How To Write High

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How To Write High

How To Write High Students who use EssayDog ® watch quick movies that guide them via the method of brainstorming and building an essay, then complete a brief writing train after every video. These workout routines will help you pinpoint your story in 4 sentences, discover the overarching message and theme of your story, and link your story to the essay immediate. EssayDog ® is a great resource for students who wrestle with essay construction. Furthermore, I was required to signal the document as well to indicate that I also had read and understood the policies. A analysis paper is a vital a part of schooling and it has to be carried out well. Even when you don’t have sufficient time, do not worry about it! Follow the steps we beneficial above, and the best essay writing service review will lead you to a website that works. Once you discover a great writing agency that provides all types of content for its customers, you possibly can stick with it. 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Find Memorable Essay Outline Samples Online

Find Memorable Essay Outline Samples OnlineThere are many different places where you can find persuasive essay outline samples. The Internet is one of the most common places to find them, but just like any other product, there are also places where you can't find them. Even if you have someone you can rely on to look for you when you need some help, you might not always be able to ask for help in advance, either.Online course is another place where you can find the topics and samples you want, but it can be hard to know where to find them. Most of these courses are offered for free, although they are usually not fully interactive. You don't have any tools to help you with getting your assignment in writing, either. If you do a little bit of searching online, you can find many great resources that will help you with both.You might be able to find yourself a good online course, but some of the ones you find may not even be really designed to teach you how to write a persuasive essay ou tline. If you get information on other places, you should be able to find excellent places to learn how to write persuasive essay outlines.If you get a good tutorial online, you can learn how to write persuasive essay outline quickly and easily. They might even provide some great examples for you to use, which is always helpful, because it gives you an idea of how to think about your assignment.The people who help with your persuasive essay outline should always be able to offer tips for how to structure your argument in a way that makes it more persuasive. In addition, they should be able to give you a good start for the first draft. Often times, if you think about your subject matter carefully, you can make your first draft persuasive, but you might need to go back and edit things to make sure they make sense.When you begin to write your persuasive essay outline, you might find that it has already been turned into a document. It's important to remember that, while a document is ni ce, it's not a final product, so you have to do your best to put your thoughts into words and make them as persuasive as possible.You don't have to worry too much about finding persuasive essay outline samples, if you are willing to learn how to write persuasive essays and use the correct style. If you start out learning the right way, you can then take your skills and methods with you to other types of writing. After all, you are your own best writer, and you can decide how you want to present information to your audience.

The Suicide Of A Patient Essay - 970 Words

â€Å"The suicide of a patient suffering from an incurable disease, effected by the taking of lethal drugs provided by a doctor for this purpose,† is the dictionary definition of assisted suicide, or assisted death. Much debate has taken place over whether or not this should be a right of the terminally ill, and whether a doctor can grant that wish. Although modern medicine has brought a multitude of benefits to humanity, it cannot relieve the pain and suffering associated with the dying process. Kate Pickert, for TIME Magazine, notes that when people hear the term â€Å"euthanasia† they think of the battle in the 1990’s, featuring Jack â€Å"Doctor Death† Kevorkian. Slowly, countries, or at least individual states, have chosen to declare assisted suicide as legal or illegal based on a variety of reasons but religion being the most prominent reason. The idea of assisted suicide is considered illegal in considering the Biblical Commandment, which states Thou Shalt Not Kill. Despite this, some christian societies are considering the idea. Australia legalized it in 1995 but unusually, recanted that law in 1997. Also in 1997, the United States declared that assisted suicide was not a constitutional right but years later in 2006, the Supreme Court decided that such severe cases should be up to the individual states. This ruling contributes to Oregon’s â€Å"Death With Dignity† law, which was actually in place since 1997 but in 2007, â€Å"so me 46 people committed suicide in Oregon under the law† (Show MoreRelatedPhysician Assisted Suicide And The Rights Of Patients1523 Words   |  7 PagesPhysician-assisted suicide needs to be recognized by the federal government to show terminally ill patients that their right to autonomy is not being ignored. The Bill of Rights of Patients was constructed to outline just this. According to the American Cancer Society, â€Å"the American Hospital Association drafted a Patients’ Bill of Rights to inform patients of what they could reasonably expect while in the hospital.† One of the notes stated in the Bill of Rights of Patients is the right to autonomyRead MoreUse Of No Suicide Contracts With Mentally Ill Patients1439 Words   |  6 Pagesof the evidence around the use of no-suicide contracts with mentally ill patients experiencing suicidal ideation. It will ask the question â€Å"When treating mentally ill patients, does the use of ‘No- Suicide contracts reduce suicide outcomes?†. Suicide is a global concern and given the current social and economic difficulties current society face, is imperative we continue to consider effective suicide prevention strategies. The literature suggests that no suicide contracts are widely used within thisRead MoreHumane Essay : Patient Assisted Suicide Is Humane1362 Words   |  6 PagesPatient Assisted Suicide Is Humane Every year, thousands of people are diagnosed with pancreatic cancer. The further along their disease progresses, the more they suffer both physically and mentally. The humane thing to do is to allow these people to choose whether or not to end their lives before this painful and inevitable conclusion is reached. Over 30,000 people are diagnosed with pancreatic cancer each year (Pancreatic Cancer 1). The pancreas is a small gland located near the stomach. TreatmentsRead MoreEuthanasia And Assisted Suicide : A Patient s Choice1742 Words   |  7 Pages Euthanasia and Assisted Suicide: A patient s choice in their type of death. When a patient is terminally ill or is experiencing extreme pain, often Euthanasia or Assisted Suicide can both be plausible options to end any suffering. Euthanasia is currently legalized in seven countries and parts of the United States (New Health Guide). This number is not likely to increase soon because of the high controversy, which is due to the very serious topic of this matter: a person s life. The generalRead More The Effect of Serotonin on the Brain in Suicide Patients Essay669 Words   |  3 PagesThe Effect of Serotonin on the Brain in Suicide Patients While this writer had some rudimentary knowledge of the impact serotonin had on the brain, Why? The Neuroscience of Suicide by Carol Ezzell piqued my curiosity on the role levels of serotonin and the process by which it is absorbed in the brain affect suicidal patients. This article was recently posted on the Neurology and Behavior website as supplemental reading for neurology and behaviors spring semester 2003 class. In this articleRead MorePhysician Assisted Suicide Should Be The Choice Of The Patient2697 Words   |  11 PagesAbstract Physician assisted suicide is the process of ending one’s life with the administration of lethal injection with the assistance of a physician. Throughout the years, euthanasia has become a controversial topic, determining whether not it is ethical for a doctor to end a patient’s life. On one side of the argument, the negative term suicide creates this illusion of sin and many citizens believe that the task of ending one’s life should not be placed in the hands of a doctor. Doctors have aRead MorePhysician Assisted Suicide For Terminally Ill Patients1814 Words   |  8 Pagesbut there is an alternative option. Physician-assisted suicide continues to gain attention and is being legalized across the world. The process in the United States is slower, yet a few states have already authorized it. People undermine this option for unethical reasons; however, it enables a person in agonizing pain to end their life before becoming entirely incompetent. Doctors across the nation seek this practice in order to help the patients as well as their families; even though, they could beRead MorePhysician Assisted Suicide Is Not A Beneficial Treatment For Medical Patients1350 Words   |  6 PagesPhysician-Assisted Suicide Imagine having a relative with a terminal illness; perhaps this person feels that their only option is assisted-suicide. Now, put yourself into their shoes. Would you choose to live the rest of your days in pain, or would you choose to die with a sense of dignity? Physician-assisted suicide has been prohibited for many years and many physicians have given their input on the subject, enlightening many on the fundamentals of assisted-suicide; others have stated their opinionsRead MoreIs Euthanasia A Assisted Suicide Or Killing Of A Patient With A Terminal Illness?937 Words   |  4 Pagesmoral issue I decided to research about was euthanasia. Euthanasia is the assisted suicide or killing of a patient with a terminal illness. There are three types of euthanasia: voluntary euthanasia (euthanasia performed with the patient s consent), non-voluntary euthanasia (where the patient is unable to give their informed consent, for example child euthanasia), and involuntary euthanasia (which perf ormed on a patient against their will). Euthanasia is illegal in all states except for Oregon, VermontRead MoreEssay on Terminally Ill Patients and Physician Assisted Suicide468 Words   |  2 PagesTerminally Ill Patients and Physician Assisted Suicide For hundreds of years a doctor was sworn into practice with the Oath of Hippocrates. Although in the present time parts of the oath have oath has come into question on how they should be interrupted. To do no harm, the question is what does one consider harm? With our modern technology in medicine our medical community has the ability to prolong a persons life for quite awhile. So the question now is to prolong a persons life that

Why we Fought in the War of 1812 Essay - 1102 Words

Why we Fought in the War of The war of 1812 is considered by some as the second war for independence.1 The United States had won its independence in 1783, but the British still treated the Americans as though they still had control of them. Americans resented the treatment they received from the British. They felt they were a free country and the British would not recognize them as so. This is believed by many to be the cause of the War of 1812, but no one act can be contributed as such. There were many events leading up to the War of 1812 they built up to the final explosion. These causes range from the Chesapeake to the Non-intercourse act. Although no one act can be contributed as starting the War of 1812, when all the events†¦show more content†¦This act would forbid any U.S. ship to sail from an U.S. port to a foreign port. In developing this act, Jefferson had hoped to find an alternating from war. The act failed. American coastal cities were soon desolated. All segments of the American economy were being affected by this act. The paralysis effect on the American economy accompanied by the almost unaffected economy of Great Britain led to only one thing, the American people were turning against one another.3 The American leaders learned one thing from this act, the war could not be fought through economic pressure, it would have to be won by military action. Accepting the disappointment of the Embargo Act, President Jefferson brought into effect the Non-Intercourse Act. The Non-Intercourse Act was somewhat similar to the Embargo Act, but with one distinct difference. The Non-Intercourse Act continued its no trade with Great Britain and France, but it allowed the U.S. to trade with all other foreign countries.4 This act was intended to bring the American economy out of despair yet continuing to punish Great Britain and France. The Non-Intercourse Act like its predecessor the Embargo Act failed miserably. Congress was forced to restructure the Non-Intercourse Act.5 The message that most Americans were formulating after the Embargo and Non-Intercourse acts was that the United States was not ready to fight. They were unprepared and unwilling to fight the British for control of theirShow MoreRelatedThe Second War Of Independence907 Words   |  4 PagesRevolutionary War. With the British infringing on their unalienable rights, the American c olonist knew they needed to take action to stop the overpowering British monarchy to preserve their freedom. The same situation arose in 1803 when the British started seizing American ships and stealing their goods. By 1812 the United States was fed up with Great Britain and their rebellious acts towards them. The United States declared war on June 18, 1812. Why is it that the American people consider the War of 1812Read MoreThe War Of New Orleans Essay1254 Words   |  6 Pagesbody_americanperspective_warof1812_2.jpg The War of 1812 is probably our most obscure conflict. Although a great deal has been written about the war, the average American is only vaguely aware of why we fought or who the enemy was. Even those who know something about the contest are likely to remember only a few dramatic moments, such as the writing of â€Å"The Star-Spangled Banner,† the burning of the nation’s capital, or the Battle of New Orleans. Why is this war so obscure? One reason is that noRead MoreThe War Of 1812 By President James Madison812 Words   |  4 PagesThe War of 1812 On June 1. 1812, President James Madison submitted a war message to the Senate and House of Representatives of the United States. This message Madison submitted describes how the British have been violating the American flag. It also in tells how the British violated neutrality rights in United States. The Americans also complained of dealing with British ships in American waters. The Americans were angry of the seizure of the American sailors to join the Royal Navy. Madison believedRead MoreThe War Of New Orleans1190 Words   |  5 PagesThe War of 1812 is probably our most obscure conflict. Although a great deal has been written about the war, the average American is only vaguely aware of why we fought or who the enemy was. Even those who know something about the contest are likely to remember only a few dramatic moments, such as the writing of â€Å"The Star-Spangled Banner,† the burning of the nation’s capital, or the Battle of New Orleans. Why is this war so obscure? One reason is that no great president is associatedRead MoreThe War of 1812 between American and Britain1712 Words   |  7 PagesRevolutionary War between America and Britain, was the year that marked the beginning of a new conflict that would last America the next three years, the War of 1812. On June 16th of that year, President James Madison declared the start of a war that would greatly impact the future of our country. Britain, still one of the worlds greatest superpowers, was currently warring with France at the time of the declaration, however, Britains reputation as a formidable opponent stood strong. The War of 1812 heldRead MoreFreedom Isnt Free1560 Words   |  7 Pagesplaced upon our countries most valued document they knew there would be bloodshed. But, deciding to fight for our own freedom was the only way we could govern ourselves and make our own laws without British rule. By breaking free of Britain we were able to worship the way we w anted to, we had the freedom to speak openly, we could live and build our homes where we wanted them. The pact the Founding Fathers made with the citizens of the new world was to guarantee their freedom forever with the ConstitutionRead MoreViolence Brought by Violence1464 Words   |  6 Pages(Chomsky). The history of the world is full of blood, greed, and violence. There has only been wars instigated by the rich, powerful and greedy. Violence often lead to more violence which will cause pain everywhere or somewhere in this world (Solter). Just as Issac Asimov once said, â€Å"Violence is the last refuge of the incompetent† but things tend to heat up and move up to the next level. Violence, especially in wars, only leads to further violence due to many different elements, especially vengeance, politicalRead MoreThe War Of 1812 And The United States1422 Words   |  6 PagesIn the year 1812, just 29 years after the American Revolution, the United States was already confronted with another War against their mother country. Ever since their last war, conflict has been brewing up between the two countries. Since the 1790s, American leaders like Presidents Washington and John Adams was trying to avoid with France and England. In 1793, the Proclamation of neutrality was passed, under Washington s presidency. In 1800, President Adams agreed to the Convention of 1800, whichRead MoreWar of 1812 DBQ857 Words   |  3 PagesThe War of 1812 was a war that lasted for two years that helped the United States to firmly and officially establish its independence. After finishing with the concern of France, England turned its attention over to the United States. At first, the United States did not want to resort to war and fighting (Doc. B) but rather sort out their issues economically--because England had seized all ships that did not stop in the British port before heading to their other European destinations, Congress passedRead MoreThe Fight Of American Independence Was Not One In Just1382 Words   |  6 Pagesfight of American independence was not one in just one war. It took two major wars over the course of almost forty years for America to finally be free of the superpower that was Great Britain. The two wars for the independence of the United States of America, the American Revolution and The War of 1812, were both fought here on the home front of America. The United States being the underdog, emerged victorious through both wars. These wars though were not without purpose. Both had their own set

Tourism in the Philippines free essay sample

Today, tourism clearly offers excellent opportunities for economic growth as shown by the influx of foreign exchange earnings from tourism expenditures. But tourism’s impact is not totally positive. The socio-cultural and environmental impact of tourism must be weighed against its positive economic contribution. Until recently, there had been no measurement of the economic reality of the tourism industry. Its economic importance through the supply side, the capital formation it generates, its value added and its contribution to employment, balance of payments and gross national income. The social impact of tourism notwithstanding, up-to-date, reliable and relevant tourism statistics must be generated. These can help guide the formulation of public policies, promote the importance of the tourism sector, and stimulate recognition of the contribution of private sector tourism operators in the socio-economic development of the nation. The Philippines consists of 7107 islands. Most of the islands are very small. Many of these small islands as well as the bigger islands, have a lot to offer to tourists. We will write a custom essay sample on Tourism in the Philippines or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page There are many possibilities for typical sun, sea and beach holidays and for specific adventure holidays. You can even meet the whale sharks and swim close to them. For tourists who want to discover geographically interesting landscapes or who want to meet mountain tribes, the Philippines has it all! Tropical countries like the Philippines are in many ways attractive for tourists. On the other hand tourists are attractive for a country as the Philippines! For the national government tourists are welcome, because they bring money to the country. Some of that money will go as tax to the national government. Many Philippine businesses, small or big, offer their services to the tourists. A big part of the money that tourists will spend during their stay, will go to these businesses. Last but not least, tourists in the country will bring a lot of possibilities for jobs. Because the total employment in the industrial sector of the Philippines economy is still moderate, the tourist sector is extra important for creating possibilities to have employment for many families. Tourists, Mabuhay!

Recruitment and Selection in Dlw free essay sample

With due respect I express my indebt ness to the management of Diesel Locomotive Work for accommodating me as a summer trainee. I would like to express my gratitude with sense of reverence to Mr. Dinesh Singh (head, PERSONNEL and HR department). It would have been difficult to go through this project without their help. He not only helped me in collecting data but also supported me with their valuable knowledge and experience in the successful completion of this project. I would also thankful to almighty god for his grace and mercy to successfully complete this project. Amrita Mathur PREFACE In our two year degree program of M. B. A. of there’s provision for doing summer training, after IInd semester. The essential purpose of this project is to given an exposure and detailed outlook to the student of practical concept, which they already studied research. For this purpose, I was assigned the project for the â€Å"RECRUITMENT AND SELECTION† in Diesel Locomotive Work. We will write a custom essay sample on Recruitment and Selection in Dlw or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page It is a matter of great privilege to get training from Diesel Locomotive Work, one of the largest organisations of its kind. The project lasted for a period of six weeks: it was informative, interesting and inspiring. I hope this report will provide an experiment outlook to the dynamic functioning in the HR department in Diesel Locomotive Work. EXECUTIVE SUMMARY The project titled â€Å"RECRUITMENT AND SELECTION† Undertaken in Diesel Locomotive Works (DLW). A production unit of Indian Railways,  DLW  was set up in collaboration with Alco, USA, in 1961 and commenced manufacturing in 1963. It has so far supplied over 5,000 locomotives, mainly to Indian Railways but also including 342 locomotives for non-railway  customers  such as power plants, port trusts and industrial users. The project report is about recruitment and selection process that’s an important part of any organization. Which is considered as a necessary asset of a company? It gives a organizational structure of the company. It’s a methodology in which the particular organization works and how a new candidate could be recruited in such a way that he/she would be fitted for the right kind of career. For every organisation it is important to have a right person on a right job. Recruitment and Selection plays a vital role in this situation. Shortage of skills and the use of new technology are putting considerable pressure on how employers go about Recruiting and Selecting staff. It is recommended to carry out a strategic analysis of Recruitment and Selection procedure. There are two types of factors that affect the Recruitment of candidates for the company- * Internal factors. * External factors With reference to this context, this project is been prepared to put a light on Recruitment and Selection process. This project includes Meaning and Definition of Recruitment and Selection, Need and Purpose of Recruitment, Evaluation of Recruitment Process. Sources of Recruitment through which an organisation gets suitable application. Job Analysis, which gives an idea about the requirement of the job. Next is Selection process, which includes steps of Selection, Types of Test, Types of Interview, Common Interview Problems and their Solutions. The objective of selection decision is to choose the individual who can most successfully perform the job from the pool of qualified candidates. Selection process or activities typically follow a standard patter, beginning with an initial screening interview and concluding with final employment decision. Recruitment and Selection are simultaneous process and are incomplete without each other. They are important components of the organisation and are different from each other. Since all the aspect needs practical example and explanation this project includes Recruitment and selection Process of Indian Railways. CONTENTS SR. NO. | TOPIC| PAGE NO. | 1. | Introduction| 1| 2. | Objective| 2| 3. | Scope Of The Study| 3| 4. | Research Methodology| 4-6| 5. | Company Profile| 7-12| 6. | Review Of Literature| 13-38| 7. | Data Analysis And Data Interpretation| 39-49| 8. Findings| 50| 9. | Conclusion| 51| 10. | Limitation Of Study| 52| 11. | Suggestions| 53| 12. | Bibliography| 54| 13. | Annexure| 55-57| INTRODUCTION Human Resource is a basic need of any work to be done. Recruitment and selection are two of the most important functions of personnel management. Recruitment precedes selection and helps in selecting a right candidate. Every organisation needs to look after recruitment and selection in the initial period and thereafter as and when additional manpower is required due to expansion and development of business activities. The project report is all about recruitment and selection process that’s an important part of any organization. Recruitment highlights each applicant’s skills, talents and experience. Their selection involves developing a list of qualified candidates, defining a selection strategy, identifying qualified candidates, thoroughly evaluating qualified candidates and selecting the most qualified candidate. ‘Right person for the right job’ is the basic principle in recruitment and selection. Every organisation should give attention to the selection of its manpower, especially its managers. Every business organisation/unit needs manpower for carrying different business activities smoothly and efficiently and for this recruitment and selection of suitable candidates is essential. Human resource management in an organisation will not be possible if unsuitable persons are selected and employment in a business unit. OJBECTIVE The objective of my study is to understand and critically analyzed the recruitment and selection procedure at Diesel Locomotive Works. 1. To study the recruitment and selection procedure followed in DIESEL LOCOMOTIVE WORKS (DLW). 2. To study the various sources of recruitment followed in DLW. . To learn what is the process of recruitment and selection that should be followed. 4. To critically analyze the functioning of recruitment and selection procedures. 5. To identify the probable area of improvement to make recruitment and selection procedure and more effective. 6. To know the managerial satisfaction level about recruitment and selection procedure. SCOPE OF THE STUDY The benefit of the study for the researcher is that it helped to gain knowledge and experience and also provided the opportunity to study and understand the prevalent recruitment and selection procedures. The key points of my research study are: 1) To study the facts about the diesel locomotive works as a group. 2) To understand and analyze various HR factors including recruitment and selection procedure at Diesel Locomotive Works. 3) To suggest any measures/ recommendations for the improvement of the recruitment procedures. REASERCH METHODOLOGY In everyday life human being has to face many problems viz. Social, economical, financial problems. These problems in life call for acceptable and effective solutions and for this purpose, research is required and a methodology applied for the solutions can be found out. Research was carried out at DIESEL LOCOMOTIVE WORKS to find out the â€Å"Recruitment and selection process†. The Research Research is a â€Å"careful investigation or inquiry especially through search for new facts in any branch of knowledge. † The project is a systematic presentation consisting of enunciated problem, formulated hypothesis, collected facts or data, analyzes facts and proposed conclusions in form of recommendations. Kind of Research The research done by Exploratory Research: This kind of research has the primary objective of development of insights into the problem. It studies the main area where the problem lies and also tries to evaluate some appropriate courses of action. Sample Design: A complete interaction and enumeration of all employees of Diesel Locomotive Work was not possible so a sample was chosen that consisted of 25-30 employees. DATA COLLECTION The data for the survey will be conducted from both primaries as well as secondary sources. Primary Data: Primary data was collected through training classes and survey method by distributing questionnaires to manager of personnel department and employees of recruitment and selection section of personnel department. The questionnaires were carefully designed by taking into account the parameters of my study. Secondary Data: Data was collected from books, magazines, web sites, going through the records of the organisation, etc. It is the data which has been collected by individual or someone else for the purpose of other than those of our particular research study. Or in other words we can say that secondary data is the data used previously for the analysis and the results are undertaken for the next process. RESEARCH DESIGN Research Design: A research design is the specification of methods and procedure for acquiring the information needed to structure or to solve problems. It is the overall operation pattern or framework of the project that stipulates what information is to be collected from which source, and be what procedures. â€Å"A research design is the arrangement of condition for collection and analysis of data in a manner that aims to combine relevance to the research purpose with economy in procedure†. Design decision happens 1. What is study about? 2. What is study being made? 3. Where will the study be carried out? 4. What type of data is required? . Where can the required data to be found? 6. What will be the sample design? 7. Technique of data collection? COMPANY PROFILE INDIAN RAILWAY Indias first train runs between Mumbai  and  Thane. The Indian railways are Asia’s largest railways system and the world’s second largest railways system. Indian railways are owned and managed by th e central government. Indian Railways  (IR) is an iconic Indian organisation, owned and operated by the  Government of India through the  Ministry of Railways which is responsible for the maintenance and operation of the entire rail network in India and it enjoys total monopoly. Railway† means a railway or any portion of a railway for the public carriage of passengers, animals or goods. Railways were first introduced to India in 1853. By 1947, the year of  Indias independence, there were forty-two rail systems. In 1951 the systems were nationalized as one unit, the Indian Railways, becoming one of the largest networks in the world. It has the worlds fourth largest railway network after those of the United States,  Russia  and  China. Rail transport is the conveyance of passengers and goods by means of wheeled vehicles running along railways or railroads. Rail transport is part of the logistics chain, which facilitates international trade and economic growth. INDIAN RAILWAY STRUCTURE Indian Railways is divided into several zones, which are further sub-divided into  divisions. The number of zones in Indian Railways increased from six to eight in 1951, nine in 1952 to sixteen in 2003 then to seventeen in 2010. Each zonal railway is made up of a certain number of divisions, each having a divisional headquarters. There are a total of sixty-eight divisions. Each of the seventeen zones is headed by a General Manager (GM) who reports directly to the Railway Board. The zones are further divided into divisions under the control of Divisional Railway Managers (DRM). Sr. No. | Name| Abbr. | Date Established| Headquarters| Divisions| 1. | Central| CR| 1951-11-05| Mumbai| Mumbai,  Bhusawal,  Pune,  Solapur,  Nagpur| 2. | East| ECR| 2002-10-01| Hajipur| Danapur,  Dhanbad,  Mughalsarai,Samastipur,  Sonpur| 3. | East Coast| ECoR| 2003-04-01| Bhubaneswar| Khurda Road,  Sambalpur,  Visakhapatnam| 4. | Eastern| ER| 1952-04| Kolkata| Howrah,  Sealdah,  Asansol,  Malda| 5. | North Central| NCR| 2003-04-01| Allahabad| Allahabad,  Agra,  Jhansi| 6. North Eastern| NER| 1952| Gorakhpur| Izzatnagar,  Lucknow,  Varanasi| 7. | North Western| NWR| 2002-10-01| Jaipur| Jaipur,  Ajmer,  Bikaner,  Jodhpur| 8. | Northeast Frontier| NFR| 1958-01-15| Guwahati| Alipurduar,  Katihar,  Rangia,  Lumding,Tinsukia| 9. | Northern| NR| 1952-04-14| Delhi| Delhi,  Ambala,  Firozpur,  Lucknow,Moradabad| 10. | South Central| SCR| 1966 -10-02| Secunderabad| Secunderabad,  Hyderabad,  Guntakal,Guntur,  Nanded,  Vijayawada| 11. | South East Central| SECR| 2003-04-01| Bilaspur| Bilaspur,  Raipur,  Nagpur| 12. | South Eastern| SER| 1955| Kolkata| Adra,  Chakradharpur,  Kharagpur,  Ranchi| 13. South Western| SWR| 2003-04-01| Hubli| Hubli,  Bangalore,  Mysore| 14. | Southern| SR| 1951-04-14| Chennai| Chennai,  Trichy,  Madurai,  Palakkad,  Salem,Trivandrum  | 15. | West Central| WCR| 2003-04-01| Jabalpur| Jabalpur,  Bhopal,  Kota| 16. | Western| WR| 1951-11-05| Mumbai| Mumbai Central,  Ratlam, Rajkot,  Ahmedabad ,  Bhavnagar,  Vadodara| Production Units Six production units are headed by a General Manager, who also reports directly to the Railway Board. The six Production Units are:- Sl. No| Name| Abbr. | Year Established| Location| Main products| 1. Golden Rock Locomotive Workshops| GOC| 1928| Trichy| Diesel-electric Locomotives| 2. | Chittaranjan Locomotive Works| CLW| 1947| Chittaranjan  ,Asansol| Electric Locomotives| 3. | Diesel Locomotive Works| DLW| 1961| Varanasi| Diesel Locomotives| 4. | Diesel-Loco Modernisation Works| DMW| 1981| Patiala| Diesel-electric Locomotives| 5. | Integral Coach Factory| ICF| 1952| Chennai| Passenger coaches| 6. | Rail Coach Factory| RCF| 1986| Kapurthala| Passenger coaches| 7. | Rail Wheel Factory| RWF| 1984| Bangalore| Railway wheels and axles| 8. | Rail Wheel Factory| RWF| 2011| Chhapra| Railway wheels and axles| Diesel Locomotive Works  (DLW) The  Diesel Locomotive Works  (DLW) in  Varanasi,  India, is a production unit owned by  Railways, that manufactures diesel-electric  locomotives  and its spare parts. It is the largest diesel-electric locomotive manufacturer in India. Healthy growth of railways is essential for India’s social, regional, economic, industrial and agricultural development. The main vision of Diesel Locomotive Works To be a world class manufacturer of Diesel electric locomotives.    Organizational Structure Of DLW General Manager (GM) CMO CME COS FA amp; CAO CMEPCMD Depty CPO/HQ Depty CPO/General SPO APO/HQ APO/Staff | Nature of workThe role changes depending on where an officer is placed in the organization – in the division (operational level), the zone (tactical level), or the railway board (strategic level). The following are the different roles played in railways:  Ã¢â‚¬ ¢ The commercial division: This division handles all commercial responsibilities like ticket checking, catering, administration and management of stations, reservation, announcements on the platforms, etc. †¢ The operations division: This division deals with controlling movement of trains. Keeping a check on incoming and outgoing trains, detachment or attachment of wagons, etc. , are the responsibilities of this division. †¢ India Railway Accounts Service: This branch of the Railway Services is engaged in handling the accounting and finance operations of the Indian Railways. At this post, the officer carries the overall responsibility for accounts for the whole zone. †¢ Indian Railway Personnel Service: As the name indicates, officers in this division handle all matters related to the personnel section like selection, promotions, training, welfare activities, transfers, increments, disciplinary actions and the like. Railway Protection Service/ Railway Protection Force: This branch of the Indian Railway Services is entrusted with the task of maintenance of law and order on trains and on premises owned and used by the Indian Railways. †¢ Railway Engineering Services: This is the technical side of the Railway Services and is engaged in activities like const ruction and planning of railway tracks, bridges and buildings. There are branches in this division like the Indian Railway Service of Electrical Engineers and the Indian Railway Service of Mechanical Engineers. Benefits To The EmployeesGroup A, B C and D title will be issued to those railway servants. There are both gazetted and non gazetted officers in these groups. Different railway passes are allowed to the employees according to the group and positions given to them. Some of them are Special passes, residential passes, widow passes, post retirement complimentary pass, school pass, pass on privilege account, duty pass etc. Staff Welfare| DLW undertakes a Varity of welfare activities for its over 6000 personnel. Important among these are:Education Facilities: DLW administration runs 4 schools providing Primary and Secondary Education to more than 2600 students. DLW Women’s Welfare Organization also runs a primary school Bal Niketan. DLW township also possesses 1 Post Graduate Girl’s College, 2 Central Schools, and 1 Senior Secondary School. Medical Facilities:105 bedded well-equipped Railway Hospital, a Health Unit and a First-Aid post in workshop provide comprehensive health care to around 20,000 Railway family members. A Homeopathic and an Ayurvedic dispensary are also available. Railway Quarters:A total of 3641 staff quarters are provided to the DLW employees. The Railway colony is well maintained and green, providing excellent pollution free environment. Compassionate Appointments:Families of deceased employees are helped by the way of compassionate appointment to the wards. Institute/Community Centre etc. :For various social needs of the staff 1 Community Hall, 2 Institutes, 2 Barat Ghars, 1 Kalyan Kendra, 1 Rangshala and 1 Officers Club are functioning on the premises. Cinema Club:For recreation of staff a Cinema Hall of around 700 capacities is functioning since 1967 in DLW. Sports amp; Game:All kinds of facilities for various games like Cricket, Hockey, Basketball, Badminton, Volley-ball, Football, Table Tennis, Gymnasium, Athletics, Swimming, Golf, and Rifle Shooting have been provided for the staff. | REVIEW OF LITERATURE Human Resource plays a crucial role in the development process of the modern. Human resource management is the management of employee’s skill, knowledge abilities, talent, aptitude, creativity, ability etc. different terms are used for denoting Human Resource Management. RECRUITMENT AND 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 Recruitment is â€Å"hiring† of employees from outside. Recruitment has been regarded as the most important function of the HR department. ‘Right person for the right job’ is the basic principle in recruitment and selection. Every business organisation/unit needs manpower for carrying different business activities smoothly and efficiently and for this recruitment and selection of suitable candidates is essential. Need For Recruitment: The need for recruitment may be due to the following reasons / situation: 1. Vacancies due to promotions, transfer, retirement, termination, permanent disability, death and labour turnover. 2. Creation of new vacancies due to the growth, expansion and diversification of business activities of an enterprise. In addition, new vacancies are possible due to job specification. Purpose And Importance Of Recruitment: 1. Determine the present and future requirements of the organization with its personnel-planning and job analysis activities. . Increase organizational and individual effectiveness in the short term and long term. 3. Evaluate the effectiveness of various recruiting techniques and sources for all types of job applicants. Recruitment represents the first contact that a company makes with potential employees. It is through recruitment that many individuals will come to know a company, and eventually decided whether they wish to work for it. Sources Of Recruit ment The sources of recruitment in Diesel Locomotive Work can be broadly categorized into internal and external sources- I. Internal Recruitment – Internal recruitment seeks applicants for positions from within the company. The various internal sources include 1) Promotion. 2) Transfers. 3) Compassionate Ground. 4) Sports Quota. 5) Cultural Quota. 6) Physical Handicapped Quota. II. External Recruitment – External recruitment seeks applicants for positions from sources outside the company. The various external sources include 1) Government Placement Agencies: a) UPSC(Union Public Service Commission) b) RRB/RRC(Railway Recruitment Board/Railway Recruitment Control) SELECTION Selection is basically picking an applicant from (a pool of applicants) who has the appropriate qualification and competency to do the job. It is a negative process and involves the elimination of candidates who do not have the required skills and qualification for the job proposed. The objective of selection decision is to choose the individual who can most successfully perform the job from the pool of qualified candidates. It is the system of function and device adopted in a given company to ascertain whether the candidate’s specifications are matched with the job specifications and recruitment or not. The difference between recruitment and selection: * Recruitment is identifying n encouraging prospective employees to apply for a job and Selection is selecting the right candidate from the pool of applicants. * Recruitment is the positive function in which interested candidates are encouraged to submit application and Selection is a negative function in which unsuitable candidates are eliminated and the best one is selected. Selection Test: Different types of tests may be administered, depending on the job and the company. Generally, tests are used to determine the applicant’s ability, aptitude, intelligence, general knowledge, and medical test. .Selection Decision: The final decision has to be made the pool of individuals who pass the tests, interviews and reference checks. The view of the line manager will be generally considered in the final selection because it is he/she who is responsible for the performance of the new employee. The HR manager plays a crucial role in the final selection. Physical Examination: After the selection decision and before the job offer is made, the candidate is required to undergo a physical fitness test. A job offer is, often, contingent upon the candidate being declared fit after the physical examination. The results of the medical fitness test are recorded in a statement and are preserved in the personnel records. There are several objectives behind a physical test: 1. Physical test is to detect if the individual carries any infectious disease. 2. The test assists in determining whether an applicant is physically fit to perform the work. 3. The physical examination information can be used to determine if there are certain physical capabilities, which differentiate successful and less successful employees. . Medical check-up protects applicants with health defects from undertaking work that could be detrimental to them or might otherwise endanger the employer’s property. 5. An examination will protect the employer from workers compensation claims that are not valid because the injuries or illness were present when the employee was hired. Job Offer: After the physical examinat ion the selection process is job offer to those applicants who have crossed all the previous hurdles. Job offer is made through a letter of appointed. Such a letter generally contains a date by which the appointee must report on duty. The appointee must be given reasonable time for reporting. Again, a new job may require movement to another city, which means considerable preparation, and movement of property. The company may also want the individual to delay the date of reporting on duty. If the new employee’s first job upon joining the company is to go on company until perhaps a week before such training begins. Naturally, this practice cannot be abused, especially if the individual is unemployed and does not have sufficient finances. Their applicants may be preserved for future use, if any. It needs no emphasis that the applications of selected candidates must also be preserved for the future references. Contract Of Employment: After the job offer has bee made and candidates accept the offer, certain documents need to be executed by the employer and the candidate. One such document is the attestation form. This form contains vital details about the candidate, which are authenticated and attested by him/her. Attestation form will be a valid record for the future reference. There is also a need for reparing a contract of employment. The basic information that should be included in a written contract of employment will vary according to the level of the job, but the following checklist sets out the typical headings: 1. Job title. 2. Duties, including a parse such as â€Å"The employee will perform such duties and will be responsible to such a person, as the company may from time to time direct†. 3. Date when continuous employment starts and the basis for calculating service. 4. Rate of pay, allowance, overtime and shift rates, method of payments. 5. Hours of work including lunch break and overtime and shift arrangements. 6. Holiday arrangements: a) Paid holidays per year. b) Calculation of holiday pay. c) Qualifying period. d) Accrual of holidays and holiday pay. e) Details of holiday year. f) Dates when holidays can be taken. g) Maximum holiday that can be take at any one time. h) Carry over of holiday entitlement. i) Public holidays. 7. Length of notice due to and from employee. 8. Grievances procedure (or reference to it). 9. Disciplinary procedure (or any reference to it). 10. Work rules (or any reference to them). Employer’s right to vary terms of the contract subject to proper notification being given. Alternatively called employment agreements or simply bonds, contracts of employment serve many useful purposes. The drawback with the contracts is that it is almost to enforce them. A determined employee is bound to leave the organisation, contract or no contract. Recruitment And Selection In Diesel Locomotive Work (DLW) Indian railway is considered as the biggest job provider in world. The Indian railway network is divided into 17 different zones geographically. Here I am giving you detailed information about division of railway jobs, and which job profile will be given in which departments through which exam. Staff are classified into gazetted (Group A and B) and non-gazetted (Group C and D) employees. The recruitment of Group A gazetted employees is carried out by the  Union Public Service Commission through exams conducted by it. The recruitment to Group C and D employees on the Indian Railways is done through 19 Railway Recruitment Boards which are controlled by the Railway Recruitment Control Board (RRC). Vacancies in Indian Railways are filled either by recruitment by Recruitment agencies like UPSC or RRB or by promotion from serving candidates. The railway recruitment board divides all the jobs into four major categories as given below: 1. Group A: Group A recruitments are filled by UPSC by All India Competitive examinations. 2. Group B: Group B posts are normally filled by promotion from serving Group C candidates. 3. Group C: Group C recruitment are made by Railway Recruitment Board (RRB). 4. Group D: Group D posts are filled at the divisional level. The employees who are selected under group A and group B are Gazette officers. General Conditions for Recruitment The recruitment rules may provide for- 1. Qualifications, age and the scales of pay applicable for the various posts in the service and important conditions of service, like leave, pension, non-contributory Provident Fund benefits, etc  . 2. No male candidate who has more than one wife living or no female candidate who has married a person having already a wife living shall be eligible for appointment to a railway service, unless the competent authority exempts the candidate from the operation of this rule. . Proportion of vacancies to be filled by direct recruitment and promotion of railway servants from subordinate services. 4. In the case of probationers, consequences of failure to pass prescribed departmental examinations, if any, e. g. loss of appointment, stoppage of increments etc. 5. Passing obligatory language examination whenever prescribed in the recruitment regulations for each service in Group ‘A’. Recruitment of Group A services Recruitment of Group A Officers are made through: 1. Open competitive examination held by UPSC. . Promotion of Officers from Group B. 3. Appointment of Special Class Apprentices by UPSC. 1) Through UPSC recruits the candidate can be selected in railways by clearing one of the following three exams. a) Civil Services Examination: This exam is recruiting candidates for the post of traffic department, accounts departments and protection force department. * Indian Railway Traffic Service (IRTS). * Indian Railway Personnel Service (IRPS). * Indian Railway Accounts Service (IRAS). * Railway Protection Force ) Enginnering Services Examination for: This exam select candidate for the post of mechanical engineers, store engineers, signal engineers and electrical engineers. * Indian Railway Service of Engineers (IRSE). * Indian Railway Service of Mechanical Engineers (IRSME). * Indian Railway Service of Ele ctrical Engineers (IRSEE). * Indian Railway Service of Signal Engineers (IRSEE). * Indian Railway Stores Service (IRSS). a) Medical Services Examination for: Through this exam the candidates are selected for medical department of Indian railways. Indian Railway Medical Service (IRMS). 2) Promotion of Officers from Group B’ * Promotion from Group B to Group A (Junior Scale). 1. Appointments to the posts in the junior scale shall be made by selection on merit from amongst Group B officers of the departments concerned with not less than 3 years of non-fortuitous service in the grade. 2. If the quota reserved for Group B Officers for promotion to junior scale is not fully utilised, the remaining vacancies may be filled by Government in accordance with the recruitment rules and in consultation with the UPSC. . The Departmental Promotion Committee for this purpose shall consist of a representative of the Union Public Service Commission as Chairman and two representatives of the Min istry of Railways as Members. * Promotion from junior scale to senior scale. Appointment to the posts in the senior scale shall be made by promotion in the order of seniority, subject to rejection of the unfit, of officers with ordinarily not less than 4 years service in the junior scale. * Promotion from senior scale to higher grade posts. 1. Promotions to the Administrative Grade are dependent on the occurrence of vacancies in the sanctioned establishment and are made wholly by selection; mere seniority does not confer any claim for such promotion. 2. Appointments to the posts in the Junior Administrative Grade shall be made by selection on merit from amongst the officers ordinarily with not less than 5 years service in the senior scale. 3. The departmental Promotion Committee for purposes   of promotion from Senior Scale and above to higher grade posts shall consist of Chairman, Railway Board, Financial Commissioner Railways and three other Members of the Railway Board. ) Special Class Railway Apprentice (SCRA) Exam * Union Public Service Commission (UPSC) conducts every year entrance exam for selecting Special Class Railway Apprentice (SCRA) to Indian Railways. * This program was started in 1927. Training * The selected candidates undergo a four-year rigorous training programme in Mechanical Engineering, Indian Railw ays Institute of Mechanical and Electrical Engineering, Jamalpur. * IRIMEE has signed a Memorandum of Understanding with Birla Institute of Technology, Mesra, Ranchi for the training. Degree Awarded * SCRAs get a Bachelor of Engineering degree in Mechanical Engineering after successful completion of four years of training. This degree is recognised by the All India Council for Technical Education. Career * On successful completion of the course they are posted as Assistant Mechanical Engineer (AME) in Indian Railway Service of Mechanical Engineers. * As they are posted directly as Group A officer they rapidly goes higher up in the ladder to become senior administrators of Indian Railways. Stipend and other Benefits Not only that SCRA Apprentices are trained at Railways expense, they are paid stipend at the following rates along with DA applicable: Year| Existing rate of stipend per month| Stipend per month| First| Rs. 4000| Rs. 9100| Second| Rs. 4000| Rs. 9100| Third| Rs. 4200| Rs. 9400| Fourth [First six months]| Rs. 4200| Rs. 9400| [Last six months]| Rs. 4400| Rs. 9700| * Special Class Apprentice moving from one headquarter to another in connection with their tr aining will be eligible for daily allowance for the period covered by the journey. Leave: Special Class Railway Apprentices may be granted leave on full stipend for a period not exceeding one month in any year of apprenticeship. * Medical facilities: Special Class Apprentices shall be entitled to free medical attendance and treatment at railway hospitals and dispensaries on the same scale as applicable to railway servants. * Travelling facilities: 2 sets of Pass and 6 sets of Privilege Ticket Orders (PTO) are admissible per year valid from anywhere to anywhere on Indian Railways. SCRA Exam * SCRA exam is conducted by UPSC and is one of the toughest exams in the country as each year there are only around 10 vacancies. For Admission to the examination a candidate must have passed in the first or second division, the Intermediate or an equivalent examination of a university or board approved by the Government of India with Mathematics and at least one of the subjects Physics and Chemis try as subjects of the examination. Scheme of Exam Paper| Subject| Time| Maximum   Marks| Part IPaper-I| General Ability Test (English, General Knowledge and Psychological Test)| 2 hours| 200| Paper-II| Physical Sciences (Physics and Chemistry)| 2 hours| 200| Paper-III| Mathematics| 2 hours| 200| Total| 6 hours| 600| Part II| Personality Test carrying a maximum of 200 marks in respect of only those candidates who are declared qualified on the results of written examination. | Selection to Group B Services Selected from serving Group ‘C’ employees by General Manager. Selection Board consists of 4 HODs including CPO and HOD of the department concerned. 70% vacancies are filled through a process of selection primarily based on seniority and 30% through a selection test known as Limited Department Competitive Examination (LDCE). Salient features of LDCE and Selection are given below: | Selection| LDCE| Eligible Grade| GP 4200| GP 4200| Service requirements| Min 3 years in the 4200| Min 5 years in the 4200| Who can appear the selection| Only those who are called as per seniority and vacancy available| All employees in concerned department who fulfill the above condition| Method of selection| Primarily seniority. Written test and viva-voce has to be passed. | Purely on the basis of written test and viva-voce(standard of written exam higher than that for Selection)| SC/ST Reservation| Applicable| Applicable| Seniority| Employees empanelled through selection will rank above those through LDCE| 70% Selection * Number of vacancies existing and anticipated for the next 2 years are taken into consideration. Delayed Selection If a selection procedure is delayed by more than one year then it will be conducted as per the procedure for Delayed selection as follows: * Number of vacancies for each of the selection should be assessed separately. * Field of consideration of eligible employees should be assessed separately starting from earliest selection. * Separate panel for each selection. Test * The test includes both written and viva in which marks for professional ability, record of marks, personality etc. are allotted. The panel is prepared with those getting 80% and above as outstanding and 60% to 79% as others. * In selection/LDCE the total marks secured by all the candidates who had appeared for viva-voce after qualifying in the written examination and the marks secured in written test in the case of remaining candidates may be notified after finalization of Group B Panel. Limited Departmental Competitive Examination (LDCE) To fill up 30% of vacancies in Group ‘B’ vacancies in Civil Engineering, Mechanical Engineering, Electrical Engineering, Signal amp; Telecommunications, Transportation and Commercial Department, Stores and Accounts. * Reservation of SC/ST as per extant orders. * The panel will be valid for the same length of time as the panel of selection. * Employees empanelled through 70% selection will rank above those through LDCE. Scheme of Examination * A written exam of a substantially higher standard than associated with normal selection and a  viva-voce. * Minimum pass marks are 60%. Names will be in order of merit on the basis of total marks. In selection/LDCE the total marks secured by all the candidates who had appeared for viva-voce after qualifying in the written examination and the marks secured in written test in the case of remaining candidates may be notified after finalisation of Group B Panel. Promotion to Railway Services, Group B Promotions to Group B posts shall be made by the General Managers except in the Security Department provided that such promotions are made in the strict order of placement on the panel recommended by the Selection Board; if any supersession of that order is involved, the matter should be referred to the Railway Ministry. The posts of Assistant Accounts Officers shall ordinarily be filled by selection from Group C railway servants who have passed the departmental examination qualifying for promotion as Section Officer (Accounts), Inspector of Stores Accounts/Inspector of Station Accounts or are exempted from passing that examination. Selection of APOs For selection to the post of Assistant Personnel Officers, the Recruitment Board has restricted the field of eligibility to the following staff only: Eligibility * Staff of Hindi Branch are not eligible. * Minimum 3 years in the Grade Pay Rs. 200 in Pay Band PB2 (9300-34800) (including services in the corresponding pre-revised grades). Pre-Selection Training The railways board has decided that pre-selection training should be given to the staff appearing for selection/ L. DC. E. for promotion from Group ‘C’ to Group ‘B’ posts to enable them to improve their performance. It has also been decided that as in case of S. C/S. T. cand idates, pre-selection coaching classes should be arranged for the candidates belonging to general category and this coaching should be treated as mandatory. Medical Fitness: Employees selected for promotion to Group ‘B’ service should be fit in all espects, including physical fitness, for the duties assigned to the particular category of posts to which the promotion is made. The Group ‘C’ employees qualifying in the selection for promotion to Group ‘B’ posts but not passing the prescribed medical standard should not be promoted to Group ‘B’. Recruitment to Group C Services The General Manager of Indian Railways Have full powers to make with regard in Railway servants Group ‘C’ and Group ’D’ under their control, provided they are not inconsistent with any rule made by the President or the Ministry of Railways. The power, do not authorize the General Manager to recruit persons without agency of the Railway Recruitment Boards (RRB) unless the Railway Board have issued special authorization. The recruitment to fill Group ‘C’ posts on Indian Railways shall be made through: 1. Direct recruitment through RRB established at various places on Indian Railways. 2. By promotion of Group ‘D’ service. 3. Direct recruitment of departments of crippled de-categorized or incapacitated employees retired on medical ground. 4. Direct recruitment of children of the employees who died while in service, on compassionate ground. . Direct recruitment through of handicapped persons. 6. Direct recruitment against the quota of sportsmen, cultural, scouts and guides. 7. Recruitment against specified categories such as teachers for Railway Schools and skilled or Artisen staff. Recruitment to Group C Services(By RBBs) * Made through Railway Recruitment Boards (RRB). * Panel formed by RRB after selection is forwarded to the Zonal Railway concerned. * The panel is valid for a year which can be extended by CPO. * Candidates have to pass the prescribed medical examination. * All appointments are made on probation for two year. For trainees/apprentices appointed to a working post after conclusion of their prescribed training. Probation period commences on date of such appointment. * It is obligatory for all trainees to pass a simple test in Hindi. The committee for conducting interviews for recruitment to Group ‘C’ post on the Railways/Production Units/RRBs will have minimum 3 members and must include officers representing SC/ST, minority and OBC Communities. The composition of the committee shall be- 1. Chairman RRB or Member Secretary RRB as chairman of the interview Committee. 2. Serving Railway officer of JA grade, including an officer of Department for which the recruitment is being made in case of difficulty in finding OBC officer in JA Grade a Sr. Scale OBC officer may be nominated in the committee. The officer so nominated will never the less be an equal member of the committee. No member should be direct subordinate to any officer member of the committee. The Candidate selected is placed on selection list in order of merit. The Recruitment Board sends the names of selected candidates along with their original application to the Railway concerned. Based on call letters send by Railways, the candidates on reporting for duty shall have to pass the medical examinations prescribed for each category. Recruitment to Group C Services (Selection) * Staff having 3 years of service can appear for selection test. * Successful candidates shall be placed in the order of merit except those who have obtained more than 80%  Ã‚  of marks. Jurisdiction of Railway recruitment boards (RRB) on various Zones/Divisions/Workshops are as follow:    Contact Details of Railway Recruitment Boards (RRB) 1) RRB Ahmedabad Website:  www. rrbahmedabad. gov. in/ Railway Recruitment Board, Ahmedabad. st Floor, Meter Guage Building, Railway Station, Kalupur,, Ahmedabad, Gujarat Pin: 380 002, Contact:  [emailprotected] in 2) RRB Ajmer Website:  www. rrbajmer. org Railway Recruitment Board, Nehru Marg, Near Ambedkar Circle,Ajmer – 305001 Contact:  [emailprotected] org 3) RRB Allahabad Website:  www. rrbald. nic. in Railway Recruitment Board Op posite to G. M. /NCR Building Near Subedarganj Railway Hospital Subedarganj Allahabad – 211 033. Contact:  [emailprotected] co. in 4) RRB Bangalore Website:  www. rrbbnc. gov. in Railway Recruitment Board Bangalore 18, Millers Road, Bangalore – 560046. Contact:  [emailprotected] om 5) RRB Bilaspur Website:  www. rrbbilaspur. gov. in Railway Recruitment Board, GM/SECR’s Office Complex Bilaspur (C. G) Pin: 495 004 Contact:  [emailprotected] com 6) RRB Bhopal Website:  www. rrbbpl. nic. in Railway Recruitment Board, Bhopal East Railway Colony, Bhopal – 462010 E-mail-  [emailprotected] in 7) RRB Bhubaneswar Website:  www. rrbbbs. gov. in D-79/80, Rail Vihar , B. D. A. Rental Colony, Chandrasekharpur , Bhubaneswar, Pin -751023,Orissa Contact:  [emailprotected] gov. in 8) RRB Chandigarh Website:  www. rrbcdg. org SCO 34, IInd Floor, Madhya Marg, Sector – 7-C Chandigarh Contact:  [emailprotected] o. in 9) RRB Chennai Website:  www. rrbchennai. net 5, Dr. P. V. Cherian Crescent Road, Egmore, Chennai – 600 008 Contact:  [emailprotected] railnet. gov. in 10) RRB Gorakhpur Website:  www. rrbgkp. gov. in Railway Station Road, Gorakhpur – 273012 Contact:  [emailprotected] co. in 11) RRB Guwahati Website:  rrbguwahati. gov. in Station Road, Guwahati Contact:  [emailprotected] in Online application facility is available in RRB Guwahati 12) RRB Jammu Website:  www. rrbjammu. nic. in Railway Colony (West), Jammu-180012 Contact:  [emailprotected] co. in 13) RRB Kolkata Website:  www. rrbkolkata. org Metro Railway A. V. Complex,Chitpur, Opp. To R. G. Kar Medical College amp; Hospital, R. G. Kar Road, Kolkata-700 037 Contact:  [emailprotected] net 14) RRB Malda Website:  www. rrbmalda. gov. in Kalibari Railway Colony, P. O Jhaljhalia,Malda – 732102, (West Bengal) Contact:  [emailprotected] in 15) RRB Mumbai Website:  www. rrbmumbai. gov. in Railway Divisional office compound,Mumbai Central, (E), Mumbai – 400 202, Maharashtra Contact:  [emailprotected] co. in 16) RRB Muzaffarpur Website :  rrbmuzaffarpur. bih. nic. in Lichi  Bagan,  Maripur,Muzaffarpur-842001 [emailprotected] in 17) RRB Patna Website:  www. rrbpatna. gov. in Railway Recruitment Board, Mahendrughat, Patna – 800 004. , Bihar Contact:  [emailprotected] in Online application facility is available. 18) RRB Ranchi Website:  www. rrbranchi. org Railway Offices Complex,Chutia, Ranchi-834027, Jharkhand Contact:  sec[emailprotected] org 19) RRB Secunderabad Website:  www. rrbsec. org Railway Recruitment Board Secunderabad South Lallaguda, Andhra Pradesh– 500017 Contact:  [emailprotected] com 20) RRB  Siliguri Website :  rrbsiliguri. org Subhashpally,Siliguri,District-Darjeeling,PIN-734001,(West Bengal) E-mail:  [emailprotected] org Online application facility is available. 1) RRB Thiruvananthapuram Website:  www. rrbthiruvananthapuram. net Thampanoor, Thiruvananthapuram – 695 001 Contact: [emailprotected] Recruitment to Group ‘D’ Service: Recruitment to all Group D posts will henceforth will be done by zonal railways directly Board guidelines for recruitment to group d posts. Guidelines for recru itment of group D staff by railway administration 1. Recruitment unit Requirement of all divisions/workshops/production units and other organisation falling within the territorial jurisdiction of the zonal railway will be clubbed together for the recruitment. . Periodicity of recruitment * Recruitment shall be done at intervals of one or two years. * Vacancies shall be counted as those existing in 1st January or 1st July of the year of recruitment plus those anticipated over the next one or two year. 3. Eligibility criteria * The educational qualification for recruitment to all posts in group D in the railways shall be class 8th passed. * The age limits for recruitment shall be as per extant instruction, with relaxation for specified categories as admissible under specific orders issued by Ministry of Railway’s from time to time. How to apply Candidate shall apply on plain paper, as per format indicated in the employment notice, directly to the deputy chief personnel officer. Fees may be charged @ Rs. 40 per candidate. However, no fee is to be charged from the candidates belonging to SC/ST categories. In his/her application, the candidate should mention the recruitment unit and posts applied for. Candidates should be asked to give option (maximum three) in order of preference for the division/workshops/production units/other organisation etc.. , within the territorial jurisdiction of the zone. If a combined examination is being held for more than one category of group d post, then the candidate should specify his preference for the posts also. No change of options shall be permitted at any stage subsequently. Written Exam Recruitment boards are conducting Written Exam first. 1. There will be total 150 multiple choice questions in the written exam. 2. The questions will be asked of 10th class level from these topics: * General Knowledge. * General Maths. * General Reasoning. * General Science. 3. After passing in Written Exam candidates have to face Physical Efficiency test, mainly Race of 1500 meter. Selection procedure The selection shall consist of a written test followed by physical efficiency test and medical examination. Medical Examination of Candidates for appointment to Non-Gazetted Railway services * Medical examination includes- (i) General physical examination, and (ii) Vision tests * Non-Gazetted Railway services are divided into different broad groups and classes like Group A(A-1,A-2,A-3), Group B(B-1, B-2), Group C(C-1, C-2). * Spectacles:   No glasses are to be permitted  for categories A-1 and A-2 and for Railway Protection Force staff where their medical category is B-1. Candidates in classes A-1, A-2, A-3 and B-1 on being medically examined shall be tested for color perception with the prescribed apparatus and recommended methods of examination. * For both Candidates and employees contact lenses shall not be permitted in category A and B. * Candidates  of classes A-1, A-2, A-3 and B-1 will be examined with regard to their vision in diminished light. * Cand idates  class A-1 will be examined to ascertain that the fields of  vision are not seriously restricted. * Candidates in Classes A-1, A-2, A-3, B-1 and B-2 will be tested for the presence of  binocular vision, i. . , peripheral fusion, depth perception and stereoscopic vision. * Candidates from A1 to B-1 categories may be examined in glaring light by providing  a 200 Watts Bulb 90 cm. Response to  glare and recovery time should be noted by examining the candidates. Fundus / Full Ophthalmology Examination: Compulsory in the following circumstances, 1. For all candidates in A-1. 2. For categories C-1 and C-2 when the power of lenses exceeds 4 D, the candidate should be  examined by an Ophthalmologist to exclude progressive eye disease. General Physical Examination: Candidate must be in good mental and bodily health and free from any defect likely to interfere with the effective performance of the duties of his appointment. Following are examined: * Measurement of height, weight and chest girth will be recorded. * The condition of heart and lungs. * The condition of teeth and gums (well filled teeth will be considered as sound). * Whether there is any evidence of abdominal disease. * Whether there is any hernia or tendency to hernia. * Whether there is free movement of the joints. Whether hearing in each ear is good and whether there is any disease of the ear. * Whether there is any speech defect. * Whether there is any communicable disease. * Hearing:   In the examination of hearing of the candidate/serving employee, the speaking voice test  will be employed. The use of hearing aid should not be permitted for candidates in categories A and B. * Speech:   Stammering is not to be considered a serious defect dis qualifying a candidate in clerical  duties, especially such of them as do not have to come in direct contact with the public. Head injuries:- Candidates in categories A-1, A-2 and A-3, when they come up for medical examination or re-examination, should give a declaration if they had a head injury earlier and if so, a history of the case, even though fully cured at the time of declaration. In the case of persons with past history of loss of memory, a full neurological examination and a fitness certificate from a neurologist would be required. A candidate who has one of the following will be rejected irrespective of the category of employment: Appeal Normally, candidate has no right of appeal , but if proof is produced as regards to the possibility of error of judgment in the decision of the examining medical authority, a re-examination will be ordered. Such evidence should be submitted within one month of the date of communication. * A medical certificate produced by candidate as e vidence about possibility of error of judgment should contain a note by the medical practitioner concerned that he is aware of the fact that the candidate has already been declared unfit by Railway medical authority. Medical classification of different categories of Railway staff A1| * Loco Pilot/ Asst. Loco Pilot * Motorman| A2| * Guards/Asstt. Guard/Pilot guard * ASM, Station Master, Station Supt. * Traffic Apprentices| A3| * Loco Inspector * JE/SE Camp;W * JE/SE Loco * JE/SE Works * JE/SE Signal amp; Telecommunication * Traffic Inspector * Trolleymen * Gatekeeper * YM/AYM, Trains Clerk * Bridge Inspectors, JE/SE Bridges| B1| * Gang men / Trackman * Permanent way khalasis * ESM/Tech Signal * Train Examination staff * RPF staff| B2| * Ticket checking staff| C1| * Section Controller * Booking Clerk * Station Clerk * Commercial Inspector * Telephone operator| C2| * Others| Standards Description for different Medical classification * A-1  Physically fit in all respects. Visual Standards —Distance Vision: 6/6,6/6 without glasses. Near Vision: Sn: 0. 6,0. 6 without glasses (must clear fogging test) and must pass test for Colour Vision, Binocular Vision, Field of Vision amp; Night Vision. * A-2  Physically fit in all respects. Visual Standards—Distance vision: 6/9,6/9 without glasses. Near Vision: Sn: 0. 6, 0. 6 without glasses and must pass test for Colour Vision, Binocular Vision, Field of Vision amp; Night Vision. * A-3  Physically fit in all respects. Visual Standards—Distance Vision: 6/9,6/9 with or without glasses (power of lenses not to exceed 2D). Near Vision: Sn: 0. 6, 0. 6 with or without glasses and must pass test for Colour Vision, Binocular Vision, Field of Vision amp; Night Vision. * B-1  Physically fit in all respects. Visual Standards — Distance Vision: 6/9,6/12 with or without glasses (power of lenses not to exceed 4D). Near Vision: Sn: 0. 6, 0. 6 with or without glasses when reading or close work is required and must pass test for Colour Vision, Binocular Vision, Field of Vision amp; Night Vision. * B-2  Physically fit in all respects. Visual Standards — Distance Vision: 6/9,6/12 with or without glasses (power not to exceed 4D). Near Vision: Sn: 0. 6, 0. 6 with or without glasses when reading or close work is required and must pass test for Field of Vision. * C-1  Physically fit in all respects. Visual Standards — Distance Vision: 6/12, 6/18 with or without glasses. Near Vision: Sn: 0. 6, 0. 6 with or without glasses when reading or close work is required. * C-2  Physically fit in all respects. Visual Standards — Distance Vision: 6/12, Nil with or without glasses. Near Vision, Sn: 0. 6 combined with or without glasses when reading or close work is required. Verification of Character and antecedents of Railway employees on appointment through RRB: * Before making an  appointment to the Railways it is the responsibility of the appointing authority to satisfy itself about the identity and suitability of the candidate according to the prescribed criteria. * Detailed verification of character and antecedents would be applicable in case of: 1) Group ‘A’ Posts. 2) Group ‘B’ posts. 3) Group ‘C’ and ‘D’ posts of all those offices in which detailed verification is considered particularly necessary in the interest of security by the Administrative Ministry of office. ) Cases in which simple verification cannot be done because of the candidate’s inability to produce a certificate of character. * Attestation form in respect of the categories where detailed investigation is necessary attestation form has to be referred to District Magistrate * Simple verification would be applicable to appo intments to all other posts viz: a) Posts of LDCE and posts of equivalent grade and all Group ‘D’ posts in the Government of India Secretariat and its attached offices. b) Group ‘C’ amp; ‘D’ posts under the Government of India in subordinate offices. Exception can be made to the general procedure and detailed verification may be done for some posts/services/departments. * All appointing authorities should clearly indicate at the top of the attestation forms the type of verification required to be done, i. e. , Detailed Verification, Record Check or Simple Verification. DATA ANALYSIS AND DATA INTERPRETATION Data Interpretation Questionnaire was prepared for the purpose of getting feedback from the employees and APOs regarding â€Å"Recruitment and Selection Procedure† of their company. 5 employees and selected from different department and were distributed the questionnaire from the purpose of the study. Analysis of Data The analysis of t he data is done as per the survey finding. The data is represented by graphically in percentage. The percentage of the people opinion were analyzed and expressed in the form of pie-charts. QUESTION: What are the sources for recruitment and selection? S. NO. | OPINION| NO. OF RESPONDENT| PERCENTAGE (%)| 1. | Internal| 5| 20| 2. | External| 8| 32| 3. | Both| 12| 48| About 48% of the employees said that they prefer both internal as well as external source for recruitment and selection. 20% of the employees said that they prefer internal source for recruitment and selection. 32% of the employees said that they prefer external source for recruitment and selection. QUESTION: Which method do you mostly prefer for recruitment and selection preferred way of recruitment? S. NO. | OPINION| NO. OF RESPONDENT| PERCENTAGE (%)| 1. | Direct| 5| 20| 2. | Indirect| 2| 8| 3. | Third Party| 18| 72| About 20% of the employees said that they prefer direct recruitment and selection. % the employees said that they prefer indirect recruitment and selection. 72% the employees said that they prefer third party recruitment and selection. QUESTION: When do you prefer to go for manpower planning? S. NO. | OPINION| NO. OF RESPONDENT| PERCENTAGE (%)| 1. | Yearly| 15| 60| 2. | Quarterly| 2| 8| 3. | No Fixed Time| 8| 32| Around 60% of the employees said that they prefer yearly manpower planning. 32 % of the employees said that they do not follow any pattern they don’t have any fixed time manpower planning. 8% of the employees said that they prefer quarterly manpower planning. QUESTION: Do you think the present recruitment policy is helpful in achieving the goals of the organisation? S. NO. | OPINION| NO. OF RESPONDENT| PERCENTAGE (%)| 1. | Yes| 10| 40| 2. | No| 7| 28| 3. | To some extend| 8| 32| Around 40% of the employees said that the company’s recruitment policy is helpful in achieving the goals. 28 % employees said that the company’s recruitment policy is not helpful in achieving the goals. 32% employees said that the company’s recruitment policy is helpful to some extend in achieving the goals. QUESTION: Is there any provision for evaluation and control of recruitment and selection process?