Customer Perception on Nandini Milk Products

J.S.S.
Mahavidyapeetha
SRI JAYACHAMARAJENDRA COLLEGE OF ENGINEERING
Department of Mechanical Engineering
Mysuru - 570006
An Autonomous Institution Affiliated to

Visvesvaraya Technological University
SYNOPSIS
On
A study and analysis of customer perception on

nandini milk and its products, and Impact of
promotional activities on creating awareness at
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.
February 2017
LIST OF ABBREVIATIONS
Abbreviation Stands for
AC Air Condition
ADEE Assistant Divisional Electrical Engineer
AMM Assistant Materials Manager
APE Assistant Production Engineer
AWM Assistant Works Manager
BG Broad Gauge
BSNL Bharat Sanchar Nigam Limited
BTC Basic Training Center
CMT Chemical and Metallurgical Lab
CNC Computer Numerical Control
CUG Closed User Group
CWM Chief Workshop Manager
Dy.CEE Deputy Chief Electrical Engineer
EOT Electrically Operated Tranship
GOI Government Of India
HRM Human Resource Management
JI Junior Instructor
JSS Jagadguru Sri Shivarathreeswara
KVA Kilo Volt Ampere
KW Kilo Watt
LHB Linke Hoffman Busch
MEM Master of Engineering Management
MG Metre Gauge
MTech Master of Technology
PCO Production Control Organisation
POH Periodic Over Hauling
QC Quality Control
RRB Railway Recruitment Board
SI Senior Instructor
Abbreviation Stands for
SIM Subscriber Identification Module
SJCE Sri Jayachamarajendra College of Engineering
SMM Senior. Materials Manager
Sr. AFA Senior Accounts & Financial Advisor
Sr. DMO Senior Divisional Medical Officer
SS Shop Schedule
SSE Senior Section Engineer
SW Railway South Western Railway
SWRMU South Western Railway Mazdoor Union
UPSC Union Public Service Commission
WM Works Manager
WPO Workshop Personnel Officer
XEN 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 support 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 support 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 support, 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 Title Pages
1. 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
2. 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
3. Different Shops in Railway Workshop 13-26
3.1 Brief Account of Different Shops 13
4. 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

4.8 Pay Structure in Railways 36
4.9 Industrial Relations 39
4.10 S.W.R.M.U. 39
5. 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
6. Suggestions and Conclusion 54-55
6.1 Suggestions for Future Developments 54
6.2 Lessons learnt 54
6.3 Conclusion 55
7. 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,

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.

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.

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

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&Ps 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 Mech. 133.00 Crores

(BE for 2016-17)
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
Unit Repairs POH -Non AC Rs. 9,39,580/-

cost
Corrosion Repair Non Rs. 11,01,430/-

(2015-16) AC
POH AC Rs. 16,74,720/-

(Roof Mounted)
Average Man POH-Non AC 3192 M.hrs.

Hours/coach
(2015-16) Corrosion Repair-Non 3964 M.hrs.
AC
POH-AC 4474 M.hrs.
(Roof Mounted)
Average repair Non AC 17.90
days
AC 21.59
AC(LHB) 24.36
Table 2.1 Salient features of Central Workshop, Mysuru

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

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
Sanctione Actua Vacanc

Category
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 &

19 10 09
Drawing)
Gr D, Typist & Steno 17 12 05

Total 1902 1732 170
Accounts 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

2.4 Railway Workshops in India
Sl. No. Name of Workshops Railway

1 Kurduwadi
2 Matunga Central
3 Parel
4 Jamalpur
5 Kanchrapara Eastern
6 Lilluah
7 Samastipur East Central
8 Mancheswar East Coast
9 Alambagh
10 Amritsar
11 Charbagh Northern
12 Jagadhari
13 Kalka
14 Jhansi North Central
15 Gorakhpur
North Eastern
16 Izatnagar
17 Dibrugarh
18 New Bongaigaon Northeast Frontier
19 Tindharia
20 Ajmer (Carriage)
21 Ajmer (Loco)
North Western
22 Bikaner
23 Jodhpur
24 Golden Rock
25 Perambur (Carriage and Wagons) Southern
26 Perambur (Loco)
27 Lallaguda
28 Tirupati South Central
29 Guntapalli
30 Kharagpur South Eastern
31 Raipur
Southeast Central
32 Nagpur
33 Hubli
South western
34 Mysore
35 Bhavnagar
36 Dahod
37 Junagarh
Western
38 Parel
39 Mahalaxmi
40 Pratapnagar
41 Bhopal
West Central
42 Kota
Table 2.3 List of Railway Workshops in India

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 Registers 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

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 user 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

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.

Chapter 3
DIFFERENT SHOPS IN RAILWAY WORKSHOP
3.1 Brief Account 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

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.

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
supporting stand.

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

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 Passenger Emergency alarm system:
From childhood we were very curious whenever we read the sentence "To Stop Train
Pull Chain" written under the Passenger 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 Passenger Emergency Alarm system has mainly the following parts.
1. Passenger emergency alarm valve ( PEAV )
2. Passenger emergency alarm signal device (PEASD)
The passenger 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

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 Passenger Emergency Alarm System
The PEASD consists of a pilot valve which can be operated by pulling the chain by
the Passenger. 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.

Fig. 3.6 Image showing the actual Passenger 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 members 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 members, particular attention
should be paid to members 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.

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.

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),

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)

Segregate the coach based on type
Coaches with Cushioned Seats Coaches without 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 panel. The so obtained direct current is used for fans and lighting
purpose.
Coach washing and Painting
3.1.12 Carriage Body Repair Shop
Coaches with The

Cushioned Seatsinvolved in Type
various activities of Coach
overhauling of carriage bodyCoaches
and its flowwithout
are shownCushioned
in the Seats
below flow chart.
Fitment & alignment of seats
Inspection

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

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

Profile Cutting Fabrication
Inspection 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.

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.

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

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 Ms 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 managers recruit,
select, train and develop members 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

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

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
Compassionate Grounds, Handicapped / Cultural/ Sports / Scouts quota, SC/ST special drive,
etc.
Group D
The recruitment to Group D is made by empanelling the eligible casual labourers,

substitutes and by recruitment through RRB. Appointments to Group D is also made on
Compassionate 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

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 Administration 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 advertisement 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 joining.

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 joining.
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 joins 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

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 trainings 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

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

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 multi-
skilled will be used to compensate this temporarily.
4.6 Performance Appraisal
In simple terms, performance appraisal may be understood as assessment or

measurement of an individuals 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.

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 employees 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.

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 joins 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.
Grade Entry Basic Pay

Name of the Posts Level Pay Band
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

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 10-
12 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.

Table 4.2 Showing the Pay Structure of Employees in Railway Department

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) Administrators 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) registered 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

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 affiliated to All India Railwaymen Federation (AIRF), New Delhi,
Hind Mazdoor Sabha (HMS) New Delhi & International Transport Federation(ITF).
The SWRMU which is affiliated 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 labours
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.

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, workmens compensation, provident funds, gratuity,
pensions, protection against indebtedness, industrial housing, restrooms, canteens, crches,
wash places, toilet facilities, lunches, cinemas, theatres, music, reading rooms, holiday

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 employees 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.

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. Crches
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

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.

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 members 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

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.

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.

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 administered 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 Support
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.

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

Around 250-300 employees have their daily Breakfast from this canteen for just Rs.
20 each. Also for Lunch around 100 members 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 badminton 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 members of this club.

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 Childrens 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 contact "Welfare
Inspector", (Central Railway Workshop is having 2 welfare inspectors) or they can contact
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.

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.

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

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.

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.

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 contacted 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.

Chapter 7
REFERENCES
1. www.google.com
2. https://en.wikipedia.org
3. http://www.indianrailways.gov.in/railwayboard/
4. http://7cpc.india.gov.in/pdf/sevencpcreport.pdf
5. http://swrmu.com/about.html
6. http://www.swr.indianrailways.gov.in/cris/view_section.jsp?lang=0&id=0,1,805,807
7. http://www.indianrailways.gov.in/railwayboard/view_section.jsp?lang=0&id=0,5,377
8. http://www.indianrailways.gov.in/railwayboard/view_section.jsp?
lang=0&id=0,1,304,366,552,694
9. dgms.gov.in/writereaddata/UploadFile/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

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J.S.S.

An Autonomous Institution Affiliated to

A study and analysis of customer perception on

Under the guidance of

Dept. of Mechanical Engineering,

Abbreviation Stands for

I like to express a deep sense of gratitude to beloved Dr. K. Chandrashekara,

I am highly indebted to treasured Guide Dr. T. Manjunatha, Associate Professor,

I would like to express my deepest gratefulness to Shri. Zaheer Ahmed Khan,

I like to put it on paper my sincere thanks to Shri. K. M. Kesari, Junior Planner,

I am extremely fortunate to having blessed with the benevolence of my parents, who

3rd Sem., M.Tech. (M.E.M.)

Chapter Title Pages

1. 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

2. 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

3. Different Shops in Railway Workshop 13-26

3.1 Brief Account of Different Shops 13

4. 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

4.9 Industrial Relations 39

5. 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

6. Suggestions and Conclusion 54-55

6.1 Suggestions for Future Developments 54

6.2 Lessons learnt 54

1.1 Need for Industrial Training / Internship Programme

According to WordWeb Dictionary, Intern means "An advanced student or graduate

An internship is an opportunity offered by an employer to potential employees, called

1.2 In-Plant Training

In-plant training is a study of organization structure, system and process at industry to

I have done my Internship/Industrial Training for two months at "Central Workshop,

1.3 General Objectives of Industrial Training

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

1.4 Methodologies for Data Collection