMW 1981 Patiala Diesel-electric Locomotives 5. intact Coach grind ICF 1952 Chennai rider coaches 6. Rail Coach Factory RCF 1986 Kapurthala Passenger coaches 7. Rail Wheel Factory RWF 1984 Bangalore Railway wheels and axles 8. Rail Wheel Factory RWF 2011 Chhapra Railway wheels and axlesDiesel Locomotive Works(DLW) TheDiesel Locomotive Works(DLW) inVaranasi,India, is a production unit owned byRailways, that manufactures diesel-electriclocomotivesand its spare parts. It is the largest diesel-electric locomotive maker in India. Healthy growth of railways is essential for Indias social, regional, economic, industrial and agricultural development. The main vision of Diesel Locomotive Works To be a world class manufacturer of Diesel electric locomotives. Organizational Structure Of DLW habitual Manager (GM) CMO CME cos lettuce FA CAO CMEPCMDDepty CPO/HQ Depty CPO/General SPO APO/HQ APO/ rung Nature of workThe role changes depending on where an officer is placed in the organization in the division (operational level), the zone (tactical level), or the railway get on with (strategic level). The pursuit are the different roles vie in railways The commercial division This division handles all commercial responsibilities like ticket checking, catering, administration and management of stations, reservation, announcements on the platforms, etc. The operations division This division deals with controlling movement of trains.Keeping a check on debut and outgoing trains, detachment or attachment of wagons, etc. , are the responsibilities of this division. India Railway Accounts portion This branch of the Railway function is engaged in handling the accounting and finance operations of the Indian Railways. At this stake, the officer carries the overall responsibility for accounts for the whole zone. Indian Railway military group help As the name indicates, officers in this division handle all matters related to the personnel section like selection, progressions, training, welfare activities, transfers, increments, disciplinary actions and the like. Railway egis answer/ Railway Protection Force This branch of the Indian Railway operate is entrusted with the task of maintenance of law and aver on trains and on exposit owned and used by the Indian Railways. Railway technology utilitys This is the technical side of the Railway work and is engaged in activities like construction and planning of railway tracks, bridges and buildings. There are branches in this division like the Indian Railway attend to of Electrical conducts an d the Indian Railway Service of mechanical Engineers.Benefits To The Employees free radical A, B C and D title will be issued to those railway servants. There are both gazetted and non gazetted officers in these gatherings. Different railway passes are allowed to the employees according to the group and positions given to them. near of them are Special passes, residential passes, widow passes, post retirement gratis(p) pass, school pass, pass on privilege account, duty pass etc. Staff Welfare DLW undertakes a Varity of welfare activities for its over 6000 personnel.Important among these are teaching Facilities DLW administration runs 4 schools providing Primary and Secondary Education to more than 2600 students. DLW Womens Welfare Organization also runs a primary school Bal Niketan. DLW township also possesses 1 Post Graduate Girls College, 2 Central Schools, and 1 Senior Secondary School. health check Facilities105 render well-equipped Railway Hospital, a Health Unit and a F irst-Aid post in workshop provide comprehensive health care to around 20,000 Railway family divisions. A Homeopathic and an Ayurvedic dispensary are also available.Railway QuartersA total of 3641 staff quarters are provided to the DLW employees. The Railway colony is well well-kept and green, providing excellent pollution free environment. Compassionate AppointmentsFamilies of deceased employees are helped by the way of forgiving betrothal to the wards. Institute/Community Centre etc. For various social needs of the staff 1 Community Hall, 2 Institutes, 2 Barat Ghars, 1 Kalyan Kendra, 1 Rangshala and 1 policemans Club are functioning on the premises. motion-picture show ClubFor recreation of staff a Cinema Hall of around 700 capacities is functioning since 1967 in DLW.Sports GameAll kinds of facilities for various games like Cricket, Hockey, Basketball, Badminton, Volley-ball, Football, Table Tennis, Gymnasium, Athletics, Swimming, Golf, and Rifle Shooting have been provided f or the staff. REVIEW OF literature Human Resource plays a crucial role in the development process of the modern. Human resource management is the management of employees skill, knowledge abilities, talent, aptitude, creativity, ability etc. different terms are used for denoting Human Resource Management. RECRUITMENT AND SELECTIONRecruitment and selection are two of the most important functions of personnel management. Recruitment precedes selection and helps in selecting a right candidate. RECRUITMENT Recruitment is hiring of employees from away. Recruitment has been construeed as the most important function of the HR department. Right person for the right job is the basic principle in recruitment and selection. Every business organisation/unit needs manpower for carrying different business activities smoothly and efficiently and for this recruitment and selection of suitable candidates is essential.Need For Recruitment The need for recruitment whitethorn be due to the pursuit reasons / situation 1. Vacancies due to promotions, transfer, retirement, termination, permanent disability, death and labour turnover. 2. Creation of new vacancies due to the growth, expansion and diversification of business activities of an enterprise. In addition, new vacancies are possible due to job specification. Purpose And Importance Of Recruitment 1. particularise the present and early requirements of the organization with its personnel-planning and job analysis activities. . Increase organizational and individual effectiveness in the short term and long term. 3. adjudicate the effectiveness of various recruiting techniques and sources for all types of job applicants. Recruitment represents the first clear up that a phoner makes with potential employees. It is through recruitment that many individuals will come to know a company, and eventually decided whether they wish to work for it. Sources Of Recruitment The sources of recruitment in Diesel Locomotive Work can be b roadly categorized into internal and external sources- I.Internal Recruitment Internal recruitment seeks applicants for positions from inwardly the company. The various internal sources include 1) forward motion. 2) Transfers. 3) Compassionate Ground. 4) Sports Quota. 5) pagan Quota. 6) Physical Handicapped Quota. II. External Recruitment External recruitment seeks applicants for positions from sources outside the company. The various external sources include 1) Government Placement Agencies a) UPSC(Union existence Service electric charge) b) RRB/RRC(Railway Recruitment Board/Railway Recruitment Control) SELECTIONSelection is basically picking an applicant from (a pool of applicants) who has the appropriate arriere pensee and competency to do the job. It is a detrimental process and involves the elimination of candidates who do not have the required skills and qualification for the job proposed. The objective of selection decision is to choose the individual who can most su ccessfully perform the job from the pool of qualified candidates. It is the system of function and device adopted in a given company to ascertain whether the candidates specifications are matched with the job specifications and recruitment or not.The difference between recruitment and selection * Recruitment is identifying n boost prospective employees to return for a job and Selection is selecting the right candidate from the pool of applicants. * Recruitment is the positive function in which affaired candidates are encouraged to submit practise and Selection is a negative function in which unsuitable candidates are eliminated and the best one is selected. Selection Test Different types of try outs may be administered, depending on the job and the company.Generally, canvasss are used to determine the applicants ability, aptitude, intelligence, usual knowledge, and health check checkup examine. .Selection Decision The final decision has to be make the pool of individuals w ho pass the examenifys, interviews and root checks. The view of the line manager will be generally considered in the final selection because it is he/she who is responsible for the performance of the new employee. The HR manager plays a crucial role in the final selection. Physical scrutiny After the selection decision and before the job qualifying is make, the candidate is required to undergo a bodily fitness test.A job base on balls is, often, contingent upon the candidate being declared fit after the physical interrogative. The results of the medical fitness test are recorded in a statement and are preserved in the personnel records. There are several objectives behind a physical test 1. Physical test is to detect if the individual carries any infectious malady. 2. The test assists in determine whether an applicant is physically fit to perform the work. 3. The physical examination information can be used to determine if there are certain physical capabilities, which dif ferentiate successful and less successful employees. . Medical check-up protects applicants with health defects from undertaking work that could be detrimental to them or might other endanger the employers straight-lacedty. 5. An examination will protect the employer from workers compensation claims that are not binding because the injuries or illness were present when the employee was hired. Job rear After the physical examination the selection process is job offer to those applicants who have crossed all the previous hurdles. Job offer is made through a letter of appointed.Such a letter generally contains a date by which the assigning must report on duty. The appointee must be given reasonable time for account. Again, a new job may require movement to another(prenominal) city, which means considerable preparation, and movement of property. The company may also want the individual to cargo hold the date of reporting on duty. If the new employees first job upon joining the co mpany is to go on company until perhaps a week before such training begins. Naturally, this practice cannot be abused, especially if the individual is unemployed and does not have sufficient finances.Their applicants may be preserved for future use, if any. It needs no emphasis that the applications of selected candidates must also be preserved for the future references. Contract Of Employment After the job offer has bee made and candidates accept the offer, certain documents need to be put to death by the employer and the candidate. One such document is the attestation form. This form contains critical details about the candidate, which are authenticated and attested by him/her. affidavit form will be a valid record for the future reference. There is also a need for reparing a arrest of employment. The basic information that should be included in a pen contract of employment will vary according to the level of the job, but the following checklist sets out the typical headings 1. Job title. 2. Duties, including a parse such as The employee will perform such duties and will be responsible to such a person, as the company may from time to time direct. 3. Date when continuous employment starts and the basis for calculating advantage. 4. Rate of pay, allowance, extra time and swag rates, method of payments. 5.Hours of work including lunch break and overtime and shift arrangements. 6. Holiday arrangements a) Paid vacations per year. b) Calculation of holiday pay. c) Qualifying period. d) Accrual of holidays and holiday pay. e) Details of holiday year. f) Dates when holidays can be taken. g) Maximum holiday that can be take at any one time. h) Carry over of holiday entitlement. i) Public holidays. 7. Length of notice due to and from employee. 8. Grievances procedure (or reference to it). 9. Disciplinary procedure (or any reference to it). 10. Work rules (or any reference to them).Employers right to vary terms of the contract pendant to proper notification be ing given. Alternatively called employment agreements or simply bonds, contracts of employment serve many useful purposes. The drawback with the contracts is that it is almost to enforce them. A find employee is bound to leave the organisation, contract or no contract. Recruitment And Selection In Diesel Locomotive Work (DLW) Indian railway is considered as the biggest job provider in world. The Indian railway network is divided into 17 different zones geographically.Here I am giving you detailed information about division of railway jobs, and which job profile will be given in which departments through which exam. Staff are classified into gazetted (radical A and B) and non-gazetted ( convocation C and D) employees. The recruitment of congregation A gazetted employees is carried out by theUnion Public Service Commission through exams conducted by it. The recruitment to pigeonholing C and D employees on the Indian Railways is done through 19 Railway Recruitment Boards which are c ontrolled by the Railway Recruitment Control Board (RRC).Vacancies in Indian Railways are make full either by recruitment by Recruitment agencies like UPSC or RRB or by promotion from serving candidates. The railway recruitment board divides all the jobs into four major categories as given down the stairs 1. assembly A chemical group A recruitments are filled by UPSC by All India Competitive examinations. 2. root B host B posts are normally filled by promotion from serving congregation C candidates. 3. concourse C multitude C recruitment are made by Railway Recruitment Board (RRB). 4. Group D Group D posts are filled at the divisional level.The employees who are selected under group A and group B are Gazette officers. General Conditions for Recruitment The recruitment rules may provide for- 1. Qualifications, age and the musical scales of pay relevant for the various posts in the service and important conditions of service, like leave, pension, non-contributory Provident entrepot benefits, etc. 2. No male candidate who has more than one wife life sentence or no female candidate who has married a person having already a wife living shall be worthy for appointment to a railway service, unless the competent authority exempts the candidate from the operation of this rule. . comparison of vacancies to be filled by direct recruitment and promotion of railway servants from subordinate services. 4. In the episode of probationers, consequences of failure to pass prescribed departmental examinations, if any, e. g. loss of appointment, stoppage of increments etc. 5. Passing incumbent on(predicate) language examination whenever prescribed in the recruitment regulations for each service in Group A. Recruitment of Group A services Recruitment of Group A Officers are made through 1. Open competitive examination held by UPSC. . advance of Officers from Group B. 3. Appointment of Special sectionalization prepares by UPSC. 1) with UPSC recruits the candidat e can be selected in railways by clearing one of the following three exams. a) Civil work mental testingination This exam is recruiting candidates for the post of traffic department, accounts departments and protection force department. * Indian Railway Traffic Service (IRTS). * Indian Railway Personnel Service (IRPS). * Indian Railway Accounts Service (IRAS). * Railway Protection Force ) Enginnering Services testingination for This exam select candidate for the post of mechanical engineers, store engineers, signal engineers and electrical engineers. * Indian Railway Service of Engineers (IRSE). * Indian Railway Service of Mechanical Engineers (IRSME). * Indian Railway Service of Electrical Engineers (IRSEE). * Indian Railway Service of communicate Engineers (IRSEE). * Indian Railway Stores Service (IRSS). a) Medical Services tryout for done this exam the candidates are selected for medical department of Indian railways. Indian Railway Medical Service (IRMS). 2) Promotion of O fficers from Group B * Promotion from Group B to Group A (Junior Scale). 1. Appointments to the posts in the junior scale shall be made by selection on deserve from amongst Group B officers of the departments touch on with not less than 3 days of non-fortuitous service in the grade. 2. If the quota reserved for Group B Officers for promotion to junior scale is not fully utilised, the remaining vacancies may be filled by Government in accordance with the recruitment rules and in consultation with the UPSC. . The subdivisional Promotion Committee for this purpose shall consist of a representative of the Union Public Service Commission as Chairman and two representatives of the Ministry of Railways as Members. * Promotion from junior scale to senior scale. Appointment to the posts in the senior scale shall be made by promotion in the order of higher rank, subject to rejection of the unstable, of officers with ordinarily not less than 4 years service in the junior scale. * Promoti on from senior scale to higher grade posts. 1.Promotions to the administrative word form are dependent on the occurrence of vacancies in the sanctioned establishment and are made wholly by selection stainless seniority does not confer any claim for such promotion. 2. Appointments to the posts in the Junior Administrative Grade shall be made by selection on merit from amongst the officers ordinarily with not less than 5 years service in the senior scale. 3. The departmental Promotion Committee for purposes of promotion from Senior Scale and above to higher grade posts shall consist of Chairman, Railway Board, Financial Commissioner Railways and three other Members of the Railway Board. ) Special Class Railway Apprentice (SCRA) Exam * Union Public Service Commission (UPSC) conducts every year entrance exam for selecting Special Class Railway Apprentice (SCRA) to Indian Railways. * This program was started in 1927. Training * The selected candidates undergo a four-year hard-and-fast training programme in Mechanical Engineering, Indian Railways Institute of Mechanical and Electrical Engineering, Jamalpur. * IRIMEE has signed a Memorandum of Understanding with Birla Institute of Technology, Mesra, Ranchi for the training.Degree Awarded * SCRAs get a Bachelor of Engineering degree in Mechanical Engineering after successful completion of four years of training. This degree is prize by the All India Council for Technical Education. Career * On successful completion of the course they are posted as Assistant Mechanical Engineer (AME) in Indian Railway Service of Mechanical Engineers. * As they are posted directly as Group A officer they apace goes higher up in the ladder to become senior administrators of Indian Railways. Stipend and other Benefits Not only that SCRA Apprentices are trained at Railways expense, they are paid stipend at the following rates along with DA applicable Year Existing rate of stipend per calendar month Stipend per month First Rs. 4000 R s. 9100 Second Rs. 4000 Rs. 9100 trio Rs. 4200 Rs. 9400 Fourth First six months Rs. 4200 Rs. 9400 Last six months Rs. 4400 Rs. 9700 * Special Class Apprentice moving from one headquarter to another in connection with their training will be eligible for cursory allowance for the period covered by the journey. Leave Special Class Railway Apprentices may be granted leave on full stipend for a period not transgressing one month in any year of apprenticeship. * Medical facilities Special Class Apprentices shall be entitled to free medical attendance and treatment at railway hospitals and dispensaries on the same scale as applicable to railway servants. * traveling facilities 2 sets of Pass and 6 sets of Privilege Ticket Orders (PTO) are allowable per year valid from anywhere to anywhere on Indian Railways. SCRA Exam * SCRA exam is conducted by UPSC and is one of the toughest exams in the country as each year there are only around 10 vacancies. For gateway to the examination a candi date must have passed in the first or second division, the Intermediate or an equivalent examination of a university or board approved by the Government of India with Mathematics and at least one of the subjects Physics and Chemistry as subjects of the examination. Scheme of Exam Paper Subject Time Maximum Marks Part IPaper-I General Ability Test (English, General Knowledge and Psychological Test) 2 hours 200 Paper-II Physical Sciences (Physics and Chemistry) 2 hours 200 Paper-III Mathematics 2 hours 200 entireness 6 hours 600 Part II Personality Test carrying a upper limit of 200 attach in respect of only those candidates who are declared qualified on the results of write examination. Selection to Group B Services Selected from serving Group C employees by General Manager. Selection Board consists of 4 HODs including CPO and HOD of the department concerned. 70% vacancies are filled through a process of selection primarily based on seniority and 30% through a selection test know n as curb Department Competitive examination (LDCE).Salient features of LDCE and Selection are given below Selection LDCE Eligible Grade GP 4200 GP 4200 Service requirements Min 3 years in the 4200 Min 5 years in the 4200 Who can appear the selection Only those who are called as per seniority and vacancy available All employees in concerned department who take on the above condition Method of selection Primarily seniority. Written test and viva-voce has to be passed. Purely on the basis of written test and viva-voce(standard of written exam higher than that for Selection) SC/ST modesty relevant ApplicableSeniority Employees em control panelled through selection will rank above those through LDCE 70% Selection * Number of vacancies existing and anticipated for the next 2 years are taken into consideration. Delayed Selection If a selection procedure is delayed by more than one year then it will be conducted as per the procedure for Delayed selection as follows * Number of vacan cies for each of the selection should be assessed separately. * world of consideration of eligible employees should be assessed separately starting from earliest selection. * Separate panel for each selection.Test * The test includes both written and viva in which marks for professional ability, record of marks, personality etc. are allotted. The panel is prepared with those get 80% and above as outstanding and 60% to 79% as others. * In selection/LDCE the total marks secured by all the candidates who had appeared for viva-voce after qualifying in the written examination and the marks secured in written test in the case of remaining candidates may be notified after finalization of Group B instrument panel. Limited Departmental Competitive Examination (LDCE) To fill up 30% of vacancies in Group B vacancies in Civil Engineering, Mechanical Engineering, Electrical Engineering, signalise & Telecommunications, Transportation and moneymaking(prenominal) Department, Stores and Account s. * Reservation of SC/ST as per extant orders. * The panel will be valid for the same length of time as the panel of selection. * Employees empanelled through 70% selection will rank above those through LDCE. Scheme of Examination * A written exam of a substantially higher standard than associated with normal selection and aviva-voce. * Minimum pass marks are 60%. Names will be in order of merit on the basis of total marks. In selection/LDCE the total marks secured by all the candidates who had appeared for viva-voce after qualifying in the written examination and the marks secured in written test in the case of remaining candidates may be notified after finalisation of Group B Panel. Promotion to Railway Services, Group B Promotions to Group B posts shall be made by the General Managers except in the Security Department provided that such promotions are made in the strict order of view on the panel recommended by the Selection Board if any supersedure of that order is involved, t he matter should be referred to the Railway Ministry.The posts of Assistant Accounts Officers shall ordinarily be filled by selection from Group C railway servants who have passed the departmental examination qualifying for promotion as Section Officer (Accounts), Inspector of Stores Accounts/Inspector of range Accounts or are exempted from passing that examination. Selection of APOs For selection to the post of Assistant Personnel Officers, the Recruitment Board has dependent the field of eligibility to the following staff only Eligibility * Staff of Hindi tell are not eligible. * Minimum 3 years in the Grade Pay Rs. 200 in Pay Band PB2 (9300-34800) (including services in the corresponding pre-revised grades). Pre-Selection Training The railways board has decided that pre-selection training should be given to the staff appearing for selection/ L. DC. E. for promotion from Group C to Group B posts to modify them to improve their performance. It has also been decided that as in c ase of S. C/S. T. candidates, pre-selection coaching classes should be arranged for the candidates belong to general category and this coaching should be treated as mandatory. Medical fitness Employees selected for promotion to Group B service should be fit in all espects, including physical fitness, for the duties assigned to the particular category of posts to which the promotion is made. The Group C employees qualifying in the selection for promotion to Group B posts but not passing the prescribed medical standard should not be promoted to Group B. Recruitment to Group C Services The General Manager of Indian Railways Have full powers to make with regard in Railway servants Group C and Group D under their control, provided they are not inconsistent with any rule made by the President or the Ministry of Railways.The power, do not authorize the General Manager to recruit persons without agency of the Railway Recruitment Boards (RRB) unless the Railway Board have issued special aut horization. The recruitment to fill Group C posts on Indian Railways shall be made through 1. Direct recruitment through RRB naturalized at various places on Indian Railways. 2. By promotion of Group D service. 3. Direct recruitment of departments of crippled de-categorized or incapacitated employees retired on medical ground. 4. Direct recruitment of children of the employees who died while in service, on compassionate ground. . Direct recruitment through of handicapped persons. 6. Direct recruitment against the quota of sportsmen, cultural, scouts and guides. 7. Recruitment against specified categories such as teachers for Railway Schools and skilled or Artisen staff. Recruitment to Group C Services(By RBBs) * Made through Railway Recruitment Boards (RRB). * Panel formed by RRB after selection is forwarded to the Zonal Railway concerned. * The panel is valid for a year which can be extended by CPO. * Candidates have to pass the prescribed medical examination. * All appointments a re made on probation for two year.For trainees/apprentices appointed to a working post after conclusion of their prescribed training. Probation period commences on date of such appointment. * It is obligatory for all trainees to pass a simple test in Hindi. The citizens committee for conducting interviews for recruitment to Group C post on the Railways/Production Units/RRBs will have minimum 3 members and must include officers representing SC/ST, nonage and OBC Communities. The composition of the committee shall be- 1. Chairman RRB or Member Secretary RRB as chairman of the interview Committee. 2.Serving Railway officer of JA grade, including an officer of Department for which the recruitment is being made in case of difficulty in decision OBC officer in JA Grade a Sr. Scale OBC officer may be propose in the committee. The officer so nominated will never the less be an equal member of the committee. No member should be direct subordinate to any officer member of the committee. The Candidate selected is placed on selection list in order of merit. The Recruitment Board sends the names of selected candidates along with their original application to the Railway concerned.Based on call letters send by Railways, the candidates on reporting for duty shall have to pass the medical examinations prescribed for each category. Recruitment to Group C Services (Selection) * Staff having 3 years of service can appear for selection test. * Successful candidates shall be placed in the order of merit except those who have obtained more than 80%of marks. jurisdiction of Railway recruitment boards (RRB) on various Zones/Divisions/Workshops are as follow pinch Details of Railway Recruitment Boards (RRB) 1) RRB Ahmedabad Websitewww. rrbahmedabad. gov. in/ Railway Recruitment Board, Ahmedabad. st Floor, Meter Guage Building, Railway Station, Kalupur,, Ahmedabad, Gujarat Pin 380 002, fall into placeemailprotected in 2) RRB Ajmer Websitewww. rrbajmer. org Railway Recruitment Boa rd, Nehru Marg, Near Ambedkar Circle,Ajmer 305001 Contactemailprotected org 3) RRB Allahabad Websitewww. rrbald. nic. in Railway Recruitment Board opposite word to G. M. /NCR Building Near Subedarganj Railway Hospital Subedarganj Allahabad 211 033. Contactemailprotected co. in 4) RRB Bangalore Websitewww. rrbbnc. gov. in Railway Recruitment Board Bangalore 18, Millers Road, Bangalore 560046. Contactemailprotected om 5) RRB Bilaspur Websitewww. rrbbilaspur. gov. in Railway Recruitment Board, GM/SECRs Office Complex Bilaspur (C. G) Pin 495 004 Contactemailprotected com 6) RRB Bhopal Websitewww. rrbbpl. nic. in Railway Recruitment Board, Bhopal East Railway Colony, Bhopal 462010 E-mail-emailprotected in 7) RRB Bhubaneswar Websitewww. rrbbbs. gov. in D-79/80, Rail Vihar , B. D. A. Rental Colony, Chandrasekharpur , Bhubaneswar, Pin -751023,Orissa Contactemailprotectedbbs. gov. in 8) RRB Chandigarh Websitewww. rrbcdg. org SCO 34, IInd Floor, Madhya Marg, Sector 7-C Chandigarh Contac temailprotected o. in 9) RRB Chennai Websitewww. rrbchennai. net 5, Dr. P. V. Cherian Crescent Road, Egmore, Chennai 600 008 Contactemailprotected railnet. gov. in 10) RRB Gorakhpur Websitewww. rrbgkp. gov. in Railway Station Road, Gorakhpur 273012 Contactemailprotected co. in 11) RRB Guwahati Websiterrbguwahati. gov. in Station Road, Guwahati Contactemailprotected in Online application facility is available in RRB Guwahati 12) RRB Jammu Websitewww. rrbjammu. nic. in Railway Colony (West), Jammu-180012 Contactemailprotected co. in 13) RRB Kolkata Websitewww. rrbkolkata. org Metro Railway A. V.Complex,Chitpur, Opp. To R. G. Kar Medical College & Hospital, R. G. Kar Road, Kolkata-700 037 Contactemailprotected net 14) RRB Malda Websitewww. rrbmalda. gov. in Kalibari Railway Colony, P. O Jhaljhalia,Malda 732102, (West Bengal) Contactemailprotected in 15) RRB Mumbai Websitewww. rrbmumbai. gov. in Railway Divisional office compound,Mumbai Central, (E), Mumbai 400 202, Maharashtra Cont actemailprotected co. in 16) RRB Muzaffarpur Website rrbmuzaffarpur. bih. nic. in LichiBagan,Maripur,Muzaffarpur-842001 emailprotected in 17) RRB Patna Websitewww. rrbpatna. gov. inRailway Recruitment Board, Mahendrughat, Patna 800 004. , Bihar Contactemailprotected in Online application facility is available. 18) RRB Ranchi Websitewww. rrbranchi. org Railway Offices Complex,Chutia, Ranchi-834027, Jharkhand Contactemailprotected org 19) RRB Secunderabad Websitewww. rrbsec. org Railway Recruitment Board Secunderabad South Lallaguda, Andhra Pradesh 500017 Contactemailprotected com 20) RRBSiliguri Website rrbsiliguri. org Subhashpally,Siliguri,District-Darjeeling,PIN-734001,(West Bengal) E-mailemailprotected org Online application facility is available. 1) RRB Thiruvananthapuram Websitewww. rrbthiruvananthapuram. net Thampanoor, Thiruvananthapuram 695 001 Contact emailprotected Recruitment to Group D Service Recruitment to all Group D posts will henceforth will be done by zonal railw ays directly Board guidelines for recruitment to group d posts. Guidelines for recruitment of group D staff by railway administration 1. Recruitment unit Requirement of all divisions/workshops/production units and other organisation falling within the territorial jurisdiction of the zonal railway will be clubbed together for the recruitment. . Periodicity of recruitment * Recruitment shall be done at intervals of one or two years. * Vacancies shall be counted as those existing in 1st January or 1st July of the year of recruitment plus those anticipated over the next one or two year. 3. Eligibility criteria * The educational qualification for recruitment to all posts in group D in the railways shall be class 8th passed. * The age limits for recruitment shall be as per extant instruction, with relaxation for specified categories as allowable under specific orders issued by Ministry of Railways from time to time.How to apply Candidate shall apply on plain paper, as per format indicate d in the employment notice, directly to the deputy chief personnel officer. Fees may be charged Rs. 40 per candidate. However, no fee is to be charged from the candidates belonging to SC/ST categories. In his/her application, the candidate should mention the recruitment unit and posts applied for. Candidates should be asked to give option (maximum three) in order of takeence for the division/workshops/production units/other organisation etc.. , within the territorial jurisdiction of the zone.If a combined examination is being held for more than one category of group d post, then the candidate should specify his electence for the posts also. No change of options shall be permitted at any stage subsequently. Written Exam Recruitment boards are conducting Written Exam first. 1. There will be total one hundred fifty multiple choice questions in the written exam. 2. The questions will be asked of 10th class level from these topics * General Knowledge. * General Maths. * General Reaso ning. * General Science. 3. After passing in Written Exam candidates have to face Physical Efficiency test, mainly Race of 1500 meter.Selection procedure The selection shall consist of a written test followed by physical efficiency test and medical examination. Medical Examination of Candidates for appointment to Non-Gazetted Railway services * Medical examination includes- (i) General physical examination, and (ii) visual modality tests * Non-Gazetted Railway services are divided into different broad groups and classes like Group A(A-1,A-2,A-3), Group B(B-1, B-2), Group C(C-1, C-2). * Spectacles No eye specs are to be permittedfor categories A-1 and A-2 and for Railway Protection Force staff where their medical category is B-1. Candidates in classes A-1, A-2, A-3 and B-1 on being medically examined shall be tested for color perception with the prescribed mechanism and recommended methods of examination. * For both Candidates and employees contact lenses shall not be permitted in category A and B. * Candidatesof classes A-1, A-2, A-3 and B-1 will be examined with regard to their vision in diminished light. * Candidatesclass A-1 will be examined to ascertain that the fields ofvision are not knockoutly restricted. * Candidates in Classes A-1, A-2, A-3, B-1 and B-2 will be tested for the presence ofbinocular vision, i. . , peripheral fusion, depth perception and stereoscopic vision. * Candidates from A1 to B-1 categories may be examined in glaring light by providinga 200 Watts Bulb 90 cm. Response toglare and recovery time should be noted by examining the candidates. Fundus / Full Ophthalmology Examination Compulsory in the following circumstances, 1. For all candidates in A-1. 2. For categories C-1 and C-2 when the power of lenses exceeds 4 D, the candidate should beexamined by an Ophthalmologist to turn out progressive eye disease.General Physical Examination Candidate must be in good mental and bodily health and free from any defect likely to interfere wi th the effective performance of the duties of his appointment. Following are examined * Measurement of height, weight and chest girth will be recorded. * The condition of heart and lungs. * The condition of teeth and gums (well filled teeth will be considered as sound). * Whether there is any evidence of abdominal disease. * Whether there is any hernia or tendency to hernia. * Whether there is free movement of the joints. Whether audition in each ear is good and whether there is any disease of the ear. * Whether there is any speech defect. * Whether there is any communicable disease. * sense of hearing In the examination of hearing of the candidate/serving employee, the speaking parting testwill be employed. The use of hearing aid should not be permitted for candidates in categories A and B. * Speech Stammering is not to be considered a serious defect disqualifying a candidate in clericalduties, especially such of them as do not have to come in direct contact with the public. Hea d injuries- Candidates in categories A-1, A-2 and A-3, when they come up for medical examination or re-examination, should give a declaration if they had a head injury earlier and if so, a story of the case, even though fully cured at the time of declaration. In the case of persons with past history of loss of memory, a full neurological examination and a fitness security system from a neurologist would be required. A candidate who has one of the following will be rejected irrespective of the category of employment Appeal Normally, candidate has no right of appeal , but if proofread is produced as regards to the possibility of error of legal opinion in the decision of the examining medical authority, a re-examination will be ordered. Such evidence should be submitted within one month of the date of communication. * A medical certificate produced by candidate as evidence about possibility of error of judgment should contain a note by the medical practitioner concerned that he is aware of the fact that the candidate has already been declared unfit by Railway medical authority. Medical sort of different categories of Railway staff A1 * Loco Pilot/ Asst.Loco Pilot * Motorman A2 * Guards/Asstt. Guard/Pilot hold back * ASM, Station Master, Station Supt. * Traffic Apprentices A3 * Loco Inspector * JE/SE C&W * JE/SE Loco * JE/SE Works * JE/SE Signal & Telecommunication * Traffic Inspector * Trolleymen * Gatekeeper * YM/AYM, Trains Clerk * Bridge Inspectors, JE/SE Bridges B1 * Gang men / Trackman * Permanent way khalasis * ESM/Tech Signal * Train Examination staff * RPF staff B2 * Ticket checking staff C1 * Section Controller * Booking Clerk * Station Clerk * Commercial Inspector * Telephone operator C2 * OthersStandards Description for different Medical classification * A-1Physically fit in all respects. optical Standards blank space mountain 6/6,6/6 without specs. Near Vision Sn 0. 6,0. 6 without glasses (must clear fogging test) and must pass test for Colou r Vision, binocular Vision, Field of Vision & Night Vision. * A-2Physically fit in all respects. Visual StandardsDistance vision 6/9,6/9 without glasses. Near Vision Sn 0. 6, 0. 6 without glasses and must pass test for Colour Vision, Binocular Vision, Field of Vision & Night Vision. * A-3Physically fit in all respects.Visual StandardsDistance Vision 6/9,6/9 with or without glasses (power of lenses not to exceed 2D). Near Vision Sn 0. 6, 0. 6 with or without glasses and must pass test for Colour Vision, Binocular Vision, Field of Vision & Night Vision. * B-1Physically fit in all respects. Visual Standards Distance Vision 6/9,6/12 with or without glasses (power of lenses not to exceed 4D). Near Vision Sn 0. 6, 0. 6 with or without glasses when culture or close work is required and must pass test for Colour Vision, Binocular Vision, Field of Vision & Night Vision. * B-2Physically fit in all respects.Visual Standards Distance Vision 6/9,6/12 with or without glasses (power not to exce ed 4D). Near Vision Sn 0. 6, 0. 6 with or without glasses when reading or close work is required and must pass test for Field of Vision. * C-1Physically fit in all respects. Visual Standards Distance Vision 6/12, 6/18 with or without glasses. Near Vision Sn 0. 6, 0. 6 with or without glasses when reading or close work is required. * C-2Physically fit in all respects. Visual Standards Distance Vision 6/12, Nil with or without glasses. Near Vision, Sn 0. 6 combined with or without glasses when reading or close work is required.Verification of Character and antecedents of Railway employees on appointment through RRB * Before making anappointment to the Railways it is the responsibility of the appointing authority to reward itself about the identity and suitability of the candidate according to the prescribed criteria. * expound verification of character and antecedents would be applicable in case of 1) Group A Posts. 2) Group B posts. 3) Group C and D posts of all those offices in which detailed verification is considered particularly necessary in the interest of security by the Administrative Ministry of office. ) Cases in which simple verification cannot be done because of the candidates inability to produce a certificate of character. * Attestation form in respect of the categories where detailed investigation is necessary attestation form has to be referred to District Magistrate * Simple verification would be applicable to appointments to all other posts viz a) Posts of LDCE and posts of equivalent grade and all Group D posts in the Government of India Secretariat and its attached offices. b) Group C & D posts under the Government of India in subordinate offices. Exception can be made to the general procedure and detailed verification may be done for some posts/services/departments. * All appointing authorities should all the way indicate at the top of the attestation forms the type of verification required to be done, i. e. , Detailed Verification, Rec ord Check or Simple Verification. entropy ANALYSIS AND DATA INTERPRETATION Data Interpretation Questionnaire was prepared for the purpose of getting feedback from the employees and APOs regarding Recruitment and Selection Procedure of their company. 5 employees and selected from different department and were distributed the questionnaire from the purpose of the study. Analysis of Data The analysis of the data is done as per the survey finding. The data is represented by graphically in circumstances. The percentage of the people opinion were analyzed and expressed in the form of pie-charts. movement What are the sources for recruitment and selection? S. no(prenominal) OPINION NO. OF responsive office (%) 1. Internal 5 20 2. External 8 32 3. Both 12 48About 48% of the employees state that they prefer both internal as well as external source for recruitment and selection. 20% of the employees express that they prefer internal source for recruitment and selection. 32% of the e mployees say that they prefer external source for recruitment and selection. apparent movement Which method do you mostly prefer for recruitment and selection pet way of recruitment? S. NO. OPINION NO. OF RESPONDENT PERCENTAGE (%) 1. Direct 5 20 2. Indirect 2 8 3. Third Party 18 72 About 20% of the employees verbalize that they prefer direct recruitment and selection. % the employees verbalize that they prefer indirect recruitment and selection. 72% the employees tell that they prefer third party recruitment and selection. movement When do you prefer to go for manpower planning? S. NO. OPINION NO. OF RESPONDENT PERCENTAGE (%) 1. Yearly 15 60 2. Quarterly 2 8 3. No Fixed Time 8 32 just about 60% of the employees said that they prefer yearly manpower planning. 32 % of the employees said that they do not follow any pattern they dont have any fixed time manpower planning. 8% of the employees said that they prefer quarterly manpower planning.QUESTION Do you think the pres ent recruitment indemnity is laboursaving in achieving the goals of the organisation? S. NO. OPINION NO. OF RESPONDENT PERCENTAGE (%) 1. Yes 10 40 2. No 7 28 3. To some extend 8 32 Around 40% of the employees said that the companys recruitment policy is helpful in achieving the goals. 28 % employees said that the companys recruitment policy is not helpful in achieving the goals. 32% employees said that the companys recruitment policy is helpful to some extend in achieving the goals. QUESTION Is there any provision for evaluation and control of recruitment and selection process?S. NO. OPINION NO. OF RESPONDENT PERCENTAGE (%) 1. Yes 15 60 2. No 10 40 About 80% people said that the company has the provision for evaluation and control of recruitment and selection. 20% people said that the company does not have the provision for evaluation and control of recruitment and selection. QUESTION Does the procedure adopted for recruitment and selection of employees enables to give righ t person at right job? S. NO. OPINION NO. OF RESPONDENT PERCENTAGE (%) 1. Yes 7 28 2. No 12 48 3. To some extend 6 24About 28% of the employees said that the procedure adopted for recruitment and selection of employees enable to place the right person for the right job. 48% of the employees said that the procedure adopted for recruitment and selection of employees does not enable to place the right person for the right job. 24% of the employees said that the procedure adopted for recruitment and selection of employees enable to some extend to place the right person for the right job. QUESTION How do you rate the HR practices of the company? S. NO. OPINION NO. OF RESPONDENT PERCENTAGE (%) . Very ethical 3 12 2. Good 14 56 3. Average 6 24 4. Bad 2 8 24% of the employees said that they feel that HR department is good. 12% of the employees said that they feel that HR department is very good. 56% of the employees said that they feel that HR department is Average. 8% of the emp loyees said that they feel that HR department is bad. Intake of Manpower of GroupC in DLW SN Department count 1 Admn & Schl 01 2 Accounts 01 3 Civil 02 4 Electrical 09 5 Mechanical 03 6 Medical 7 Personnel 8 Stores 02 9 RPF TOTAL 18Sanctioned Strenth Of Non-Gazzetted Staff Of GroupC For The Month Of may, 2012 Department As On First mean solar day Of The May Month As On Last daylight Of The May Month Permanent W/C Posts Total Permanent W/C Posts Total ADMN & SCHL 311 24 335 311 24 335 ACCTS 317 24 341 317 24 341 civilian ENGG. 507 3 510 507 3 510 MECH 3609 48 3657 3609 48 3657 ELEC 745 27 772 745 27 772 MEDI 156 2 158 156 2 158 PERS 172 4 176 172 4 176 STOR 685 8 693 685 8 693 SECU 242 0 242 242 0 242 TOTAL 6744 140 6884 6744 140 6884Operated Strength Of Non-Gazetted Staff Of GroupC For The Month Of May, 2012 Department As on 1st day of the month As on Last Day of the Month Regular Staff Substitutes Total Regular staff Substitutes Total ADMN& SCHL 217 73 290 212 74 286 AC CTS 253 7 260 253 7 260 CIV 293 0 293 288 0 288 MECH 3047 128 3175 3043 128 3171 PERS 151 0 151 150 0 150 ELEC 667 2 669 666 2 668 MEDI 130 0 130 129 0 129 STOR 555 1 556 555 2 557 SECU 198 0 198 203 0 203 TOTAL 5511 211 5722 5499 213 5712 Operated Strenth Of Gazzeted For The Month Of May, 2012Department As on First Day of the Month On-Roll As on Last Day of the Month Group A Group B Total GroupA GroupB Total ADMN & SCHL 3 10 13 3 10 13 ACCTS 7 22 29 8 21 29 CIV 2 2 4 2 2 4 MECH 29 27 56 27 27 54 PERS 2 4 6 2 4 6 ELEC 8 8 16 8 8 16 MEDI 10 0 10 10 0 10 STOR 16 18 34 16 18 34 SECU 2 0 2 2 0 2 TOTAL 79 91 170 78 90 168 Diesel Locomotive Works (DLW) Details of group wise strength As On Gro