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Documente Profesional
Documente Cultură
Mahavidyapeetha
SRI JAYACHAMARAJENDRA COLLEGE OF ENGINEERING
Department of Mechanical Engineering
Mysuru - 570006
SYNOPSIS
On
Submitted by
SHASHANK L.
4JC15MEM08
4rd Sem., Master of Technology
in Master of Engineering Management
Associate Professor,
S.J.C.E., Mysuru.
February 2017
LIST OF ABBREVIATIONS
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 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.
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.
SJCE, Mysuru.
CONTENTS
4.10 S.W.R.M.U. 39
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
To study the working culture of organization and to learn real life application of
management principles.
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.
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.
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.
Brochures
Circulars
Annual reports
Through internet
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
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
The below table gives a picture of salient features of Central Workshop, Mysuru.
No. of Shops 15
Total 900
(2015-16) AC
AC(LHB) 24.36
o Maintenance of Machinery and plant of Mysore Division, Bangalore Division and KJM
Shed
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
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
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.
For Ministerial / Office staff, the attendance method is to put their signature in the
attendance Registers provided in their respective offices.
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.
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
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.
Plunger Reconditioning
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.
Reconditioning of bearing
ICF coach
Bogie
Fig. 3.2 Image showing a Bogie assembly of Train
Washing of bogie
De-wheeling
Bolster reconditioning
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.
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.
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.
The brake system in which compressed air is used in the brake cylinder for the
application of brake is called air brake.
In Graduated Release system the brake cylinder pressure can be reduced gradually in
steps in proportion to the increase in brake pipe pressure.
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
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'.
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.
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.
Pre-Survey
Re-Cushion
Ofer for
Unload the berth / re-fixing
seats / backrest
Despatch
Attend defects if any
Fig. 3.9 Flow chart showing the various activities in Trimming Shop
The various activities involved in Paint Shop for overhauling of coaches after the
receipt of coaches from CBR are:
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
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.
Inspection
Fig. 3.12 Flow chart showing the various activities in Carriage Body Repair Shop
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
Despatch
Fig. 3.13 Flow chart showing the various activities in Welding Shop
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.
7. Reconditioning of machinery.
8. M&P information.
9. M&P installation.
10. General Service, distribution of water to shop and colony, scrap disposal.
Chapter 4
HUMAN RESOURCE MANAGEMENT
IN RAILWAY WORKSHOP, MYSURU
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.
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.
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.
4.3.1 RECRUITMENT
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
Group D
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.
The Nodal RRB in every Railway makes recruitment for ex-servicemen and for
Group D services.
4.3.3 SELECTION
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.
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.
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.
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.
TA to CWM
&
BTC in-charge
Senior Senior
Instructor - I Instructor - II
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.
4. Ex servicemen Training
5. Basic fitting
6. Measuring instruments
7. Reading of drawing
8. Safety awareness
9. Fire fighting
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.
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.
6. To let the employee know about their work progress and present level of performance.
10. To evaluate the employees from the organizational view point and their improvement in
work.
b. Modern methods
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.
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.
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.
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.
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.
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.
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.
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
4.10 S.W.R.M.U.
Railway.
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.
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
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.
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.
To make recruitment more effective (because these benefits add to job appeal).
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.
Supervision
Counselling workers
Advising management
1. Canteen
2. Rest rooms
3. Crches
4. Uniform etc.
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.
Many non statutory welfare schemes that are implemented in Central Workshop,
South Western Railway, Ashokapuram, Mysuru are:
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.
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.
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.
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.,
5) Kalyana Mantapam
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.
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 2 Quarters for Medium Level Employees, such as Jr. Clerk, Technicians
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.
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.,
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.
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.
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.,
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.
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.
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.
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.
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.
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.
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.
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.
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.
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.
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.
At all the workshops and offices inside the campus, there is a provision of safe and
hygienic drinking water provided.
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.
A sufficient number of Spittoons are provided in convenient places in the offices and
workshops premises and are also maintained well.
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.
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.
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.
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.
Chapter 6
SUGGESTIONS & CONCLUSION
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.
Social security and Old age security schemes should be implemented effectively.
Improve knowledge and skills relevant to Human Resource Management and Welfare
of Employees.
Understand the fundamentals of technology availability and using this for Human
Resource Management (H.R.M.) efficiently.
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