Recruitment and Selection in Dlw

A SUMMER TRAINNING PROJECT REPORT ON RECRUITMENT AND SELECTION AT DIESEL LOCOMOTIVE WORKS SUBMITTED IN mapial Fulfill manpowert 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 NO. WBMBA11964 ROLL NO. 7459 ACKNOWLEDGEMENT Any accomplishment requires the effort of umteen people and this influence is no different. It has been my proud privilege to be attached to diesel motor leadway locomotive Work, a highly professionals bank with modern font asidelook.With collect respect I express my indebt ness to the management of Diesel Locomotive Work for accommodating me as a summer trainee. I would want to express my gratitude with sense of reverence to Mr. Dinesh Singh (head, PERSONNEL and HR department). It would sustain been difficult to go through this draw without their help. He not hardly helped me in accumulation entropy but also supported me with t heir valuable knowledge and experience in the successful completion of this project. I would also thankful to almighty deity for his grace and mercy to success in fully complete this project. Amrita Mathur PREFACEIn our two class degree program of M. B. A. of theres provision for doing summer train, after IInd semester. The essential manipulation of this project is to prevailn an exposure and detailed outlook to the student of practical concept, which they already studied seek. For this social occasion, I was assigned the project for the RECRUITMENT AND SELECTION in Diesel Locomotive Work. It is a matter of great privilege to get training from Diesel Locomotive Work, one of the largest organisations of its kind. The project lasted for a period of sixer weeks it was informative, interesting and inspiring.I hope this report bequeath provide an experiment outlook to the dynamic function in the HR department in Diesel Locomotive Work. EXECUTIVE SUMMARY The project titled RECRU ITMENT AND SELECTION Undertaken in Diesel Locomotive Works (DLW). A production unit of measurement of measurement of Indian fulminateways,DLWwas zeal up in collaboration with Alco, USA, in 1961 and commenced manufacturing in 1963. It has so far supplied over 5,000 locomotives, mainly to Indian lines but also including 342 locomotives for non-railway linecustomers such as force out plants, port trusts and industrial users.The project report is about recruitment and alternative process thats an central part of both organization. Which is considered as a expected asset of a ships social club? It supports a organizational structure of the company. Its a systemology in which the fussy organization organises and how a red-hot cannisterdidate could be recruited in such a way that he/she would be belongted for the right kind of cargoner. For ein truth organisation it is important to have a right person on a right capriole. recruitment and infusion plays a vital rol e in this situation.Shortage of skills and the use of new technology be putting considerable pressure on how employers go about Recruiting and Selecting provide. It is recommended to carry out a strategic outline of recruitment and pickax functioning. there be two symbols of factors that affect the en jousting of prospects for the company- * Internal factors. * External factors With reference to this context, this project is been prep bed to put a light on recruitment and excerption process. This project includes Meaning and Definition of Recruitment and Selection, Need and Purpose of Recruitment, Evaluation of Recruitment Process.Sources of Recruitment through which an organisation gets qualified practise. Job Analysis, which gives an idea about the indispensability of the think over. Next is Selection process, which includes steps of Selection, Types of Test, Types of Interview, Common Interview Problems and their Solutions. The objective of extract decision is to choose the several(prenominal) who can more or slight successfully perform the handicraft from the pool of satisfactory views. Selection process or activities typic tout ensembley follow a standard patter, beginning with an initial screening interview and concluding with lowest employment decision.Recruitment and Selection argon simultaneous process and argon incomplete without each other. They ar important components of the organisation and are different from each other. Since exclusively the aspect needs practical example and explanation this project includes Recruitment and pickaxe Process of Indian railroad lines. CONTENTS SR. NO. TOPIC paginate NO. 1. Introduction 1 2. Objective 2 3. Scope Of The Study 3 4. Research modeology 4-6 5. Company Profile 7-12 6. Review Of Literature 13-38 7. information Analysis And Data Interpretation 39-49 8. Findings 50 9. Conclusion 51 10. Limitation Of Study 52 11. Suggestions 53 12. Bibliography 54 13. Annexure 55 -57 INTRODUCTION charitable Re stock is a grassroots need of any work to be arrogatee. Recruitment and selection are two of the most important functions of personnel management. Recruitment precedes selection and helps in selecting a right view. Every organisation needs to look after recruitment and selection in the initial period and thereafter as and when limited man spot is necessitate collectible to expansion and development of telephone line activities.The project report is all about recruitment and selection process thats an important part of any organization. Recruitment highlights each applicants skills, talents and experience. Their selection involves developing a list of qualified nominees, defining a selection strategy, identifying qualified candidates, thoroughly evaluating qualified candidates and selecting the most qualified candidate. Right person for the right stock is the basic principle in recruitment and selection. Every organisation should give attenti on to the selection of its manpower, especially its managers.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. Human resource management in an organisation will not be possible if unsuitable persons are selected and employment in a business unit. OJBECTIVE The objective of my exact is to belowstand and critically conk outd the recruitment and selection procedure at Diesel Locomotive Works. 1. To study the recruitment and selection procedure followed in DIESEL LOCOMOTIVE WORKS (DLW). 2. To study the non-homogeneous sources of recruitment followed in DLW. . To learn what is the process of recruitment 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 act recruitment and selection procedure and more effective. 6. To know t he managerial atonement level about recruitment and selection procedure. SCOPE OF THE STUDY The benefit of the study for the researcher is that it helped to gain knowledge and experience and also provided the opportunity to study and understand the prevalent recruitment and selection procedures.The key points of my research study are 1) To study the facts about the diesel locomotive works as a company. 2) To understand 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 methodology In everyday life human being has to face many problems viz. Social, economical, financial problems. These problems in life call for acceptable and effective solutions and for this purpose, research is required and a methodology applied for the solutions can be found out.Research was carried out at DIESEL LOCOMOTIVE WORKS to find out the Recruitment and selection process. The Research Research is a careful investigation or inquiry especially through search for new facts in any branch of knowledge. The project is a systematic presentation consisting of enunciated problem, formulated hypothesis, collected facts or data, analyzes facts and proposed conclusions in form of recommendations. Kind 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 few appropriate courses of action. assay Design A complete interaction and enumeration of all employees of Diesel Locomotive Work was not possible so a sample was elect that consisted of 25-30 employees. DATA COLLECTION The data for the survey will be conducted from both primaries as well as secondary sources. Primary Data Primary data was collected through training classes and survey method by distributing questionnaires to manager of personnel department and employees of recruitment and selection section of personnel department.The questionnaires were carefully knowing by taking into account the parameters of my study. Secondary Data Data was collected from books, magazines, web sites, going through the renders of the organisation, etc. It is the data which has been collected by individualist or someone else for the purpose of other than those of our particular research study. Or in other words we can say that secondary data is the data used 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 overall operation pattern or framework 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 condition for collection and analysis of data in a manner that aims to combine relevance to the research purpose with economy in procedure. Design decision happens 1. What is study about? 2. What is study being made? 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 first train runs between MumbaiandThane. The Indian railways are Asias largest railways system and the worlds second largest railways system. Indian railways are owned and managed by the central government. Indian railway lines(IR) is an iconic Indian organisation, owned and operated by theGovernment of India through theMinistry of rail lines which is responsible for the maintenance and operation of the entire rail sugarwork in India and it enjoys occur monopoly. railroad line means a railway or any portion of a railway for the public carriage of leadengers, animals or effectives. 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 Railways, becoming one of the largest networks in the world. It has the worlds one-fourth largest railway network after those of the United States,RussiaandChina. Rail transport is the conveyance of debateengers and goods by means of wheeled vehicles running along railways or railroads.Rail transport is part of the logistics chain, which facilitates international trade and economic growth. INDIAN RAILWAY STRUCTURE Indian Railways is divided into several zones, which are further sub-divided into divisions. The number of zones in Indian Railways increase from six to eight in 1951, nine in 1952 to sixteen in 2003 then to seventeen in 2010. Each zonal railway is made up of a certain number of divisions, each having a divisional headquarters. There are a total of sixty-eight div isions. Each of the seventeen zones is headed by a habitual Manager (GM) who reports forthwith to the Railway Board.The zones are further divided into divisions under the control of Divisional Railway Managers (DRM). Sr. No. Name Abbr. picture 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 Central NCR 2003-04-01 Allahabad Allahabad,Agra,Jhansi 6. North Eastern NER 1952 Gorakhpur Izzatnagar,Lucknow,Varanasi 7. North westbound NWR 2002-10-01 Jaipur Jaipur,Ajmer,Bikaner,Jodhpur 8. Northeast Frontier NFR 1958-01-15 Guwahati Alipurduar,Katihar,Rangia,Lumding,Tinsukia 9. Northern NR 1952-04-14 Delhi Delhi,Ambala,Firozpur,Lucknow,Moradabad 10. South Central SCR 1966-10-02 Secunderabad Secunderabad,Hyd erabad,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 business Units Six production units are headed by a common Manager, who also reports acquirely to the Railway Board. The six Production Units are- Sl. No Name Abbr. Year Established Location Main products 1. Golden 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. Integral Coach Factory ICF 1952 Chennai Passenger 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 manufacturer 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. shapingal body structure Of DLW popular Manager (GM) CMO CME COS FA CAO CMEPCMDDepty CPO/HQ Depty CPO/General SPO APO/HQ APO/ cater Nature of workThe role changes depending on where an officer is placed in the organization in the division (opera tional level), the zone (tactical level), or the railway bestride (strategic level). The following are the different roles played in railways The mercenary division This division handles all commercial responsibilities analogous 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 entering and outgoing trains, detachment or attachment of wagons, etc. , are the responsibilities of this division. India Railway Accounts Service This branch of the Railway Services is engaged in handling the be and finance operations of the Indian Railways. At this post, the officer carries the overall responsibility for accounts for the whole zone. Indian Railway personnel department Service As the name indicates, officers in this division handle all matters related to the personnel section like selection, advancements, training, welfare activities, transfers, increments, disciplinary actions and the like. Railway Protection Service/ Railway Protection upshot This branch of the Indian Railway Services is entrusted with the task of maintenance of law and order on trains and on premises owned and used by the Indian Railways. Railway Engineering Services This is the technical side of the Railway Services and is engaged in activities like construction and training of railway tracks, bridges and buildings. There are branches in this division like the Indian Railway Service of Electrical Engineers and the Indian Railway Service of windup(prenominal) Engineers.Benefits To The Employees stem A, B C and D title will be issued to those railway servants. There are both gazetted and non gazetted officers in these groups. Different railway passes are allowed to the employees according to the group and positions given to them. slightly of them are circumscribed passes, residential passes, widow passes, post retireme nt complimentary 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 areEducation 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 major(postnominal) Secondary School. Medical Facilities105 bedded well-equipped Railway Hospital, a Health Unit and a First-Aid post in workshop provide comprehensive wellness care to around 20,000 Railway family members. A Homeopathic and an Ayurvedic dispensary are also available.Railway QuartersA total of 3641 staff quarters are provided to the DLW employees. The Railway dependance is well maintained and green, providing excellent pollution free environment. Compassionate AppointmentsFamilies of deceased employees are helped by the way of compassionate appointment to the wards. Institute/Community revolve about etc. For various social needs of the staff 1 Community Hall, 2 Institutes, 2 Barat Ghars, 1 Kalyan Kendra, 1 Rangshala and 1 Officers Club are functioning on the premises. Cinema 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 for 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 pers onnel management. Recruitment precedes selection and helps in selecting a right candidate. RECRUITMENT Recruitment is hiring of employees from outside. Recruitment has been regarded 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 may be due to the following 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. Determine the present and future requirements of t he organization with its personnel-planning and job analysis activities. . Increase organizational and individual effectiveness in the short term and long term. 3. Evaluate the effectiveness of various recruiting techniques and sources for all types of job applicants. Recruitment represents the first contact that a company 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 broadly categorized into immanent and external sources- I.Internal Recruitment Internal recruitment seeks applicants for positions from deep down the company. The various internal sources include 1) procession. 2) Transfers. 3) Compassionate Ground. 4) Sports Quota. 5) Cultural 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 military position Agencies a) UPSC(Union Public Service Commission) b) RRB/RRC(Railway Recruitment Board/Railway Recruitment Control) SELECTIONSelection is basically picking an applicant from (a pool of applicants) who has the appropriate qualification and competency to do the job. It is a negative 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 successfully perform the job from the pool of qualified candidates. It is the system of function and device adopted in a given company to go out whether the candidates specifications are matched with the job specifications and recruitment or not.The difference between recruitment and selection * Recruitment is identifying n encouraging prospective employees to keep for a job and Selection is selecting the right candidate from the pool of applicants. * Recruitment is the positive function in which interested candidates are encouraged to submit application and Selection is a negative function in which unsuitable candidates are eliminated and the best one is selected. Selection Test Different types of tests may be administered, depending on the job and the company.Generally, tests are used to determine the applicants ability, aptitude, intelligence, general knowledge, and medical exam exam test. .Selection Decision The final decision has to be made the pool of individuals who pass the tests, interviews and reference 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 testingination After the selection decision and before the job offer is made, the candidate is required to undergo a physical fitness test.A job offer is, often, contingent upon the candidate being declared fit after the physical examination. The results of the medical fitness test are recorded in a statement and are p silent in the personnel records. There are several objectives so-and-so a physical test 1. Physical test is to detect if the individual carries any infectious disease. 2. The test assists in determining 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 differentiate successful and less successful employees. . Medical check-up fosters applicants with health defects from undertaking work that could be detrimental to them or might otherwise endanger the employers property. 5. An examination will protect the employer from workers compensation claims that are not valid because the injuries or illness were present when the employee was hired. Job Offer After the physical examination the selection pro cess 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 appointee must report on duty. The appointee must be given reasonable time for report. Again, a new job may require movement to another city, which means considerable preparation, and movement of property. The company may also want the individual to delay the date of reporting on duty. If the new employees first job upon joining the company 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 docume nts need to be executed by the employer and the candidate. One such document is the attestation form. This form contains vital details about the candidate, which are authenticated and attested by him/her. Attestation form will be a valid record for the future reference. There is also a need for reparing a contract of employment. The basic information that should be included in a written 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 wait on. 4. Rate of pay, allowance, overtime and shift rates, method of payments. 5.Hours of work including lunch break and overtime and shift arrangements. 6. Holiday arrangements a) Paid holidays per year. b) Calculation of holida y 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 sphere to proper notification being 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 compulsive 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 a m 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 ( assembly A and B) and non-gazetted ( multitude C and D) employees. The recruitment of Group A gazetted employees is carried out by theUnion Public Service Commission through exams conducted by it. The recruitment to Group C and D employees on the Indian Railways is done through 19 Railway Recruitment Boards which are controlled by the Railway Recruitment Control Board (RRC).Vacancies in Indian Railways are filled 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 below 1. Group A Group A recruitments are filled by UPSC by All India Competitive examinations. 2. Group B Group B posts are normally filled by promotion from serving Group C candidates. 3. Group C Group C re cruitment 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 scales of pay applicable for the various posts in the helping and important conditions of service, like leave, pension, non-contributory Provident Fund benefits, etc. 2. No male candidate who has more than one wife living or no female candidate who has married a person having already a wife living shall be in line for appointment to a railway service, unless the competent authority exempts the candidate from the operation of this rule. . Proportion of vacancies to be filled by direct recruitment and promotion of railway servants from subordinate services. 4. In the character of probationers, consequences of failure to pass irrefutable departmental examinations, if any, e. g. loss of ap pointment, stoppage of increments etc. 5. Passing obligatory 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. . Promotion of Officers from Group B. 3. Appointment of Special Class Apprentices by UPSC. 1) Through UPSC recruits the candidate can be selected in railways by clearing one of the following troika exams. a) Civil Services interrogationination This exam is recruiting candidates for the post of traffic department, accounts departments and protection force department. * Indian Railway Traffic Service (IRTS). * Indian Railway violence Service (IRPS). * Indian Railway Accounts Service (IRAS). * Railway Protection Force ) Enginnering Services Examination for This exam select candidate for the post of mechanical engineers, break in 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 Signal Engineers (IRSEE). * Indian Railway Stores Service (IRSS). a) Medical Services Examination for Through this exam the candidates are selected for medical department of Indian railways. Indian Railway Medical Service (IRMS). 2) Promotion of Officers 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 merit from amongst Group B officers of the departments touch with not less than 3 historic period 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 conformation with the recruitment rules and in consultation with the UPSC. . The Departmental Promotion Committee for this purpos e 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 seniority, subject to rejection of the unfit, of officers with ordinarily not less than 4 years service in the junior scale. * Promotion from senior scale to higher(prenominal) grade posts. 1.Promotions to the Administrative physique are dependent on the occurrence of vacancies in the sanctioned establishment and are made wholly by selection mere 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 ranking(prenominal) Scale and above to h igher 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 rigorous training programme in Mechanical Engineering, Indian Railways Institute of Mechanical and Electrical Engineering, Jamalpur. * IRIMEE has signed a history 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 recognised by the All India Council for Technical Education. Career * On successful completion of the course they are posted as Assistant Mechanical Engineer (AME) in I ndian Railway Service of Mechanical Engineers. * As they are posted directly as Group A officer they rapidly 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 Rs. 9100 Second Rs. 4000 Rs. 9100 Third 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 daily allowance for the period covered by the journey. Leave Special Class Railway Apprentices may be apt(p) leave on full stipend for a period not exceeding 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. * Travelling facilities 2 sets of Pass and 6 sets of Privilege Ticket Orders (PTO) are admissible 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 Admission to the examination a candidate 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. contrivance of Exam Paper Subject snip 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 fall 6 hours 600 Part II Personality Test carrying a maximum of 200 marks in respect of only those candidates who are declared qualified on the results of written 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 known as Limited 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 come in the selection Only those who are called as per seniority and vacancy available All employees in concerned department who fulfill 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 fo r Selection) SC/ST Reservation Applicable ApplicableSeniority Employees empanelled through selection will rank above those through LDCE 70% Selection * Number of vacancies existing and judge 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 vacancies for each of the selection should be assessed separately. * Field 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 getting 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 Panel. Limited Departmental Competitive Examination (LDCE) To fill up 30% of vacancies in Group B vacancies in Civil Engineering, Mechanical Engineering, Electrical Engineering, Signal & Telecommunications, Transportation and Commercial Department, Stores and Accounts. * 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 placement on the panel recommended by the Selection Board if any supersession of that order is involved, the 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 Station Accounts or are exempted from sack that examination. Selection of APOs For selection to the post of Assistant Personnel Officers, the Recruitment Board has restricted the field of eligibility to the following staff only Eligibility * Staff of Hindi showtime are not eligible. * Minimum 3 years in the Grade Pay Rs. 200 in Pay Band PB2 (9300-34800) (including services in the match 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 alter them to improve their performance. It has also been decided that as in case of S. C/S. T. candidates, pre-selection coaching classes should be arranged for the candidates belonging 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 Mana ger 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 authorization. The recruitment to fill Group C posts on Indian Railways shall be made through 1. Direct recruitment through RRB established 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 catego ries 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 zonary Railway concerned. * The panel is valid for a year which can be go alonged by CPO. * Candidates have to pass the prescribed medical examination. * All appointments are 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-minded test in Hindi. The 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, minority 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 finding OBC officer in JA Grade a Sr. Scale OBC officer may be nominated 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 Contact 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, Contactemailprotected in 2) RRB Ajmer Websitewww. rrbajmer. org Railway Recruitment Board, Nehru Marg, Near Ambedkar Circle,Ajmer 305001 Contactemailprotected org 3) RRB Allahabad Websitewww. rrbald. nic. in Railway Recruitment Board Opposite 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 hard 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, welkin 7-C Chandigarh Contactemailprotected 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 Contactemailprotected 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 rrbsilig uri. 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 railways 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 maiden 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 admissible under specific orders issued by Ministry of Railways from time to time.How to apply Candidate shall apply on plain paper, as per format indicated 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 gustatory modality 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 sho uld specify his preference 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 150 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 Reasoning. * 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) Vision 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 glass are to be permi ttedfor 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 deform perception with the prescribed apparatus 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 securely restricted. * Candidates in Classes A-1, A-2, A-3, B-1 and B-2 will be tested for the carriage 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 Examinat ion 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 exclude progressive eye disease.General Physical Examination Candidate must be in good mental and bodily health and free from any defect likely to interfere with the effective performance of the duties of his appointment. Following are examined * Measurement of height, weight and bureau 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 try of abdominal disease. * Whether there is any hernia or tendency to hernia. * Whether there is free movement of the joints. Whether hearing 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. * Hearing In the examination of hearing of the c andidate/serving employee, the address voice 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. Head 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 foregoing and if so, a history 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 certificate from a neurologist would be required. A candidate who has one of the following will be spurned irrespective of the category of employment Appeal Normally, candidate has no right of appeal , but if proof is produced as regards to the possibility of error of judgment 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 classification of different categories of Railway staff A1 * Loco Pilot/ Asst.Loco Pilot * Motorman A2 * Guards/Asstt. Guard/Pilot guard * 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 work * 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 * Book ing Clerk * Station Clerk * Commercial Inspector * Telephone operator C2 * OthersStandards Description for different Medical classification * A-1Physically fit in all respects. optic Standards distance Vision 6/6,6/6 without glasses. Near Vision Sn 0. 6,0. 6 without glasses (must clear fogging test) and must pass test for Colour 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 (pow er of lenses not to exceed 4D). Near Vision Sn 0. 6, 0. 6 with or without glasses when reading or pixilated 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 exceed 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 Ra ilways it is the responsibility of the appointing authority to satisfy itself about the identity and suitability of the candidate according to the prescribed criteria. * Detailed 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 Gover nment 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 clearly indicate at the top of the attestation forms the type of verification required to be done, i. e. , Detailed Verification, Record Check or Simple Verification. DATA ANALYSIS AND DATA meter reading 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 percentage. The percentage of the people opinion were analyzed and expressed in the form of pie-charts. QUESTION What are the sources for recruitment and selection? S. NO. OPINION NO. OF RESPONDENT destiny (%) 1. Internal 5 20 2. External 8 32 3. Both 12 48About 48% of the employees verbalize that they prefer both internal as well as external source for recruitment and selection. 20% of the employees verbalise that they prefer internal source for recruitment and selection. 32% of the employees said that they prefer external source for recruitment and selection. QUESTION Which method do you mostly prefer for recruitment and selection preferred 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 said that they prefer direct recruitment and selection. % the employees said that they prefer indirect recruitment and selection. 72% the employees said that they prefer third party recruitment and selection. QUESTION 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 Around 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 present recruitment policy is helpful 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 p rovision 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 right 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 Good 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 employees said that they feel that HR department is bad. Intake of Manpower of GroupC in DLW SN Department Total 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 daytime Of The May Month As On Last Day 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 CIVIL 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 ACCTS 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