Exchange Rate Regime Tendency and Regulations Essay

Exchange Rate Regime Tendency and Regulations - Essay Example These variables affect conditions in the local capital market within emerging markets. It is the obligation of these markets to identify the links between emerging markets and the global markets. They, therefore, deepen local markets in emerging market countries. An international capital market includes all transactions with an international dimension (Woepking, 2007). It represents a number of closely integrated markets. The foreign exchange market is forming a major component of the international capital market. The world’s major financial centers are; Singapore, London, Hong Kong, New York, and Paris. New securities are issued in primary markets while a majority of capital transactions take place in secondary capital markets (AÃŒ rvai, & Heenan, 2008). The spot market involves the sale of goods for cash and their delivery done immediately (Cuthbertson, & Nitzsche, 2001). A futures market involves transactions of goods and their delivery completed on a specified future date (Kline, 2000). Theory offers numerous insights to the possibility of linkages between the exchange rate regime and macroeconomic performance. A country’s exchange rate regime is classified as either â€Å"fixed† or â€Å"floating.† A country that operates a fixed (pegged) exchange rate regime has its exchange rate tied to another country’s currency. This regime is set by the government or central bank of such a country so as to maintain its currency’s value within a narrow band. A floating exchange rate regime is concerned with the demand and supply for a country’s currency relative to other currencies. In such a case, a country’s exchange rate regime is set by the foreign-exchange market (Adams, 2006). Exchange rate regimes have unique characteristics. These characteristics are accompanied by various principle issues.  

Summry Essay Example | Topics and Well Written Essays - 1250 words

Summry - Essay Example The first article to be considered in this review is â€Å"Apple Mac Computers Hit in Hacker Attack, Researcher Says†; written by Jordan Robertson and has been sourced from Bloomberg where it featured on 5 April 2012. According to this article, a recent research has shown that over 6 Million users of Mac computers had reportedly fallen victim to hacker attacks; this is an indication that Apple Inc, a company that had been predominantly untargeted by hackers, had now become a prime target. The article further relates that, according to a Russian antivirus software maker Doctor Web, the hacking attack predominantly targets computers using Apple’s Mac OS X software as opposed to windows systems. The research makes it apparent that most of the attacks occurred in the US and Canada, and the company had successively sealed off a security hole that had been a passageway for the virus. In addition to that, the research determined that the malware in question, specifically meant for Mac computers, capitalized on a weakness in a version of Oracle Corp’s Java software that functions as a plug-in on web browsers. The research also rebuffs traditional claims that Mac computers cannot be hacked, by pointing out the shift in hacker activities from computers that use Microsoft’s windows operating systems to those using Apple’s Mac OS X. ... Initially, Apple Inc has been an underdog in the computer operation systems business, and as such, it has been largely ignored by hackers due to its constrained market share. However, in the recent past, Apple Inc has risen above competition in this sector to rival industry giants like Microsoft Corp. In this respect, Apple Inc has taken a strategic position in the industry by increasing its market share considerably, that it has now attracted hacker activities. Conversely, industry giants like Microsoft Corp have traditionally been a haven for hackers and hacker activities due to their large market share; it is estimated that about 90% of the world’s desktop computers use the Microsoft Corps’s windows OS and this means that it has the largest numbers of victims. Numbers are very significant to the hackers because then they are able to transfer the malware to a large proportion of victims in a single attack; this highly promotes the hackers’ illicit money making schemes. The research establishes that Apple’s spokesman Bill Evans has declined to comment on the recent attacks, perhaps due to the implications of the incidence to the future strategic direction of the company. The sudden realization that the company was not hacker resistant anymore could potentially ruin the company’s prospects in the future because then it has lost one of its competitive advantages in the industry. It is understood that computers that use Apple Inc’s Mac OS X operating systems are equally vulnerable to hackers, just like the computers operating on Microsoft Corp’s windows operating system. The second article â€Å"Exclusive: Hacked companies still not telling investors† is by Joseph Menn, and

Keeping Appointments Essay Example for Free

Keeping Appointments Essay Doctors appointments are missed each and every day by people who either forget to show up or choose not to call and cancel their appointment. This article will look at some of the reasons why it is important to try to and keep doctors appointment and what to do if you must cancel. At my previous doctors surgery (office) in the UK, the surgery would regularly post the latest numbers of people who had not shown up for their doctors appointments. I was amazed at the staggering amount of people who failed to show up for their appointments. It was not just a few individuals who did not show up. A large number of people regularly missed their scheduled doctors appointments. If you are a receptionist it can be very frustrating to work under these conditions. You will have to call patients when it is their turn to see the doctor and be left standing when no one appears. Then you must inform the doctor that the patient did not show up. One of the reasons why it is best to try and keep your doctors appointment is because it is the polite thing to do. Would you arrange a job interview with a company you were serious about working for but then fail to show up? It is highly unlikely. Yet, members of the medical profession routinely have to deal with patients who do not show up for their appointments. It is also important to keep your appointment if you will be receiving the results of blood tests, and other test results that will determine your medical condition. This in turn will help doctors see what the next step should be in your courseof treatment. If you miss the appointment, you are not only wasting your doctors time. You could also place your health at risk if you do not start your treatment as quickly as possible. Sometimes, it is just not possible to keep a doctors appointment. It may clash with a business meeting at work or your childs emergency visit to the dentists. If you can, try to inform your doctors surgery of the cancellation 24 hours in advance. But if that is not possible, let them know as soon as you can. That way, your appointment slot can be given to someone else who may be in need of a last minute appointment. Keep in mind that breaking an appointment without first calling to cancel can prevent someone else from being seen and it wastes the time of doctors and the rest of the team.

Negative Effects of TV on Young People

Negative Effects of TV on Young People As we can see, television is playing a very big role in our life. Television has its good side. It can be entertaining and educational, and can open up new worlds for children, giving them a chance to travel the globe, learn about different cultures, and gain exposure to ideas they may never encounter in their own community. However, parents need to understand the negative influence of childrens TV, even childrens programming, because children are likely to learn things from TV that parents dont want them to learn. Television can affect childrens health, school work and behavior in negative ways. Excess television viewing can influence childrens physical and mental health. On one hand, it could affect badly childrens physical health. It is easy for children to be myopic if they watch TV more than two hours in a day. Children will spend less time on sports and TV time also takes away from participating in sports, music, art or other activities that require practice to become skillful. And they may have high caloric intake if they are watching TV at dinner. A person would burn fewer calories while watching TV than when just sitting quietly, doing nothing (Langholt, 2010). So it may contribute to obesity problems. Children who watch more TV are more likely to be overweight. TV is a bigger factor than diet. Estimates of risk indicate that more 60% of overweight incidence in this population can be linked to excess television viewing time (Dietz, 1996). Many TV ads encourage unhealthy eating habits. Two-thirds of the 20,000 TV ads an average child sees each year are for food and mo st are for high-sugar foods. After-school TV ads target children with ads for unhealthy foods and beverages, like fast food and sugary drinks. On the other hand, watching TV has bad influence on childrens mental health, too. Children who are addicted to TV are hard to communicate with their family members and classmates. One study found that TV viewing before age three slightly hurt several measures of later brain development. Before the age of three, childrens brain develops rapidly, forming connections and pathways that will assist with learning later in life. Studies indicate that exposure to television, with its fast-moving images and rapid actions, actually rewires childrens brain to crave this hyperactive stimulation. The benefits of parent-child interactions are proven, and under age three, talking, singing, reading, listening, to music or playing are far more important to childrens development than any TV show. The American Academy of Pediatrics strongly recommends that pare nts keep their kids away from all TV until after the age of two (Bushman, 2010). Children under age eight cant tell the difference between reality in our lives and fantasy on TV. In this case, children may be frightened or upset by TV stories easily, and the symptoms include bad dreams, anxious feelings, being afraid of being alone, withdrawing from friends, and missing school. TV viewing may replace activities that we know help with school work, such as reading, doing homework, pursuing hobbies, and getting enough sleep. First, it makes children read fewer books and have lower grades in school. Watching TV at age four is one factor to be associated with bulling in grade school. Second, children may become more seeing than thinking. It may prevent children from the development of their imagination and creativity. Finally, one research study found that TVs effects on education are long term. The study found that watching TV as a child affected educational achievement at age 26. Watching more TV in childhood increases chances of dropping out of school and decreased chances of getting a college, even after controlling for confounding factors (Bushman, 2010). Children who watch more sensitive TV may have behavior problems. First of all, they will imitate the violence they see on TV. Programs designed for children more often contain violence than adult TV. Young children may even try to emulate the things they see on TV, not realizing that they risk injuring themselves or others. According to the AAP, Extensive research evidence indicates that media violence can contribute to aggressive behavior, desensitization to violence (Bushman, 2010). Watching violent shows is also linked with having less empathy toward others. A university of Michigan researcher demonstrated that watching violent media can affect willingness to help others in need (Bushman, 2010). Whats more, alcohol advertising, including TV ads, contributes to an increase in drinking among youth. TV ads are a major factor in normalizing alcohol use in the minds of children, adolescents and college students. Alcohol has damaging effects on young peoples developing brains-and the da mage can be permanent. Children who watch TV are more likely to smoke. Even though tobacco ads are banned on TV, young people still see people smoking on programs and movies shown on television. Recent research has shown that exposure to smoking in movie characters increases the likelihood that viewers will associate themselves with smoking (Langholt, 2010). Kids who watch more TV start smoking at an earlier age. The relationship between television viewing and age of starting smoking is stronger than that of peer smoking, parental smoking, and gender. Finally, children get lots of information about sexuality from television. Because most parents dont talk to their kids about sex and most school dont offer complete sex education programs, they get much information about sex from TV. However, watching sex on TV increases the chances that a teen will have sex, and may cause teens to start having sex at younger ages (Bushman, 2010). In summary, television viewing affects childrens physical and mental health, school performance and behavior in negative ways. Therefore, children should replace TV time with creative and physical activities, reading and playing games with positive values and educational content.

Slave Women in Harriet Jacobs Incidents in the Life of a Slave Girl an

Slave Women in Harriet Jacobs' Incidents in the Life of a Slave Girl and Toni Morrison's Beloved Slavery was a horrible institution that dehumanized a race of people. Female slave bondage was different from that of men. It wasn't less severe, but it was different. The sexual abuse, child bearing, and child care responsibilities affected the females's pattern of resistance and how they conducted their lives. Harriet Jacobs' Incidents in the Life of a Slave Girl, demonstrates the different role that women slaves had and the struggles that were caused from having to cope with sexual abuse. Growing up as a slave Jacobs was constantly exposed to sexual abuse from her master. She was forced to learn what it meant to be a slave that was a women and the exploits that she would have to endure. A...there is no shadow of law to protect her from insult, from violence, or even from death; all these are inflicted by fiends who bear the shape of men."(Jacobs,361) The insults and violence that Jacobs endured from her master shaped the choices she made in life. He whispered foul words to her, causing Jacobs much pain. She was forced to lose her innocence early in life. Her master owned her so he was able to treat her and violate her innocence as he pleased. By losing her innocence Jacobs felt that she had done something wrong. She soon realized how she was different by being a slave that was a women. "She will become prematurely knowing in evil things. Soon she will learn to tremble when she hears her master's footfall. She will be compelled to realize that she is no longer a child."(Jacobs,361) The choices that Jacobs took in life were influenced by the position that she was in. She gave birth to two children, hoping they would hel... ...hat clearly inhibits motherhood. She would rather see her child dead in peace before she saw her child as a slave. However this did not happen this way because Beloved came back to haunt the family which resulted in her two boys leaving because they could not stand the pressure of living in a haunted house. So, again motherhood was inhibited because with out any children there is no mother hood and this is all because of slavery. Although Sethe prevented her children from being put back into the evil forces of slavery, there is a greater question of importance. Can Sethe be thought of as a heroine for releasing them from slavery or is it murder? These questions must also be related back to the real-life character Margaret Garner. Works Cited Morrison, Toni. Beloved. New York: Ransom House, 1987 Jacobs, Harriet. Incidents in the life of a slave girl,1861.

Shaking Baby Syndrome Essay -- essays research papers

Shaken Baby Syndrome Imagine yourself as a sweet, innocent, precious little baby. You are totally dependant upon adults to give you what you need and most importantly love. Your only means of communication is crying so you cry when you need to be fed, when you need your diaper changed, when you aren’t feeling so well, or when you just want some attention. You are crying and someone comes over to you. They pick you up, but instead of holding you and comforting you, talking affectionately to you, they shake you violently and vigorously. You are a baby, imagine the fear and pain that the shaking causes you. This is a form of child abuse and what is even harder to believe is that it actually happens. The correct term is Shaken Baby Syndrome and it is a form of abuse that is happening far and wide.  Ã‚  Ã‚  Ã‚  Ã‚     Ã‚  Ã‚  Ã‚  Ã‚  What exactly is Shaking Baby Syndrome? Shaken Baby Syndrome is a serious brain injury that occurs when adults, frustrated and angry with children, shake then violently, and Shaken Baby Syndrome mostly occurs when a child receives numerous rapid shakes. It can also occur when a baby is slammed against a hard object; head impact is not necessary but does frequently occur. Shaken Baby Syndrome occurs frequently in infants younger than six months old, yet can occur up to the age of 5. (Showers, 1997.) In reality, shaking a baby if only for a few seconds can injure the baby for life.   Ã‚  Ã‚  Ã‚  Ã‚  Often frustrated parents or other persons responsible for a child’s care feel that shaking a baby is a harmless way to make a child stop crying. The number one reason why a baby is shaken is because of inconsolable crying. (National Exchange Club Foundation, 1998) An infant may spend two to three hours a day crying. (The Epilepsy Association of Central Florida) A caregiver momentarily gives in to the frustration of responding to a crying baby by shaking. Caregivers may be inadequately prepared for children.   Ã‚  Ã‚  Ã‚  Ã‚  Why is shaking a baby so dangerous? A baby’s head and neck are especially vulnerable to injury because the head is so large and the neck muscles are still weak. A baby’s neck is to weak to support their heavy head so when the baby is shaken the heads swings back and forth. In addition, the baby’s brain and blood vessels are very fragile and easily damaged by whiplash mo... ...n a coma, being in a vegetative state, and the worst, death. One in every four babies shaken dies. The rest have to deal with the injuries and symptoms that will affect the rest of their innocent lives. Twenty five to thirty percent of babies shaken die (National Shaken Baby Syndrome). Immediate medical attention can help reduce the impact of shaking, but many children are left with permanent damage from the shaking. The treatment of survivors falls into 3 major categories. Those categories are medical, behavioral, and educational. In addition to medical care, children may need speech and language therapy, vision therapy, physical therapy, occupational therapy, and special education services. (Showers, 1997) Many incidents of Shaken Baby Syndrome are not reported out of fear. It is important to seek immediate and early medical attention. Serious complications and even death can be avoided. Exactly how much force is needed to cause injuries? No firm answer exists as to the exact number of shakes necessary or how long a person might typically shake a child. In most cases the period of shaking is 5-10 seconds. (National Center on Shaken Baby Syndrome) To cause brain damage, severe

Recruitment and Selection in Dlw

A SUMMER TRAINNING PROJECT REPORT ON RECRUITMENT 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 NO. – WBMBA11964 ROLL NO. – 7459 ACKNOWLEDGEMENT Any accomplishment requires the effort of many people and this work is no different. It has been my proud privilege to be attached to Diesel Locomotive Work, a highly professional’s bank with modern outlook.With due respect I express my indebt ness to the management of Diesel Locomotive Work for accommodating me as a summer trainee. I would like to express my gratitude with sense of reverence to Mr. Dinesh Singh (head, PERSONNEL and HR department). It would have been difficult to go through this project without their help. He not only helped me in collecting data but also supported me with their valuable knowledge and experi ence in the successful completion of this project. I would also thankful to almighty god for his grace and mercy to successfully complete this project. Amrita Mathur PREFACEIn our two year degree program of M. B. A. of there’s provision for doing summer training, after IInd semester. The essential purpose of this project is to given an exposure and detailed outlook to the student of practical concept, which they already studied research. For this purpose, I was assigned the project for the â€Å"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 six weeks: it was informative, interesting and inspiring.I hope this report will provide an experiment outlook to the dynamic functioning in the HR department in Diesel Locomotive Work. EXECUTIVE SUMMARY The project titled â€Å"RECRUITMENT AND SELECTION† Under taken in Diesel Locomotive Works (DLW). A production unit of Indian Railways,  DLW  was set 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 Railways but also including 342 locomotives for non-railway  customers  such as power plants, port trusts and industrial users.The project report is about recruitment and selection process that’s an important part of any organization. Which is considered as a necessary asset of a company? It gives a organizational structure of the company. It’s a methodology in which the particular organization works and how a new candidate could be recruited in such a way that he/she would be fitted for the right kind of career. For every organisation it is important to have a right person on a right job. Recruitment and Selection plays a vital role in this situation.Shortage of skills and the use of new technology are putting considerable pres sure on how employers go about Recruiting and Selecting staff. It is recommended to carry out a strategic analysis of Recruitment and Selection procedure. There are two types of factors that affect the Recruitment of candidates for the company- * Internal factors. * External factors With reference to this context, this project is been prepared to put a light on Recruitment and Selection 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 suitable application. Job Analysis, which gives an idea about the requirement of the job. Next is Selection process, which includes steps of Selection, Types of Test, Types of Interview, Common Interview Problems and their Solutions. The objective of selection decision is to choose the individual who can most successfully perform the job from the pool of qualified candidates. Selection process o r activities typically follow a standard patter, beginning with an initial screening interview and concluding with final employment decision.Recruitment and Selection are simultaneous process and are incomplete without each other. They are important components of the organisation and are different from each other. Since all the aspect needs practical example and explanation this project includes Recruitment and selection Process of Indian Railways. CONTENTS SR. NO. | TOPIC| PAGE NO. | 1. | Introduction| 1| 2. | Objective| 2| 3. | Scope Of The Study| 3| 4. | Research Methodology| 4-6| 5. | Company Profile| 7-12| 6. | Review Of Literature| 13-38| 7. | Data 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 Human Resource is a basic need of any work to be done. Recruitment and selection are two of the most important functions of personnel managem ent. Recruitment precedes selection and helps in selecting a right candidate. Every organisation needs to look after recruitment and selection in the initial period and thereafter as and when additional manpower is required due to expansion and development of business activities.The project report is all about recruitment and selection process that’s an important part of any organization. Recruitment highlights each applicant’s skills, talents and experience. Their selection involves developing a list of qualified candidates, defining a selection strategy, identifying qualified candidates, thoroughly evaluating qualified candidates and selecting the most qualified candidate. ‘Right person for the right job’ is the basic principle in recruitment and selection. Every organisation should give attention to the selection of its manpower, especially its managers.Every business organisation/unit needs manpower for carrying different business activities smoothly a nd 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 study is to understand and critically analyzed 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 various 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 make recruitment and selection procedure and more effective. 6. To know the managerial satisfaction 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 group. 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 â€Å"Recruitment and selection process†. The Research Research is a â€Å"careful investigation or inquiry especially through search for new facts in any branch of knowledge. â⠂¬  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 some appropriate courses of action. Sample Design: A complete interaction and enumeration of all employees of Diesel Locomotive Work was not possible so a sample was chosen 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 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, etc. It is the data which has been collected by individual 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 Design:A 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. â€Å"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 India's first train runs between Mumbai  and  Thane. The Indian railways are Asia’s largest railways system and the world’s second largest railways system. Indian railways are owned and managed by the central government. Indian Railways  (IR) is an iconic Indian organisation, owned and operated by the  Government of India through the  Ministry of Railways which is responsible for the maintenance and operation of the entire rail network in India and it enjoys total monopoly. Railway† means 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 of  India's inde pendence, 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 world's fourth largest railway network after those of the United States,  Russia  and  China. Rail 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 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 increased 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 divisions. Each of the seventeen zones is headed by a General Manager (GM) who reports directly to the Railway Board.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 Central| 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 Frontier| NFR| 1958-01-15| Guwahati| Alipurduar,  Katihar,  Rangia,  Lumding,Tinsukia| 9. | Northern| NR| 1952-04-14| Delhi| Delhi,  Ambala,  Firozpur,  Lucknow,Moradabad| 10. | Sout h 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 General Manager, who also reports directly 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 Locomoti ve 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 axles|Diesel Locomotive Works  (DLW) The  Diesel Locomotive Works  (DLW) in  Varanasi,  India, is a production unit owned by  Railways, that manufactures diesel-electric  locomotives  and its spare parts. It is the largest diesel-electric locomotive manufacturer in India. Healthy growth of railways is essential for India’s social, regional, economic, industrial and agricultural development. The main vision of Diesel Locomotive Works â€Å"To be a world class manufacture r of Diesel – electric locomotives. †Ã‚   Organizational Structure Of DLW General Manager (GM) CMO CME COS FA ; CAO CMEPCMDDepty CPO/HQ Depty CPO/General SPO APO/HQ APO/Staff | 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 board (strategic level). The following are the different roles played in railways:  Ã¢â‚¬ ¢ 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 incoming 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 acc ounting 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 Service: As the name indicates, officers in this division handle all matters related to the personnel section like selection, promotions, training, welfare activities, transfers, increments, disciplinary actions and the like. Railway Protection Service/ Railway Protection Force: 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 planning 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 Mechanical Engineers.Benefits To The EmployeesGroup 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. Some of them are Special passes, residential passes, widow passes, post retirement 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 are:Education Facilities: DLW administration runs 4 schools providing Primary and Secondary Education to more than 2600 students. DLW Women’s Welfare Organization also runs a primary school Bal Niketan. DLW township also possesses 1 Post Graduate Girl’s College, 2 Central Schools, and 1 Senior Secondary School. Medical Facilities:105 bedded well-equipped Railway Hospital, a Health Unit and a First-Aid post in workshop provide comprehensive health care to around 20,000 Railwa y family members. A Homeopathic and an Ayurvedic dispensary are also available.Railway Quarters:A total of 3641 staff quarters are provided to the DLW employees. The Railway colony is well maintained and green, providing excellent pollution free environment. Compassionate Appointments:Families of deceased employees are helped by the way of compassionate appointment 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 Officers Club are functioning on the premises. Cinema Club:For recreation of staff a Cinema Hall of around 700 capacities is functioning since 1967 in DLW.Sports ; Game:All 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 employee’s 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 â€Å"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 the 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 internal and external sources- I.Internal Rec ruitment – Internal recruitment seeks applicants for positions from within the company. The various internal sources include 1) Promotion. 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 Placement 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 ascertain whether the candidate’s 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 apply 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 applicant’s ability, aptitude, intelligence, general knowledge, and medical 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 man ager 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 Examination: After the selection decision and before the job offer is made, the candidate is required to undergo a physical fitness test.A job offer is, often, contingent upon the candidate being declared fit after the physical examination. 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 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 protects applicants with health defects from undertaking work that could be detrimental to them or might otherwise endanger the employer’s 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 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 appointee must report on duty. The appointee must be given reasonable time for reporting. 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 employee’s 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 documents 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 â€Å"The employee will perform such duties and wil l 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 service. 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 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).Employer’s right to vary terms of the contract subject to proper notification being given. Alternatively called employment agreements or simply bonds, contracts of emp loyment serve many useful purposes. The drawback with the contracts is that it is almost to enforce them. A determined 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 (Group ‘A' and ‘B') and non-gazetted (Group ‘C' and ‘D') employees. The recruitment of Group ‘A' gazetted employees is carried out by the  Union 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 Bo ard (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 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 scales of pay applicable for the various posts in the service 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 candi date who has married a person having already a wife living shall be eligible 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 case of probationers, consequences of failure to pass prescribed departmental examinations, if any, e. g. loss of appointment, 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 three exams. a) Civil Services Exami nation: 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 Examination 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 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 t he posts in the junior scale shall be made by selection on merit from amongst Group B officers of the departments concerned with not less than 3 years 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 Departmental 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 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 grade posts. 1.Promotions to the Administrative Grade 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 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 rigorous training programme in Mechanical Engineering, Indian Railways Institute of Mechanical and Electrical Engineering, Ja malpur. * 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 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 Indian 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 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 granted 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. 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| Total| 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 appear 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 for Selection)| SC/ST Reservation| Applicable| Applicable|Seniority| Employees empanelled 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 vacancies for each of the selection should be assessed separate ly. * 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 p anel 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 a  viva-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 M inistry.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 passing 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 Branch 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 enable 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 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 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 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 w hich can be extended 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 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 b e 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%  Ã‚  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 Website:  www. rrbahmedabad. gov. in/ Railway Recruitment Board, Ahmedabad. st Floor, Meter Guage Building, Railway Station, Ka lupur,, Ahmedabad, Gujarat Pin: 380 002, Contact:  [email  protected] in 2) RRB Ajmer Website:  www. rrbajmer. org Railway Recruitment Board, Nehru Marg, Near Ambedkar Circle,Ajmer – 305001 Contact:  [email  protected] org 3) RRB Allahabad Website:  www. rrbald. nic. in Railway Recruitment Board Opposite to G. M. /NCR Building Near Subedarganj Railway Hospital Subedarganj Allahabad – 211 033. Contact:  [email  protected] co. in 4) RRB Bangalore Website:  www. rrbbnc. gov. in Railway Recruitment Board Bangalore 18, Millers Road, Bangalore – 560046. Contact:  [email  protected] om 5) RRB Bilaspur Website:  www. rrbbilaspur. gov. in Railway Recruitment Board, GM/SECR’s Office Complex Bilaspur (C. G) Pin: 495 004 Contact:  [email  protected] com 6) RRB Bhopal Website:  www. rrbbpl. nic. in Railway Recruitment Board, Bhopal East Railway Colony, Bhopal – 462010 E-mail-  [email  protected] in 7) RRB Bhubaneswar Website:  www. rrbbbs. gov. in D-79/80, Rail Vihar , B. D. A. Rental Colony, Chandrasekharpur , Bhubaneswar, Pin -751023,Orissa Contact:  [email  protected]bbs. gov. in 8) RRB Chandigarh Website:  www. rrbcdg. org SCO 34, IInd Floor, Madhya Marg, Sector – 7-C Chandigarh Contact:  [email  protected] o. in 9) RRB Chennai Website:  www. rrbchennai. net 5, Dr. P. V. Cherian Crescent Road, Egmore, Chennai – 600 008 Contact:  [email  protected] railnet. gov. in 10) RRB Gorakhpur Website:  www. rrbgkp. gov. in Railway Station Road, Gorakhpur – 273012 Contact:  [email  protected] co. in 11) RRB Guwahati Website:  rrbguwahati. gov. in Station Road, Guwahati Contact:  [email  protected] in Online application facility is available in RRB Guwahati 12) RRB Jammu Website:  www. rrbjammu. nic. in Railway Colony (West), Jammu-180012 Contact:  [email  protected] co. in 13) RRB Kolkata Website:  www. rrbkolkata. org Metro Railway A. V.Complex,Chitpur, Opp. To R. G. Kar Medical College & Hospital, R. G. Kar Road, Kolkata-700 037 Contact:  [email  protected] net 14) RRB Malda Website:  www. rrbmalda. gov. in Kalibari Railway Colony, P. O Jhaljhalia,Malda – 732102, (West Bengal) Contact:  [email  protected] in 15) RRB Mumbai Website:  www. rrbmumbai. gov. in Railway Divisional office compound,Mumbai Central, (E), Mumbai – 400 202, Maharashtra Contact:  [email  protected] co. in 16) RRB Muzaffarpur Website :  rrbmuzaffarpur. bih. nic. in Lichi  Bagan,  Maripur,Muzaffarpur-842001 [email  protected] in 17) RRB Patna Website:  www. rrbpatna. gov. inRailway Recruitment Board, Mahendrughat, Patna – 800 004. , Bihar Contact:  [email  protected] in Online application facility is available. 18) RRB Ranchi Website:  www. rrbranchi. org Railway Offices Complex,Chutia, Ranchi-834027, Jharkhand Contact:  [email  protected] org 19) RRB Secunderabad Website:  www. rrbsec. org Railway Recru itment Board Secunderabad South Lallaguda, Andhra Pradesh– 500017 Contact:  [email  protected] com 20) RRB  Siliguri Website :  rrbsiliguri. org Subhashpally,Siliguri,District-Darjeeling,PIN-734001,(West Bengal) E-mail:  [email  protected] org Online application facility is available. 1) RRB Thiruvananthapuram Website:  www. rrbthiruvananthapuram. net Thampanoor, Thiruvananthapuram – 695 001 Contact: [email  protected] 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 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 admissible under specific orders issued by Ministry of Railway’s 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 preference for the division/workshops/prod uction 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 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) Visio n 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 glasses are to be permitted  for 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 apparatus and recommended methods of examination. * For both Candidates and employees contact lenses shall not be permitted in category A and B. * Candidates  of classes A-1, A-2, A-3 and B-1 will be examined with regard to their vision in diminished light. * Candidates  class A-1 will be examined to ascertain that the fields of  vision are not seriously restricted. * Candidates in Classes A-1, A-2, A-3, B-1 and B-2 will be tested for the presence of  binocular vision, i. . , peripheral fusion, depth perception and stereoscopic vision. * Cand idates from A1 to B-1 categories may be examined in glaring light by providing  a 200 Watts Bulb 90 cm. Response to  glare 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 be  examined 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 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 m ovement 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 candidate/serving employee, the speaking voice test  will 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 clerical  duties, 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 earlier 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 fro m 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 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 & Telecommunica tion * 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| * Others|Standards Description for different Medical classification * A-1  Physically fit in all respects. Visual 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-2  Physically fit in all respects. Visual Standards—Distance 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-3  Physically fit in all respects.Visual Standards—Distance 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-1  Physically 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 reading or close work is required and must pass test for Colour Vision, Binocular Vision, Field of Vision & Night Vision. * B-2  Physically 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-1  Physically 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 whe n reading or close work is required. * C-2  Physically 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 an  appointment to the Railways 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 candidateâ€⠄¢s 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 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 INTERPRETATION Data Interpretation Questionnaire was prepared for the purpose of getting feedback from the empl oyees and APOs regarding â€Å"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| PERCENTAGE (%)| 1. | Internal| 5| 20| 2. | External| 8| 32| 3. | Both| 12| 48|About 48% of the employees said that they prefer both internal as well as external source for recruitment and selection. 20% of the employees said 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 preferre d 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 don’t 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 company’s recruitment policy is helpful in achieving the goals. 28 % employees said that the company’s recruitment policy is not helpful in achieving the goals. 32% employees said that the company’s 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 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| 24|About 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 Group’C’ 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| 18|Sanctioned Strenth Of Non-Gazzetted Staff Of Group’C’ For The Month Of May, 2012 Department| As On First Day 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| 6884|Operated Strength Of Non-Gazetted Staff Of Group’C’ For The Month Of May, 2012 Department| As on 1st day of the month| As on Last Day of the Month| | Regular Staff| Substit utes| 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| Group'A'| Group'B'| 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