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Executive Summary

2 2. Objective of the Study 4 3. Company Profile :Railway Department 5 4. Evolution of

Indian Railway 7 5.

Introduction of
West Central Railway 8 6. Structure of Railway Department

10 7. Board of Members : West Central Railway.

11 8. Introduction : Recruitment & Selection 12 9. Recruitment (a) Meaning of Recruitment 13 (b) Recruitment Process

15 (c) Sources of Recruitment

20 (d) Evaluation of External Sources 24 10. Selection : Selection & Its Process

25 11. Research Methodology 36 12. Data Collection

37 13. Data Analysis & Interpretation


Bibliography 50 18. Annexure . Findings & Recommendation 46 15. Conclusion 48 17. Limitation of the Study 47 16.14.

Recruitment and Selection. It is an important part of an organization. which ensures that it has right number and kind of people. Shortage of skills and the use of new technology are putting considerable pressure on how employers go about Recruiting and Selecting staff. Human Resource Planning is a vital ingredient for the success of the organization in the long run. Recruitment and Selection plays a vital role in this situation. It is recommended to carry out a strategic analysis of Recruitment and Selection procedure. . Performance Appraisal and so on. in every organization personnel planning as an activity is necessary. Each objective needs special attention and proper planning and implementation. at the right place and right time. Career planning. For every organization it is important to have a right person on a right job.51 Page -1 EXECUTIVE SUMMARY Today. Risk Management. so that organization can achieve its planned objective. There are certain ways that are to be followed by every organization. Training and Development. The objectives of Human Resource Department are Human Resource Planning. Transfer and Promotion.

Need and Purpose of Recruitment. Evaluation of Recruitment Process. This project includes Meaning and Definition of Recruitment and Selection. Recruitment and Selection are simultaneous process and are incomplete without each other. right man power. which an Organization should follow for. In this study I also try to prove that its one of the major operations of the railway department. They are important components of the organization and are different from each other.Page -2 With reference to this context. It also includes those factors which are used to control the effects of external or internal sources. which gives an idea about the requirement of the job. Recruitment Tips. It also contains addresses of various and top placement consultants and the pricelist of advertisements in the magazine. this project is been prepared to put a light on Recruitment and Selection process. Job Analysis. 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. I used sample size of 40 employees of railway department to know about their satisfaction level about the recruitment process of the . Recruitment process is one of the very important processes for any organization. Sources of Recruitment through which an Organization gets suitable application. Scientific Recruitment and Selection.

To study the importance of Recruitment for an organizations success. . In the light of this primary objective the following sub-objectives are set. 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.organization. To examine ways in which Recruitment is groomed in the organizations To examine the effect of Recruitment on organizations work culture.


909 stations. Indian Railways has more than 64. As to rolling stock. Page -5 Railways were first introduced to India in 1853. IR operates both long distance and suburban rail systems on a multi-gauge network of broad.000 (freight) wagons.000 locomotives. By 1947. there were fo rty-two rail systems. The railways traverse the length and breadth of the country and carry over 20 million passengers and 2 million tons of freight daily.777 million) of track and 6. the year of India's independence. It is one of the world's largest commercial or utility employers.6 million employees. Russia and China. which owns and operates mo st of the country's rail transport. 50.000 coaches and 8. is the state-owned railway company of India. becoming one of the largest networks in the world. It has the world's fourth largest railway network after that of the United States. In 1951 the systems were nationalised as one unit.015 kilometres (39. It is overseen by the Ministry of Railways of the Government of India. IR owns over 200. with more than 1.Indian Railways. metre and narrow gauges. It also owns .

five members and a chairman. 1854. via the Ministry of Railways. a distance of 24 miles. inaugurating the beginning of railway transport on the Eastern side of th e sub-continent. the Union Minister for Railways. and assisted by two ministers of State for Railways. George Clark . Indian Railways is administered by the Railway Board. The idea of a railway to connect Bombay with Thane. Page -6 EVOLUTION OF INDIAN RAILWAY The first railway on Indian sub-continent ran over a stretch of 21 miles fro m Bomb ay to Thane. the Chief Engineer of the Bombay Government. Indian Railways is a department owned and controlled by the Government of India. Kalyan and with the Thal and Bhore Ghats in clines first occurred to Mr. Thus the first section of the East Indian Railway was opened to public traffic.30 pm "amidst the loud applause of a vast multitude and to the salute of 21 guns. The formal inauguration ceremony was performed on 16th April 1853.locomotive and coach production facilities. which has a financial commissioner. on 15th August. It . As of December 2010. 1856 by the Madras Railway Company. during a visit to Bhandup in 1843. when 14 railway carriages carrying about 400 guests left Bori Bunder at 3. the Railway Ministry is headed by Mamata Banerjee. In south the first line was opened on Ist July." The first passenger train steamed out of Howrah station destined for Hooghly.

ran between Vyasarpadi Jeeva Nilayam (Veyasarpandy) and Walajah Road (Arcot). 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. Page -7 INTRODUCTION OF WEST CENTRAL RAILWAY :JABALPUR . 1875. The first section from Hathras Road to Mathura Cantonment was opened to traffic on 19th October. a distance of 63 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. In the North a length of 119 miles of line was laid from Allahabad to Kanpur on 3rd March 1859.

The hill station of Panchmarhi and National Reserve Forests of Ranthambore. Kota. and Bina. Ganjbasoda. West Central Railway stretches in the West-East direction from Khandwa to Manikpur. Rajasthan and Uttar Pradesh. Itarsi. Page -8 West Central Railway zone is serving the 39 districts of Madhya Pradesh. West Central Railway is also promin ent as a vital freight corridor. This zone West maintain s excellent equilibrium of passenger and freight traffic. Hoshangabad. Vidisha. Harda. The zone embraces 2911 kilometers of railway tracks involving 1328 kilometers of the electrified tracks. It covers Bina in the North-South direction. In addition to handle increasing passenger traffic smoothly. The office of this railway zone is headquartered at Jabalpur and it is comprises of two divisional headquarters including Jabalpur Division and Bhopal Division. Bharatpur.West Central Railway is one of the significant railway zones of the Indian Railways. Katni. Habibganj. . Initially Jabalpur was part of the central Railway and Bhopal was under Kota Division. Chief tourist sites covered by West Central Railway zone comprises of Bird sanctuary of Bharatpur. Bandhavgarh and Kanha-Kisli Important railway stations belongs to the West Central Railway are Bhopal. Guna. Jabalpur.

64 crores. etc Approximately 75 million passengers travel by western centra l railway every year which generates the passenger earnings of about Rs 386 crores for the railw ays. 1269 crores considering the other coaching earnings like parcel traffic of Rs. It contains three electric loco sheds with a entire fleet of 349 electr ic locomotives. It also contains two diesel loco sheds with an entire fleet of 349 diesel locomotives. LPG. This is to ensure the smooth management of railway traffic along the western railways tracks. 25.dolomite. bauxite. The total annual earning of western central railway is Rs.Jabalpur Division covers region which have a large number cemen t plants and Satna-Rewa clu ster is noteworthy for large scale cement shipment. Page -9 . West Central Railway possesses two key marshalling yards at New Katni Junction and Itarsi Junction. In addition to cement other items which are frequently transported via Jabalpur and Bhopal division arelimestone .


P. Pandey Ajay Vijayvergiya CPRO PCE COM CSTE General Admin Finance .L.Devasingh Ram Gopal CCM CMD CSO SDGM & CVO General Admin Electrical Mechanical Security Umesh Balonda Man Singh P.C. Ingale Dr.P. Singh Mahim Swami SECY to GM CEE CME CSC General Admin Engineering Operating Signal & Telecom Piyush Mathur C. Commercial Medical Safety &Vigilance S. Joshi Genl. Tayal K. S. Shukla B.V.K.BOARD OF MEMBERS WEST CENTRAL RAILWAY General Manager H. Admn.

K. Meena R.L.Personnel Stores Ajay Shrivastava Hemant B B.N. Pawar DGM Godbole CPO COS FA & CAO Bhopal Division Jabalpur Division Kota Division Ghanshyam Singh S. Luthra Madhukar Meshram Divl Rly Manager Divl Rly Manager Divl Rly Manager Page -11 .

Every organization needs to look after recruitment and selection in the initial perio d and thereafter as and when additional manpower is required due to expansion and development of business activities. the personnel manager and his personnel department are mainly concerned with the staffing function. 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. Staffing is one basic function of management. 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. „Right person for the right job‟ is the basic principle in recruitment and selection. However. Every business organization/unit needs manpower for carrying different business activities smoothly and efficiently and for this recru itmen t and selection of suitable candidates are essential. 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. Human resource management in an organization will not be possible if unsuitable persons are selected and employment in a business unit. Recruitment precedes selection and helps in selecting a right candidate. Page -12 .INTRODUCTION RECRUITMENT AND SELECTION Recru itment and selectio n are two of the most important functions of personnel management.

In this.are used. The process begins when new recruits are sought and ends when their applicants are submitted. from among whom the right people can be selected. In recruitment. A formal definition states.RECRUITMENT MEANING OF RECRUITMENT Recruitment means to estimate the available vacancies an d to make suitable arrangements for their select ion and appointment. For this different source such as newspaper advertisement. etc. internal promotion. a pool of eligible and interested candidates is created for selection of . Recruitment is understood as the process of searching for and obtaining applicants for the jobs. 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. information is collected from interested candidates. The result is a pool of applicants from which new emp loyees are selected”. “It is the process of finding and attracting cap able applicants for the employment. employment exchanges. In the recruitment.

DEFINITION:According to EDWIN FLIPPO Recruitment is the process of searching for prospective employees and stimulating them to apply for jobs in the organization Page -13 NEED OF RECRUITMENT The need for recruitment may be due to the following reasons / situation:a) Vacancies due to promotions. b) Creation of new vacancies due to the growth. death and labour turnover. Recruitment represents the first contact that a company makes with potential employee.most suitable candidates. permanent disability. retiremen t. In addition. new vacancies are possible due to job specification. expansion and diversification of business activities of an enterprise. transfer. PURPOSE AND IMPORTANCE OF RECRUITMENT:- . termin ation.

Begin identifying and preparing potential job applicants who will be appropriate candidates. 6. 2. Determin e the p resent and future requirements of the organization on conjunction with its personnel-planning and job analysis activities. will leave the organization only after a short period of time. Page -14 RECRUITMENT PROCESS Recruitment refers to the process of identify ing and attracting jo b seekers so as to build . 5. 4. Meet the organization‟s legal and so cial oblig ations regarding the composition of its work force. 3.1. Increase the pool of job candidates at minimu m cost. Help reduce the probability that job applicants. once recruited and selected. Help increase the success rate of the selection process by reducing the number of visibly under qualified or overqualified job applicants.

STRATEGY DEVELOPMENT. how to distinguish applicants who are qualified from those who have a reasonable ch ance of success and how to evaluate their work. EVALUATION AND CONTROL The ideal recruitment pro gramme is the one that attracts a relatively larger number of qualified applicants who will surv ive the screening process and accept positions with the organization. Recruitment programmes can miss the id eal in many ways i. by failing to attract an adequate applicant pool.a pool of qualified job applicants. by under/overselling the organization or by inadequate screening applicants before they enter the selection process. 2. SCREENING 5. Page -15 . where and how to look for the individuals with the appropriate qualifications and interests. Thus.e. when offered. ind ividuals responsible for the recruitment process must know how many and what types of employees are needed. 3. to approach th e ideal. what inducement to use for various types of applicants groups. RECRUITMENT PLANNING. The process comprises five interr elated stages :- 1. SEARCHING 4.

Some of those co ntacted will be uninterested . (5). unqualified or both. Technological sophistication of recruitment and selection devices. . (4). STAGE 2. Each time a recruitment Programme is contemplated. These details are available through job description and job specification. plan to attract more applicants than they will hire. (2) TYPES OF CONTACTS:It is basically concerned with the types of people to be informed about job openings. (1) NUMBERS OF CONTACT:Organization. (3). Sequencing the activities in the recruitmen t process. Make or Buy employees. nearly always. The type of people depends on the tasks and responsibilities involved and the qualifications and experience expected. one task is to estimate the number of applicants necessary to fill all vacancies with the qualified people.STRATEGY DEVELOPMENT:When it is estimated that what types of recruitment and how many are required then one has concen trate in (1). Geographical distribution of labour markets comprising job seekers.STAGE 1 –RECRUITMENT PLANNING:- The first stage in the recruitment process is planning. Sources of recruitment. (2). Planning involves the tran slation of likely job vacancies and information about the nature of these jobs into set of objectives or targets that specify the (1) Numb ers and (2) Types of applicants to be contacted.

Those who pass have to be contacted and invited for interview. On one hand. sources and search methods are activated by the issuance of an employee requisition. SELLING: A second issue to be addressed in the searching process concerns communications.Page -16 STAGE 3 – SEARCHNG:Once a recru itment plan and strategy are worked out. The application received must be screened. Source activation and B). they must resist the temptation of overselling their virtues. they want to do whatever they can to attract desirable applicants. activation soon results in a flood of applications and/or resumes. Selling (A) SOURCE ACTIVATION :Typically. If the organization has planned well and done a good job of developing its sources and search methods. In selling the organization. On the other hand. organization walks tightrope. Search involves two steps :A). B). both the message and the media deserve attention. Here. Message refers to the employment advertisemen t. With regards to media. the search process can begin. Unsuccessful applicants must be sent letter of regret. This means that no actual recruiting takes place until lone managers have verified that vacancy does exist or will exist. it may be stated that .

Hiring of professors in a university is a typical situation. Here. Application received in response to advertisements is screened and only eligible applicants are called for an interview. abilities and interest required to do the job. skills. we have included screening in recruitment for valid reasons. Care must be exercised. though many view it as the first step in the selection process. clear job specifications are invaluable. Effective screening can save a great deal of time and money. at an early stage.effectiveness of any recruiting message depends on the media. Registrar and subject experts conducts interview. A selection committee comprising the Vice-chancellor. excludes screening from its scope. those applicants wh o are visibly unqualified for the job. Even the definition on recruitment. Page -17 STAGE 4 – SCREENING:- Screening of applicants can be regarded as an integral part of the recruiting process. The tech niques used to screen applicants vary depending on the candidate sources and . however. we quoted in the beginning of this chapter. In screening. The selection process commences only later. It is both good practice and a legal necessity that applicant‟s qualification is judged on the basis of their knowledge. the recruitment process extends up to screening the applications. However. PURPOSE OF SCREENING:The purpose of screening is to remove from the recruitment process. The selection process will begin after the applications have been scrutinized and short-listed. to assure that p otentially good employees are not rejected without justification.

Page -18 STAGE 5 – EVALUATION & CONTROL:- Evaluation and control is necessary as considerable costs are incurred in the recruitment process. Recruitment overheads and administrative expenses. that is. 2. . advertisements. job specifications.recruiting methods used. Costs of overtime and outsourcing while the vacancies remain unfilled. Salaries for recruiters. Interview and application blanks may be used to screen walk-ins. 4. Reference checks are also useful in screening. 3. 6. 5. Management and professional time sp ent on preparing job description. agency liaison and so forth. Agency fees. Campus recruiter s and agency representatives use in terviews and resumes. The cost of advertisements or other recruitment methods. The costs generally incurred are: 1.

Number of suitable candidates for selection. Cost of the recruitment process. Return rate of application sent out. 2. EVALUATION OF RECRUITMENT PROCESS:- The recruitment has the objective of searching for and obtaining applications for job seekers in sufficient number and quality. Page -19 SOURCES OF RECRUITMENT There are two types of sources of recruitment:(1) Internal Sources (2) External Sources . Keeping this objective in the mind. 4. the evaluation might include:1.Cost of recruiting unsuitable candidates for the selection process. 3. Retention and performance of the candidates selected.

. (b) DEPENDENTS OF DECEASED EMPLOYEESUsually. It also leads to inbreeding in the organization. This is usu ally an effective way to fulfill social obligation and create goodwill. improves the probability of good selection since information on the individual‟s performance is readily available. Under the circumstances. If an employee dies. 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. management may not find suitable candidates in place of the one who had retired. his/her spouse or son or daughter is recruited in their place. after meritorious service. banks follow this policy. The various internal sources inclu de:(a) PROMOTIONS AND TRANSFERS – Promotion is an effective means using job posting and personnel records. Page -20 (C) RETIREMENTS:At times. promotions restrict the field of selection preventing fresh blood & ideas fro m entering the organization. Promotions has many advantages like it is good public relations. builds morale. However. Transfers are also important in providing employees with abroad-based view of the organization. circulating publications or announcing at staff meetings and inviting employees to apply. Job posting requires notifying vacant positions by posting notices. necessary for future promotions.(1) INTERNAL SOURCES:Internal recruitment seeks applicants for positions from within the co mpan y. Personnel records help discover employees who are doing jobs below their educational qualifications or skill levels. encourages competent individuals who are ambitious. is cheaper than going outside to recruit. management may decide to call retired managers with new extension.

his leave may be extended. Often employees have friends or acquaintances who meet these requirements. management issues an internal notification for the benefit of existing employees. which can be solved only by a manager who has proceed ed on long leave. Even retrenched employees are tak en up once again. Th e advantage here is that the people ar e already known to the organization and there is no need to find out their past performance and character. individuals who left work and are willing to come back for higher compensations. there is no need of an orientation programme for them. Page -21 (II) EXTERNAL SOURCES:- External recruitment seeks applicants for positions from sources outside the comp any. They have out numbered the internal methods. it may de decided to recall that persons after the problem is solved. Most employees know from their own experience about the requirement of the job and what sort of person the company is looking for. Also. (F) FORMER EMPLOYEESThese include retired employees who are willing to work on a part-time basis. since they are familiar with the organization. The various extern al sources include:(A) ADVERTISEMENTS:- .(d) INTERNAL NOTIFICATION (ADVERTISEMENT): Sometimes. Suitable persons are appointed at the vacant posts. (e) RECALLS: When management faces a problem.

location of job. Recruitment advertisements can also serve as corporate advertisements to build company‟ image.It is a popular method of seeking recruits. employment exchanges act as a link between the employers and the prospective employees. It also cost effective. advertisements maybe placed in professional or business journals. The major functions of the exchanges are to increase the pool of possible applicants and to do the preliminary screening. growth aspects. The Act applies to all industrial establishments having 25workers or more each. etc. The Act requires all the industrial establishments to notify the vacancies before they are filled. job specifications. Advertisements must contain proper information like the job content. (b) EMPLOYMENT EXCHANGES:Employment Exchanges have been set up all over the country in deference to the provision of the Employment Exchanges (Comp ulsory Notification of Vacancies) Act. These offices are particularly useful to in recruiting blue-co llar. Newspaper is the most common medium but for highly specialized recruits. identify the employer and tell those interested how to apply. Thus. white collar and technical workers. compensation including fringe benefits. TELEVISION AND INTERNET:Radio and television are used to reach certain types of job applicants such as skilled . Page -22 (c) RADIO. Want ads describe the job benefits. 1959. The advertisement has to sell the idea that the company and job are perfect for the candidate. as many recruiters prefer advertisements because of their wide reach. working conditions.

However. Both new and old jobs may be readily staffed by drawing the best-qualified applicants from this employee pool. (D) MERGERS AND ACQUISITIONS:When organizations combine. Internet is becoming a popular option for recruitment today. This method facilitates the immediate implementation of an organization‟s strategic plan. As a result. they have a pool of employees. It enables an organization to pursue a business plan. Page -23 . a pool of qualified job applicants. However. As a result. the new organization has. and that too. by government departments only. It depends upon what is said and how it is delivered. Companies in the private sector are hesitan t to use the media because of high costs an d also because they fear that such advertising will mak e th e companies look desperate and damage their conservative image. in effect. new jobs may be created. there is nothing inherently desperate about using radio and television.workers. Radio and television are used but sparingly. out of whom some may not be necessary any longer. 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.

new talen ts and new experiences. The management will be able to fulfill reservation requirements in favour of the disadvantaged sections of the society. if people are hired fro m external sources. External recruitment is costly. Scope for resentment. If recruitment and selection processes are not properly carried out. chances of right candidates being rejected and wrong applicants being selected occur.EVALUATION OF EXTERNAL SOURCES MERITS OF EXTERNAL SOURCE:- The organization will have the benefit of new skills. High training time is associated with external recruitment Page -24 . heartburn and jealousy can be avoided by recruiting from outside. DEMERITS OF EXTERNAL SOURCE:- Better motivation and increased morale associated with promoting own employees are lost to the organization.

SELECTION SELECTION & ITS PROCESS 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. PROCESS OF SELECTION Following step is used at the process of selection:STEP 1 PRELIMINARY INTERVIEW. Selection is selecting the right candidate from the pool of applicants. Selection is basically picking an applicant from (a pool of applicants) who has the appropriate qualification and competency to do the job. STEP 5 PHYSICAL EXAMINATION STEP 6 JOB OFFER STEP 7 . STEP 2 SELECTION TEST STEP 3 INTERVIEW STEP 4 SELECTION DECISION.

that is. preliminary interview. Preliminary interview. The follo wing are the type of tests taken:(1) ABILITY TESTS:- . which did not appear in the applicatio n forms. Different types of tests may be administered. Besides. Scrutiny enables the HR specialists to eliminate unqualified jobseekers based on the information supplied in their application forms. helps reject misfits for reason. tests are used to determin e the applicant‟s ability. depending on the job and the company. eliminate of unqualified applicants. aptitude an d personality. is a good public relation exercise. Generally. on the other hand. This is usually followed by a preliminary interview the purpose of which is more or less the same as scru tin y of application. STEP 2: SELECTION TEST:Job seekers who pass the screening and the preliminary interview are called for tests. often called „courtesy interview‟.CONTRACT OF EMPLOYMENT Page -25 STEP 1: PRELIMINARY INTERVIEW The applicants received from job seekers would be subject to scrutiny so as to eliminate unqualified applicants.

mechanical ap titude. The use of aptitude test is advisable when an applicant has had little or no experience along the line of the job opening. Also called as „ACHEIVEMENT TESTS‟. which many business students take prior to gaining admission to a graduate business school programme.Assist in determining how well an individual can perform tasks related to the job. numerical ability . Trade tests are the most common type of achievement test given. motor co-ordination. They focus attention on a particular type of talent such as learning or reasoning in respect of a particular field of work. numerical aptitude. presence of mind (alertness). An examp le o f such test is the general management aptitude tests (GMAT). finger dexterity and manual dexterity. Aptitudes tests help determine a person‟s potential to learn in a given area. It is concerned with what one has accomplished. It is taken to judge . Page -26 2). INTELLIGENCE TEST:This test helps to evaluate traits of intelligence. An excellent illustration of this is the typing tests given to a prospectiv e employer for secretarial job. Aptitude test indicates th e ability or fitness of an individual to engage successfully in any number of specialized activities. When applicant claims to know somethin g. an ach ievement test is taken to measure how well they know it. 3). memory and such other aspects can be measured. Mental ability. They cover such are as clerical aptitude. APTITUDE TEST: Aptitude tests measure whether an individuals has the capacity or latent ability to learn a given job if given adequate training. The intelligence is probably the most widely administered standardized test in industry.

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 individual‟s activity p referen ces. hobbies. It is conducted to judge maturity. etc. where personality plays an important role. 6). such tests indicate which occupations are more in line with a person‟s intere st.numerical. With the development of technology. social or interpersonal skills. etc. MEDICAL TEST:It reveals physical fitness of a candidate. behavior under stress and strain. PERSONALITY TEST:The importance of personality to job success is undeniable. Page -27 4). memory and such other abilities. public relation staff . etc. ap titude an d experience for certain has failed because of inability to get along with and motivate other people. medical . Often an individual who possesses the intelligence. this test is very much essential on case of selection of sales force. 5). reasoning. skills. INTEREST TEST:This is conducted to find out likes and dislikes of candidates towards occupations.

in-depth conversation conducted to evaluate the applicant‟s acceptability.K. Basically. world affairs. 8). Page -28 7) GENERAL KNOWLEDGE TEST:Now days G. It is face-to-face exchange of view. STEP 3: INTERVIEW:The next step in the selection process is an interview. It is considered to be excellent selection device. current affairs. OBJECTIVES OF INTERVIEW: - . skilled . attitudes. and mental sharpness etc. ideas and opinion between the candidates and interviewers. interview is nothing but an oral examination of candidates.tests have become diversified. Tests are very common to find general awareness of the candidates in the field of sports. man agerial and profession employees. politics. Interview can be adapted to unskilled. Interview is formal. PERCEPTION TEST:At times perception tests can be conducted to find out beliefs. Medical servicing helps measure and monitor a candidate‟s physical resilience upon exposure to hazardous chemicals.

Interview has at least three objectives and they are a follows: 1) Helps obtain additional information from the applicants. place of birth. products manufactured. 2) FORMAL INTERVIEW:- . It is not planned and nobody prepares for it. 2) Facilitates giving general information to the applicants such a s company policies. job. either in th eir respective offices or anywhere outside the plant of company. 3) Helps build the company‟s image among the applicants. names of relatives etc. The employee or the manager or the personnel manager may ask a few almost in consequential questions like name. There interviews employed by the companies. This is used widely when the labor market is tight and when you need workers badly. Page -29 TYPES OF INTERVIEW:Interviews can be of different types. Following are the various types of interview: 1) INFORMAL INTERVIEW:An informal interview is an oral interview and may take place anywhere.

Joseph. make sure that all room mates or family members are aware of the . 3) STRESS INTERVIEW:It is designed to test the candidate and his conduct and behavior by him under conditions of stress and strain. 5) TELEPHONE INTERVIEWS:Have a copy of your resume and any points you want to remember to say near by.‟ and watch the reaction of the candidates. on the contrary he may substantiate why he is qualified to handle the job. Page -30 4) GROUP INTERVIEW: It is designed to save busy executive‟s time and to see how the candidates may be brought together in the employment office and they may be interviewed. The interviewer may start with “Mr. the time and place of the interv iew will be stipulated by the employment office. A good candidates will not yield. 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. If you are on your home telephone. we do not think your qualifications and experience are adequate for this position.Formal interviews may b e h eld in the employment office b y his employment office in a more formal atmosphere. with the help of well structured questions.

The final decision has to be made the pool of individuals who pass the tests.must be mad e. 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 interviewer is likely just taking some notes. If there are pauses. The results of the medical fitness test are recorded in a statement and are preserved in the personnel records. often. Page -31 STEP 5: PHYSICAL EXAMINATION: - After the selection decision and before the jo b offer is made. The other stages in the selection process have been used to narrow the number of the candidates. The HR manager plays a crucial role in the final selection. A job offer is. the candidate is required to undergo a physical fitness test. do not worry. Speak a bit slower than usual.). contingent upon the candidate being declared fit after the physical examination. . interviews and reference checks. barking dogs etc.interview (no loud stereos. STEP 4 SELECTION DECISION:- Selection decision is the most critical of all the steps.

in which case the appointee is required to obtain a relieving certificate from the prev ious employer. this practice cannot be abused. which differentiate successful and less successful employees. Job offer is made through a letter of appointed. Page -32 The company may also want the individual to delay the date of reporting on duty. The appointee must be given reasonable time for reporting. STEP 6: JOB OFFER: - The next step in the selection process is job offer to those applicants who have crossed all the previous hurdles. Fourth. especially if the individual is unemployed and does not have sufficient finances. Obviously. Finally. Naturally. Secondly. 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. the physical examination information can be used to determine if there are certain physical capabilities. such 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. Thirdly.There are several objectives behin d a physical test. If the new employee‟s first job upon joining the company is to go on company until perhaps a week before such training begins. Such a letter generally contains a date by which the appointee must report on duty. the test assists in determining whether an applicant is physically fit to perform the work. one reason for a physical test is to detect if the individual carries any infectious disease. Thos is p articularly necessary when he or she is already in employment. .

as the company may from time to time direct”. which are authenticated and attested by him/her.STEP 7: CONTRACT OF EMPLOYMENT: After the job offer has bee mad and candidates accept the offer. method of payments. One such document is the attestation form. This fo rm contains vital details about the candidate. including a parse such as “The employee will perform such duties and will be responsible to such a person. Page -33 4. 3. . There is also a need for preparing a contract of employment. overtime and shift rates. allowance. but the following checklist sets out the typical headin gs:1. The basic information that should be included in a written contract of employment will vary according to the level of the job. Duties. Date when continuous employment starts and the basis for calculating service. Rate of pay. Attestation form will be a valid record for the future reference. certain d ocuments need to be executed by the employer and the candidate. Job title 2.

iv) Accrual of holidays and holiday pay. iii) Qualifying period. viii) Carry over of holiday entitlement. Hours of work including lunch break and overtime and shift arrangements. 6. ix) Public holidays. Page -34 . to protect knowledge and information that might be vital to a company‟s healthy bottom line and to prevent competitors fro m poaching highly valued employees. Arrangements for union membership (if applicable). ii) Calculation of holiday pay.5. 7. Such contracts seek to restrain job-hoppers. confidential information and restraints on trade after termination of employment. 09. v) Details of holiday year. Special terms relating to rights to patent s and designs. Alternatively called employment agreements or simply bonds. vi) Dates when holidays can be taken. Arrangements for terminating employment. vii) Maximum holiday that can be take at any one time. Work rules (or any reference to them). contracts of employment serve many useful purposes. Holiday arrangements: I) Paid holidays per year. 8. 10.

A determined employee is bound to leave the organization. contract or no contract. It is there as on that several companies have scrapped the contracts altogether. Page -35 . The employee is prepared to pay the penalty for breaching the agreement or the new employer will provide compensations.Most employers insist on agreements being signed by newly hired employees. But high turnover sectors such as software. advertising and media are more prone to use contracts. The drawback with the contracts is that it is almo st to enforce them.

The search for knowledge through objective and systematic method of finding solution to a problem is a research.RESEARCH METHODOLOGY Research methodology is a way to systematically solve the problem. The scope of research methodology is wider than that of research method. . It may be understood has a science of studying how research is done scientifically. It is a careful inquiry especially through search for new facts in any branch of knowledge. Research is a systemized effort to gain new knowledge. Research is an art of scientific investigation. 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. MEANING OF RESEARCH :Research is defined as “a scientific & systematic search for pertinent information on a specific topic”.

Page -36 DATA COLLECTION For any study there must be data for analysis purpose. 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. Without data there is no means of study. Newspapers and Magazines etc. It can be collected from various sources. . Data collection plays an important role in any study. Government Reports. SECONDARY DATA:• Published Sources such as Journals. • Unpublished Sources such as Company Internal reports prepare by them given to their analyst & trainees for investigation.

Page -37 DATA ANALYSIS & INTERPRETATION Q1. Do you have a clearly stated Recruitment & Selection Policy? (a) Yes 63% (b) No 24 % .

24% of the employer don’t know about the recruitment & selection policy. whereas 13% of the employer know about some extent. Page -38 Q2. Which recruitment source do you use for recruitment? (a) Internal (b) .(c) To some extent 13% 13 % 24 % 63 % INTERPRETATION - 63% of the employer said that they have clearly stated recruitment & selection policy.

What are the external sources you use for the recruitment? (a) .External (c) Both 60 50 40 30 20 10 0 Internal External Both INTERPRETATION :- Here the management said that 56% of the recruitment selected through both source by internal and external. Page -39 Q3. 24% of the recruitment selected through external source and 18% of the employee selected through internal source.

5 % through Job portals.Advertisement (b) Employee Referrals (c) Job Portals (d) Placement Consultants (e) Campus Recruitments 20 % 43 % 18 % 14 % 5 Adevetisement Employee referral job portal placement consultant campus recruitment INTERPRETATION :The management used all type of process for recruitment. Page -40 . 18% by placement consultants and 20% of the employee selected through campus recruitment. 14% employee referral. They used 43% advertisement.

Q4. Does management adopts Internal Recruitment Source i.e. Transfer, promotion or employee referrals ? (a) Yes (b) No 80 70 60 50 40 30 20 10 0 yes No INTERPRETATION :-

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 don’t use internal recruitment. The majority of the employee gives positive result on internal source. Page -41

Q5 Is the estimation of Recruitment Process cost is done? (a) Yes (b) No 24 % 76 %


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.

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Q6. What is your opinion about railway department? (a) Good (b) Fair (c) Excellent

42 % good fair excellent

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

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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 35 30 25 20 15 10 5 0 (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 % Page -44 .

Is the management provide training after the selection of employee ? (a) Yes (b) No 18 % 82 % yes No INTERPRETATION :- Here 82% of the employee said that the management provide the training after the selection of any employee and 18% of the employee don‟t agree with them. Page -45 . They told that the management don‟t provide any type of training after the selection of the candidate.Q8.

and they can also add more policies. (iii) Employees are satisfied with their job profile. more effective.FINDINGS (i) Employees are satisfied with their jobs in the present organization. or more faster because some time it takes lots of time to be complete. Its required to be more flexible. which isn‟t a good sign so they have to take cake all or the above segments. (iv) Employees are very satisfied with the organization for providing good development programs and career focus. . (ii) Employees are working more than 8 years and above. I come to know about the recruitment system of this railway department. They have to follow some more effective steps for that they can get more suitable employees. (v) Employees are satisfied with their organization for providing good environment RECOMMENDATIONS As par the study.

It cannot compare with other because it don‟t have any competitors on railway department. It is difficult for me to get information about some other client of the railway department .We have not studied the international recruitment process here.Page -46 LIMITATIONS OF THE STUDY Only the domestic market is the focuses of this study. The analysis is completely based on the information provided by the secondary sources and hence could be biased.

so every organization have to take care about their recruitment processes. the very element that brings the organization‟s vision into fruition. one can grasp the strategic implications that the manpower of an organization has in shaping the fortunes of an organization.Page -47 CONCLUSION Recruitment is a very important process in any organization. considering the vital role that they obviously play. because its related to human resources. . Taking a closer perspective -it is the very quality of this asset that sets an organization apart from the others. The role of these aspects in the contemporary organization is a subject on which the experts have pondered. The human element of organization is the most crucial asset of an organization. which related to recruitment process or the selection process. Any organization like railway or other organization should take care about internal or external sources. who have to perform according to their ability and skills. deliberated and studied. This is where the complementary roles of Recruitment and Selection come in. Thus. of the company.

however. . the logical step in the HR process is the selection of qualified and competent people. this process concentrates on differentiating between applicants in order to identify – and hire. After all.Page -48 The essence of recruitment can be summed up as „the philosophy of attracting as many applicants as possible for given jobs‟. The face value of this definition is what guided recruitment activities in the past. As su ch. In the end. a satisfied workforce is a stable workforce which also ensures that an organization has credible and reliable performance. Next to recruitmen t.those individuals whose abilities are consistent with the organization‟s requirements. The end result of the recruitmen t process is essentially a pool of applicants. an organization safeguard s its interests and standing. These days. By making this a priority. the emphasis is on aligning the organization‟s objectives with that of the individual‟s. this project endeavors to present a comprehensive picture of Recruitment and Selection and hopes to en able the reader to appreciate the various intricacies involved.

Ashwathappa 2. DAINIK BHASKAR WEBSITES:- . TIMES OF INDIA 2. Effective Personnel & Selection Procedures.Page -49 BIBLIOGRAPHY BOOKS:1. Human Resource Management – Tata McGraw. THE HITAWADA 3. NEWS PAPERS:1. Human Resource and Personnel Management – K.Hill 3.

in Page -50 ANNEXURES Q1. 2.indianrailways. www. Do you have a clearly stated Recruitment & Selection Policy? (a) Yes (b) No (c)

To some extent Q2. Transfer. promotion or employee referrals ? (a) Yes (b) No Q5 Is the estimation of Recruitment Process cost is done? (a) Yes (b) No Page -51 . Does management adopts Internal Recruitment Source i.e. Which recruitment source do you use for recruitment? (a) Internal (b) External (c) Both 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 Q4.

What are the challenges you face while managing your manpower? (a) Attrition (b) Recruitment (c) Replacement (d) Absenteeism . What is your opinion about railway department ? (a) Good (b) Fair (c) Excellent Q7.Q6.

Is the management provide training after the selection of employee ? (c) Yes (d) No Page -52 .(e) Trade union (f) Cost of non performance Q8.