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CHAPTER 1

ABOUT THE COMPANY

1
COMPANY PROFILE-IRCTC LIMITED

Indian Railway Catering and Tourism Corporation Ltd.


(IRCTC) is a Public Sector Enterprise under Ministry of
Railways.

IRCTC was incorporated on 27th September, 1999 as an


extended arm of the Indian Railways to upgrade,
professionalize and manage the catering and hospitality
services at stations, on trains and other locations and to
promote domestic and international tourism through
development of budget hotels, special tour packages,
information & commercial publicity and global reservation
systems.

While discharging its mandate, the Company has made a


significant mark in its passenger-services oriented business
lines like setting up of Food Plazas on Railway premises,
‘Railneer', Rail Tour Packages and ‘Internet Ticketing'
bringing great deal of professionalism into the operations.

In addition to above, IRCTC is managing On Board Catering


Services in Rajdhani / Shatabdi / Duronto and Mail /
Express Trains and Static Catering Units such as Refreshment
Rooms, AVMs, Book Stalls, Milk Stalls, Ice- cream Stalls,
Petha & Peda Stalls etc. across the Indian Railway Network.

IRCTC launched travel packages in 2007 and offers 104 rail


tour packages and 158 holiday packages at present. While the
rail tour packages are inclusive of confirmed rail travel, the
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holiday packages provide for alternative modes of
transportation, apart from regular lodging and dining
facilities.

IRCTC’s revenue from tourism has increased over 200 per


cent since 2007. “Depending on demand, IRCTC constantly
modifies and diversify the range of travel products to expand
business. It has recently introduced packages for school
trips,” Tandon explained. Body Text + Left: 0.39", Right:
0.39"
Indian Railway Catering and Tourism Corporation Ltd
(IRCTC) plans to nearly double its revenue earnings from
tourism services during this financial year.
“Last fiscal, IRCTC had earned Rs 29 crore from tourism
packages; this year, it is expected to grow to around Rs 56
crore”, said Rakesh Tandon, managing director.
IRCTC is also looking at measures to boost bookings on its
tourist train, Mahaparinirvana Express. In 2008-09, 484
passengers had availed of the tour on the Buddhist circuit.
This year, IRCTC hopes to make at least 1,000 bookings on
the train. It further plans to operate its first pan-India luxury
tourist train, Maharajas’ Express, in collaboration with Cox
and Kings.

MISSION & VISION

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"Enhance customer services and facilitation in railway
catering, hospitality, travel and tourism with best industry
practices."
IRCTC has several objectives to accomplish from being
quality controlled and customer oriented to being sensitive to
necessary changes.
The organization is obligatory to be very alert of the heritage
and environment of the voyage and augment the same by
means of innovative marketing.
IRCTC is anticipated to increase the services’ effectiveness
provided by means of private-public partnerships.

OBJECTIVES

 To be a customer friendly company through constant


innovation, technology driven and human resource
development.
 Optimize resources, increase manpower productivity
through quality product vending and innovative
marketing strategies.
 Upgrade and consolidate catering services in the
organized sector.
 Expand areas of core competencies; enhance business
opportunities through efficient public - private
partnerships to maximize generation of resources.
 Imbibe strong and ethical work culture through
teamwork, build and reposition Indian Railways in the
emerging services sector.
 Evolve high standards of business ethics, quality
management and effective cost control measures.
 Concern for the environment and heritage.
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ORGANIZATION STRUCTURE

Corporate Office of IRCTC is situated at New Delhi, which is


headed by the Managing Director.

Managing Director is being assisted by three Directors,


Director (Catering Services), Director (Tourism &
Marketing) and Director (Finance), and nine Group General
Managers.

For smooth operations of the business across all over the


country, five Zonal Offices are working at Delhi, Kolkata,
Mumbai, Chennai and Secunderabad.

South Zone Office is headed by Regional Director and all


other Zonal Offices are headed by Group General Managers.

These Zonal Offices are assisted by ten Regional Offices at


Lucknow, Chandigarh, Jaipur, Bhubneshwar, Guwahati,
Patna, Bhopal, Ahemedabad, Bangalore and Ernakulam,
which are headed by Chief Regional Managers / Regional
Managers.

MANAGEMENT OF IRCTC

S.No. NAME DESIGNATION / DEPT

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1. Mr. Rakesh
Managing Director
Kr.Tandon
2. Dr. Nalin ShinghalDirector (T & M )
3. Mr. Vinod AsthanaDirector Catering Services

4. Mr.Vishwa Ranjan
Director Finance
Gupta
5. Mr. Aneet Dulat GGM-Corporate Services

6. GGM- Departmental Catering Services


Mr. N.P. Singh

7. GGM-P & Q
Mr. Prem Narayan

8. GGM-Services
Mr. Vineet Singh
9. Mrs.Vandana
GGM–Tourism & CVO
Bhatnagar

10. GGM –Information Technology Services


Mrs Rajni Hasija
11. Mr.Shivraj Singh GGM-Licensed Catering Services

12. Mr. Mahindra. P. GGM-Finance


Mall
13. Mr. A. K. Jain GGM-Railneer

14. Mr. R.S. GGM-Infrastructure


Bhiodnia
15. Mr. Sanjay GM-Operations
Agarwal
Mr. Pankaj
16. AGM-Information Technology
Motwani

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Mr. Rakesh AGM & Company Secretary
17.
Gogia

Mr. Pankaj
18. AGM- Finance
Malhotra

AGM- Tourism
19. Mr. Rajiv Gupta

JGM-Civil
20. Dr. S. R. Iyer

Mr. Arun
21. JGM-Tourism
Srivastava

Mr. R. K.
22. JGM-HRD
Malhotra

MANPOWER:

At present IRCTC have 4453 employees (as on 31st


December, 2009) on its roll. The employees comprise of
IRCTC Direct Employees, Deemed Deputation absorbers,
Deemed Deputations, deputations and fixed term employees.

For bringing professionalism in the work culture, IRCTC has


recruited professionals in different field like HR, Tourism,
Catering and Finance, through direct recruitment or campus
recruitment.

FINANCIAL PERFORMANCE

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During the year 2008-09, the Corporation achieved a total
income of Rs. 618.77 Crores as compared to Rs. 527.66
Crores in 2007-08 thereby registering a growth of 17.30 %.

The increase was achieved in spite of the fact that bed roll
and cleaning business has been transferred back to Railways.

The major increase in the income in the year 2008-09 over


previous year was achieved due to licensed catering (from
Rs. 289.20 Crores to Rs. 341.02 Crores), quantum jump in
internet ticketing (from Rs. 39.18 Crores to Rs.74.81 Crores)
and tourism activities (from Rs. 9.72 Crores to Rs. 27.94
Crores).
The income of licensed catering increased on account of
higher number of units put on tender, efficient tendering
system and increase in licence fee from static units.
Quantum jump in internet ticketing was witnessed due to
good marketing efforts, upgraded infrastructure and improved
customer care.

The growth in tourism business was achieved due to IRCTC's


foray into educational tour business, tour package business
takeover of Bharat Darshan trains by IRCTC.

A net profit of Rs. 46.50 Crores was earned during 2008-09


as compared to Rs. 20.75 Crores in 2007-08 due to enhanced
revenue and control on expenditure.

An amount of Rs.30.00 Crore has been provided as Haulage


Charges as was provided during the previous year. As at 31st

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March 2009, the Reserves and Surplus of the Corporation
stood at Rs.94.46 Crore.

The Net Worth went up from Rs. 78.85 Crore during the
previous year to Rs.114.46 Crore during the year under
review.

MAIN BUSINESS ACTIVITIES

1. On Board Catering Services and Static catering units


on the Indian Railway Network:

Hospitality Services covers on board catering services in the


trains, catering services at stations through stalls, food
plazas/fast food units & Automatic Vending Machines
commissioned at A, B & C class of Railway stations.

IRCTC is managing currently 19 Rajdhani, 13 Shatabdi, 16


Jan Shatabdi, 6 Duronto Express , 9 Garib Raths, 205
Mail/Express trains and 118 trains have train side vending
facility.
IRCTC has currently 53 Food Plazas, 13 Fast Food units and
1 Quick Service Food Kiosks, 677 Automated Vending
Machine , 2950 Stalls, 3291 Trolleys & Khomchas , 698
Book Stalls, 249 Milk Stall & 7918 Static units spread over
1008 no. of A, B & C Category of Stations over Indian
Railways network.

2. Manufacturing Packaged Drinking Water for Indian


Railway Passengers:

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Two plants of Railneer packaged drinking water are operating
at Nangloi (Delhi), and Danapur (Bihar).
The capacity of the plants was increased from 5,500 cartons
per day to 8,500 cartons per day during March, 2009 for
Nangloi Plant and during December, 2009 of Danapur Plant.

3. New Rail Neer plants:

For Southern Region, Rail Neer Plant of 15,000 cartons per


day is being set up at Palur near Chennai. Tender has been
awarded and physical work for setting up building is in
advance stage.
For Western region, architect and plant consultants have been
appointed for Rail Neer plant at Ambernath near Mumbai.
The rated capacity of the plant is 25,000 cartons per day.

4. Managing all India Railway Enquiry Call Centre:

IRCTC is managing a Call Center for passenger enquiry. A


customer can dial 139 from anywhere in the country and get
all information from Call Center related to train timing, PNR
confirmation, train routes and other relevant information
related to Indian Railways.

5. Running of Special Train, Special Charters / Coach and


promotion of Value added tours:

Railway Tourism has seen excellent growth in India Right


from IRCTC's inception, IRCTC have undertaken dynamic
marketing strategy with major tour operators and State
Tourism as our partners for providing exclusive tour packages
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across the country. At present IRCTC is providing following
Tourism services across India:

A. Buddhist Circuit Special Train:

IRCTC has designed a train for the Buddhist Circuit keeping


in mind the profile of Buddhist tourists. It covers important
sites connected to life of Buddha, Bodh Gaya , Sarnath ,
Kushinagar , Lumbini , Shravasti , Rajgir , Nalanda.
The train offers comprehensive on board and off board
services comprising of catering, housekeeping, hotel
accommodation, road transport, sightseeing, trained tourist
guides, security, medical facilities, insurance etc. all inclusive
in the package.
This train won the National Tourism Award in Feb., 2009

B. Bharat Darshan – Village on Wheels:

IRCTC is operating Bharat Darshan – Village on Wheels


Train for Budget Travelers @ Rs 500/- per day (all inclusive
packages).
The package includes Train journey, accommodation, road
transport, site seeing, meals etc. The itineraries range from 7
to 20 days covering major tourist and religious places across
India.

C. Rail Tour Packages:

IRCTC offers all Inclusive packages with confirmed Rail


reservation, hotel accommodation, road transportation, meals,
sightseeing etc.

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At present over 70 packages for important tourist destinations
across India covering Kerala, Rajasthan, Tamilnadu,
Karnataka, Jammu & Kashmir, Uttar Pradesh etc. are being
operated.

D. Hill Charters:

The Steam trains are operated on Darjeeling Himalayan


Railway, Kangra Valley Railway, Kalka-Shimla Railway and
Nilgiri Mountain Railway.

Hill charters showcase the special characteristics of the


respective hill sections with heritage stations, seasonal
features, breath taking scenery & adventure tourism. IRCTC
offers single window value added services.

E. Educational Tours:
IRCTC offers Educational Tours Package with rich
educational content and in a caring environment for the
students of educational institutions across the country.

The facility is being used by Kendriya Vidyala Sangathan,


Sarva Shiksha Abhiyan of Tamil Nadu and West Bengal and
Delhi State Government Schools.

E. Tourism Portal:

IRCTC's tourism portal www.railtourismindia.com is the fast


growing a one stop travel shop and meets all the travel &
tourism needs of a tourist.

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Online booking of tour packages, hotels and Car Rental
across the country is becoming increasingly popular through
this National Tourism Award winner tourism portal of
IRCTC.

F. Budget Hotel:

IRCTC is planning to develop Budget Hotels through Public


Private Partnership. Budget Hotels are to be set up in the
vicinity of railway stations for tourists and rail users.

These Budget Hotels will provide quality guestrooms with


modern facilities, décor and ambience on affordable prices,
choice of food and beverage services and Web enabled
reservation system.
At present four budget hotels are operational at New Delhi,
Howrah, and Puri & Ranchi in the existing buildings.

G. Luxury Tourist Train:

IRCTC has set up a 50:50 Joint venture Company, Royale


India Train Tours Limited (RIRTL) in Participation with M/s
Cox & Kings India Limited.

RIRTL will run Pan India Luxury Tourist Train. Estimated


Cost of the train is Rs.49.48 Crore.

The Luxury Train named as Maharajas' Express is owned by


IRCTC.
Marketing and operation of the Maharajas' Express would be
done by RIRTL.
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The train was officially unveiled at the ITB Berlin in March,
2009. The train has started its commercial operation with
effect from 6th March, 2010.

FUTURE PLANS:

Some of the initiatives planned for tourism, catering activities


and Internet Ticketing are as under:

1. FOR CATERING

• Strategic tie ups: IRCTC is working towards tie ups in the


areas of mobile catering, Rail Neer and product formation.
.
• Static Units: Streamlining of procurement process,
standardization of services and automation in base kitchens is
the focus area in major static units.

 New Rail Neer Plants:

For Southern Region, Rail Neer plant is being set up at Pulur


near Chennai.
Tender has been awarded and physical work for setting up
building is in advance stage.
For Western region, architect and plant consultants have been
appointed for Rail Neer plant at Ambernath near Mumbai.

 Modular Stalls:

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Replacement of all catering stalls with uniform design of
modular stalls is proposed to be undertaken and M/s Jindal
Steel is working on a prototype which will give longer life
and aesthetic look.

 Food Plazas/Fast Food Units/Quick Service Food Kiosks:

More than 20 food plazas, 20 Fast Food Units and 5 QSFK


are in advance stage of planning.

 Food Courts:

IRCTC is planning to develop food courts at stations with


contemporary interior designs.

2. FOR TOURISM

 Launching of a Luxury Tourist Train with pan India

itineraries.

 Thrust of Educational Tour on All India basis.

 Further development of rail tour package business

 Strategic tie-ups for promoting tourism

 Comprehensive travel services to foreign tourists

booking tickets on IRCTC website.

 Modernization of IT infrastructure.

 Setting up of disaster recovery site.

 Increasing the market share from 0.09% to 1% of the

total market size till the end of the year 2015.


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RAIL TOUR PACKAGES AT A GLANCE

Railway Tourism has seen excellent growth in India. Right


from IRCTC's inception, IRCTC has undertaken dynamic
marketing strategy with major tour operators and State
Tourism as their partners for providing exclusive tour
packages across the country.

IRCTC arranges for full train charters, coaches as well as


reserved berth programs through regular trains for tourism
purposes. During this short period we have been able to
provide such facilities to over 50,000 persons.

Rail Journey is considered to be the most convenient way of


traveling. Rail Travel caters to the need of each & every
segment of people.
When the people have to travel long distances they prefer rail
journey over other modes of traveling.

Airlines are also a good mode of traveling, but the limitation


is that it is a niche market & doesn’t cater to all the segments
of the society.
On the other hand, road transport is very dominant mode of
traveling, but the limitations are that in many areas the roads
are congested & of poor quality. Another major problem is
the traffic. Hence it takes more time & the journey is
tiresome.

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IRCTC identified this opportunity & developed “Rail Tour
Packages.” The rail tour packages include- confirmed rail
journey, stay at hotel, meals, & transfers.

Rail Tour Packages are the USP of the IRCTC. Rail tour
packages have made traveling more relaxed & comfortable.

The IRCTC on regular basis makes some necessary changes


in the tour packages. Some packages are taken back & some
new packages are introduced or some old packages are
revised on time to time basis.

As of June, 2010 there are 10 packages running from Delhi


origin to various destinations across the country, that of 32
packages in the month of May, 2010.

RAIL TOUR PACKAGES RUNNING FROM


DELHI ORIGIN
(As on June, 2010)

1. NEW DELHI-VAISHNO DEVI PACKAGE:

Package Tariff
child
Single Double Triple Child
Category without
Occupancy Occupancy Occupancy with bed
bed
Standard Rs.1484/- Rs.1248/- Rs.1170/- Rs.718/- Rs.410/-
Comfort Rs.2667/- Rs.2431/- Rs.2353/- Rs.1370/- Rs.1077/-

Package Includes:
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 Journey in Shalimar express in 3AC (Comfort
package) & Sleeper class (Standard package)
 Transfers from Jammu railway station to hotel and
back in (Non -AC Local Bus)
 Transfer to Banganga and back in hotel vehicle with
yatra slip.
 One Breakfast
 Services of Escort at Jammu station
 Stay at Meridian Hotel (Standard Hotel)

2. VAISHNO DEVI ECONOMY PACKAGE

Package Tariff

Child
Child
with
Adult without
Adult (Single Adult (Tripleextra
Category (Double extra
Occupancy) Occupancy) bed(5-
Occupancy) bed(5-11
11
years)
years)
Rs.764/- Rs.468/-
Standard Rs.1525/-* Rs.1289/-* Rs.1211/-*
* *

Package Includes:

 Journey in Uttar Sampark Kranti express in sleeper


class (Daily)
 Transfers from Jammu railway station to hotel and
back in (Non -AC Local Bus)
 Transfer to Banganga and back in hotel vehicle with
yatra slip.

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 One Breakfast
 Services of Escort at Jammu station

2. NEW DELHI-MATA RANI PACKAGE

Package Tariff (From Sunday to Thursday)


Single Occupancy Double Occupancy Triple Occupancy Child with extra bed Child without extra bed
Rs.4631/- Rs.3640/- Rs.3475/- Rs.2045/- Rs.1797/-

Package Tariff (For Friday & Saturday)


Single Double Triple Child withChild without
Occupancy Occupancy Occupancy extra bed extra bed
Rs.5587/- Rs.4172/- Rs.3936/- Rs.2363/- Rs.2009/-

Package Includes:

 Comfortable Rail Journey in AC 3-Tier (Return


ticket).
 On-board and off-board catering on fixed menu basis
as per the itinerary.
 Arrival / Departure transfer in non ac Vehicle.
 Yatra Slip (for Vaishno Devi).
 Accommodation in Hotel Country Inn & Suites or
similar.
 Enroute Sightseeing of KAND KANDOLI TEMPLE,
RAGHUNATHJI TEMPLE, BAG-E-BAHU
GARDEN.
 Services of Experienced Tour Escort.
 Stay at Country Inn & Suites (4-star).

4. SAI DARSHAN DELHI PACKAGE:


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Package Tariff
Double Triple Child
Cate
Occupa Occupa with
gory
ncy ncy bed
Standa Rs.4050 Rs.3775 Rs.14
rd /- /- 64/-
Comfo Rs.6308 Rs.6034 Rs.26
rt /- /- 71/-

Package Includes:

Standard Package

 To & fro tickets in 3 AC Class


 Transfers & sightseeing in Non AC Vehicle
 2 breakfast & 1 dinner (vegetarian meal)
 Visit to Shani Singhapur
 01 night accommodation in AC room as per the itinerary
 Stay at Sai Sahavas-2 Star

Comfort Package

 Train tickets both to & fro in Sleeper class


 AC accommodation
 Meals (Two breakfast & one dinner)
 Transfers & sightseeing in non AC vehicle
 sightseeing of Shani Shingaur
 Stay at Sai Mahal (standard Hotel)

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5. DELHI-CORBETT-DELHI TOUR

PACKAGE :

Package Tarif :
Adult Adult Adult Child 5-12Child 5-12
(Single Occupancy) (Double Occupancy) (Triple Occupancy) with Extra Bed without Extra Bed
Rs.10279/- Rs.5832/- Rs.5239/- Rs.2838/- Rs.2127/-

Package Includes :

 Arrival & Departure Transfers - Ramnagar / River


View Retreat Ex Railway Station.
 Welcome Drink on Arrival.
 Accommodation in River View Retreat or similar.
 Guest Registration & Express C-In the well appointed
A/C Cottage.
 02 Breakfast, 02 Lunches, 02 Dinner
 Morning & Evening Tea with cookies every day.
 Choice of seasonal Fruit Platter.
 Guided Nature Walk.
 01 Jeep safari to Jhirna.
 Souvenir on departure

6. MAYAPUR DHAAM TOUR PACKAGE:

Package tariff
Adult Child (5-11)
Rs.6600/- Rs.4600/-

Package Includes:

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 Confirmed Train Tickets in AC 3 Tier from Ex New
Delhi to Sealdah & back on every Saturday by Sealdah
Rajdhani(2314)/ Howrah Rajdhani (2301)
 Quality On board meals.
 Assistance on arrival at New Delhi (Departure) &
Sealdah Station (Arrival)
 Pick up & drop service from Sealdah Railway Station
by Air conditioned vehicle
Package Excludes:

 Stay arrangements at Mayapur Dham


 Off board meals
 Expenses of personal nature
 Laundry
 Telephone Charges
 Anything not mentioned under the inclusion part

7. KASHMIR PARADISE TOUR PACKAGE:


Package Tariff:
Child
Twin Triple
(4-11
Sharing Sharing
Yrs)
Rs.14800 Rs.12950 Rs.6650

Package Includes:

 Confirmed Train Tickets in 3 Tier AC Class by Jammu


Rajdhani
 LTC Compliant Package
 Transfers and sightseeing by Non-A/c Toyota
Quails/Tata Sumo/Tempo-Traveler

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 Hotel / Houseboat accommodation (Modified
American Plan basis)
 Shikara ride on Dal Lake
 Service of representative at the time of arrival &
departure.
 Pick up & drop from the Railway Station
 Welcome drinks on arrival
 Sightseeing as per the itinerary
 All Govt. applicable taxes
 Services of experienced and licensed driver

8. NORTH TO NORTH-EAST:
Package Tariff:
Twin Child with bed (5 to
Class
Sharing 11)
Deluxe(3
Rs 16000/- Rs 6400/-
AC)

Package Includes:

 Train Fare (as per itinerary).


 Welcome drinks on arrival
 Accommodation on twin Sharing Basis in Deluxe
hotel.
 Meal Plan MAP(Breakfast + Dinner)
 Exclusive Non a/c vehicle for transfers & sightseeing.
The vehicle will not be at disposal it will be available
to guest as per itinerary only (point to point basis).
 All permit fees & hotel taxes (as per itinerary).

Package Excludes:
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 Personal Expenses such as Laundry, telephone calls,
tips & gratuity. Mineral/soft/hard drinks, rafting,
joyride (Toy Train)
 Additional sightseeing or extra usage of vehicle, other
than mentioned in the itinerary.
 Guide charges & Entrance Fees.
 Any cost arising due to natural calamities like,
landslides, road blockage, political disturbances, etc
(to be borne by the client, who is directly payable on
the spot).
 Any increase in taxes or fuel price, leading to increase
in cost on surface transportation & land arrangements,
which may come into effect prior to departure.
 Anything which is not include in the inclusion.

Child Policy:

 Child below 5 yrs complimentary


 Child 5 - 11 yrs 40 % DISCOUNT ON PACKAGE
COST
 Above 12 Full fare as Adult

9. AMARNATH YATRA RAIL TOUR


PACKAGE:

Package Tariff:
Double Triple Child
Occupancy Occupancy with extra
bed(4-11
years)
24
Sharing
parents
room
Rs.12550/- Rs.10950/- Rs.5500/-

Package Includes:

 Confirmed Train tickets in 3 Tier AC Class


 Transfers and sightseeing by Non-A/c Toyota
Quails/Tata Sumo/Tempo-Traveler
 Hotel / Houseboat accommodation ( Modified
American Plan basis)
 Shikara ride on Dal Lake
 Service of representative at the time of arrival &
departure.
 Pick up & drop from the Airport / Railway Station /
Specified point
 Welcome drinks on arrival
 Sightseeing as per the itinerary
 All Govt. applicable taxes
 Services of experienced and licensed driver

10. NEW DELHI-SHIRDI PACKAGE:

Package Tariff:
Child
Child
Adult Adult witho
with
Double Triple ut
extra(
Occup Occupan extra(
5-
ancy cy 5-
11yrs)
11yrs)
25
Rs.6350 Rs.6114/ Rs.58 Rs.57
/- - 79/- 61/-

Package Includes:
 Confirmed train tickets (3 AC Class) for to & fro
movements.
 On board & off board Meals as per the itinerary.
 Accommodation in Air conditioned rooms in 2 Star
Deluxe (Hotel Sai Sahvas) Hotels
 Manmad pick up & drop by comfortable Non AC
vehicles.
 Sightseeing of Shirdi Dham & Shanisignapur
 Tour Escort services
 LTC Compliant package

CHAPTER 2

INTRODUCTION TO THE

26
TOPIC, OBJECTIVE&SCOPE OF STUDY

INTRODUCTION TO TOPIC

The human resources are the most important assets of an organization.


The success or failure of an organization is largely dependent on the
caliber of the people working therein. Without positive and creative
contributions from people, organizations cannot progress and prosper. In
order to achieve the goals or the activities of an organization, therefore,
they need to recruit people with requisite skills, qualifications and
experience. While doing so, they have to keep the present as well as the
future requirements of the organization in mind.

Recruitment is distinct from Employment and Selection. Once the


required number and kind of human resources are determined, the
management has to find the places where the required human resources
are/will be available and also find the means of attracting them towards

27
the organization before selecting suitable candidates for jobs. All this
process is generally known as recruitment. Some people use the term
“Recruitment” for employment. These two are not one and the same.
Recruitment is only one of the steps in the entire employment process.
Some others use the term recruitment for selection. These are not the
same either. Technically speaking, the function of recruitment precedes
the selection function and it includes only finding, developing the
sources of prospective employees and attracting them to apply for jobs
in an organization, whereas the selection is the process of finding out the
most suitable candidate to the job out of the candidates attracted (i.e.,
recruited). Formal definition of recruitment would give clear cut idea
about the function of recruitment.

DEFINITIONS

Recruitment is defined as, “a process to discover the sources of


manpower to meet the requirements of the staffing schedule and to
employ effective measures for attracting that manpower in adequate
numbers to facilitate effective selection of an efficient workforce.”
Edwin B. Flippo defined recruitment as “the process of searching for
prospective employees and stimulating them to apply for jobs in the
organization.” Recruitment is a ‘linking function’-joining together those
with jobs to fill and those seeking jobs. It is a ‘joining process’ in that it
tries to bring together job seekers and employer with a view to
encourage the former to apply for a job with the latter.

In order to attract people for the jobs, the organization must


communicate the position in such a way that job seekers respond. To be
cost effective, the recruitment process should attract qualified applicants
and provide enough information for unqualified persons to self-select
28
themselves out.

Thus, the recruitment process begins when new recruits are sought and
ends when their applications are submitted. The result is a pool of
applicants from which new employees are selected.

PURPOSES AND IMPORTANCE

The general purpose of recruitment is to provide a pool of potentially


qualified job candidates. Specifically, the purposes are to:

 Determine the present and future requirements of the

organization in conjunction with its personnel-planning and job-

analysis activities.

 Increase the pool of job candidates at minimum cost.

 Help increase the success rate of the selection process by

reducing the number of visibly, under qualified or overqualified job

applicants.

 Help reduce the probability that job applicants, once recruited

and selected, will leave the organization only after a short period of

time.

 Begin identifying and preparing potential job applicants who will

be appropriate candidates.

 Induct outsiders with a new perspective to lead the company.

 Infuse fresh blood at all levels of the organization.

 Develop an organizational culture that attracts competent people


29
to the company.

 Search or head hunt/head pouch people whose skills fit the

company’s values.

 Devise methodologies for assessing psychological traits.

 Search for talent globally and not just within the company.

 Design entry pay that competes on quality but not on quantum.

 Anticipate and find people for positions that do not exist yet.

 Increase organizational and individual effectiveness in the short

term and long term.

 Evaluate the effectiveness of various recruiting techniques and

sources for all types of

job applicants.

Recruitment represents the first contact that a company makes with


potential employees. It is through recruitment that many individuals will
come to know a company, and eventually decide whether they wish to
work for it. A well-planned and well-managed recruiting effort will
result in high-quality applicants, whereas, a haphazard and piecemeal
effort will result in mediocre ones. High-quality employees cannot be
selected when better candidates do not know of job openings, are not
interested in working for the company and do not apply. The recruitment
process should inform qualified individuals about employment
opportunities, create a positive image of the company, provide enough
information about the jobs so that applicants can make comparisons with
their qualifications and interests, and generate enthusiasm among the
best candidates so that they will apply for the vacant positions.

30
The negative consequences of a poor recruitment process speak volumes
about its role in an organization. The failure to generate an adequate
number of reasonably qualified applicants can prove costly in several
ways. It can greatly complicate the selection process and may result in
lowering of selection standards. The poor quality of selection means
extra cost on training and supervision. Furthermore, when recruitment
fails to meet the organizational needs for talent, a typical response is to
raise entry-level pay scales. This can distort traditional wage and salary
relationships in the organization, resulting in avoidable consequences.
Thus, the effectiveness of a recruitment process can play a major role in
determining the resources that must be expended on other HR activities
and their ultimate success.

SUB SYSTEMS OF RECRUITMENT

The recruitment process consists of the following four sub-functions: -

 Finding out and developing the sources where the required

number and kind of employees will be available.

 Developing suitable techniques to attract the

 desirable candidates.

 Employing the techniques to attract candidates.

 Stimulating as many candidates as possible and asking them to

apply for jobs irrespective of the number of candidates required.

Management has to attract more candidates in order to increase the


selection ratio so that the most suitable candidate can be selected out of
the total candidates available. Recruitment is positive as it aims at
31
increasing the number of applicants and selection is somewhat negative
as it selects the suitable candidates in which process; the unsuitable
candidates are automatically eliminated. Though, the function of
recruitment seems to be easy, a number of factors make performance of
recruitment a complex one.

RECRUITMENT POLICY

Recruitment policy of any organization is derived from the personnel


policy of the same organization. In other words the former is a part of
the latter. However, recruitment policy by itself should take into
consideration the government’s reservation policy, policy regarding sons
of soil, etc., personnel policies of other organizations regarding merit,
internal sources, social responsibility in absorbing minority sections,
women, etc. Recruitment policy should commit itself to the
organization’s personnel policy like enriching the organization’s human
resources or servicing the community by absorbing the retrenched or
laid-off employees or casual/temporary employees or dependents of
present/former employees, etc.
The following factors should be taken into consideration in formulating
recruitment policy. They are: -

 Government policies

 Personnel policies of other competing organizations

 Organization’s personnel policies

 Recruitment sources

32
 Recruitment needs

 Recruitment cost

 Selection criteria and preference

INDUCEMENTS

Organizational inducements are all the positive features and benefits


offered by an organization that serves to attract job applicants to the
organization. Three inducements need specific mention here; they
are: -

Compensation:

Starting salaries, frequency of pay increases, incentives and fringe


benefits can all serve as inducements to potential employees.

Career Opportunities:

These help the present employees to grow personally and


professionally and also attract good people to the organization. The
feeling that the company takes care of employee career aspirations
serves as a powerful inducement to potential employees.

Image or Reputation;

Factors that affect an organization’s reputation include its general


treatment of employees, the nature and quality of its products and

33
services and its participation in worthwhile social endeavors.

CONSTRAINTS

If a firm has a poor image in the market, many of the prospective


candidates may not even apply for vacancies advertised by the firm. If
the job is not attractive, qualified people may not even apply. Any job
that is viewed as boring, hazardous, anxiety producing, low-paying, or
lacking in promotion potential seldom will attract a qualified pool of
applicants. Recruiting efforts require money. Sometimes because of
limited resources, organizations may not like to carry on the recruiting
efforts for long periods of time, this can, ultimately, constrain a
recruiter’s effort to attract the best person for the job.

Government policies often come in the way of recruiting people as per


the rules of the company or on the basis of merit/seniority, etc. For
example, reservations to specific groups (such as scheduled castes,
scheduled tribes, backward castes, physically handicapped and disabled
persons, ex-servicemen, etc.) have to be observed as per constitutional
provisions while filling up vacancies in government corporations,
departmental undertakings, local bodies, quasi-government
organizations, etc.

RECRUITMENT STRATEGIES

Recruitment is of the most crucial roles of the human resource


professionals. The level of performance of and organization depends on
the effectiveness of its recruitment function. Organizations have
developed and follow recruitment strategies to hire the best talent for
34
their organization and to utilize their resources optimally. A successful
recruitment strategy should be well planned and practical to attract
more and good talent to apply in the organization.

For formulating an effective and successful recruitment strategy, the


strategy should cover the following elements:

Identifying and prioritizing jobs

Recruitment keeps arising at various levels in every organization; it is


almost a never-ending process. It is impossible to fill all the positions
immediately. Therefore, there is a need to identify the positions
requiring immediate attention and action. To maintain the quality of the
recruitment activities, it is useful to prioritize the vacancies whether to
focus on all vacancies equally or focusing on key jobs first.

Candidates to target

The recruitment process can be effective only if the organization


completely understands the requirements of the type of candidates that
are required and will be beneficial for the organization. This covers the
following parameters as well:

 Performance level required: Different strategies are required for


focusing on hiring high performers and average performers.

 Experience level required: The strategy should be clear as to what is


the experience level required by the organization. The candidate’s
experience can range from being a fresher to experienced senior

35
professionals.

 Category of the candidate: The strategy should clearly define the


target candidate. He/she can be from the same industry, different
industry, unemployed, top performers of the industry etc.

SOURCES OF RECRUITMENT

The strategy should define various sources (external and internal) of


recruitment. Which are the sources to be used and focused for the
recruitment purposes for various positions. Employee referral is one
of the most effective sources of recruitment.

Trained recruiters:

The recruitment professionals conducting the interviews and the


other recruitment activities should be well-trained and experienced to
conduct the activities. They should also be aware of the major
parameters and skills (e.g.: behavioral, technical etc.) to focus while
interviewing and selecting a candidate.

How to evaluate the candidates?

The various parameters and the ways to judge them i.e. the entire
recruitment process should be planned in advance. Like the rounds of
technical interviews, HR interviews, written tests, psychometric tests
etc.

36
RECRUITMENT PROCESS: THE ‘HEART’ OF
HUMAN RESOURCES MANAGEMENT

Recruitment Process

1) Recruitment request and job summary:

Required to post position Electronic forms can be used to expedite


posting.

2) Posting existing positions:

Verifying status of current position, no changes to job.

3) Posting new positions:

Provisional ratings done for YUSA, CPM Job-E Committee assigns


CPM bands to the position. Please note that these positions must be
budget approved. To attain budget approval you must have your position
approved by your area VP.

4) Applications/resumes:

Forwarded to hiring manager once posting has closed.

5) Short listing/Selection:

Hiring manager can review files and may or may not involve
Recruitment Services in the selection process.
37
6) External Searches:

Can be conducted when internal applicants are not qualified.


Affirmative Action search begins with a possibility of advertising.

7) Interviewing:

The hiring manager can screen and interview the applicants.


Recruitment
Services optional.

8) Reference Checks:

The hiring manager will conduct reference checks, with or without


Recruitment Services.

9) Job Offer:

The hiring manager or Recruitment Services makes the offer.

10)Recruitment Forms:

ETFs / PAFs must be forwarded to Recruitment Services.

11)Offer letters:

The ETF/PAF generates the offer letter. Recruitment Services provides


the incumbent with two letters; one to be signed and returned, if
accepted.

38
12)Orientation:

Set-up by Recruitment Services and is required for all new employees


to York.

39
FACTORS AFFECTING RECRUITMENT

The recruitment function of the organizations is affected and governed


by a mix of various internal and external forces. The internal forces or
factors are the factors that can be controlled by the organization. And the
external factors are those factors which cannot be controlled by the
organization. The internal and external forces affecting recruitment
function of an organization are:

40
FORMS OF RECRUITMENT

The organizations differ in terms of their size, business, processes and


practices. A few decisions by the recruitment professionals can affect the
productivity and efficiency of the organization. Organizations adopt
different forms of recruitment practices according to the specific needs
of the organization. The organizations can choose from the centralized
or decentralized forms of recruitment, explained below:

CENTRALIZED RECRUITMENT:

The recruitment practices of an organization are centralized when the


HR / recruitment department at the head office performs all functions of
recruitment. Recruitment decisions for all the business verticals and
departments of an organization are carried
out by the one central HR (or recruitment) department. Centralized from
of recruitment is commonly seen in government organizations.

Benefits of the centralized form of recruitment are:

 Reduces administration costs

 Better utilization of specialists

 Uniformity in recruitment

 Interchangeability of staff

 Reduces favoritism

41
 Every department sends requisitions for recruitment to their
central office

DECENTRALIZED RECRUITMENT

Decentralized recruitment practices are most commonly seen in the case


of conglomerates operating in different and diverse business areas. With
diverse and geographically spread business areas and offices, it becomes
important to understand the needs of each department and frame the
recruitment policies and procedures accordingly. Each department
carries out its own recruitment. Choice between the two will depend
upon management philosophy and needs of particular organization. In
some cases, combination of both is used. Lower level staffs as well as
top level executives are recruited in a decentralized manner.

Benefits of decentralized form of recruitment:

 The unit concerned concentrates only on those sources/places


wherein normally gets the suitable candidates. As such the cost of
recruitment would be relatively less.

 The unit gets most suitable candidates as it is well aware of the


requirements of the job regarding culture, traditional, family
background aspects, local factors, social factors, etc.

 Units can recruit candidates as and when they are required


without any delay.

 The units would enjoy freedom in finding out, developing the


sources, in selecting and employing the techniques to stimulate
the candidates.
42
 The unit would relatively enjoy advantage about the availability
of information, control and feedback and various
functions/processes of recruitment.

 The unit would enjoy better familiarity and control over the
employees it recruits rather than on employees selected by the
central recruitment agency.

Both the systems of recruitment would suffer from their own demerits.
Hence, the management has to weigh both the merits and demerits of
each system before making a final decision about centralizing or
decentralizing the recruitment. Alternatively, management may
decentralize the recruitment of certain categories of employees
preferably middle and top level managerial personnel and centralize the
recruitment of other categories of employee’s preferably lower level
positions in view of the nature of the jobs and suitability of those
systems for those categories of positions. The management has to find
out and develop the sources of recruitment after deciding upon
centralizing or decentralizing the recruitment function.

OBJECTIVE OF THE STUDIES

43
 To Study How to Get Job in IRCTC

 To Study the Job Profile of IRCTC

 To Study Recruitment & Selection of IRCTC

 . To study mode of recruitment?

 To study method of selection?

SCOPE OF THE STUDY

44
Vested with the responsibility of managing the recruitment in addition to
its conventional function of providing good human capital
to an organization. In order to perform this function, they use the
following methods viz.

 Identifying the talent which is required

 Right selection of the talent

 Implementing competitive compensation plan

 Training and Continual Development of


competencies

 Aligning the acquired talent

 Retaining the talent

USEFULNESS & IMPORTANCE OF THE STUDY

Human resource development in relation to recruitment and selection


In terms of recruitment and selection it is important to consider carrying
out a thorough job analysis to determine the level of skills/technical
abilities, competencies, flexibility of the employee required etc. At this
point it is important to consider both the internal and external factors that
can have an impact on the recruitment of employees. The external factors
are those out-with the powers of the organization and include issues such
45
as current and future trends of the labor market e.g. skills, education level,
government investment into industries etc. On the other hand internal
influences are easier to control, predict and monitor, for example
management styles or even the organizational culture.

In order to know the business environment in which any organization


operates, three major trends should be considered:

Demographics – the characteristics of a population/workforce, for


example age, gender or social class. This type of trend may have an effect
in relation to pension offerings, insurance packages etc.

Diversity – the variation within the population/workplace. Changes in


society now mean that a larger proportion of organizations are made up of
female employees in comparison to thirty years ago. Also over recent years
organizations have become more culturally diverse and have increased the
number of working patterns (part-time, casual, seasonal positions) to cope
with the changes in both society and the global market. It is important to
note here that an organization must consider the ethic and legal
implications of their decisions in relation to the HRM policies they enact to
protect employees. Employers have to be acutely aware of the rise in
discrimination, unfair dismissal and sexual/racial harassment cases in
recent years and the detrimental effects this can have on the employees and
the organization. Anti-discrimination legislation over the past 30 years has
provided a foundation for an increasing interest in diversity at work which
is “about creating a working culture that seeks respects and values
difference.”

Skills and qualifications – as industries move from manual to a more


managerial profession so does the need for more highly skilled graduates.
If the market is ‘tight’ i.e. not enough staff for the jobs, employers will

46
have to compete for employees by offering financial rewards, community
investment etc.
In regards to how individuals respond to the changes in a labor market the
following should be understood:

Geographical spread – how far is the job from the individual? The
distance to travel to work should be in line with the pay offered by the
organization and the transportation and infrastructure of the area will also
be an influencing factor in deciding who will apply for a post.
Occupational structure – the norms and values of the different careers
within an organization. Mahoney 1989 developed 3 different types of
occupational structure namely craft (loyalty to the profession), organization
career (promotion through the firm) and unstructured (lower/unskilled
workers who work when needed).

Generational difference –different age categories of employees have


certain characteristics, for example their behavior and their expectations of
the organization.
Recruitment methods are wide and varied, it is important that the job is
described correctly and any personal specifications stated. Job recruitment
methods can be through job centers, employment agencies/consultants,
headhunting, and local/national newspapers. It is important that the correct
media is chosen to ensure an appropriate response to the advertised post.

47
CHAPTER 3

48
RESEARCH METHADOLOGY

RESEARCH DESIGN

To conduct the market research first of all it is necessary to create a


research design. A research design is basically a blue print of how a
research is to be conducted, it may include;

 CHOOSING THE APPROACH

 DETERMINING THE TYPES OF DATA NEEDED.

 LOCATING THE SOURCE OF DATA.

 CHOOSING A METHOD OF DATA.


49
Research Design

Exploratory Conclusion

Descriptive Casual

Observation Survey

Research Methodology
50
Research Plan

Data source : Primary data and secondary data

Research approach : Observation & Survey

Research instrument: Questionnaire for consumers, transporters&


dealers

Sampling Plan : Sampling unit Sample Size Sampling


procedure

Contact method : Personal

Field work plan : Survey place & time

Research & common platform, refer to a knowledge. Another definition


of research & a careful investigation or enquiry especially through
search for new fact in any brand of knowledge.

Before embarking upon the research plan the research objective were
specified. The clarity of the objective was helpful in carrying forth the
project plan with core & with encumbrance.

Basically there are 3 types of approaches used during the any research:-

1. EXPLORATORY.

2. DESCRIPTIVE.

3. EXPERIMENTAL.

During this research Descriptive and Exploratory approach is taken into


consideration because of the availability of relevant information to

51
describe the relationships between the marketing problem and the
available information.

TYPES OF DATA USED.

Both PRIMARY and SECONDARY data is used in the research.

 SAMPLE POPULATION

Population is the specific group of people, individuals & firms etc.


which form the pivotal point of research project. For developing and
using the sample it becomes the primary duty of the researcher to define
the population from which to draw samples. Sample population is: 50

GEOGRAPHICAL AREA COVERED

UNIVERSE : employees in IRCTC

SAMPLE SIZE : 50

SAMPLING METHOD

There are two main categories under which the sampling methods can
be put.

They are: -

1. PROBABILITY SAMPLING.

2. NON PROBABILITY SAMPLING

But during this project non-probability method of sampling is the most


suitable. In this method the chance of any particular unit in the

52
population being selected is unknown. The three most frequently used
non-probabilistic designs are: -

1) JUDGMENT

2) CONVENIENCE

3) QUOTA SAMPLING

All three Judgment, convenience and Quota, sampling are used in this
research.

 DATA COLLECTION METHODS (TOOLS AND


TECHNIQUES)
To conduct the market, research the data is collected by two source.

SECONDARY DATA

Secondary data is one which already exists and is collected from the
published sources.

The sources from which secondary data was collected are:

 Newspapers and Magazines like business world, business today,


and 4p’s

 Internet

PRIMARY DATA

The primary sources of data refer to the first hand information Primary
data is collected during the survey with the help of questionnaires

53
54
CHAPTER 4

DATA ANALYSIS &INTERPRETATION

1. Do you know about the Recruitment and selection process of

your organization?

55
a. Yes

b. No

c. Don’t know

16%

4%

80%
%80

INTERPRETATION

80% people know about the recruitment and selection process of


organization, 16% people have no idea about process.

2. Do you think the process is systematic and fair?


56
a. Yes

b. No

c. Don’t know

4%
20%

76%

INTERPRETATION

76% people think that process is systematic and fair, 20%

people do not know about it.

3. What was the method of your selection?

57
Written test

Medical Test

Interview: 57

Other: 01

INTERPRETATION

The question was aimed to find the efficient method on which the
company relied upon for the selection of the potential applicants. It was
observed that Personal Interview is extensively used for selection of the
candidates. As 57 out of 58 respondents were selected through interview.
It is also observed that the reference checks were not used for the final
round of selection.

Interview

Other

4. Do you know the methods used for recruitment?

a. Yes
58
b. No

c. Don’t know

4%

12%

84%

INTERPRETATION

84% people know the method of recruitment & selection &12% people
do not about method.

5. Are the methods appropriate in your view?

a) Yes

b) No

59
c) Don’t know

4%

26%

70%

INTERPRETATION

70% people are satisfied with the method used by his/her


organization.

26% people are not satisfied with method.

6. Do you think the vacancies are properly advertised?

a. Yes

b. No

c. Don’t know

60
6%
14%

80%

INTERPRETATION

80% people think vacancies are properly advertised 14%people think


that vacancies are not, properly advertised.

7. Is there any recruitment policy followed by your company?

a) Yes b) No

61
INTERPRETATION:

From the above table 100% of the employees said ‘Yes’ about the
recruitment policy in the organization?

8. Do you find career growth opportunities at IRCTC?

Yes: 42

No: 16

62
INTERPRETATION:

The above data collected shows that 72% of the respondents feel there is
a career growth opportunity. The respondents find suitable growth
opportunities at IRCTC.

Ye s

No

9. How will you inform the vacancy position of the job to

internal conditions?

a) Through word of mouth

b) Notice board
63
c) Department head

INTERPRETATION:

From the above table 60% of the respondents responded about the
information of vacancy position is through notice board, 30% said
through department head and 10% said through word of mouth

64
65
CHAPTER 5

FINDINGS, CONCLUSIONS

SUGGESTIONS, LIMITATIONS

FINDINGS

Reaching few prospects due to internal recruitment, internet

66
advertising most of the time.

The company has well described recruitment and selection


procedure.

Most of the employees are satisfied with the Recruitment and


Selection procedure of IRCTC.

The company is effectively using its Notice Board for the


purpose of providing information about the Vacancies.

The HR environment of the IRCTC is quite healthy and the


interpersonal relation between the employees is really good.

Most of the employees are well aware about the policies of


recruitment in IRCTC.

The company has effective Promotional plans for its efficient


employees.

CONCLUSION

The conclusion from my point of view after studying the Recruitment


and Selection of Employees at IRCTC and after gathering all the
information is that IRCTC has a very systematic recruitment and
67
selection process. Company has an effective procedure of inviting
applications for employment for both management staff and workers in
experienced and inexperienced grades.

IRCTC believes in the good institutes for the recruitment of candidates.


Company approaches to different institutes for campus recruitment.
From these institutes candidates are taken as management trainees and
further trained by the company for the period of one year.

IRCTC procedure is one of the best procedures to select the good


candidates. The personnel department plays an important role in
regulating all the activities before finally selecting candidates till the
end. Recruitment of permanent employees is done to update authorized
staff length, which is received monthly and which is decided by
personnel department.

In this way I’ve concluded that IRCTC has a fair and effective method
of Recruitment and Selection.

RECOMMENDATIONS & SUGGESTIONS

SUGGESTIONS:-

68
 Recruitment of Female candidates should be done in different

departments as females can contribute more than males.

 Campus interview should be conducted at different institutes

other than XLRI and IIM’s as it will enhance the scope and

chances of search of talents.

 Company should maintain maximum computerized personnel

records.

 There should be effective record maintenance of permanent

employees, apprentice, contract labor etc.

 Terms and conditions of employment should be clear to all

employees.

 Advertisement on all India bases should be done properly to give

chances to good and efficient candidates.

LIMITATION OF THE STUDY

LIMITATIONS

In spite of honest and sincere effort there are some bounds to be certain
discrepancies and inconsistence in the treatment of the matter. Again
there are several limitations, both statistical and non-statistical within
the project some of them are.

69
• Lock of references

• Time constants

• Weather

• Busy schedule of the city

• Unawareness about IRCTC

70
BIBLIOGRAPHY

BOOKS CONSULTED: -

 Kothari, C.R. “Research Methodology”, (2006), Wishwa


Publication

 Mamoria, C.B and gankar, S.V (2004), Personal Management


Text and cases Himalaya Publications House

 Chhabra, T.N Practices of management, dhanpat rai and


company pvt. ltd.
71
 Kotler P. (2010). Marketing research, prentice Hall business
publishing.

WEB SITES VISITED: -

• www.google.com

• www.indiatimes.com

• www.IRCTC co.in

 www.wikipedia.com

72
APPENDEX

QUESTIONNAIRE

Dear Sir/Madam,

I would appreciate if you can take some time off to complete the
following questionnaire. Please be assured that your privacy is fully
respected all the information is used for academic H.R. Practices only.

73
Q.1 Do you know about the Recruitment and selection process of your
organization?

A) Yes B) No C) Don’t know

Q.2 Do you think the process is systematic and fair?

A) Yes B) No C) Don’t know

Q.3 what was the method of your selection?

A) Written test B) Medical Test C) Interview D) Other

Q.4 Do you know the methods used for recruitment?

A) Yes B) No C) Don’t know

74
Q.5 Are the methods appropriate in your view?

A) Yes B) no C) don’t know

Q.6 Do you think the vacancies are properly advertised?

A) Yes B) No C) Don’t know

Q.7 is there any recruitment policy followed by your company?

A) Yes B) No

Q. 8 Do you find career growth opportunities at IRCTC?

A) Yes B) No

Q.9 how will you inform the vacancy position of the job to internal

conditions?

75
A) Through word of mouth B) Notice boards

C) Department heads

76

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