Documente Academic
Documente Profesional
Documente Cultură
1
COMPANY PROFILE-IRCTC LIMITED
3
"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
MANAGEMENT OF IRCTC
5
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
7. GGM-P & Q
Mr. Prem Narayan
8. GGM-Services
Mr. Vineet Singh
9. Mrs.Vandana
GGM–Tourism & CVO
Bhatnagar
6
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:
FINANCIAL PERFORMANCE
7
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.
8
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.
9
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.
11
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:
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.
E. Tourism Portal:
12
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:
FUTURE PLANS:
1. FOR CATERING
Modular Stalls:
14
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 Courts:
2. FOR TOURISM
itineraries.
Modernization of IT infrastructure.
16
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.
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:
17
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)
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:
18
One Breakfast
Services of Escort at Jammu station
Package Includes:
Package Includes:
Standard Package
Comfort Package
20
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 :
Package tariff
Adult Child (5-11)
Rs.6600/- Rs.4600/-
Package Includes:
21
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:
Package Includes:
22
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:
Package Excludes:
23
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:
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:
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
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
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.
analysis activities.
applicants.
and selected, will leave the organization only after a short period of
time.
be appropriate candidates.
company’s values.
Search for talent globally and not just within the company.
Anticipate and find people for positions that do not exist yet.
job applicants.
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.
desirable candidates.
RECRUITMENT POLICY
Government policies
Recruitment sources
32
Recruitment needs
Recruitment cost
INDUCEMENTS
Compensation:
Career Opportunities:
Image or Reputation;
33
services and its participation in worthwhile social endeavors.
CONSTRAINTS
RECRUITMENT STRATEGIES
Candidates to target
35
professionals.
SOURCES OF RECRUITMENT
Trained recruiters:
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
4) Applications/resumes:
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:
7) Interviewing:
8) Reference Checks:
9) Job Offer:
10)Recruitment Forms:
11)Offer letters:
38
12)Orientation:
39
FACTORS AFFECTING RECRUITMENT
40
FORMS OF RECRUITMENT
CENTRALIZED RECRUITMENT:
Uniformity in recruitment
Interchangeability of staff
Reduces favoritism
41
Every department sends requisitions for recruitment to their
central office
DECENTRALIZED 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.
43
To Study How to Get Job in IRCTC
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.
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).
47
CHAPTER 3
48
RESEARCH METHADOLOGY
RESEARCH DESIGN
Exploratory Conclusion
Descriptive Casual
Observation Survey
Research Methodology
50
Research Plan
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.
51
describe the relationships between the marketing problem and the
available information.
SAMPLE POPULATION
SAMPLE SIZE : 50
SAMPLING METHOD
There are two main categories under which the sampling methods can
be put.
They are: -
1. PROBABILITY SAMPLING.
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.
SECONDARY DATA
Secondary data is one which already exists and is collected from the
published sources.
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
your organization?
55
a. Yes
b. No
c. Don’t know
16%
4%
80%
%80
INTERPRETATION
b. No
c. Don’t know
4%
20%
76%
INTERPRETATION
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
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.
a) Yes
b) No
59
c) Don’t know
4%
26%
70%
INTERPRETATION
a. Yes
b. No
c. Don’t know
60
6%
14%
80%
INTERPRETATION
a) Yes b) No
61
INTERPRETATION:
From the above table 100% of the employees said ‘Yes’ about the
recruitment policy in the organization?
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
internal conditions?
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
66
advertising most of the time.
CONCLUSION
In this way I’ve concluded that IRCTC has a fair and effective method
of Recruitment and Selection.
SUGGESTIONS:-
68
Recruitment of Female candidates should be done in different
other than XLRI and IIM’s as it will enhance the scope and
records.
employees.
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
70
BIBLIOGRAPHY
BOOKS CONSULTED: -
• 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?
74
Q.5 Are the methods appropriate in your view?
A) Yes B) No
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