CONTENTS

1.

Executive Summary

2.

Objective of the Study

3.

Company Profile :Railway Department

4.

Evolution of Indian Railway

5.

Organization structure of Railway Department

6.

Introduction of West Central Railway

7.

Structure of Railway Department

11

8.

Board of Members : West Central Railway.

12

9.

Introduction : Recruitment & Selection

13

10.

Working or Recruitment & Selection Process

14

9.

Recruitment
(a)

Meaning of Recruitment

15

(b)

How successful recruitment done

16

(c)

Need of Recruitment

17

(d)

Recruitment Process

18

(d)

Sources of Recruitment

23

10.

Selection : Meaning of Selection

28

11.

Process of Selection

29

12.

Classification of Services

38

13.

Necessity of Appointment

39

11.

Research Methodology

40

12.

Data Collection

41

13.

Data Analysis & Interpretation

42

14.

Findings & Recommendation

50

15.

Limitation of the Study

51

16.

Conclusion

52

17.

Bibliography

54

18.

Annexure

55

Page -1

EXECUTIVE SUMMARY
Today, in every organization personnel planning as an activity is
necessary. It is an important part of an organization. Human Resource
Planning is a vital ingredient for the success of the organization in the
long run. There are certain ways that are to be followed by every
organization, which ensures that it has right number and kind of people,
at the right place and right time, so that organization can achieve its
planned objective.

The

objectives

of

Resource

Planning,

Recruitment

Development,

Career

Human

planning,

Resource
and

Department
Selection,

Transfer

and

are

Human

Training

Promotion,

and
Risk

Management, Performance Appraisal and so on. Each objective needs

special attention and proper planning and implementation.

For every organization 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
pressure on how employers go about Recruiting and Selecting staff. It is
recommended to carry out a strategic analysis of Recruitment and
Selection procedure.

Page -2

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, Recruitment Tips.
Sources of Recruitment through which an Organization gets suitable
application. Scientific Recruitment and Selection, which an Organization
should follow for, right man power. Job Analysis, which gives an idea
about the requirement of the job.

Recruitment and Selection are simultaneous process and are

incomplete without each other. They are important components of the
organization and are different from each other. It also contains addresses
of

various

and

top

placement

consultants

and

the

pricelist

of

advertisements in the magazine.

Recruitment process is one of the very important processes for any

organization. In this study I also try to prove that its one of the major operations of
the railway department. In this study I try to understand what the internal or external
sources of recruitment are & also include the internal or external forces which effects
process. It also includes those factors which are used to control the effects of external
or internal sources. I used sample size of 40 employees of railway department to know
about their satisfaction level about the recruitment process of the organization.

Page -3

OBJECTIVE OF THE STUDY

The primary objective of the study is to evaluate the practices of
organization to develop Recruitment skills of an individual. In the light of this
primary objective the following sub-objectives are set.

To study the importance of Recruitment for an organizations success.

To examine ways in which Recruitment is groomed in the organizations

To examine the effect of Recruitment and selection process on

organizations work culture.

Page -4

COMPANY PROFILE
RAILWAY DEPARTMENT

Indian Railways, is the state-owned railway company of India,

which owns and operates most of the country's rail transport. It is
overseen by the Ministry of Railways of the Government of India.

Indian

Railways

has

more

than

64,015

kilometres

(39,777

million) of track and 6,909 stations. It has the world's fourth largest
railway network after that of the United States, Russia and China. The
railways traverse the length and breadth of the country and carry over
20 million passengers and 2 million tons of freight daily. It is one of
the world's largest commercial or utility employers, with more than 1.6
million employees. As to rolling stock, IR owns over 200,000 (freight)
wagons, 50,000 coaches and 8,000 locomotives.
Page -5

Railways were first introduced to India in 1853. By 1947, the

year of India's independence, there were forty-two rail systems. In
1951 the systems were nationalised as one unit, becoming one of the
largest networks in the world. IR operates both long distance and
suburban rail systems on a multi-gauge network of broad, metre and
narrow gauges. It also owns locomotive and coach production facilities.

Indian Railways is a department owned and controlled by the

Government of India, via the Ministry of Railways. As of December
2010, the Railway Ministry is headed by Mamata Banerjee, the Union
Minister for Railways, and assisted by two ministers of State for
Railways. Indian Railways is administered by the Railway Board,
which has a financial commissioner, five members and a chairman.

EVOLUTION OF INDIAN RAILWAY

Page -6

The first railway on Indian sub-continent ran over a stretch of 21

miles from Bombay to Thane. The idea of a railway to connect Bombay
with Thane, Kalyan and with the Thal and Bhore Ghats inclines first
occurred to Mr. George Clark, the Chief Engineer of the Bombay
Government, during a visit to Bhandup in 1843.
The formal inauguration ceremony was performed on 16th April
1853, when 14 railway carriages carrying about 400 guests left Bori
Bunder at 3.30 pm "amidst the loud applause of a vast multitude and to
the salute of 21 guns." The first passenger train steamed out of Howrah
station destined for Hooghly, a distance of 24 miles, on 15th August,
1854. Thus the first section of the East Indian Railway was opened to
public traffic, inaugurating the beginning of railway transport on the
Eastern side of the sub-continent.
In south the first line was opened on Ist July, 1856 by the Madras
Railway

Company.

It

ran

between

Vyasarpadi

Jeeva

Nilayam

(Veyasarpandy) and Walajah Road (Arcot), a distance of 63 miles. In

the North a length of 119 miles of line was laid from Allahabad to
Kanpur on 3rd March 1859. The first section from Hathras Road to
Mathura Cantonment was opened to traffic on 19th October, 1875.
These were the small beginnings which is due course developed
into a network of railway lines all over the country. By 1880 the Indian
Railway system had a route mileage of about 9000 miles. INDIAN
RAILWAYS, the premier transport organization of the country is the
largest rail network in Asia and the world's second largest under one
management.

Page -7

ORGANIZATION STRUCTURE OF
RAILWAY DEPARTMENT

Page -8

INTRODUCTION OF
WEST CENTRAL RAILWAY :JABALPUR

West Central Railway is one of the significant railway zones of

the Indian Railways. The office of this railway zone is headquartered at
Jabalpur and it is comprises of two divisional headquarters including
Jabalpur Division and Bhopal Division.
Initially Jabalpur was part of the central Railway and Bhopal was
under Kota Division. West Central Railway stretches in the West-East
direction from Khandwa to Manikpur. It covers Bina in the North-South
direction. In addition to handle increasing passenger traffic smoothly,
West Central Railway is also prominent as a vital freight corridor.
West Central Railway zone is serving the 39 districts of Madhya
Pradesh, Rajasthan and Uttar Pradesh. The zone embraces 2911
Page -9

kilometers

of

railway

tracks

involving

1328

kilometers

of

the

electrified tracks. Chief tourist sites covered by West Central Railway

zone comprises of Bird sanctuary of Bharatpur, The hill station of
Panchmarhi

and

National

Reserve

Forests

of

Ranthambore,

Bandhavgarh and Kanha-Kisli

Important railway stations belongs to the West Central Railway
are Bhopal, Kota, Jabalpur, Ganjbasoda, Hoshangabad, Habibganj,
Vidisha, Harda, Guna, Katni, Bharatpur, Itarsi, and Bina.

This zone

West maintains excellent equilibrium of passenger and freight traffic.

Jabalpur Division covers region which have a large number
cement plants and Satna-Rewa cluster is noteworthy for large scale
cement shipment. In addition to cement other items which are
frequently transported via Jabalpur and Bhopal division arelimestone,
bauxite, LPG,dolomite, etc
Approximately 75 million passengers travel by western central
railway every year which generates the passenger earnings of about Rs
386 crores for the railways. The total annual earning of western central
railway is Rs. 1269 crores considering the other coaching earnings like
parcel traffic of Rs. 25.64 crores.
West Central Railway possesses two key marshalling yards at
New Katni Junction and Itarsi Junction. It contains three electric loco
sheds with a entire fleet of 349 electric locomotives. It also contains
two diesel loco sheds with an entire fleet of 349 diesel locomotives.
This is to ensure the smooth management of railway traffic along the
western railways tracks.

STRUCTURE OF RAILWAY DEPARTMENT

Page -10

BOARD OF MEMBERS
Page -11

WEST CENTRAL RAILWAY

General Manager
H.C. Joshi
Genl. Admn.
&Vigilance
Ram Gopal
SDGM & CVO

Commercial
S.V. Ingale
CCM

Medical
Dr. S.P. Shukla
CMD

Safety
B.Devasingh
CSO

General Admin
Umesh Balonda
SECY to GM

Electrical
Man Singh
CEE

Mechanical
P.K. Singh
CME

Security
Mahim Swami
CSC

General Admin
Piyush Mathur
CPRO

Engineering
C.P. Tayal
PCE

Operating
K.L. Pandey
COM

Signal & Telecom

Ajay Vijayvergiya
CSTE

Personnel
B.N. Meena
CPO

Stores
R.L. Pawar
COS

General Admin
Finance
Ajay Shrivastava Hemant B Godbole
DGM
FA & CAO

Bhopal Division
Ghanshyam Singh
Divl Rly Manager

Jabalpur Division
S.K. Luthra
Divl Rly Manager

Kota Division
Madhukar Meshram
Divl Rly Manager

INTRODUCTION
Page -12

RECRUITMENT AND SELECTION

Recruitment and selection are two of the most important functions
of personnel management. Recruitment precedes selection and helps in
selecting a right candidate.
Recruitment is a process to discover the sources of manpower to
meet the requirement of the staffing schedule and to employee effective
measures for attracting that manpower in adequate numbers to facilitate
effective selection of efficient personnel.
Staffing is one basic function of management. All managers have
responsibility of staffing function by selecting the chief executive and
even the foremen and supervisors have a staffing responsibility when
they select the rank and file workers. However, the personnel manager
and his personnel department are mainly concerned with the staffing
function.
Every organization 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.
Right person for the right job is the basic principle in recruitment and
selection. Ever organization should give attention to the selection of its
manpower, especially its managers. The operative manpower is equally
important and essential for the orderly working of an enterprise. Every
business organization/unit needs manpower for carrying different
business activities smoothly and efficiently and for this recruitment and
selection

of

suitable

candidates

are

essential.

Human

resource

management in an organization will not be possible if unsuitable

persons are selected and employment in a business unit.

WORKING OF
Page -13

RECRUITMENT & SELECTION PROCESS

RECRUITMENT
MEANING OF RECRUITMENT
Page -14

Recruitment means to estimate the available vacancies and to

make suitable arrangements for their selection and appointment.
Recruitment is understood as the process of searching for and obtaining
applicants for the jobs, from among whom the right people can be
selected.
A formal definition states, It is the process of finding and
attracting capable applicants for the employment. The process begins
when new recruits are sought and ends when their applicants are
submitted. The result is a pool of applicants from which new employees
are selected. In this, the available vacancies are given wide publicity
and suitable candidates are encouraged to submit applications so as to
have a pool of eligible candidates for scientific selection.
In

recruitment,

information

is

collected

from

interested

candidates. For this different source such as newspaper advertisement,

employment exchanges, internal promotion, etc.are used.
In the recruitment, a pool of eligible and interested candidates is
created

for

selection

of

most

suitable

candidates.

Recruitment

represents the first contact that a company makes with potential

employee.
DEFINITION:According to EDWIN FLIPPO
Recruitment is the process of

s earching for prospective

employees and stimulating them to apply for jobs in the organization

HOW SUCCESSFUL RECRUITMENT DONE

Page -15

NEED OF RECRUITMENT
The need for recruitment may be due to the following reasons /
situation:Page -16

a)

Vacancies due to promotions, transfer, retirement, termination,

permanent disability, death and labour turnover.

b)

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

on conjunction with its personnel-planning and job analysis
activities.

2.

Increase the pool of job candidates at minimum cost.

3.

Help increase the success rate of the selection process by

reducing the number of visibly under qualified or overqualified
job applicants.

4.

Help reduce the probability that job applicants, once recruited

and selected, will leave the organization only after a short period
of time.

5.

Meet the organizations legal and social obligations regarding the

composition of its work force.

6.

Begin identifying and preparing potential job applicants who will

be appropriate candidates.

RECRUITMENT PROCESS

Page -17

RECRUITMENT
PROCESS

RECRUITMENT
PLANNING

SEARCHING

STRATEGY
DEVELOPMENT

SCREENING

EVALUATION &
CONTROL

STAGE 1 RECRUITMENT PLANNING:The first stage in the recruitment process is planning. Planning
involves the translation of likely job vacancies and information about

Page -18

the nature of these jobs into set of objectives or targets that specify the
(1) Numbers and (2) Types of applicants to be contacted.
(1)

NUMBERS OF CONTACT :Organization, nearly always, plan to attract more applicants

than they will hire. Some of those contacted will be uninterested,
unqualified or both. Each time a recruitment Programme is
contemplated, one task is to estimate the number of applicants
necessary to fill all vacancies with the qualified people.

(2)

TYPES OF CONTACTS:It is basically concerned with the types of people to be

informed about job openings. The type of people depends on the
tasks and responsibilities involved and the qualifications and
experience expected. These details are available through job
description and job specification.

STAGE 2- STRATEGY DEVELOPMENT :When it is estimated that what types of recruitment and how
many are required then one has concentrate in
(1). Make or Buy employees.
(2). Technological sophistication of recruitment and selection
devices.
(3). Geographical distribution of labour markets comprising job
seekers.
(4). Sources of recruitment.
(5). Sequencing the activities in the recruitment process.
STAGE 3 SEARCHNG :Once a recruitment plan and strategy are worked out, the search
process can begin. Search involves two steps :-

Page -19

(A)

A).

Source activation and

B).

Selling

SOURCE ACTIVATION :Typically, sources and search methods are activated by the
issuance of an employee requisition. This means that no actual
recruiting takes place until lone managers have verified that
vacancy does exist or will exist.
If the organization has planned well and done a good job
of developing its sources and search methods, activation soon
results in a flood of applications and/or resumes.
The application received must be screened. Those who pass
have to be contacted and invited for interview. Unsuccessful
applicants must be sent letter of regret.

B).

SELLING:
A second issue to be addressed in the searching process
concerns communications. Here, organization walks tightrope. On
one hand, they want to do whatever they can to attract desirable
applicants. On the other hand, they must resist the temptation of
overselling their virtues.
In selling the organization, both the message and the media
deserve

attention.

Message

refers

to

the

employment

advertisement. With regards to media, it may be stated that

effectiveness of any recruiting message depends on the media.
STAGE 4 SCREENING:-

Page -20

Screening of applicants can be regarded as an integral part of the recruiting

process, though many view it as the first step in the selection process. Even the
definition on recruitment, we quoted in the beginning of this chapter,
excludes screening from its scope. However, we have included
screening in recruitment for valid reasons. The selection process will
begin after the applications have been scrutinized and short-listed.
Hiring of professors in a university is a typical situation. Application
received in response to advertisements is screened and only eligible
applicants

are

called

for

an

interview.

selection

committee

comprising the Vice-chancellor, Registrar and subject experts conducts

interview. Here, the recruitment process extends up to screening the
applications. The selection process commences only later.
PURPOSE OF SCREENING:The purpose of screening is to remove from the recruitment
process, at an early stage, those applicants who are visibly unqualified
for the job. Effective screening can save a great deal of time and
money. Care must be exercised, however, to assure that potentially
good employees are not rejected without justification.
In screening, clear job specifications are invaluable. It is both
good practice and a legal necessity that applicants qualification is
judged on the basis of their knowledge, skills, abilities and interest
required to do the job.
The techniques used to screen applicants vary depending on the
candidate

sources

and

recruiting

methods

used.

Interview

and

application blanks may be used to screen walk-ins. Campus recruiters

and agency representatives use interviews and resumes. Reference
checks are also useful in screening.

Page -21

STAGE 5 EVALUATION & CONTROL:Evaluation and control is necessary as considerable costs are
incurred in the recruitment process. The costs generally incurred are: 1.

Salaries for recruiters.

2.

Management and professional time

spent on preparing job

description, job specifications, advertisements, agency liaison

and so forth.
3.

The cost of advertisements or other recruitment methods, that is,

Agency fees.

4.

Recruitment overheads and administrative expenses.

5.

Costs of overtime and outsourcing while the vacancies remain

unfilled.

6.

Cost of recruiting unsuitable candidates for the selection process.

Page -22

SOURCES OF RECRUITMENT
SOURCES OF RECRUITMENT

Page -23

Some of the sources of recruitment process are given below :(1)

INTERNAL SOURCES: -

(a)

PROMOTIONS AND TRANSFERS

Promotion is an effective means using job posting and
personnel records. Job posting requires notifying vacant positions
by posting notices, circulating publications or announcing at staff
meetings and inviting employees to apply. Personnel records help
discover employees who are doing jobs below their educational
qualifications or skill levels. Promotions has many advantages
like it is good public relations, builds morale, encourages
competent
probability

individuals
of

good

who

are

selection

ambitious,
since

improves

information

on

the
the

individuals performance is readily available, is cheaper than

going outside to recruit, those chosen internally are familiar with
the organization thus reducing the orientation time and energy
and also acts as a training device for developing middle-level and
top-level managers. However, promotions restrict the field of
selection preventing fresh blood & ideas from entering the
organization. It also leads to inbreeding in the organization.
(b)

DEPENDENTS OF DECEASED EMPLOYEESUsually, banks follow this policy. If an employee dies,

his/her spouse or son or daughter is recruited in their place. This
is usually an effective way to fulfill social obligation and create
goodwill.

Page -24

(C)

RETIREMENTS :At times, management may not find suitable candidates in

place of the one who had retired, after meritorious service. Under
the

circumstances,

management

may

decide

to

call

retired

managers with new extension.

(d)

INTERNAL NOTIFICATION (ADVERTISEMENT): Sometimes, management issues an internal notification for

the benefit of existing employees. Most employees know from
their own experience about the requirement of the job and what
sort of person the company is looking for. Often employees have
friends or acquaintances who meet these requirements. Suitable
persons are appointed at the vacant posts.

(e)

RECALLS: When management faces a problem, which can be solved

only by a manager who has proceeded on long leave, it may de
decided to recall that persons after the problem is solved, his
leave may be extended.

(F)

FORMER EMPLOYEESThese include retired employees who are willing to work on

a part-time basis, individuals who left work and are willing to
come back for higher compensations. Even retrenched employees
are taken up once again. The advantage here is that the people are
already known to the organization and there is no need to find out
their past performance and character. Also, there is no need of an
orientation programme for them, since they are familiar with the
organization.

Page -25

(II) EXTERNAL SOURCES:(A)

ADVERTISEMENTS:It is a popular method of seeking recruits, as many

recruiters prefer advertisements because of their wide reach. Want
ads describe the job benefits, identify the employer and tell those
interested how to apply. Newspaper is the most common medium
but for highly specialized recruits, advertisements maybe placed
in professional or business journals.
Advertisements must contain proper information like the job
content,

working

conditions,

location

of

job,

compensation

including fringe benefits, job specifications, growth aspects, etc.

The advertisement has to sell the idea that the company and job
are perfect for the candidate. Recruitment advertisements can also
serve as corporate advertisements to build company image. It
also cost effective.
(b)

EMPLOYMENT EXCHANGES:Employment Exchanges have been set up all over the

country

in deference

to the

provision of

the

Employment

Exchanges (Compulsory Notification of Vacancies) Act, 1959.

The Act applies to all industrial establishments having 25workers
or more each. The Act requires all the industrial establishments to
notify the vacancies before they are filled. The major functions of
the exchanges are to increase the pool of possible applicants and
to do the preliminary screening. Thus, employment exchanges act
as a link between the employers and the prospective employees.
These offices are particularly useful to in recruiting blue-collar,
white collar and technical workers.

Page -26

(c)

RADIO, TELEVISION AND INTERNET:Radio and television are used to reach certain types of job
applicants such as skilled workers. Radio and television are used
but sparingly, and that too, by government departments only.
Companies in the private sector are hesitant to use the media
because of high costs and also because they fear that such
advertising will make the companies look desperate and damage
their conservative image. However, there is nothing inherently
desperate about using radio and television. It depends upon what
is said and how it is delivered. Internet is becoming a popular
option for recruitment today.

(D)

MERGERS AND ACQUISITIONS:When

organizations

combine,

they

have

pool

of

employees, out of whom some may not be necessary any longer.

As a result, the new organization has, in effect, a pool of
qualified job applicants. As a result, new jobs may be created.
Both new and old jobs may be readily staffed by drawing the
best-qualified applicants from this employee pool. This method
facilitates the immediate implementation of an organizations
strategic plan. It enables an organization to pursue a business
plan, However, the need to displace employees and to integrate a
large number of them rather quickly into a new organization
means that the personnel-planning and selection process becomes
critical more than ever.

Page -27

SELECTION
MEANING OF SELECTION
Selection is defined as the process of differentiating between
applicants in order to identify (and hire) those with a greater likelihood
of success in a job.
Selection is basically picking an applicant from (a pool of
applicants) who has the appropriate qualification and competency to do
the job. Selection is selecting the right candidate from the pool of
applicants.
Employee Selection is the process of putting right men on right
job. It is a procedure of matching organizational requirements with the
skills and qualifications of people. Effective selection can be done only
when there is effective matching. By selecting best candidate for the
required

job,

the

organization

will

get

quality

performance

of

employees. Moreover, organization will face less of absenteeism and

employee turnover problems. By selecting right candidate for the
required job, organization will also save time and money. Proper
screening of candidates takes place during selection procedure. All the
potential candidates who apply for the given job are tested.
But selection must be differentiated from recruitment, though
these are two phases of employment process. Recruitment is considered
to be a positive process as it motivates more of candidates to apply for
the job. It creates a pool of applicants. It is just sourcing of data.

Page -28

PROCESS OF SELECTION

Page -29

PRELIMINARY
INTERVIEW
CONTRACT
OF

SEL ECT I ON

E M P L O Y-

T EST

MENT

PROCESS
OF
SELECTION

JOB

I NTE RVI EW

OFFER

PH YS IC AL
SEL ECT I ON
DE CI SI ON

EX AM I NATI O N

Page -30

STEP 1

PRELIMINARY INTERVIEW.

STEP 2

SELECTION TEST

STEP 3

INTERVIEW

STEP 4

SELECTION DECISION.

STEP 5

PHYSICAL EXAMINATION

STEP 6

JOB OFFER

STEP 7

CONTRACT OF EMPLOYMENT

STEP 1: PRELIMINARY INTERVIEW

The applicants received from job seekers would be subject to
scrutiny so as to eliminate unqualified applicants. This is usually
followed by a preliminary interview the purpose of which is more or
less the same as scrutiny of application, that is, eliminate of
unqualified applicants. Scrutiny enables the HR specialists to eliminate
unqualified jobseekers based on the information supplied in their
application forms. Preliminary interview, on the other hand, helps

Page -31

reject misfits for reason, which did not appear in the application forms.
Besides, preliminary interview, often called courtesy interview, is a
good public relation exercise.

STEP 2: SELECTION TEST:Job seekers who pass the screening and the preliminary interview
are called for tests. Different types of tests may be administered,
depending on the job and the company. Generally, tests are used to
determine the applicants ability, aptitude and personality.
The following are the type of tests taken:(1)

ABILITY TESTS: Assist in determining how well an individual can perform

tasks related to the job. An excellent illustration of this is the
typing tests given to a prospective employer for secretarial job.
Also called as ACHEIVEMENT TESTS. It is concerned with
what one has accomplished. When applicant claims to know
something, an achievement test is taken to measure how well they
know it. Trade tests are the most common type of achievement
test given.

2).

APTITUDE TEST: Aptitude tests measure whether an individuals has the

capacity or latent ability to learn a given job if given adequate
training. The use of aptitude test is advisable when an applicant

Page -32

has had little or no experience along the line of the job opening.
Aptitudes tests help determine a persons potential to learn in a
given area. An example of such test is the general management
aptitude tests (GMAT), which many business students take prior to
gaining admission to a graduate business school programme.
Aptitude test indicates the ability or fitness of an individual
to engage successfully in any number of specialized activities.
They cover such are as clerical aptitude, numerical aptitude,
mechanical aptitude, motor co-ordination, finger dexterity and
manual dexterity. They focus attention on a particular type of
talent such as learning or reasoning in respect of a particular field
of work.
3).

INTELLIGENCE TEST:This test helps to evaluate traits of intelligence. Mental

ability, presence of mind (alertness), numerical ability, memory
and such other aspects can be measured. The intelligence is
probably the most widely administered standardized test in
industry. It is taken to judge numerical, skills, reasoning, memory
and such other abilities.

4).

INTEREST TEST:This is conducted to find out likes and dislikes of candidates towards
occupations, hobbies, etc. such tests indicate which occupations are more in
line with a persons interest. Such tests also enable the company to
provide vocational guidance to the selected candidates and even
to the existing employees. These tests are used to measure an
individuals activity preferences.

Page -33

5).

PERSONALITY TEST:The importance of personality to job success is undeniable.

Often an individual who possesses the intelligence, aptitude and
experience for certain has failed because of inability to get along
with and motivate other people.

6).

MEDICAL TEST :It

reveals

development

of

physical

fitness

technology,

of

medical

candidate.
tests

have

With

the

become

diversified. Medical servicing helps measure and monitor a

candidates physical

resilience

upon

exposure

to

hazardous

chemicals.
7)

GENERAL KNOWLEDGE TEST:Now days G.K. Tests are very common to find general
awareness of the candidates in the field of sports, politics, world
affairs, current affairs.

8).

PERCEPTION TEST:At times perception tests can be conducted to find out

beliefs, attitudes, and mental sharpness etc.

STEP 3:
INTERVIEW:The next step in the selection process is an interview. Interview is
formal, in-depth conversation conducted to evaluate the applicants
acceptability. It is considered to be excellent selection device. It is
face-to-face

exchange

of

view,

ideas

and

opinion

between

the

Page -34

candidates and interviewers. Basically, interview is nothing but an oral

examination of candidates. Interview can be adapted to unskilled,
skilled, managerial and profession employees.

TYPES OF INTERVIEW: Interviews can be of different types. There interviews employed

by the companies. Following are the various types of interview: 1)

INFORMAL INTERVIEW:An informal interview is an oral interview and may take

place anywhere. The employee or the manager or the personnel
manager may ask a few almost in consequential questions like
name, place of birth, names of relatives etc. either in their
respective offices or anywhere outside the plant of company. It is
not planned and nobody prepares for it. This is used widely when
the labor market is tight and when you need workers badly.

2)

FORMAL INTERVIEW:Formal interviews may be held in the employment office by

his employment office in a more formal atmosphere, with the help
of well structured questions, the time and place of the interview
will be stipulated by the employment office.

3)

STRESS INTERVIEW:It is designed to test the candidate and his conduct and
behavior by him under conditions of stress and strain. The
Page -35

interviewer may start with Mr. Joseph, we do not think your

qualifications and experience are adequate for this position, and
watch the reaction of the candidates. A good candidates will not
yield, on the contrary he may substantiate why he is qualified to
handle the job.
This type of interview is borrowed from the Military
organization and this is

very useful to test behaviour of

individuals when they are faced with disagreeable and trying

situations.
4)

GROUP INTERVIEW:
It is designed to save busy executives time and to see how
the candidates may be brought together in the employment office
and they may be interviewed.

5)

TELEPHONE INTERVIEWS:Have a copy of your resume and any points you want to
remember to say near by. If you are on your home telephone,
make sure that all room mates or family members are aware of the
interview (no loud stereos, barking dogs etc.). Speak a bit slower
than usual. If there are pauses, do not worry; the interviewer is
likely just taking some notes.

STEP 4
SELECTION DECISION:Selection decision is the most critical of all the steps- must be
made. The other stages in the selection process have been used to
narrow the number of the candidates. The final decision has to be made
Page -36

the pool of individuals who pass the tests, interviews and reference
checks.

The view of the line manager will be generally considered in the

finals election 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.
STEP 5: 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. Obviously, one
reason for a physical test is to detect if the individual carries any
infectious disease. Secondly, the test assists in determining whether an
applicant is physically fit to perform the work. Thirdly, the physical
examination information can be used to determine if there are certain
physical capabilities, which differentiate successful and less successful
employees. Fourth, medical check-up protects applicants with health
defects from undertaking work that could be detrimental to them or
might otherwise endanger the employers property. Finally, such an

Page -37

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.
STEP 6: JOB OFFER: The next step in 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. Thos is particularly necessary when he
or she is already in employment, in which case the appointee is
required to obtain a relieving certificate from the previous employer.
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.
STEP 7: 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.

Page -38

CLASSIFICATION OF SERVICES
Railway Services is classified in 4 groups :(a)

GROUP A :Officer, G.M. (General Manager)& D.R.M

How they Select :1.
They are selected by the competitive examination held by UPSC.
2.
Promotion of officer of Group B.
3.
Appointment of special apprentice from UPSC.

(b)

GROUP B :Engineers & Drivers etc.

How they Select :1.
70% of vacancy are filled up by normal selection.
2.
The other 30% of vacancy are filled up by LDCE. (Limited
Departmental Competitive Examination)

(c)

GROUP C :Fitter, Terner, Helper, Khalasi, Clerk etc.

How they Select :1.
Direct recruitment through RRB in initial & intermediate Grade.
2.
By promotion from Group D.
3.
Direct recruitment by crippled.

(d)

GROUP D :Keyman, Chargeman, Gangman, & Peon etc.

How they Select :-

Page -39

1.

Direct recruitment

NECESSITY OF APPOINTMENT
Following are the main necessity of appointment which should be kept in
mind :1.

Check his age.

2.

Obtain medical certificate of health.

3.

To get confirm about character verification.

4.

Service agreement has been signed by both candidate.

5.

Open service book and service records.

6.

Check that security amount where required.

Page -40

RESEARCH METHODOLOGY
Research methodology is a way to systematically solve the problem. It may be
understood has a science of studying how research is done scientifically. In it we study
the various steps that all generally adopted by a researcher in studying his research
problem along with the logic behind them. The scope of research methodology is
wider than that of research method.

MEANING OF RESEARCH :Research is defined as a scientific & systematic search for pertinent
information on a specific topic. Research is an art of scientific investigation.
Research is a systemized effort to gain new knowledge. It is a careful inquiry
especially through search for new facts in any branch of knowledge. The search for
knowledge through objective and systematic method of finding solution to a problem
is a research.
QUESTIONNAIRE DESIGNING:
This involves data collection by asking questions to the respondents. This
questionnaire was designed carefully through application of principles, common
sense, and concern for respondents, concepts for needed information.
SAMPLING PLAN:
The company has a population of a large no. of employed. For carrying out
any research study on any subject, its difficulty to cover such a large
population. This sampling plan was to be decided for a meaningful conclusion. It

Page -41

was

through proper

to cover a small percentage of the employee from the

department.

DATA COLLECTION
For any study there must be data for analysis purpose. Without data there is no
means of study. Data collection plays an important role in any study. It can be
collected from various sources. It can be collected from Primary and secondary data :PRIMARY DATA :Primary data has been collected through well equipped questionnaires by
interviewing employer and having an informal talk during the meeting with
respondents.

SECONDARY DATA:

Published Sources such as Journals, Government Reports, Newspapers and

Magazines etc.

Unpublished Sources such as Company Internal reports prepare by them given

to their analyst & trainees for investigation.

Page -42

DATA ANALYSIS & INTERPRETATION

Q1.

Do you have a clearly stated Recruitment & Selection Policy?

(a)

Yes

63%

(b)

No

24 %

(c)

To some extent

13%

13 %

24 %

63 %

INTERPRETATION -

Page -43

63% of the employer said that they have clearly stated recruitment &
selection policy, 24% of the employer dont know about the recruitment &
selection policy, whereas 13% of the employer know about some extent.

Q2.

Which recruitment source do you use for recruitment?

(a)

Internal

(b)

External

(c)

Both

Page -44

INTERPRETATION :Here the management said that 56% of the recruitment selected through
both source by internal. 24% of the recruitment selected through external source
and 18% of the employee selected through internal source.
Q3.

What are the external sources you use for the recruitment?
(a)

Advertisement

(b)

Employee Referrals

(c)

Job Portals

(d)

Placement Consultants

(e)

Campus Recruitments

20 %
43 %

18 %

14 %
5

Page -45

INTERPRETATION :The management used all type of process for recruitment. They used 43%
advertisement, 14% employee referral, 5 % through Job portals, 18% by
placement consultants and 20% of the employee selected through campus
recruitment.
Q4.

Does management adopts Internal Recruitment Source i.e. Transfer,

promotion or employee referrals ?
(a)

Yes

(b)

No

INTERPRETATION :-

Page -46

76 % Of the employee said that the management used internal recruitment

source i.e transfer, promotion and employee referrals whereas 24 % of the
employee said that the management dont use internal recruitment. The majority
of the employee gives positive result on internal source.

Q5

Is the estimation of Recruitment Process cost is done?

(a)

Yes

(b)

No

24 %

76 %

INTERPRETATION :-

Page -47

76% Of the respondent says that the estimation of recruitment process

cost is done whereas 24% of the respondent says that the estimation of
recruitment process cost is not done.

Q6.

What is your opinion about railway department?

(a)

Good

(b)

Fair

(c)

Excellent

42 %

Page -48

INTERPRETATION :13% Of the respondent says that its service is good, 42% says
fair and only 45% of the respondent says that the service of railway
department is good

Q7.

What are the challenges you face while managing your manpower?
(a)

Attrition

(b)

Recruitment

(c)

Replacement

(d)

Absenteeism

(e)

Trade union

(f)

Cost of non performance

Page -49

(a)

(b)

(c)

(d)

(e)

(f)

INTERPRETATION :Here we got the following result :(a)

Attrition
13 %
(b)
Recruitment
23 %
(c)
Replacement
19 %
(d)
Absenteeism
31 %
(e)
Trade union
08%
(f)
Cost of non performance 06 %
Q8. Is the management provide training after the selection of employee ?
(a)

Yes

(b)

No

Page -50

18 %

82 %

INTERPRETATION :Here 82% of the employee said that the management provide the training
after the selection of any employee and 18% of the employee dont agree with
them. They told that the management dont provide any type of training after the
selection of the candidate.

FINDINGS
(i)

Employees are satisfied with their jobs in the present organization.

Page -51

(ii)

Employees are working more than 8 years and above.

(iii)

Employees are satisfied with their job profile.

(iv)

Employees are very satisfied with the organization for providing good
development programs and career focus.

(v)

Employees are satisfied with their organization for providing good environment

RECOMMENDATIONS
As par the study, I come to know about the recruitment system of this railway
department. Its required to be more flexible, more effective, or more faster because
some time it takes lots of time to be complete, which isnt a good sign so they have to
take cake all or the above segments, and they can also add more policies. They have to
follow some more effective steps for that they can get more suitable employees.

LIMITATIONS OF THE STUDY

Only the domestic market is the focuses of this study.We have not studied the
international recruitment process here.

Page -52

The analysis is completely based on the information provided by the secondary

sources and hence could be biased.

It cannot compare with other because it dont have any competitors on railway
department.

It is difficult for me to get information about some other client of the railway
department

They do not reflect the future perspectives of a department.

CONCLUSION

Page -53

Recruitment is a very important process in any organization, because its related

to human resources, of the company, who have to perform according to their ability
and skills, so every organization have to take care about their recruitment processes.

Any organization like railway or other organization should take care about
internal or external sources, which related to recruitment process or the selection
process.

The human element of organization is the most crucial asset of an

organization. Taking a closer perspective -it is the very quality of this
asset that sets an organization apart from the others, the very element
that brings the organizations vision into fruition.

Thus, one can grasp the strategic implications that the manpower
of an organization has in shaping the fortunes of an organization. This
is where the complementary roles of Recruitment and Selection come
in. The role of these aspects in the contemporary organization is a
subject on which the experts have pondered, deliberated and studied,
considering the vital role that they obviously play.

The essence of recruitment can be summed up as the philosophy

of attracting as many applicants as possible for given jobs. The face

Page -54

value of this definition is what guided recruitment activities in the

past.

These

days,

however,

the

emphasis

is

on

aligning

the

organizations objectives with that of the individuals. By making this a

priority, an organization safeguards its interests and standing. After all,
a satisfied workforce is a stable workforce which also ensures that an
organization has credible and reliable performance.

The end result of the recruitment process is essentially a pool of

applicants. Next to recruitment, the logical step in the HR process is
the selection of qualified and competent people. As such, this process
concentrates on differentiating between applicants in order to identify
and hire- those individuals whose abilities are consistent with the organizations
requirements.

In the end, this project endeavors to present a comprehensive

picture of Recruitment and Selection and hopes to enable the reader to
appreciate the various intricacies involved.

BIBLIOGRAPHY

Page -55

BOOKS:1.

Human Resource and Personnel Management K. Ashwathappa

2.

Human Resource Management Tata McGraw- Hill

3.

Effective Personnel & Selection Procedures.

NEWS PAPERS:1.

TIMES OF INDIA

2.

THE HITAWADA

3.

DAINIK BHASKAR

WEBSITES:1.

www.google.com

2.

www.wcr.indianrailways.gov.in

ANNEXURES

Page -56

Q1.

Q2.

Q3.

Q4.

Do you have a clearly stated Recruitment & Selection Policy?

(a)

Yes

(b)

No

(c)

To some extent

Which recruitment source do you use for recruitment?

(a)

Internal

(b)

External

(c)

Both

What are the external sources you use for the recruitment?
(a)

Advertisement

(b)

Employee Referrals

(c)

Job Portals

(d)

Placement Consultants

(e)

Campus Recruitments

Does management adopts Internal Recruitment Source i.e. Transfer,

promotion or employee referrals ?

Q5

Q6.

(a)

Yes

(b)

No

Is the estimation of Recruitment Process cost is done?

(a)

Yes

(b)

No

What is your opinion about railway department ?

(a)

Good

(b)

Fair
Page -57

(c)
Q7.

Q8.

Excellent

What are the challenges you face while managing your manpower?
(a)

Attrition

(b)

Recruitment

(c)

Replacement

(d)

Absenteeism

(e)

Trade union

(f)

Cost of non performance

Is the management provide training after the selection of employee ?

(a)

Yes

(b)

No

Page -58