Internship Report _ Hrm _ Central Railway Workshop, Mysore _ Final To Print (2) y2030

J.S.S. Mahavidyapeetha

SRI JAYACHAMARAJENDRA COLLEGE OF ENGINEERING Department of Mechanical Engineering Mysuru - 570006 An Autonomous Institution d to

Visvesvaraya Technological University

SYNOPSIS On

“A study and analysis of customer perception on

nandini

milk

promotional

and

its

activities

products, on

and

creating

Mysore city” Submitted by

SHASHANK L. 4JC15MEM08 4rd Sem., Master of Technology in Master of Engineering Management

Under the guidance of Dr. R.Ravishankar Associate Professor, Dept. of Mechanical Engineering, S.J.C.E., Mysuru.

Impact

of

awareness

at

February 2017

LIST OF ABBREVIATIONS Abbreviation

Stands for

AC ADEE AMM APE AWM BG BSNL BTC CMT CNC CUG CWM Dy.CEE EOT GOI HRM JI JSS KVA KW LHB MEM MG MTech PCO POH QC RRB SI

Air Condition Assistant Divisional Electrical Engineer Assistant Materials Manager Assistant Production Engineer Assistant Works Manager Broad Gauge Bharat Sanchar Nigam Limited Basic Training Center Chemical and Metallurgical Lab Computer Numerical Control Closed Group Chief Workshop Manager Deputy Chief Electrical Engineer Electrically Operated Tranship Government Of India Human Resource Management Junior Instructor Jagadguru Sri Shivarathreeswara Kilo Volt Ampere Kilo Watt Linke Hoffman Busch Master of Engineering Management Metre Gauge Master of Technology Production Control Organisation Periodic Over Hauling Quality Control Railway Recruitment Board Senior Instructor

Abbreviation

Stands for

SIM SJCE SMM Sr. AFA Sr. DMO SS SSE SW Railway SWRMU

Subscriber Identification Module Sri Jayachamarajendra College of Engineering Senior. Materials Manager Senior s & Financial Advisor Senior Divisional Medical Officer Shop Schedule Senior Section Engineer South Western Railway South Western Railway Mazdoor Union

UPSC WM WPO XEN

Union Public Service Commission Works Manager Workshop Personnel Officer Divisional Engineer (HQ)

ACKNOWLEDGEMENT A lot of Cauvery water has flown from K.R.S. dam to Tamilnadu, since I started this Internship Programme and by the time of presenting this Report, a huge lot of Black Money has been curbed in Indian Economy, by Demonetisation of high value notes. This report of Industrial Visit / Internship Programme bears the imprint of many persons who have helped me in many ways in completing this programme successfully. I would like to convey my heart full gratitude to all of them. I would like to take this opportunity for thankfulness to Dr. Syed Shakeeb Ur Rahman, Principal, Sri JayaChamarajendra College of Engineering (S.J.C.E.), Mysore. I like to express a deep sense of gratitude to beloved Dr. K. Chandrashekara, Professor and Head, Department of Mechanical Engineering, S.J.C.E., Mysore, for forwarding my letter of interest to take up Internship Programme at Central Workshop, S.W. Railway, Mysore. I am highly indebted to treasured Guide Dr. T. Manjunatha, Associate Professor, Department of Mechanical Engineering, S.J.C.E., Mysore, for his guidance and constant supervision as well as for providing needed information and regarding this Internship Programme and preparation of this Report which is in your hand now. He always evinced keen interest in my work. I would like to express my deepest gratefulness to Shri. Zaheer Ahmed Khan, Technical Assistant to Chief Workshop Manager, Central Workshop, South Western Railway, Ashokapuram, Mysore, for providing me an opportunity to step into the Workshop and also he was the moving force by which I could meet and discuss the required personnel in the Workshop and successfully fulfil this Internship Programme. I have taken efforts in this Internship Programme. However, it would not have been possible without the kind and help of Shri. Prasanna B. Watwe, Senior Section Engineer, Planning, Central Workshop, South Western Railway, Ashokapuram, Mysuru. I also extend my heart full thanks to him. I like to put it on paper my sincere thanks to Shri. K. M. Kesari, Junior Planner, Planning Section, Central Workshop, South Western Railway, Ashokapuram, Mysuru, for his guidance in the subject and technical knowledge which he provided, and without which this task would have remained incomplete.

I would like to put on record my heartfelt gratitude to Shri. Ramnath G., Welfare Inspector, Central Workshop, South Western Railway, Ashokapuram, Mysuru, for the useful cooperation provided by him. His valuable suggestions and information was an added source of asset to this Report. I am extremely fortunate to having blessed with the benevolence of my parents, who empowered me with lots of , confidence, motivation and enlightened my journey by clearing every hurdle which came in the way. The satisfaction and euphoria that accompanies the successful completion of this task will become total with thanking all those who have helped me directly or indirectly towards the completion of this Internship Programme.

Mohan Kumar G. 3rd Sem., M.Tech. (M.E.M.) SJCE, Mysuru.

CONTENTS Chapter

1.

2.

3.

Title

Need for Industrial Training

1-3

1.1 Need for Industrial Training / Internship Programme

1

1.2 In-Plant Training

1

1.3 General Objectives of Industrial Training

1

1.4 Methodologies for Data Collection

2

1.5 Objectives of My Internship Study

3

Railway Workshop, Mysuru

4-12

2.1 Brief history of Railway Workshop

4

2.2 Salient Features of Central Workshop, Mysuru

6

2.3 Organizational Chart of Central Workshop, Mysuru

8

2.4 Railway Workshops in India

9

2.5 Production Control Organisation in Railway Workshop

10

2.6 Working Hours, Attendance and Communication

10

Different Shops in Railway Workshop 3.1 Brief of Different Shops

4.

Pages

13-26 13

HRM in Railway Workshop, Mysuru

27-40

4.1 Human Resource Management

27

4.2 Human Resource Planning

27

4.3 Recruitment and Selection

28

4.4 Induction and Training

31

4.5 Basic Training Centre in Railway Workshop

32

4.6 Performance Appraisal

34

4.7 Wage Determination

35

5.

6.

7.

4.8 Pay Structure in Railways

36

4.9 Industrial Relations

39

4.10 S.W.R.M.U.

39

Welfare of Employees in Railway Workshop

41-53

5.1 Welfare of Employees

41

5.2 Employee Welfare Officer

42

5.3 Statutory Welfare Measures in Workshop

43

5.4 Non-Statutory Welfare Measures in Workshop

44

5.5 The Factories Act of 1948

50

5.6 The Employees’ Provident Fund Act 1952

52

5.7 The Payment Of Gratuity Act, 1972

52

5.8 The Maternity Benefit Act, 1961

53

Suggestions and Conclusion

54-55

6.1 Suggestions for Future Developments

54

6.2 Lessons learnt

54

6.3 Conclusion

55

References

56

Internship Report on "Railway Workshop Mysore - H.R.M. & Welfare of Employees"

Chapter 1

NEED FOR INDUSTRIAL TRAINING 1.1 Need for Industrial Training / Internship Programme According to WordWeb Dictionary, Intern means "An advanced student or graduate gaining supervised practical experience." According to Oxford Dictionary, Internship means " a period of time during which a student or new graduate gets practical experience in a job, for example during the summer holiday/vacation." An internship is an opportunity offered by an employer to potential employees, called interns, to work at a firm for a fixed, limited period of time. Interns are usually undergraduates or students, and most internships last for any length of time between one week and 12 months.

1.2 In-Plant Training In-plant training is a study of organization structure, system and process at industry to get an exposure to the working culture of an organization and to enrich the practical knowledge. In-plant training helps to study a problem in an industrial perspective and submit the reports to the college/university. Training in the industry provides the trainees with the opportunity to understand the problem and the method of solving them. Such in-plant training will provide an industrial exposure as well as to develop career in the high tech industrial requirements. I have done my Internship/Industrial Training for two months at "Central Workshop, South Western Railway, Ashokapuram, Mysuru". Here I have opted to focus on the theme of “Railway Workshop Mysore - H.R.M. & Welfare of Employees”.

1.3 General Objectives of Industrial Training  To study the working culture of organization and to learn real life application of management principles.  To relate the theoretical concepts learnt in the classroom to organization functioning.  To understand the formal and informal relationships in an industrial organization so as to

S.J.C.E., 3rd Sem. M.Tech. (M.E.M.)

Page | 1


promote favourable human relations and teamwork.  To understand the functions and responsibilities of different departments.  To study the efforts of organization especially with respect to Human Relations Management to provide the Welfare facilities to Employees.  To study the industry profile, history of the organization, past performance of the organization.  To learn the safety practices in the industry and to develop a sense of responsibility towards society.

1.4 Methodologies for Data Collection In the 2 months' of Industrial Training, I have followed few methods to gather sufficient information for this report. The main source of information was gathered through interviews with particular employees and managers. They were very approachable and aided me in providing information and knowledge. Next, discussion method was also used to gather information. I discussed with the staffs on certain task that I was not sure and they helped me by explaining briefly about their job description and also about the organization. Apart from that, observation method was used to gather information. I observed how the task is carried out, how the staffs interact among themselves, how the working culture is practiced, how the relationship between the manager and the employees is and the how the working environment is.

1.4.1 Primary Data:  Primary data was collected through formal interviews with supervisory grade personnel and Managers/Welfare Officers.  Opinion and suggestions were collected from sample respondents interviewed at the company. 1.4.2 Secondary Data: Secondary data was collected from various sources like,


Page | 2




Brochures



Circulars



Annual reports



Through internet

1.5 Objectives of My Internship Study The Primary Objective of my study was : 1. To know about the basic profile of the organisation, Central Workshop, South Western Railway, Mysuru. 2. To have a basic understanding of the Human Resource Management in Central Workshop, South Western Railway, Mysuru. 3. To learn about the Employee Welfare measures being implemented in Central Workshop, South Western Railway, Mysuru.


Page | 3


Chapter 2

RAILWAY WORKSHOP, MYSURU 2.1 Brief history of Railway Workshop The Railway Workshop at Mysuru was established as a base workshop of the erstwhile Mysore State Railway in 1924. Consequent to the transfer of few sections like Bangalore – Harihar and Yeshvanthapur– Hindupur to the State Railways, the workshop was expanded to the present form in 1938 with the task of maintaining the MG Rolling stock in the then undivided Mysore and Guntakal Divisions. With the formation of integrated Southern Railway in 1951, this workshop became part of Southern Railway. Progressive dieselisation of the MG sections coupled with the policy of uni-gauge contributed to the steady decline of MG load arising. The legacy of “Skill and dedication” of the Mysore workshops was not destined to be abruptly reduced to redundancy. A proposal for converting this shop into BG was sanctioned in the year 1992-93 at a cost of Rs.721.12 lakhs. BG coach POH (Periodic Over Hauling) was started in this workshop from August 1994 onwards.

Fig. 2.1 Historic and Present views of Railway Workshop, Mysuru.


Page | 4


Now to add a feather on the cap, this workshop has been nominated for carrying out SS-1, SS-2 and SS-3 Schedules for the LHB coaches, which were started from Nov-2012 onwards. Mysuru Railway Workshop is now equipped to undertake POH of 60 Non AC & 10 AC BG coaches with capacities to feed the requisite spares not only to the workshop but also to Mysore and Bangalore Divisions. The activities have steadily increased like POH of MG Steam Locomotives, Coaches and wagons. The Peak POH work load was of the order of 8.0 Steam Locomotives, 62.5 units of MG coaches and 257 MG wagons units per month. The peak staff strength of this workshop was in the order of 2800 during the peak out turn period. Mysore workshop has obtained ISO 9001-2000 quality system standards certificate during January 2004 from the bureau of Indian standards and ISO 14001 environment management system certificate during February 2003 from the British standard institute, London. The workshop became the first repair workshop to obtain OHSAS 18001 for occupational health and safety during January 2005 from Indian quality system, Mumbai.

Fig. 2.2 Image showing the Main Gate of Central Workshops, S.W. Railway, Mysuru


Page | 5


2.2 Salient Features of Central Workshop, Mysuru The below table gives a picture of salient features of Central Workshop, Mysuru. Total Area

1,01,171 sq m.

Covered Area

30, 565 Sq m.

No. of M&P’s

250

No. of EOT Cranes

12

Total Connected load K.W

5283

Contract demand in K.V.A

800

No. of Shops

15

Total Employees sanction

1902

Outlay per annum (BE for 2016-17)

Mech.

133.00 Crores

Elect.

26.20 Crores

Total

159.20 Crores

Labour Charges

73.70 Crores

Material charges

72.00 Crores

Miscellaneous charges

10.00 Crores

Average water consumption /month

58 Lakhs ltrs.

Average Electricity consumption per month

70,556 units

POH Target /

Non AC coaches

780

Year (2016-17)

AC coaches

120

Total

900

POH -Non AC

Rs. 9,39,580/-

Corrosion Repair – Non

Rs. 11,01,430/-

Unit cost

Repairs


Page | 6


(2015-16)

AC POH – AC (Roof Mounted)

Rs. 16,74,720/-

Average Man

POH-Non AC

3192 M.hrs.

Hours/coach (2015-16)

Corrosion Repair-Non

3964 M.hrs.

AC

Average repair

POH-AC (Roof Mounted)

4474 M.hrs.

Non AC

17.90

AC

21.59

AC(LHB)

24.36

days

Table 2.1 Salient features of Central Workshop, Mysuru


Page | 7


2.2.1 Main Activities of Mysore Workshop  POH of AC Coaches and Non AC Coaches  IOH of AC and Non AC coaches  Shop Schedule 1 (18 months), SS 2 (36 months),

SS 3 (72 months) attention of

LHB Coaches

2.2.2 Other Activities of Mysore Workshop o Manufacturing of Composite Brake Blocks o Manufacturing of Toy trains o Maintenance of Machinery and plant of Mysore Division, Bangalore Division and KJM Shed o Manufacturing of assorted components for divisions o Certification of safety wire ropes of Mysore division, Bangalore division & KJM shed

Fig. 2.3 Composite brake blocks and Toy Trains manufactured in Workshop, Mysuru.

Fig. 2.4 Image showing the Main Entrance of Central Workshops, S.W. Railway, Mysuru


Page | 8


2.3 Organizational Chart of Central Workshop, Mysuru

Fig. 2.5 Hierarchical Organisational Chart of Central Workshop, Mysuru. 2.3.1 Snapshot of Work Force at Central Workshop, Mysuru

Category

Sanctione

Actua

Vacanc

d

l

y

Mechanical, Electrical and Personnel Departments Supervisors

182

130

52

Artisan

1570

1492

78

Canteen

11

12

-1

Ministerial (PB & NPB)

103

76

27

(BTC, CMT & Drawing)

19

10

09

Gr D, Typist & Steno

17

12

05

1902

1732

170

Total

s Dept. Supervisors

18

12

6

Staf

44

32

12

Total

62

44

18

Stores Dept. Supervisors

34

31

03

Staf

170

152

18

Total

204

183

21

Table 2.2 Staff Statistics of Central Workshop, Mysuru as on July 2016


Page | 9


2.4 Railway Workshops in India Sl. No. 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42

Name of Workshops Kurduwadi Matunga Parel Jamalpur Kanchrapara Lilluah Samastipur Mancheswar Alambagh Amritsar Charbagh Jagadhari Kalka Jhansi Gorakhpur Izatnagar Dibrugarh New Bongaigaon Tindharia Ajmer (Carriage) Ajmer (Loco) Bikaner Jodhpur Golden Rock Perambur (Carriage and Wagons) Perambur (Loco) Lallaguda Tirupati Guntapalli Kharagpur Raipur Nagpur Hubli Mysore Bhavnagar Dahod Junagarh Parel Mahalaxmi Pratapnagar Bhopal Kota

Railway Central Eastern East Central East Coast Northern North Central North Eastern Northeast Frontier

North Western

Southern South Central South Eastern Southeast Central South western

Western

West Central

Table 2.3 List of Railway Workshops in India


Page | 10


2.5 Production Control Organisation in Railway Workshop To ensure the stringent Quality Control and Progress monitoring, there is a separate Production Control Organisation (PCO) wing. Under this PCO, there is a Progress division, Planning division and Inspection division. Progress division deals with the chasing of the Targets set. Type of material required, What are the materials required and quality of materials required, procurement of materials etc will be done by this Progress division. Planning division deals with Estimates, fixing of rates for works, Time Study, Job Study etc will be done. Inspection division has an eagle eye over the Q.C. of all the production done in every dept. Every job has be to inspected and certified by this Inspection Division. Central PHR is also performing this work. Neutral Train Examiners are also having vigilant eyes on the jobs done. These people are recruited by Central Govt. and have an unbiased Q.C. Q.C. dept. also assesses the wastages and do condemnation of old and obsolete machineries / materials. Ultra Sonic testing of wheels is conducted, as it will show clearly any cracks inside the wheels of Trains, which can't be seen by naked eyes. Also a CMT Laboratory is there where they will certify the materials.

2.6 Working Hours, Attendance and Communication 2.6.1 Working Hours and Attendance System In Central Workshop, Mysuru, the working hours are as follows: a) Office / Ministerial Staff :-

Duty : 9:30am to 5pm Lunch : 1:00pm to 1:30pm

For Ministerial / Office staff, the attendance method is to put their signature in the attendance s provided in their respective offices.

b) Workshop / Technical Staff :-

Duty : 7:00am to 4:30pm Break : 11:30am to 1:00pm

Gate attendance facility is provided for Workshop / Technical staff to put their duty


Page | 11


attendance. Here they use Punching system. Every day personnel should punch for 4 times during working hours. One during entry to duty at 7:00am, then again while exit for Break / Lunch at 11:30am, and again while coming back to work after lunch at 1:00pm and finally during exit from duty at 4:30pm. Every shop has got its own punching clock and booth and the respective staff should punch their duty timings there. One witnessing charge man will be there and One Time Officer will be present to ensure proper attendance of the employees.

2.6.2 Communication System For general purpose communication, workshop employees use Telephones by way of Intercom. For Communicating with paper works with other offices and Head Quarters, they use Fax machines. For communication between employees/officers/different sections of workshop, they have Intranet facility, in which they use Outlook Express software for efficient communication within organization by sending e-mails. Also other than this, the employees use other e-mail applications like GMail, Yahoo Mail etc., for communication. If some accidents takes place or if some material defects due to material handling, then to communicate that, they take Photographs and Videos to inform to higher authorities and to analyzing the mishaps. Mobile phone handsets are provided to all the Supervisors by Railway Department for communication during working hours in working place. SIM by BSNL is also provided for this with CUG (closed group) facility. This is very useful for personnel doing works in Railway Tracks, Engines and Trains so that they can communicate freely without wasting time and resources.

2.6.3 Meetings Daily meetings at 8:30 am will be done where officers will discuss and decide the day's works to be done or daily production targets to be achieved, and problems to be overcome. Again Monthly target meetings will be held, so that they are in control of Annual Targets, and they can compensate/make up any lag in works. There they will discuss the


Page | 12


reasons for lagging such as material problems or labour shortage etc, and how to overcome those deficiencies and how to push up the lagging works and attain the predetermined target levels. Also many other meetings are conducted, depending upon the subject and importance or any contingencies. Even meetings with the Labour Organizations/ Trade Unions will be held. Here certain grievances of employees will be heard through Trade Unions, and their Demands will be noted and later officers in liaison with Trade Unions Leaders will come to a concluding Offers.


Page | 13


Chapter 3

DIFFERENT SHOPS IN RAILWAY WORKSHOP 3.1 Brief of Different Shops Railway Workshop, Mysuru has the following 15 Shops. Let us have a brief understanding of what activities are undertaken in each shop, so that we will be having a good idea of what activities / processes happens inside Central Railway Workshop. 1. Machine shop (MS) 2. Wheel shop (WS) 3. Bogie repair shop (BRS) 4. Carriage lift shop (CLS) 5. Spring shop (SS) 6. Composite brake block shop (CBB) 7. Air brake shop (ABS) 8. Heavy corrosion repair shop (HCR) 9. Trimming shop (TS) 10. Paint shop (PS) 11. AC Coach shop (ACC) 12. Coach body repair shop (CBR) 13. Welding shop (WS) 14. Smithy shop (SS) 15. Mill Wright shop (MWS)

3.1.1 Machine Shop Activities undertaken in Machine Shop are:  Toy Train components manufacturing.  Bogie repair components manufacturing


Page | 14

Internship Report on "Railway Workshop Mysore - H.R.M. & Welfare of Employees"  Wheel components repair & manufacturing  Air brake components manufacturing  Heavy corrosion repair components manufacturing  Water Tank Reconditioning  Brake Beam Reconditioning  Plunger Reconditioning  Lower Spring Seat Reconditioning  IOH (Intermediate Over Hauling) of BG Coaches

3.1.2 Wheel Shop

Fig. 3.1 Figure showing the laying of Sleeper, Rails and Alignment of Axle on Rails. Wheel discs are mounted on the wheel seat of the axle. Tapering of wheels is provided for the easy movement of wheel set on rails without slipping. Activities undertaken in Wheel Shop are:  Axle turning using CNC axle turning lathe.  Boring of wheel disc using vertical turret lathe.  Detection of cracks and flaws using ultra sonic testing.  Pressing of wheels in to axle using hydraulic wheel press.


Page | 15


 Turning of wheel sets using HYT wheel lathe.  Condemning of wheel below the limit of standard.  Reconditioning of bearing

3.1.3 Bogie Repair Shop

ICF coach Bogie

Fig. 3.2 Image showing a Bogie assembly of Train Activities undertaken in Bogie Repair Shop are:  Washing of bogie  De-wheeling  Bolster reconditioning  Stripping of primary & secondary suspension  Assembly of above parts after reconditioning  Attachment of wheels to bogie frame

3.1.4 Carriage Lift Shop Activities undertaken in Carriage Lift Shop are:  Inspection of coach is done by the inspection department before bringing it to the CL shop.  Carriage is lifted with the help of EOT (Electrically Operated Traverse) and it is placed on ing stand.


Page | 16


 Bogie is dismantled from carriage and sent to the BR shop and Each parts assembled with bogie are dismantled and sent to their respective departments.

3.1.5 Spring Shop The spring section is of 12.5m x 12.5m square area. The majority of shop floor (9m x 8.5m) area is occupied for the testing activity. This is comprised of a Load Deflection Test Machine. The load testing is done by a modified compression testing machine which hydraulically operated, is used to measure the deflection of a spring. There is a temporary storage space where painted and colour coded springs are kept. Tagging of the grouped springs is also done in this area of Spring shop. Activities undertaken in Spring Shop are: 

Dismantling



Shot Blasting



Magnaflux Crack Detection



Load Test



Tagging



Painting



Coding

Fig. 3.3 Image showing Coil springs of Train

3.1.6 Composite Brake Block Shop Central railway workshop, Mysore; is the only workshop where the composite brake


Page | 17


block is manufactured in India. Composite brake block are used in braking system and they are manufactured in CBB shop.

Fig. 3.4 Image showing Composite Brake Blocks of Train

3.1.7 Air Brake Shop The brake system in which compressed air is used in the brake cylinder for the application of brake is called air brake. There are two types of Air Brakes, namely: 1. Direct release (Mainly used on American Rail Road) 2. Graduated Release (Used on Indian Railways) In Graduated Release system the brake cylinder pressure can be reduced gradually in steps in proportion to the increase in brake pipe pressure. 3.1.7.1 The enger Emergency alarm system: From childhood we were very curious whenever we read the sentence "To Stop Train Pull Chain" written under the enger Emergency Alarm System, which is provided at strategic points in most of the compartments of trains. Now let us give some time to understand its basic operation. The enger Emergency Alarm system has mainly the following parts. 1. enger emergency alarm valve ( PEAV ) 2. enger emergency alarm signal device (PEASD) The enger emergency alarm valve consists of a spring loaded hollow piston fitted with a check valve at the bottom. It has also got a control chamber at the bottom of the piston


Page | 18


and a brake pipe chamber at the top of the piston. A 4mm diameter exhaust port is provided at the bottom of the valve to release the air from main brake pipe. The brake pipe chamber available at the top of the piston is connected with the PEASD through branch pipes.

Fig. 3.5 Image showing the Working principle of enger Emergency Alarm System The PEASD consists of a pilot valve which can be operated by pulling the chain by the enger. It is also provided with two numbers of exhaust ports to facilitate the removal of air from the top of the piston (Brake pipe chamber) by pulling the chain.


Page | 19


Fig. 3.6 Image showing the actual enger Emergency Alarm System in a Train

3.1.8 Heavy Corrosion Repair Shop Onset of corrosion is indicated by flaking of paints, flaking of metal, pitting and rusting. Components like sole bar, trough floor etc, which are not visible from both sides, should be examined by tapping with a spiked hammer.

Fig. 3.7 Image showing a highly corroded Coach of a train Shell and locations prone to corrosion can be classified into two categories viz. Vulnerable' and 'not so vulnerable'. Though all parts of the coach are to be periodically inspected to ensure that there is no corrosion on any of the , particular attention should be paid to and locations categorized as 'vulnerable'.

3.1.9 Trimming Shop (Seats & Berths) In Trimming Shop, this kind of Procedure is followed for product identification and traceability. Coach number painted on the carriage identifies all the coaches coming in for painting. Though all the berths and seats in coaches are freely interchangeable with in the same coach it is not practiced for easy and quicker fitment after repair.


Page | 20


Fig. 3.8 Image showing the seats and berths in a train The berth and seats are identified where ever necessary with their irrespective coach number and seat position using chalk or paint in-order to assemble them back to original coach at original position. The various activities involved in Trimming Shop and its flow are shown in the below flow chart.


Page | 21


Receipt of Wheels

Ofer for frame repair

Pre-Survey Re-Cushion

Ofer for Unload the berth /

re-fixing

seats / backrest Segregate the defective components Load the berths / back rest in coach

Stitch chain covers, patch work, and wash Removal of plywood frame

Remove Cushion

Inspect

Despatch Attend defects if any Fig. 3.9 Flow chart showing the various activities in Trimming Shop

3.1.10 Paint Shop The various activities involved in Paint Shop for overhauling of coaches after the receipt of coaches from CBR are: Pre-survey, Washing, Surface preparation, undercoating (interior), Finishing (interior),


Page | 22


floor painting, applying putty (exterior), Flatting and exterior painting with finish coat, Marking stenciling and lettering, touch-up painting, inspection and dispatch.

Fig. 3.10 Image showing the Painting activity in the Paint Shop

3.1.11 AC Coach Shop In AC Coach shop, the periodic overhauling (POH) is carried out in following sections

1. Alternator (25KW) and regulator testing section 2. Regulator POH section 3. Pre-cooling transformer POH section. 4. Roof mounted packing unit. 5. AC coach glass section. 6. Battery POH

There are two types of AC Coaches, namely:  Under slung AC coaches  Roof mounted package unit (RMPU)


Page | 23


Segregate the coach based on type

Coaches without Cushioned Seats

Coaches with Cushioned Seats

Fig. 3.11 Image showing the AC coaches in a Train Unloading of seats and berths 3.1.11.1 Generation of electrical energy in AC coaches: The alternators are mounted on the wheel axles. When the wheels are moving, mechanical energy is produced. This energy which is produced in the alternator is supplied to the regulator.

Compartment & lavatory floor repair

The energy will be in the form of AC that is 415 V. the regulator converts this alternating

Interior repair

Exterior repair

current into direct current. One more direct current is supplied from the pre-cooling transformer. Both

the DCs are fed into the power . The so obtained direct current is used for fans and lighting purpose.

Coach washing and Painting

3.1.12 Carriage Body Repair Shop of Coach various activities overhauling of carriage bodyCoaches and its flowwithout are shownCushioned in the Coaches with The Cushioned Seatsinvolved in Type Seats below flow chart.

Fitment & alignment of seats

Inspection


Despatch

Page | 24


Fig. 3.12 Flow chart showing the various activities in Carriage Body Repair Shop

3.1.13 Welding Shop


Page | 25


The various activities carried out in welding shop are: Profile cutting, carbon-di-oxide welding, gas cutting, Arc welding, marking, grinding, drilling, De-burring. All these processes are carried out in a controlled condition. For welding, copper coated mild steel wire with carbon-di-oxide is utilized. The various components that are welded in this shop are Brake head, brake beam, equalizing stay, BSS hanger, BSS hanger block, alternator, scroll iron, Dash pit guide, anchor link, aluminium water tank. Aluminium water tanks are welded using argon gas. Rest of the components are welded using the mixture of argon, carbon-di-oxide & oxygen. Argon shield gases are used which will improve the quality of weld. The various activities involved in Welding Shop and its flow are shown in the below flow chart.

Reclamation

Manufacture

Gas cutting / welding

Inspection

Profile Cutting

Fabrication

Inspection

Inspection

Despatch

Fig. 3.13 Flow chart showing the various activities in Welding Shop

3.1.14 Smithy Shop The smithy shop is the place where the various parts of coaches and other equipment are forged into required shape and size.


Page | 26

Internship Report on "Railway Workshop Mysore - H.R.M. & Welfare of Employees" The smithy shop consists of huge power hammer, forge and blower for transmitting air for combustion. Smithy/forging is the metal forming operation in which the metal is heated to its plastic state and it is drawn into required shape and size by the application of sudden force using hammer manually or by using power hammers. In smithy shop, different varieties of forges are found where the metal to be shaped is heated to the temperature. In smithy shop, lot of precaution is necessary because the metals are worked at very high temperature and is very dangerous to worker. In smithy shop various types anvils, tongs are used for working.

Fig. 3.14 Image showing a activity in Smith Shop

3.1.15 Mill Wright Shop The Mill Wright shop is concerned with the maintenance of machine, air compressors, vacuum exhauster plants, pumps, blowers, EOT cranes, hoists, fork lifters, platform trucks, road cranes, Lorries of all shops. The various activities carried out in Mill Wright shop are: 1. Programmed replacement and disposal.

2. Plant maintenance system.


Page | 27


3. Preventive maintenance of M&P shops/divisions. 4. EOT crane and BD crane maintenance shop/divisions. 5. Internal transport maintenance. 6. Plant, spare, budget control, stores. 7. Reconditioning of machinery. 8. M&P information. 9. M&P installation. 10. General Service, distribution of water to shop and colony, scrap disposal. 11. Weighing machine. Shop out of rolling stock. 12. Yard shunting, shop out of rolling stock. 13. Development activities. 14. Maintenance of ETP


Page | 28


Chapter 4

HUMAN RESOURCE MANAGEMENT IN RAILWAY WORKSHOP, MYSURU 4.1 Human Resource Management “HRM is concerned with the most effective use of people to achieve organizational and individual goals. It is the way of managing people at work, so that they give their best to the organization.” - Invancevich and Glueck The 5 M’s in Production are Men, Material, Machine, Mission and Money. Of all these factors People or Human Resource is the vital and most essential factor in the process of production. It is the central resource of an organization and all other factors of production revolve around the same. The success of an organization depends on the quality of manpower it possesses. All the other factors remain dead or unutilized in the absence of ‘Human’ factor in the organization. Therefore human resource is considered to be the most important and significant factor for the production of utility goods and services needed by the society. The beauty of the human brain has made to fulfill the endless wants of individual in the modern era. Hence, management of ‘Human factor’ for an organization is the key issue. Human resource management is defined as management functions that helps manager’s recruit, select, train and develop for an organization.

4.2 Human Resource Planning Human Resource Planning also called as manpower planning process is a broad concept which involves issues on preparing plans for hiring human resources at the time of organizational need. Various authors have forwarded their views on HRP, illustrated as under: Dale S. Beach. “It is a process for determining and assuring the Organization to have an adequate number of qualified persons, available at the proper times, performing jobs which meet the needs of the enterprise and which provide satisfaction for the individuals involved.” Macbeth. ‘Manpower planning involves two stages. The first stage is concerned with the detailed planning of manpower requirements for all types and levels of employees throughout the period of the plan. The second stage is concerned with planning of manpower


Page | 29


supplies to provide the organization with the right type of people from all sources to meet the planned requirements.”

Fig. 4.1 Image showing the Process of Human Resource Planning

4.3 Recruitment and Selection Recruitment

Selection

1. Recruitment refers to the process of

1. Selection is concerned with picking up the

identifying and encouraging prospective

right candidates from a pool of applicants.

employees to apply for jobs. 2. Recruitment is said to be positive in

2. Selection on the other hand is negative in its

its approach as it seeks to attract as

application in as much as it seeks to eliminate as

many candidates as possible.

many unqualified applicants as possible in order to identify the right candidates.

Table 4.1 Difference between Recruitment and Selection 4.3.1 RECRUITMENT Railway Recruitment Board (RRB) is an organization that conducts the complete


Page | 30


recruitment procedure for the talented and dynamic job searchers to do the job in this sector. RRB and RRC is mainly involved in Recruitment of Group B, C and D posts. Group ‘A’ Group ‘A’ officers are recruited through UPSC and are placed in various organised services of the Railways such as IRPS, IRTS, IRAS, IRSE, IRSME, IRSS, IRSSE, IRSEE, IRMS etc. Some officers are recruited directly as special class apprentices. They are then imparted training in Railway Training Centre at Jamalpur. This mode of recruitment is restricted to Mechanical Department only. Group ‘B’ The recruitment to Group ‘B’ service is made through selections from the eligible Group ‘C’ employees. 70% of the assessed vacancies are filled by regular selection and 30% of the vacancies are filled by LDCE. Group ‘C’ Railway Recruitment Board makes majority of the recruitment to Group ‘C’. Normally such recruitments are made to initial grades. Recruitment is also made by GM on Comionate Grounds, Handicapped / Cultural/ Sports / Scouts quota, SC/ST special drive, etc. Group ‘D’ The recruitment to Group ‘D’ is made by emling the eligible casual labourers, substitutes and by recruitment through RRB. Appointments to Group ‘D’ is also made on Comionate Grounds, Handicapped / Cultural/ Sports / Scouts quota, SC/ST special drive, etc.

4.3.2 General conditions There is a standing order by Railway Department that 1% of labour should be reduced every year, as they are adopting and increasing the usage of latest world class and state of the art technology available. So to make-up this, personnel will be trained with multi-skills and proper and efficient utilisation and management of available man power. and by controlling the absenteeism. Providing employees with certain advanced tools and techniques, so that


Page | 31


they can do the same work with ease and less time efficiently and with less wastage/rejection. Nowadays many CNC machines are imparted as an initiative to use latest technology. By this the labour shortage can be overcome. Minimum qualification for any employee in Railways is S.S.L.C. for Group D posts. But if it is based on Compensatory Grounds, without even SSLC, then they will be given posts as Lashkar or Peon. Direct recruitments to Group C posts are made through RRBs.

RRB makes

recruitment on local/regional or All India basis. Regional/ local recruitment is resorted for recruitment to lower grade posts for which RRB or respective Railway istration issues notifications in English/Hindi/regional language as decided. All India basis recruitment is resorted for higher grade posts for which notification is to be issued in all leading newspapers. Notification of RRB is normally issued during May/June. A time limit of at least 6 weeks is allowed from the date of ment for submitting applications. In the notifications conditions regarding scheme of examination, scale of pay, qualification, age, number of vacancies, training, stipend etc., are shown. Application forms of RRB are in English and Hindi. The Nodal RRB in every Railway makes recruitment for ex-servicemen and for Group ‘D’ services.

4.3.3 SELECTION Reservation as prescribed is followed for recruitment of SC/ST/OBC candidates. 3% of vacancies on identified categories are reserved for physically handicapped employees. A reservation of 20% of vacancies in Group D and 10% of vacancies in Group C posts are provided for Ex-servicemen. Normal age limit for recruitment is 18 to 25 years and 18 to 28 years for Group D and Group C posts respectively. Age relaxation by 5 years is allowed for SC/ST and by 3 years for OBC candidates. Serving Government employees also enjoy age relaxation. The age of the candidate is reckoned at the time of applying and is not considered at the time of ing.


Page | 32


A candidate, who has more than one wife living, is not eligible for appointment. A person who is not able to declare his age should not be appointed in Railways. While entering the date of birth the source or authority is also to be entered. Candidates recruited are sent for medical examination before directing them for job or training. Different Medical classifications are prescribed in the Medical Manual for the purpose of Medical examination. All appointments are on probation for two years. The probationary period commences from the date of regular appointment and not from the date of training. Testimonials are verified at the time of interview and also at the time of ing. SC/ST candidate failing to produce community certificates are appointed provisionally. Their services are liable for termination, if they do not produce the community certificate within the time allowed.

4.4 Induction and Training Once an employee is selected and placed on an appropriate job, the process of familiarizing him with the job and the organization is known as Induction. Induction is the process of receiving and welcoming an employee when he first s the company and giving him basic information he needs to settle down quickly and happily and stars work. Induction is designed to achieve following objectives, namely: To help the new comer to overcome his shyness and overcome his nervousness in meeting new people in a new environment and to give new comer necessary information such as location of a cafe, rest period etc. Induction also helps in building new employee confidence in the organization. It also helps in reducing labour turnover and absenteeism and to develop among the new comer a sense of belonging and loyalty to the organization. Induction helps to build up a two-way channel of communication between management and workers and facilitates informal relation and team work among employee. Training means “process of teaching new knowledge and skills to perform their job effectively.” According to Dale S Beach, – “Training is the organized procedure by which people learn new knowledge and skills for definite purpose.” There are various methods of training, which can be divided in to cognitive and behavioural methods. 4.4.1 Computer Based Training


Page | 33


With the worldwide expansion of companies and changing technologies, the demands for knowledge and skilled employees have increased more than ever, which in turn, is putting pressure on HR department to provide training at lower costs. Many organizations are now implementing CBT as an alternative to classroom based training to accomplish those goals.

4.5 Basic Training Centre (BTC) in Railway Workshop, Mysuru. The aim of any industrial concern is to obtain the effective utility of human efforts in a most efficient way. To achieve this it is essential to have a systematic training organisation called “Basic Training Centre”. The main object of this organisation is to see that all the employees are being imparted training according their need, so that planned activities are carried out with qualified staff and ensure the quality of the system. This organisation is under the control of Assistant Production Engineer and is integrated scheme consisting of three main sections. 4.5.1 Organisation Chart Of Basic Training Centre TA to CWM & BTC in-charge Senior

Senior

Instructor - I

Instructor - II

Junior

Junior

Junior

Instructor - I

Instructor - II

Instructor - III

Fig. 4.2 Image showing the hierarchical organisation structure of BTC Training needs of employees are obtained from shop in-charges. Based on this the SI/BTC prepares the annual training calendar for different training’s and circulates to all the shops so that the in-charges can depute their staff to attend the training at BTC. The following training programmes are conducted in BTC, Mysuru: 1. Act Apprentice Training


Page | 34


2. GOI Trainees Training 3. Technician III Training 4. Ex servicemen Training 5. Basic fitting 6. Measuring instruments 7. Reading of drawing 8. Safety awareness 9. Fire fighting 10. First aid 11. Basic electricity 12. Basics of welding 13. Heat treatment For Technical departments, the minimum qualification is I.T.I. or Diploma. Training at different levels are done. For lower grade levels, Training is at Central Workshop Mysuru itself in "Basic Training Center" only for fresher with S.S.L.C. and I.T.I. as their education. Also later some candidates will be absorbed into service of Railways, depending upon the personnel requirement. Other candidates will be having better trained, skilled knowledge and they can pursue their own enterprise in their lives, as this is a certified course provided by Govt. Of India initiative. They can go in search of job opportunities with this certification/skill. Certain rehabilitation course for ex-servicemen is also given in Basic Training centre. For them also employment is provided in Workshop as per the requirement. Also they will be provided with Certificate for the Training/Skill imparted. For Diploma and B.E. educated candidates, Supervisors Training Centre, at Bengaluru conducts the training. For Managerial/Supervisory levels RRB appointed employees, before inducting them to job, they will be well trained at Supervisors Training Centre and also in Electrical Training Institute,Chennai,where they undergo thorough training for 12 months. Advanced training for Supervisors will be provided by Staff Training College in


Page | 35


Bengaluru, such as Basic Computer Skills, where they will be imparted training regarding usage of computer, MS Word, Excel, Powerpoint, Access, Internet usage, etc. Then for "Cost Study", the training will be provided in Hyderabad. For technical staff, training like "Advanced Welding Technologies" will be given batch by batch. Also to get multi-skilled knowledge, they will be given training in other fields, other than their basic field of education. For example, if there is an employee with I.T.I. Turner, then he will be provided with opportunity of additional training with Welding or with Fitting or Electrician and so on, so that they will be multi-skilled personnel and this is very useful in efficiently managing the labour shortage problems and also in achieving the production targets easily. This is also useful to overcome problems like Retirement of a skilled employee or in any accidents of a skilled labour, then the other employee with multiskilled will be used to compensate this temporarily.

4.6 Performance Appraisal In simple , performance appraisal may be understood as assessment or measurement of an individual’s performance in systematic way. The performance being measured against such factors as job knowledge, quality and quantity of output, initiative, leadership abilities, supervision, dependability, cooperation, judgment, versatility, health and like.

4.6.1 Objectives of Performance Appraisal The main purposes of performance appraisal are as follows: 1. It acts as a base for promotion process. 2. To confirm the job of a probationary employee. 3. To access the training need of the employees. 4. To decide on the issue of necessary pay rise. 5. To set a minimum benchmark of standard performance at work. 6. To let the employee know about their work progress and present level of performance. 7. To improve the communication process in an organization.


Page | 36


8. To evaluate the effectiveness of human resource process like recruitment, selection, training and transfer. 9. To build healthy competition in the workplace by creating a competitive base or standard among employees. 10. To evaluate the employees from the organizational view point and their improvement in work.

4.6.2 Methods of Performance Appraisal There are a number of methods available to measure the employee’s performance. These methods can be broadly classified into a. Traditional methods and b. Modern methods As Central Workshop, Mysuru, is a Central Government organisation, the Promotion/Demotion/Disciplinary actions are as per Central Govt. Rules. Promotions are also given to employees according to the time period and experience. Eligible Group ‘B’ officers are also regularly placed in Group ‘A’ in accordance with the prescribed percentage after they are selected by a Departmental Promotional Committee, which includes an UPSC member.

4.7 Wage Determination No organization can expect to attract and attain qualified and motivated employees unless it pays them fair remuneration. Employee remuneration therefore influences vitally the growth and profitability of the company. Wages and salaries have significant influence on our distribution of income, consumption, savings, employment and prices. Thus employee remuneration is a very significant issue from the viewpoint of employers, employees and the nation as whole. As Central Workshop, Mysuru, is a Central Government organisation, the Wage determination is done by Government of India, as per Central Government Rules, and under the purview of Department of Indian Railways.


Page | 37


4.8 Pay Structure in Railways Revised Pay Structure for Posts in Group 'A', 'B', 'C', & 'D' as per Ministry of Railways, Government of India. (according to the recommendation of 7th Central Pay Commission) is as follows with Pay Band 1 through Pay Band 4, starting Pay Band as Rs. 5,200-20,200 and so on and also within each Pay Band, posts are again sub divided into different Levels, and also corresponding Grade Pays. The respective Entry Pay (EP) is the initial Pay which a personnel will receive when he s the service as his 1st month salary. The Pay includes "EP+GP", i.e., Pay means Entry Pay + Grade Pay correspondingly to the Level in which the staff is placed in the Pay Band. Index is the multiplying factor, which one should use to arrive at the new salary fixation as per the 7th Central Pay Commission. The index / multiplying factor should be multiplied with the recent old Pay as on 01.01.2016, which a person was drawing, and the new Pay is fixed to the nearest Amount arrived by such calculation. Then the New Pay is fixed at that corresponding Level for the respective staff. For Example, if we consider an S.S.E. who was having a Old Pay of Rs. 25,000 will have New Pay fixation at Rs. 66,000 in Level 7 with using 2.62 as the multiplying factor / index. (Rs. 25,000 x 2.62 = Rs. 65,500. So new pay fixation is to the nearest Rs. 66,000 as giving in Level 7 and Sl. No. 14 as shown in the table given in next page). The following table shows some of the examples of posts with their placement of Grade Pay, Pay Band, EP and Level and also with Basic Pay. Name of the Posts

Level

Pay Band

Grade

Entry

Basic Pay

Pay

Pay

Rs.

Helper / Khalasi

1

5,200 - 20,200

1,800

7,000

8,800

Technician III

2

5,200 - 20,200

1,900

7,730

9,630

Junior Clerk / Tech. II

3

5,200 - 20,200

2,000

8,460

10,460

Senior Clerk / Tech. I

5

5,200 - 20,200

2,800

11,360

14,160

Office Suptd. / J.E.

6

9,300 - 34,800

4,200

13,500

17,700

Chief O.S. / S.S.E.

7

9,300 - 34,800

4,600

17,140

21,740

The Gross Salary will be arrived at by adding appropriate D.A., H.R.A., and other allowances to the Basic Pay, as applicable to different posts and different working places. The Pay Structure in Indian Railways, as per the latest 7th Central Pay Commission


Page | 38


recommendation and also approved by Ministry of Railways, is as shown in the below given Table:

Group C posts come under from Levels 1-9, and Group B posts are under Levels 1012 with Pay Band of Rs. 15,600-39,100. Then Group A officers are placed under Pay Band of Rs. 37,400 - 67,000 from Levels 13 and above.


Page | 39


Table 4.2 Showing the Pay Structure of Employees in Railway Department


Page | 40


4.9 Industrial Relations The relationship between the employers and employees and trade unions is called Industrial Relations. Harmonious relationship is necessary for both the employers and employees to safeguard the interests of both the parties of production. The main concepts of industrial relations are 1. Preservation and promotion of economic interest of workers along with social interest. 2. Peace and productivity goes hand in hand hence attempt to reduce industrial dispute and promote peace is a necessity. 3. Employer employee relation should be made healthy and growing. 4. Running of the industry, day to day work should be made more democratic with increasing workers participation. 5. Producing products at a very competitive price so that country can promote export and our economy can improve. 6. Bringing mental revolution in management.

4.9.1 Causes of industrial unrest in India Causes of industrial unrest in India can be classified mainly under four heads they are 1) Financial Aspects 2) Non-financial aspects 3) s Causes 4) Government and political pressures 5) Other causes of strained relations

4.10 S.W.R.M.U. The South Western Railway Mazdoor Union (SWRMU) ed under No.ALC/HBL/RGN-01/2003. The SWRMU was formed with the inclusion of re-organised Hubli Division from South Central Railway and Bangalore & Mysore Divisions of Southern


Page | 41


Railway.

Fig. 4.3 Office of S.W.R.M.U. in Mysuru The SWRMU is established under the Trade Union Act, 1926. The new zone of South Western Railway was formed by the Govt. of India & Ministry of Railways in the year 2003. The SWRMU is d to All India Railwaymen Federation (AIRF), New Delhi, Hind Mazdoor Sabha (HMS) New Delhi & International Transport Federation(ITF). The SWRMU which is d to AIRF is controlling the Indian Railways being the largest Federation in Indian Railways. The SWRMU is functioning for welfare of Railwaymen, particularly for SWR Railwaymen. In the year 2003 the SWR started functioning with staff strength of 33,000 and at present 41,000 employees are working in entire SWR. This union is not only controlling the Railwaymen but also the contract labour’s working under this railway. This union is working as a Single Trade Union in this Railway on the basis of Secret Ballot -2013 conducted by Govt. of India & Ministry of Railways. No other trade union exist in this Railway. 4.10.1 Aims & Objectives of SWRMU 1. To organize the employees of the South Western Railway and to regulate their relations with their employers 2. To promote, protect, improve and safeguard the rights, interests, status and privileges of the South Western Railway employees by all recognized Trade Union 3. methods. 4. To promote economic, social, culture and political interests of the employees in alliance with the rest of the working class. To promote friendly feeling and foster a 5. spirit of brotherhood, solidarity and co-operation amongst the Railwaymen. 6. To improve efficiency of the railway services. 7. To take part in any democratic and socialist movement for the general advancement of the working class.


Page | 42


Chapter 5

WELFARE OF EMPLOYEES IN RAILWAY WORKSHOP 5.1 Welfare of Employees According to The Oxford Dictionary, Employee Welfare means "Efforts to make life worth living for worker." Employee Welfare is an important facet of Human Resource Management, the extra dimension, giving satisfaction to the worker in a way which even a good wage cannot. The workers in industry cannot cope with the pace of modern life with minimum sustenance amenities. He needs an added stimulus to keep body and soul together. Employers have also realized the importance of their role in providing these extra amenities. Employee welfare, though it has been proved to contribute to efficiency in production, is expensive. Each employer depending on his priorities gives varying degrees of importance to labour welfare. Welfare facilities are designed to take care of the wellbeing of the employees, they do not generally result in any monetary benefit to the employees. These facilities are not provided by employers alone. Governmental and non-governmental agencies and trade unions too, contribute towards employee welfare. Employee welfare is a comprehensive term including various services, benefits and facilities offered to employees by the employer. Through such generous fringe benefits the employer makes the life worth living for employees. The welfare amenities are extended in addition to normal wages and other economic rewards available to employees as per the legal provisions. The basic purpose of employee welfare is to enrich the life of the employees and keep them happy and contended. The concept of welfare can be approached from various angles. Welfare has been described as a total concept. It is a desirable state of existence involving for certain components of welfare, such a health, food, clothing, and housing, medical assistance, insurance, education, recreation. Job security, and so on. The constituents of labour welfare included working hours, working conditions, safety, industrial health insurance, workmen’s compensation, provident funds, gratuity, pensions, protection against indebtedness, industrial housing, restrooms, canteens, crèches, wash places, toilet facilities, lunches, cinemas, theatres, music, reading rooms, holiday


Page | 43


rooms, workers’ education, co-operative stores, excursions, playgrounds, and scholarships and other help for education of employees’ children and so on. 5.1.1 Objectives of Employee Welfare 

To give expression to philanthropic and paternalistic feelings.



To win over employee’s loyalty and increase their morale.



To combat trade unionism and socialist ideas.



To build up stable labour force, to reduce labour turnover and absenteeism.



To develop efficiency and productivity among workers.



To save oneself from heavy taxes on surplus profits.



To earn goodwill and enhance public image.



To reduce the threat of further government intervention.



To make recruitment more effective (because these benefits add to job appeal).

5.2 Employee Welfare Officer Section 49 of the Factories Act, 1948 provides that in every factory wherein 500 or more workers are ordinarily employed the employer shall appoint at least one welfare officer. In Central Workshop, Mysuru, there are 2 Employee Welfare Officers at present. The main duties of Employee Welfare Officers are:  Supervision  Counselling workers  Advising management  Establishing liaison with workers  Working with management and workers to improve productivity.


Page | 44


 Working with outside public to secure proper enforcement of various acts.

5.2.1 Types of Welfare Services The types of welfare services are as follows * Intramural: - These are provided within the organization like: 1. Canteen 2. Rest rooms 3. Crèches 4. Uniform etc. * Extramural: - These are provided outside the organization, like 1. Housing 2. Education 3. Child welfare 4. Leave travel facilities 5. Interest free loans 6. Workers cooperative stores 7. Vocational guidance etc.

5.3 Statutory Welfare Measures in Railway Workshop, Mysuru 1) Maternity and Adoption Leave Leave facilities like Maternity leaves of 180 days for female employees during pregnancy and special C.L. of 15 days as Paternity leave for male employees, during for their 2 live children. Female Employees can also avail maternity or adoption leaves. 2) Anti-Harassment Policy To protect employees from harassments of any kind, guidelines are provided for proper action and also for protecting the aggrieved employee. 3) Safety of Employees Inside the Railway Workshop, there is a "Safety Cell". The Safety inspector is available to ensure the safety of employees, and he is in charge of providing employees with


Page | 45


proper usage of safety tools and equipments and good practices to be followed. Every year workshop technical personnel will be provided with hand gloves, safety goggles, shoes, safety helmets etc. First aid appliances are provided and readily assessable for employees, so that in case of any minor accident initial medication can be provided to the needed employee. Fire extinguishers are located at strategic points inside every dept. of workshop. Also Fire Engines are always vigilant and ready 24 hours a day in tackle any emergency fire. Also fire routes are provided to be followed in case of any emergency. Also employees are imparted with short term training of Fire fighting in an emergency on how to handle/use the fire extinguishers and how to safely come out of any fire place and so on.

5.4 Non Statutory Welfare Measures in Railway Workshop, Mysuru Many non statutory welfare schemes that are implemented in Central Workshop, South Western Railway, Ashokapuram, Mysuru are: 1) Personal Health Care (Regular medical check-ups) Railway Health Unit is setup, for health check-up of employees inside the campus itself. Railway hospital at Vontikoppal, Mysore, with 40 bed capacity, is at service to safeguard health of railway employees and also their dependents can avail the medical facilities.


Page | 46


Fig. 5.1 Railway Hospital at Vontikoppal, Mysuru For higher treatments/facilities, Railway Department have tie ups with other Specialized hospitals in Mysore city like Vikram Hospital, J.S.S. Hospital, Cancer Hospital and so on. Any employee who is in dire need of higher treatment, will be directed to these specialized hospitals and their medical facility charges will be borne by Railway Department itself. Especially for heart related diseases/surgeries, they have their own Railway Hospital in Perambur, Tamil Nadu. Especially for Neurological related diseases/surgeries, they have tie up with NIMHANS, Bangalore. And for some special / rare diseases, some special Medical fund is also provided for employees. 2) Mental Wellness Programs In addition to the above mentioned Personal health Care programs, there is also a provision of physical and mental wellness programmes like Yoga, which is also regularly taught here at campus. 3) Medi-claim Insurance Scheme This insurance scheme provides adequate insurance coverage of employees for expenses related to hospitalization due to illness, disease or injury or pregnancy. Around 350 employees have been motivated to come under this insurance cover. 4) Employee Assistance Programs Various assistant programs are arranged like external counselling service so that employees or of their immediate family can get counselling on various matters. giving counselling to women employees for aiding women employees to successfully come out of any depression or problems facing in duty or other problems in life etc., Also Stress Mgmt. programmes will be organized by calling professionals in this field. 5) Kalyana Mantapam There is a Kalyana Mantapa, called as "Railway Samudaaya Bhavana", started in the year 2006. A Mantapa has been fabricated out of released materials for Railway samudhaya bhavan. The interior has been repainted and provided with fancy electrical fittings and focus


Page | 47


lights. Paver blocks are being laid in the foreground of bhavan. A 15 KVA generator has been installed to avoid inconvenience during power cuts. This will be offered to employees for any functions such as marriages, with very nominal amount of money. On an average, around 4 to 5 functions takes place in this Railway Samudaaya Bhavana per month.

Fig. 5.2 Railway Samudaaya Bhavana 6) Employee's Quarters Quarters are provided for Employees, so that they can live very nearby to Workshop and also give their best in efficiency in working. There are 4 types of quarters provided for different grades of officers, supervisory staff and technical staff in Ashokapuram, very next to Workshop campus. In total, there are 100 such quarters provided for employees/officers.


Page | 48


Fig. 5.3 View of a Type 1 Quarters for Lower Level Employees as Helper/Khalasi

Fig. 5.4 Type 4 Quarters for Officers Level, very near to Workshop Campus

Type 1 Quarters for Lower Level Employees, such as Helper/Khalasi Type 2 Quarters for Medium Level Employees, such as Jr. Clerk, Technicians Type 3 Quarters for Supervisors/Engineers, such as J.E., S.S.E. etc. Type 4 Quarters for Officers level.


Page | 49


7) Staff Benefit Fund There is a provision of Staff Benefit Fund, governed by central staff fund committee, at Hubli head quarters. The funds will be given by Railway Board to Hubli HQ and it is locally istered by Railway Officers. Rs. 800 will be given to this fund per employee per year by Railway Board. All permanent railway employees are covered under this scheme. Under staff benefit fund, these are facilities/offers advanced to employees: 1) Technical scholarship : scholarship for the children of officers of railways, who are studying in higher education like B.E., M.Tech., M.B.A., etc., Recently in the year 2015-16, 94 wards of railway employees have got Rs. 18,000 as Technical Scholarship. 2) For children of lower grade employees, this scholarship is offered not only for higher education, but also for any degree like B.A., M.A., etc., 3) Grants given for employees in case of sick, to assist his livelihood, 4) If an employee expires on duty, then temporarily at that time funds assistance will be offered. And later, on compensatory grounds, employment will be given to any adult member of that expired employee. Other than this, there will be special grants like for purchase of equipments/apparatus to canteen facilities in railway workshops. In addition to these, there is a provision of "Children Education Assistance" facility for the children of Railway Workshop employees. 8) Educational There is a Govt. school, inside the campus, which caters to the children of employees and for children of general public outside. The Higher Primary school from class 5 to class 7, consists of 95 children. The High School from class 8 to class 10, consists of 130 children. Both follow Kannada as the medium of instruction.


Page | 50


Fig. 5.5 Govt. Schools inside the Railway Workshop Campus 9) Library Facility Another feather in Central Railway Workshop campus is, Library and Books reading facility is available. Also a "Book Bank" is there, where there is availability of around 100 books related to Higher educational books, Technical Books, Medicine Books etc., Employees can borrow books from here to themselves or to their wards for higher education like M.Tech., M.B.A., M.B.B.S., etc., 10) Canteen Facility There is a provision of Canteen facility, next to Govt. High School inside the Railway Workshop campus. This is managed by the Employees of Railway Workshop itself, with an advisory committee headed by Personnel Manager. This canteen caters to the food needs of the Employees during their breakfast and lunch hours, where hygienic and nutritious food is provided at very nominal cost.

Fig. 5.6 Railway Workshop Canteen Facilities


Page | 51


Around 250-300 employees have their daily Breakfast from this canteen for just Rs. 20 each. Also for Lunch around 100 will be present on an average daily, and it costs just Rs. 25 each. Around 300-400 pieces of Snacks and Tea/Coffee will be delivered to the work place itself for just Rs. 5 each, for refreshment of employees. This canteen is run on "No Profit, No Loss" basis. Management and Workers are from Railway Workshop itself and hence such low price is possible to cater.

11) Railway Recreation Club There is a provision of Railway institute and Railway Recreation Club for employees, inside Central Railway Workshop, Ashokapuram, Mysuru campus itself. Here Gym facility is available with Heavy duty multi gym stations-04 Nos. for men and Light duty multi gym stations-01 No. for women & children. Also a shuttle bton playing court is located inside the premises. Other indoor games such as Carrom, Chess, etc are also provided for recreation of employees during their free time. All the permanent railway employees are of this club.


Page | 52


12) Women Empowerment There are in total 150 women employees are working in Central Workshop, Mysuru in offices/workshop in different cadres. Funds/Grants will be given so that, some camps will be organised especially for women employees for their empowerment. Also Health related programmes and camps will be conducted to make employees health awareness improve. Doctors will be brought to impart Health checkups and also Yoga and stress mgmt. programmes are conducted. Cholesterol, B.P., Diabetes, Bone Density Test etc. are also conducted often. Also to get refreshed from their stressful duty, 'Holiday Camps' are conducted frequently for women employees. Places like Delhi, Wagah Border, Amritsar, Agra and Mathura are visited during these holiday camps. Recently Twenty five women participated in this kind of programme. In addition to this, A Children’s camp was also conducted at Wonderla ( water park at Bidadi ) in the month of May-2016.

13) Grievance Redressal Provision for grievance redressal is also provided for each and every employees in Railway workshop. To redress from any grievance, employee should first "Welfare Inspector", (Central Railway Workshop is having 2 welfare inspectors) or they can concerned Chief office Superintendent. Also recently a website for online Grievance redressal for railway employees was launched by Railway Minister by its portal name, "Nivaaran" and solution will be given through online itself.

5.5 The Factories Act of 1948 The Factories Act is meant to provide protection to the workers from being exploited by the greedy business employments and provides for the improvement of working conditions within the factory premises. The main function of this act is to look after the welfare of the workers, to protect the workers from exploitations and unhygienic working conditions, to provide safety measures and to ensure social justice. Sections 11 to 20 of the Factories Act, 1948 deals with Health of employees.


Page | 53


Section 11: Cleanliness At Railway Workshop, Mysuru, priority is given to have a Clean environment. They have given proper instructions for all employees regarding the Cleanliness of the working environment. Section 12: Disposal of wastes and effluents Proper arrangments are made to dispose off the wastes from the workshop. Old and obsolete machines, instruments etc are condemned and sold off by auction. Section 13: Providing proper ventilation and maintaining proper temperature Railway Workshop is having a vast campus which covers an area of 1,01,171 sq. mtr. and has good planned workshop departments, with good and proper ventilation and Mysuru is by nature have proper and cool weather thereby giving good comfortable temperature at working place. Section 14: Removal of Dust and fume Proper care is taken for the removal of Dust and Fume Section 15: Providing artificial humidification There is no need for artificial humidification at Mysuru workshop, as the nature itself has comfortable humidity at working place. But even though, there is a provision of artificial humidification, if needed. Section 16: No Overcrowding Mysore Railway Workshop is having a very vast campus which covers an area of 1,01,171 sq mtr. and the overall actual strength of staff working here is only 1,959 in all departments. So there is no overcrowding. Adequate changing rooms are provided for workers to change their cloth in the workshop area and office premises. Adequate number of pigeon lockers are also provided to the workers to keep their clothes and belongings. Section 17: Proper Lighting Mysore Railway Workshop is having a very vast campus which covers an area of 1,01,171 sq. mtr. and all departments and workshops are constructed well planned and so there is no deficiency of proper lighting.


Page | 54


Section 18: Providing pure Drinking water At all the workshops and offices inside the campus, there is a provision of safe and hygienic drinking water provided. Section 19: Providing Latrines and urinals A sufficient number of latrines and urinals are provided in the offices and workshops premises and are also maintained in a neat and clean condition. Adequate numbers of restrooms are provided to the workers with provisions of water supply, wash basins, toilets, bathrooms, etc. Adequate washing places such as bathrooms, wash basins with tap and tap on the stand pipe are provided in the port area in the vicinity of the work places. Section 20: Providing Spittoon A sufficient number of Spittoons are provided in convenient places in the offices and workshops premises and are also maintained well. 5.6 The Employees’ Provident Fund Act 1952 The purpose of this Act: An Act to provide for the institution of Provident Funds, pension funds and deposit linked fund for employees in factories and other establishments. Contributions of 10% of the wages are paid by the employer and another 10% by the employees. This amount is deposited with the government which pays an interest. This Act also now has provisions for pension scheme. Benefits: The act has made schemes for 3 types of benefits, provident fund, family pension and deposit linked insurance. Family pension is payable to the widow or widower up to the date of death or re-marriage whichever is earlier. In the absence of the widow or the widower it is payable to the eldest surviving unmarried daughter until she attains the age of 21 years or marries whichever is earlier. Source of Funds: Here both the employer and the employee are required to contribute the provident fund every month at 8.33% of the basic wages, dearness allowance and retaining allowance. An employee can make a larger contribution up to 10% but there is no compulsion for the employer to make a matching contribution. 5.7 The Payment Of Gratuity Act, 1972


Page | 55


Purpose of the Act: An act to provide for scheme for the payment of gratuity to employees engaged in factories, mines, oil fields, plantations, ports, railway companies, shops or other establishments and matters connected therewith or incidental thereto. Gratuity shall be payable to an employee on the termination of his employment after he has rendered continuous service for not less than five years. (a) On his superannuation (b) On his retirement or resignation (c) On his death or disablement For every completed year of service or part thereof in excess of six months the employer shall pay gratuity to an employee at the rate of 15 days’ wages based on the rate of wages last drawn by the employee concerned.

5.8 The Maternity Benefit Act, 1961 Purpose of the Act: An Act to regulate the employment of women in certain establishments for certain period before and after child-birth and to provide for maternity benefit and certain other benefits. Any work which is of an arduous nature or which involves long hours of standing, or which in any way is likely to interfere with her pregnancy or the normal development of the foetus, or is likely to cause her miscarriage or otherwise to adversely after her health. Right to payment of maternity benefits is also provided in this period of leave.


Page | 56


Chapter 6

SUGGESTIONS & CONCLUSION 6.1 Suggestions for Future Developments It is a matter of great satisfaction that majority of the respondents whom I approached observe that Employee welfare measures are good in Railway Workshop. There is always scope for improving health and safety measures for the workers. It argues well for the company that majority of the respondents have expressed their satisfaction with regard to training in their area of job operations.  Welfare facilities like rest shelter may be provided to the employees as a whole.  Few respondents were not satisfied with cleaning and ventilation, so this area may be taken much care.  Welfare measures regarding recreational facilities should be properly maintained.  The social insurance measures may be provided to the employees.

 The Management of Workshop should emphasize on maintaining good relationship with the workers and superiors.  Employees co-operative Bank facility can be setup.  Social security and Old age security schemes should be implemented effectively.

6.2 Lessons learnt In-plant Training provided me with an opportunity to:  Improve knowledge and skills relevant to Human Resource Management and Welfare of Employees.  Visited different departments and had the knowledge about Management of Employees.  Understand the fundamentals of technology availability and using this for Human Resource Management (H.R.M.) efficiently.  Practical knowledge, experience with handling of employees, work handling, situation etc.


Page | 57


 Learnt about the Organizational Hierarchy.  Studied about the dress codes.  Learnt about the Communication practices followed in the organization.

6.3 Conclusion I feel that this internship report is really essential for every student of M.Tech. to get an idea about industry. By completing this report I have got an overall idea of all departments in a Railway Workshop, Mysuru and these are very helpful to know about the technical and management knowledge. This internship program helped me in easing the further challenges of my life. Railway workshop is really a good experience for me because most of the people whom I ed were very cordial and approachable and even few officers were of the nature of down to the earth. They gave me helpful insights and given me proper methods of practical learning. So at last there is a hope of eradicating the obstacle and become the leader of any industry in future.


Page | 58


Chapter 7

REFERENCES 1. 2. 3. 4. 5. 6. 7. 8.

www.google.com https://en.wikipedia.org http://www.indianrailways.gov.in/railwayboard/ http://7c.india.gov.in/pdf/sevencreport.pdf http://swrmu.com/about.html http://www.swr.indianrailways.gov.in/cris/view_section.jsp?lang=0&id=0,1,805,807 http://www.indianrailways.gov.in/railwayboard/view_section.jsp?lang=0&id=0,5,377 http://www.indianrailways.gov.in/railwayboard/view_section.jsp?

lang=0&id=0,1,304,366,552,694 9. dgms.gov.in/writereaddata/File/Factories%20Act,%201948.pdf 10. Human Resource Management, 1st Edition, a text book by : Dr. Pushkar Dubey and Dr. Ashok Yakkaldevi 11. Human Resource Management, 7th Edition, a text book by K. Aswathappa


Page | 59

Internship Report _ Hrm _ Central Railway Workshop, Mysore _ Final To Print (2) y2030

Overview 5o1f4z

More details 6z3438

Related Documents c2h70

Internship Report _ Hrm _ Central Railway Workshop, Mysore _ Final To Print (2) y2030

Railway Workshop Training Report 1ob4s

Internship At Gttc, Mysore 4y5j2f

Final Hbl Internship Report 1h1l5d

Final Internship Report 14i5x

Final Zong Internship Report 6q155v

More Documents from "shashank" 364y

Brand Plan For Pharma Products - Lecture Slides 4w1i52

Internship Report _ Hrm _ Central Railway Workshop, Mysore _ Final To Print (2) y2030

Sanskrit Computational Linguistics 442mk

Nism-series-i: Currency Derivatives Certification Examination 2h1t4x

The Miracles Of Urine Therapy 701l70