Citizen Kane

Citizen Kane is considered a great American movie. It is from 1940, but people could not view it without controversy till 1950. It is typical of American films because it is in English, and its production refers to American culture. The film industry of the 1930s thrived on a felicitous circle of economic dependence on attendance, exhibition, and production. (226). The movie is pointed at William Randolph Hearst and the printing industry. When Hearst learned through gossip of Orson Welles' film, he set out to protect his reputation by shutting the film down. Hollywood executives rallied around Hearst, attempting to buy the film in order to burn the negative. At the same time, Hearst's defenders moved to intimidate exhibitors into refusing to show the movie. Threats of blackmail, smears in the newspapers, and FBI investigations were used in the effort. Hearst's movement was successful. It would be nearly a quarter of a century before Citizen Kane was revitalized - before Wel!les would gain acknowledgment for having created one of cinema's great masterpieces.Arthur Knight said, "Less by imitation than by inspiration, Citizen Kane has altered the look not only of American films, but of films the world over." Formulas for story construction, characterization, casting, dcor, music, and photography dominated Hollywoods films. A key principle in the selection of story material was- and remains-simply that an idea that had worked before would probably work again. (228). Films were not seen special, individual conceptions but tended to bunch together as types, in cycles. Citizen Kane broke that tradition. The unique techniques, structure, and parallelism in plot change the way movies have been made in previous times. It was confusing and shocking to its audience. Every aspect of the production marked an advance in film language: the deep-focus, deeply shadowed cinematography; the discontinuous ...

Rebuild your hiring process into a successful one with 5 easy steps

Rebuild your hiring process into a successful one with 5 easy steps If you work in HR, you know how important it is to place real value on the hiring process- but does the company you work for feel the same way?Although it can be argued that nothing is more important to the short- and long-term viability of an organization than ensuring that the teams who work towards its success contain the best and the brightest candidates available, the truth is that some companies don’t take the hiring process as seriously as they should, and have a poor hiring process that reflects this thinking.Having a strong and well-defined hiring culture can really take your business to the next level and help propel it past the competition in your industry. It stokes the flames of motivation and innovation- key determinants of success that truly separate those businesses just looking to hang on from those looking to leap ahead of the pack. Conversely, if your company fails to commit to taking its hiring practices seriously, it can make it difficult to attract top-ti er individuals in today’s candidate-driven job market, where seemingly infinite opportunity is outpacing available talent, and those with the background and skill sets to disrupt the status quo and drive real change have plenty of options to choose from when looking for their next job or project.An article by the International Franchise Association (IFA) highlights the importance of having a well-defined hiring process for your company: â€Å"Every new employee will either contribute positively to customer satisfaction, growth and profitability, or contrastingly have a negative impact on the business. By adopting a structured and comprehensive hiring process, you’re taking the first step in positioning your business for success by attracting the right talent. The type of talent that will help build the company culture, drive sales and ultimately position the company as a leader in the industry.†So, it seems abundantly clear that having a well-defined hiring proc ess is a crucial element of any company- but how can you tell where your company ranks? As an HR professional, there are some key indicators you can use to determine if your company is taking its hiring culture and practices seriously (or not).hbspt.cta.load(2785852, '9e52c197-5b5b-45e6-af34-d56403f973c5', {});How were you hired?A key performance indicator you can use is the process you encountered when you were a candidate for your current position. Even if it was years ago, this information can help you establish a baseline regarding how your company is faring when it comes to hiring. Was the experience streamlined, polished, and completely effective at answering your questions, addressing your needs and concerns, keeping you updated during the process, and capturing your interest in joining the team? Were there clear areas for improvement? Do those areas still need improvement?How does your company treat HR overall?Does your company place a real value and importance on cultivatin g a top-tier HR department that’s made up of seasoned and well-trained staff who fully understand the company’s mission and culture? Are they prepared to support and bolster the company’s goals with each new position they’re tasked with filling? Take stock of your department and its position in the organization, which will help you determine if your company has a strong hiring culture, or if there’s room for improvement.Do you have a set process in place?Is your company’s hiring process structured for success? According to the IFA, the following steps are essential for a comprehensive hiring process for each open position:Define, create, and identify the role to be filled.Source, market, and promote your open position and receive applicants.Select, evaluate candidates for the position and company culture.Verify, follow up with ideal candidates to confirm the skills and information they’ve represented.Of course these are basic steps an d a lot of nuance goes into each hire, but if your company is falling down when it comes to any of these broad strokes, it may be an indication that your hiring culture can use some work.If you’ve read this far and are starting to feel as if your company’s hiring process and culture can use some real work, don’t despair. There is plenty you can do as an HR professional to help make lasting and positive changes in your organization.Improve recruitment efficiency.Make sure your company is taking full advantage of available professional tools to support the hiring process. This includes checklists for organizational efficiency when screening candidates, preparing for interviews, and aggregating candidate data; taking advantage of well-designed and well-maintained email templates for a wide ranges of tasks, from basic correspondence to scheduling interviews and sending feedback, and more; and using helpful recruiting software for tracking candidates through the hiri ng pipeline and analyzing data.Enhance the candidate experience.As an HR professional, you’re often the first point of contact for a candidate regarding your company, and are instrumental in effectively forming their first impressions. Do your best to ensure that each candidate’s experience during the hiring process is positive, regardless of whether or not they’re hired (because word spreads). Make sure the careers page on your company’s website is well-maintained and your application process is seamless and candidate-friendly, and keep all candidates in the loop and well-informed with friendly updates during the decision-making process. Candidates are people, and possibly even potential customers of your business and brand, so be respectful, helpful, and genuine with every one of them- as in most aspects of life, the Golden Rule applies here, too.Evaluate candidates more effectively.This one’s mainly designed to streamline the internal hiring pro cess, but it’s important to keep HR staff satisfied and engaged with their work in order for them to do their jobs effectively. Make sure that your evaluation process for each position is accurately capturing crucial data to assess the potential effectiveness and value of each candidate. Some key methods for obtaining useful candidate metrics include portfolio and work sample reviews, having candidates complete thoughtfully designed standardized tests, and structuring interviews for maximum impact and hiring efficiency. All HR personnel should be trained properly to evaluate candidates at all levels and positions- if they’re not, this is a worthy investment in time and resources for your company to make.Boost candidate sourcing.Help boost the effectiveness of your HR department, and in turn stimulate your company’s hiring process and culture by implementing effective candidate sourcing strategies. Take advantage of social media to build your company’s bra nd and keep followers and potential candidates informed about job openings, make sure your company is represented at key industry events and associations, develop an effective company referral program, invest in helpful sourcing tools to find qualified candidates quickly, and build and maintain an active candidate pipeline for current and future job openings.Attract top talent with top ads.This one may seem obvious, but you’d be surprised by how many companies run ineffective and sometimes downright confusing ads when seeking candidates for open positions- and you’d better believe that candidates notice poor ads, which factor into first impressions and can serve to pollute your organization’s hiring culture. Make sure your company is utilizing engaging and clearly crafted ads that include all key relevant details about the position, as well as candidate requirements and â€Å"nice-to-haves,† and make sure your company’s brand is well represented.Us e the advice and strategies presented here to help you figure out how strong your company’s hiring culture is right now. Take an honest look at the way you operate, and then determine how to make any needed improvements to your organization’s hiring practices and processes. Good luck!

Analysis of Financial Service Industry Literature review

Analysis of Financial Service Industry - Literature review Example Besides having a stronghold in the financial service industry, Citi Corp mirrors the vision and goals of Intersect Investments. Benchmarking is the process of observation and validation of procedures and practices that the most successful companies employ. It is a process of studying and following time tested practices from well-performing organizations to improve your own performance. In other words, it is the borrowing of standards for success. This involves determining where you need to improve, finding an organization that is exceptional in this area, then studying the company and applying its best practices in your firm. Benchmarking systematically studies the absolute best firms, and uses their best practices as the standard of comparison; a standard to meet or even surpass. Through a comprehensive assessment of strengths, weaknesses, threats, and opportunities of Intersect Investments, the management has realized that a lot of critical areas have to be reviewed if the firm is to achieve its goals and objectives. Issues range from redefining the organizational vision to devising a proper career incentive system for its employees. Sharing a similar organizational mandate, Citi Corp has fared a lot better in the industry particularly with regard to these critical areas. Citi Corp has long stood with its principle of customer intimacy and procedural simplifications. These principles have given it an edge over its competitors and made it one of the leaders in the industry for a long time. Given the nature of the products, services, and customer orientation involved, any business in the financial service industry cannot afford to ignore these basic values. Intersect Investments should do a proper visioning exercise and tune it properly to that of the Citi Corp. All the while, customer friendly services, and humanistic approach should be the cornerstone of the exercise. Employee turnover is increasing and the cost of employee turnover is expensive. Therefore, employee retention is critical. Numerous studies suggest that the majority of the workforce is considering leaving their current job for another as the economy improves. Based on this realization, Citi Corp strongly advocates employee retention and value system. Employee retention matters. A continual effort to replace departing workers-to keep the revolving door full, instead of stopping it altogether-is bleeding organizations dry. It is expensive to constantly replace people that turnover. The cost of attracting, recruiting, hiring, training, and getting new people up to speed is tremendously more costly as well as more wasteful than most realize. Second, productivity and profitability are directly tied to employee retention.  

Hospital Emergency Operations Plan Essay Example | Topics and Well Written Essays - 750 words

Hospital Emergency Operations Plan - Essay Example The emergency plan for the hospital has guidelines for facility evacuation. Facility evaluation is undertaken when the present environment cannot adequately ensure patient treatment or care. The University of Toledo Medical center (UTMC) is a component of the University of Toledo Health Science campus; which has several buildings, hospitals, and health sites. All the buildings are interconnected aboveground and underground tunnel infrastructures; separated through firewalls, having different utility systems, and different emergency power sources. Hence, if one part of the building is unusable, an alternative care site can be located in a different equipped building. The UTMC has also collaborated with other community partners, to establish an alternative care site at the Collier Building; therefore, medical staff or students can continue caring for the relocated patients. During patient relocation, copies of medical records and other medical items are sent to the alternative clinic s ites. Communication and transport infrastructure and services between the hospital and the alternative clinic sites are coordinated in the Hospital command Center in liaison with the Lucas County Emergency Operation Coordinator. In addition, the Hospital Council of Northwest Ohio in collaboration with regional health providers, have initiated a plan for opening a major alternative care facility.The HICS has a flexible method to emergency management which can be utilized in various disaster responses.

Famine, Affluence, and Morality Essay Example for Free

Famine, Affluence, and Morality Essay In Peter Singer’s 1972 article titled â€Å"Famine, Affluence and Morality†, he suggests that wealthy nations have an ethical duty to contribute much more than they do to other nations who are suffering through a natural disaster, extreme poverty, famine or other issues. In this paper, I will describe Singers objective and give his argument with regards to this issue. I will describe three counter-arguments to Singer’s view which he addresses, and after that reveal Singer’s reactions to those counterarguments. I will explain Singer’s idea of marginal utility and also differentiate how it pertains to his argument. I will compare how the ideas of duty and charity alter in his suggested world. To conclude, I will provide my own position in response to Singer’s argument. The primary objective of Singer’s article is to express that we as people have the capacity to assist those in dire need as it is our moral duty to do so. He uses the disaster in East Bengal as an example. â€Å"Continuous poverty, a cyclone, and a civil war have turned a minimum of 9 million people into abandoned refugees; nonetheless, its not beyond the capability of the wealthier countries to provide sufficient help to decrease further suffering to very small proportions (Singer 1972). He thinks that theres no reason at all for individuals to suffer if other people have the ability to assist and prevent it from happening or getting worse. It’s our moral responsibility to modify our way of living so as to achieve this important objective. They are overcrowded, hungry, dehydrated and need medical attention. Singer believes that we have the resources to decrease the suffering and pain yet we disregard the problem and do nothing at all, which can be immoral. We should modify our opinions of morality so as to develop a dedication to helping people in dire need. Singer provides counter-arguments in his work which I will talk about here. He offers his readers a scenario which involves a drowning kid and a witness. Most people would try to save the kid since its the â€Å"right† action to take. Singer proposes that this duty happens since lots of people know that a drowning kid is considered very bad and outweighs the fact they you have to get your clothes muddy and wet. The counter-argument in this situation proposes that because I am not the only individual seeing this event, why is it my duty to do something positive about it? Why must it be my ethical responsibility to assist this kid in case nobody else is doing anything regarding it? Singer explains, â€Å"In case its in our power to avoid something bad from occurring, without thereby compromising anything of comparable moral significance, we should, morally, to do it (1972). † He thinks that we are able to do whats right however we should decide to do whats right even when everybody else decides not to. Singer also touches on whether our moral responsibilities must be restricted to distance. The counter-argument in this instance proposes that because these suffering people are so far away, why is it my moral responsibility to help them instead of using it in my own area? According to Singer, â€Å"It makes no ethical difference whether the individual I can assist is a neighbors kid 10 yards from me or a Bengali whose name I shall never know, 10,000 miles away (pg. 232). † Its still our moral obligation to do whats right. Is it morally appropriate to discriminate against a suffering individual just due to their distance? Singer suggests, â€Å"In case we accept any rule of impartiality, universalizability, equality, or whatever, we cant discriminate against somebody just because he is far away from us (or we are far off from him) (pg. 232)†. A person’s distance must not restrict our moral duties. Singer believes that everybody must give when its required. Many people are not contributing, so how much must I give without making myself or my loved ones worse off? The counter-argument here is whether to give more than can cause financial stuggle. He discusses the probability of contributing to the point of marginal utility. As Singer states â€Å"Because the situation seems to be that not many people are likely to give considerable sums, it makes sense that I and everybody else in similar conditions must give as much as possible, that is, at least up to the level at which by giving more one would start to cause acute suffering for oneself and one’s dependents-perhaps even beyond this level to the stage of marginal utility, at which by giving more one would cause oneself and one’s loved ones just as much suffering as one would prevent in Bengal† (pg. 234). To conclude, we all must give as much as possible so long as it doesnt cause us to suffer in the process. Singer proposes that responsibility and charity is our ethical duty. We â€Å"ought† to assist unknown people in need of assistance if we are capable to and that it would be morally incorrect not to contribute. We must put on our old clothes instead of purchasing new ones just for the simple truth that you want to be well dressed. Duty and charity change in this future world since in this era, many people wont give up certain luxuries so as to give to other people. Most people are selfish and would prefer to indulge in the finer matters in life rather than worry about contributing their hard earned bucks to other people in need of assistance. Individually, I support Singer’s point for many reasons. I do think that we must assist people in need when we are capable of doing so as long as it does not cause us to suffer financially. I agree that a few luxuries must be overlooked if it implies that a life can be saved. In case we were suffering or in an identical condition, would we wish or expect assistance? I agree that its the correct thing to do morally. I dont believe that we must discriminate against a suffering person simply because that individual isnt in our society. The life of an individual is invaluable and must come first of all. To conclude, Singer’s primary point is that it is our moral obligation to assist other people in times of need with regards to medical care, food, shelter or reconstruction. I agree that we must contribute our money and time to assist other people if it doesnt create a bad impact on our own lives. In this era, lots of people are selfish as well as greedy and dont usually stop to take into consideration other people in need of assistance. People need to understand that there are lots of people around suffering and may ultimately pass away if they dont get the assistance they need as well as deserve. I agree that it is our moral duty to assist any person in urgent need even when its an individual thousands of miles away.

Dealing With Guilt in Nathaniel Hawthornes The Scarlet Letter Essays

Dealing With Guilt in The Scarlet Letter    Throughout The Scarlet Letter, Nathaniel Hawthorne attempted to expose the varying ways in which different people deal with lingering guilt from sins they have perpetrated. The contrasting characters of Hester Prynne and Arthur Dimmesdale ideally exemplified the differences in thought and behavior people have for guilt. Although they were both guilty of committing the same crime, these two individuals differed in that one punished themselves with physical and mental torture and the other chose to continue on with their life, devoting it to those less fortunate than they.    In order to show this difference in the two main characters, they both had to be put on relatively same grounds. Hawthorne achieved this by making them both involved in the same offense: adultery. Hester Prynne and Arthur Dimmesdale both resided in the same town and both knew the same people in the settlement. However, despite this effort for equality, it was impossible to make both characters play on the same level. For development and in...

Recruitment and Selection in Dlw

A SUMMER TRAINNING PROJECT REPORT ON RECRUITMENT AND SELECTION AT DIESEL LOCOMOTIVE WORKS SUBMITTED IN Partial Fulfillment of the Requirement of the Award of the Master of Business Administration (MBA) OF BANASTHALI UNIVERSITY (Session: 2011-2013) SUBMITTED BY AMRITA MATHUR MBA IIND SEMESTER ID NO. – WBMBA11964 ROLL NO. – 7459 ACKNOWLEDGEMENT Any accomplishment requires the effort of many people and this work is no different. It has been my proud privilege to be attached to Diesel Locomotive Work, a highly professional’s bank with modern outlook.With due respect I express my indebt ness to the management of Diesel Locomotive Work for accommodating me as a summer trainee. I would like to express my gratitude with sense of reverence to Mr. Dinesh Singh (head, PERSONNEL and HR department). It would have been difficult to go through this project without their help. He not only helped me in collecting data but also supported me with their valuable knowledge and experi ence in the successful completion of this project. I would also thankful to almighty god for his grace and mercy to successfully complete this project. Amrita Mathur PREFACEIn our two year degree program of M. B. A. of there’s provision for doing summer training, after IInd semester. The essential purpose of this project is to given an exposure and detailed outlook to the student of practical concept, which they already studied research. For this purpose, I was assigned the project for the â€Å"RECRUITMENT AND SELECTION† in Diesel Locomotive Work. It is a matter of great privilege to get training from Diesel Locomotive Work, one of the largest organisations of its kind. The project lasted for a period of six weeks: it was informative, interesting and inspiring.I hope this report will provide an experiment outlook to the dynamic functioning in the HR department in Diesel Locomotive Work. EXECUTIVE SUMMARY The project titled â€Å"RECRUITMENT AND SELECTION† Under taken in Diesel Locomotive Works (DLW). A production unit of Indian Railways,  DLW  was set up in collaboration with Alco, USA, in 1961 and commenced manufacturing in 1963. It has so far supplied over 5,000 locomotives, mainly to Indian Railways but also including 342 locomotives for non-railway  customers  such as power plants, port trusts and industrial users.The project report is about recruitment and selection process that’s an important part of any organization. Which is considered as a necessary asset of a company? It gives a organizational structure of the company. It’s a methodology in which the particular organization works and how a new candidate could be recruited in such a way that he/she would be fitted for the right kind of career. For every organisation it is important to have a right person on a right job. Recruitment and Selection plays a vital role in this situation.Shortage of skills and the use of new technology are putting considerable pres sure on how employers go about Recruiting and Selecting staff. It is recommended to carry out a strategic analysis of Recruitment and Selection procedure. There are two types of factors that affect the Recruitment of candidates for the company- * Internal factors. * External factors With reference to this context, this project is been prepared to put a light on Recruitment and Selection process. This project includes Meaning and Definition of Recruitment and Selection, Need and Purpose of Recruitment, Evaluation of Recruitment Process.Sources of Recruitment through which an organisation gets suitable application. Job Analysis, which gives an idea about the requirement of the job. Next is Selection process, which includes steps of Selection, Types of Test, Types of Interview, Common Interview Problems and their Solutions. The objective of selection decision is to choose the individual who can most successfully perform the job from the pool of qualified candidates. Selection process o r activities typically follow a standard patter, beginning with an initial screening interview and concluding with final employment decision.Recruitment and Selection are simultaneous process and are incomplete without each other. They are important components of the organisation and are different from each other. Since all the aspect needs practical example and explanation this project includes Recruitment and selection Process of Indian Railways. CONTENTS SR. NO. | TOPIC| PAGE NO. | 1. | Introduction| 1| 2. | Objective| 2| 3. | Scope Of The Study| 3| 4. | Research Methodology| 4-6| 5. | Company Profile| 7-12| 6. | Review Of Literature| 13-38| 7. | Data Analysis And Data Interpretation| 39-49| 8. Findings| 50| 9. | Conclusion| 51| 10. | Limitation Of Study| 52| 11. | Suggestions| 53| 12. | Bibliography| 54| 13. | Annexure| 55-57| INTRODUCTION Human Resource is a basic need of any work to be done. Recruitment and selection are two of the most important functions of personnel managem ent. Recruitment precedes selection and helps in selecting a right candidate. Every organisation needs to look after recruitment and selection in the initial period and thereafter as and when additional manpower is required due to expansion and development of business activities.The project report is all about recruitment and selection process that’s an important part of any organization. Recruitment highlights each applicant’s skills, talents and experience. Their selection involves developing a list of qualified candidates, defining a selection strategy, identifying qualified candidates, thoroughly evaluating qualified candidates and selecting the most qualified candidate. ‘Right person for the right job’ is the basic principle in recruitment and selection. Every organisation should give attention to the selection of its manpower, especially its managers.Every business organisation/unit needs manpower for carrying different business activities smoothly a nd efficiently and for this recruitment and selection of suitable candidates is essential. Human resource management in an organisation will not be possible if unsuitable persons are selected and employment in a business unit. OJBECTIVE The objective of my study is to understand and critically analyzed the recruitment and selection procedure at Diesel Locomotive Works. 1. To study the recruitment and selection procedure followed in DIESEL LOCOMOTIVE WORKS (DLW). 2. To study the various sources of recruitment followed in DLW. . To learn what is the process of recruitment and selection that should be followed. 4. To critically analyze the functioning of recruitment and selection procedures. 5. To identify the probable area of improvement to make recruitment and selection procedure and more effective. 6. To know the managerial satisfaction level about recruitment and selection procedure. SCOPE OF THE STUDY The benefit of the study for the researcher is that it helped to gain knowledge and experience and also provided the opportunity to study and understand the prevalent recruitment and selection procedures.The key points of my research study are: 1) To study the facts about the diesel locomotive works as a group. 2) To understand and analyze various HR factors including recruitment and selection procedure at Diesel Locomotive Works. 3) To suggest any measures/ recommendations for the improvement of the recruitment procedures. REASERCH METHODOLOGY In everyday life human being has to face many problems viz. Social, economical, financial problems. These problems in life call for acceptable and effective solutions and for this purpose, research is required and a methodology applied for the solutions can be found out.Research was carried out at DIESEL LOCOMOTIVE WORKS to find out the â€Å"Recruitment and selection process†. The Research Research is a â€Å"careful investigation or inquiry especially through search for new facts in any branch of knowledge. â⠂¬  The project is a systematic presentation consisting of enunciated problem, formulated hypothesis, collected facts or data, analyzes facts and proposed conclusions in form of recommendations. Kind of Research The research done by Exploratory Research: This kind of research has the primary objective of development of insights into the problem.It studies the main area where the problem lies and also tries to evaluate some appropriate courses of action. Sample Design: A complete interaction and enumeration of all employees of Diesel Locomotive Work was not possible so a sample was chosen that consisted of 25-30 employees. DATA COLLECTION The data for the survey will be conducted from both primaries as well as secondary sources. Primary Data: Primary data was collected through training classes and survey method by distributing questionnaires to manager of personnel department and employees of recruitment and selection section of personnel department.The questionnaires were carefully designed by taking into account the parameters of my study. Secondary Data: Data was collected from books, magazines, web sites, going through the records of the organisation, etc. It is the data which has been collected by individual or someone else for the purpose of other than those of our particular research study. Or in other words we can say that secondary data is the data used previously for the analysis and the results are undertaken for the next process. RESEARCH DESIGN Research Design:A research design is the specification of methods and procedure for acquiring the information needed to structure or to solve problems. It is the overall operation pattern or framework of the project that stipulates what information is to be collected from which source, and be what procedures. â€Å"A research design is the arrangement of condition for collection and analysis of data in a manner that aims to combine relevance to the research purpose with economy in procedure†. Design decision happens†¦ 1. What is study about? 2. What is study being made? 3. Where will the study be carried out? 4. What type of data is required? . Where can the required data to be found? 6. What will be the sample design? 7. Technique of data collection? COMPANY PROFILE INDIAN RAILWAY India's first train runs between Mumbai  and  Thane. The Indian railways are Asia’s largest railways system and the world’s second largest railways system. Indian railways are owned and managed by the central government. Indian Railways  (IR) is an iconic Indian organisation, owned and operated by the  Government of India through the  Ministry of Railways which is responsible for the maintenance and operation of the entire rail network in India and it enjoys total monopoly. Railway† means a railway or any portion of a railway for the public carriage of passengers, animals or goods. Railways were first introduced to India in 1853. By 1947, the year of  India's inde pendence, there were forty-two rail systems. In 1951 the systems were nationalized as one unit, the Indian Railways, becoming one of the largest networks in the world. It has the world's fourth largest railway network after those of the United States,  Russia  and  China. Rail transport is the conveyance of passengers and goods by means of wheeled vehicles running along railways or railroads.Rail transport is part of the logistics chain, which facilitates international trade and economic growth. INDIAN RAILWAY STRUCTURE Indian Railways is divided into several zones, which are further sub-divided into  divisions. The number of zones in Indian Railways increased from six to eight in 1951, nine in 1952 to sixteen in 2003 then to seventeen in 2010. Each zonal railway is made up of a certain number of divisions, each having a divisional headquarters. There are a total of sixty-eight divisions. Each of the seventeen zones is headed by a General Manager (GM) who reports directly to the Railway Board.The zones are further divided into divisions under the control of Divisional Railway Managers (DRM). Sr. No. | Name| Abbr. | Date Established| Headquarters| Divisions| 1. | Central| CR| 1951-11-05| Mumbai| Mumbai,  Bhusawal,  Pune,  Solapur,  Nagpur| 2. | East| ECR| 2002-10-01| Hajipur| Danapur,  Dhanbad,  Mughalsarai,Samastipur,  Sonpur| 3. | East Coast| ECoR| 2003-04-01| Bhubaneswar| Khurda Road,  Sambalpur,  Visakhapatnam| 4. | Eastern| ER| 1952-04| Kolkata| Howrah,  Sealdah,  Asansol,  Malda| 5. | North Central| NCR| 2003-04-01| Allahabad| Allahabad,  Agra,  Jhansi| 6. North Eastern| NER| 1952| Gorakhpur| Izzatnagar,  Lucknow,  Varanasi| 7. | North Western| NWR| 2002-10-01| Jaipur| Jaipur,  Ajmer,  Bikaner,  Jodhpur| 8. | Northeast Frontier| NFR| 1958-01-15| Guwahati| Alipurduar,  Katihar,  Rangia,  Lumding,Tinsukia| 9. | Northern| NR| 1952-04-14| Delhi| Delhi,  Ambala,  Firozpur,  Lucknow,Moradabad| 10. | Sout h Central| SCR| 1966-10-02| Secunderabad| Secunderabad,  Hyderabad,  Guntakal,Guntur,  Nanded,  Vijayawada| 11. | South East Central| SECR| 2003-04-01| Bilaspur| Bilaspur,  Raipur,  Nagpur| 12. | South Eastern| SER| 1955| Kolkata| Adra,  Chakradharpur,  Kharagpur,  Ranchi| 13. South Western| SWR| 2003-04-01| Hubli| Hubli,  Bangalore,  Mysore| 14. | Southern| SR| 1951-04-14| Chennai| Chennai,  Trichy,  Madurai,  Palakkad,  Salem,Trivandrum  | 15. | West Central| WCR| 2003-04-01| Jabalpur| Jabalpur,  Bhopal,  Kota| 16. | Western| WR| 1951-11-05| Mumbai| Mumbai Central,  Ratlam, Rajkot,  Ahmedabad ,  Bhavnagar,  Vadodara| Production Units Six production units are headed by a General Manager, who also reports directly to the Railway Board. The six Production Units are:- Sl. No| Name| Abbr. | Year Established| Location| Main products| 1. Golden Rock Locomotive Workshops| GOC| 1928| Trichy| Diesel-electric Locomotives| 2. | Chittaranjan Locomoti ve Works| CLW| 1947| Chittaranjan  ,Asansol| Electric Locomotives| 3. | Diesel Locomotive Works| DLW| 1961| Varanasi| Diesel Locomotives| 4. | Diesel-Loco Modernisation Works| DMW| 1981| Patiala| Diesel-electric Locomotives| 5. | Integral Coach Factory| ICF| 1952| Chennai| Passenger coaches| 6. | Rail Coach Factory| RCF| 1986| Kapurthala| Passenger coaches| 7. | Rail Wheel Factory| RWF| 1984| Bangalore| Railway wheels and axles| 8. | Rail Wheel Factory| RWF| 2011| Chhapra| Railway wheels and axles|Diesel Locomotive Works  (DLW) The  Diesel Locomotive Works  (DLW) in  Varanasi,  India, is a production unit owned by  Railways, that manufactures diesel-electric  locomotives  and its spare parts. It is the largest diesel-electric locomotive manufacturer in India. Healthy growth of railways is essential for India’s social, regional, economic, industrial and agricultural development. The main vision of Diesel Locomotive Works â€Å"To be a world class manufacture r of Diesel – electric locomotives. †Ã‚   Organizational Structure Of DLW General Manager (GM) CMO CME COS FA ; CAO CMEPCMDDepty CPO/HQ Depty CPO/General SPO APO/HQ APO/Staff | Nature of workThe role changes depending on where an officer is placed in the organization – in the division (operational level), the zone (tactical level), or the railway board (strategic level). The following are the different roles played in railways:  Ã¢â‚¬ ¢ The commercial division: This division handles all commercial responsibilities like ticket checking, catering, administration and management of stations, reservation, announcements on the platforms, etc. †¢ The operations division: This division deals with controlling movement of trains.Keeping a check on incoming and outgoing trains, detachment or attachment of wagons, etc. , are the responsibilities of this division. †¢ India Railway Accounts Service: This branch of the Railway Services is engaged in handling the acc ounting and finance operations of the Indian Railways. At this post, the officer carries the overall responsibility for accounts for the whole zone. †¢ Indian Railway Personnel Service: As the name indicates, officers in this division handle all matters related to the personnel section like selection, promotions, training, welfare activities, transfers, increments, disciplinary actions and the like. Railway Protection Service/ Railway Protection Force: This branch of the Indian Railway Services is entrusted with the task of maintenance of law and order on trains and on premises owned and used by the Indian Railways. †¢ Railway Engineering Services: This is the technical side of the Railway Services and is engaged in activities like construction and planning of railway tracks, bridges and buildings. There are branches in this division like the Indian Railway Service of Electrical Engineers and the Indian Railway Service of Mechanical Engineers.Benefits To The EmployeesGroup A, B C and D title will be issued to those railway servants. There are both gazetted and non gazetted officers in these groups. Different railway passes are allowed to the employees according to the group and positions given to them. Some of them are Special passes, residential passes, widow passes, post retirement complimentary pass, school pass, pass on privilege account, duty pass etc. Staff Welfare| DLW undertakes a Varity of welfare activities for its over 6000 personnel.Important among these are:Education Facilities: DLW administration runs 4 schools providing Primary and Secondary Education to more than 2600 students. DLW Women’s Welfare Organization also runs a primary school Bal Niketan. DLW township also possesses 1 Post Graduate Girl’s College, 2 Central Schools, and 1 Senior Secondary School. Medical Facilities:105 bedded well-equipped Railway Hospital, a Health Unit and a First-Aid post in workshop provide comprehensive health care to around 20,000 Railwa y family members. A Homeopathic and an Ayurvedic dispensary are also available.Railway Quarters:A total of 3641 staff quarters are provided to the DLW employees. The Railway colony is well maintained and green, providing excellent pollution free environment. Compassionate Appointments:Families of deceased employees are helped by the way of compassionate appointment to the wards. Institute/Community Centre etc. :For various social needs of the staff 1 Community Hall, 2 Institutes, 2 Barat Ghars, 1 Kalyan Kendra, 1 Rangshala and 1 Officers Club are functioning on the premises. Cinema Club:For recreation of staff a Cinema Hall of around 700 capacities is functioning since 1967 in DLW.Sports ; Game:All kinds of facilities for various games like Cricket, Hockey, Basketball, Badminton, Volley-ball, Football, Table Tennis, Gymnasium, Athletics, Swimming, Golf, and Rifle Shooting have been provided for the staff. | REVIEW OF LITERATURE Human Resource plays a crucial role in the development process of the modern. Human resource management is the management of employee’s skill, knowledge abilities, talent, aptitude, creativity, ability etc. different terms are used for denoting Human Resource Management. RECRUITMENT AND SELECTIONRecruitment and selection are two of the most important functions of personnel management. Recruitment precedes selection and helps in selecting a right candidate. RECRUITMENT Recruitment is â€Å"hiring† of employees from outside. Recruitment has been regarded as the most important function of the HR department. ‘Right person for the right job’ is the basic principle in recruitment and selection. Every business organisation/unit needs manpower for carrying different business activities smoothly and efficiently and for this recruitment and selection of suitable candidates is essential.Need For Recruitment: The need for recruitment may be due to the following reasons / situation: 1. Vacancies due to promotions, transfer , retirement, termination, permanent disability, death and labour turnover. 2. Creation of new vacancies due to the growth, expansion and diversification of business activities of an enterprise. In addition, new vacancies are possible due to job specification. Purpose And Importance Of Recruitment: 1. Determine the present and future requirements of the organization with its personnel-planning and job analysis activities. . Increase organizational and individual effectiveness in the short term and long term. 3. 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 decided whether they wish to work for it. Sources Of Recruitment The sources of recruitment in Diesel Locomotive Work can be broadly categorized into internal and external sources- I.Internal Rec ruitment – Internal recruitment seeks applicants for positions from within the company. The various internal sources include 1) Promotion. 2) Transfers. 3) Compassionate Ground. 4) Sports Quota. 5) Cultural Quota. 6) Physical Handicapped Quota. II. External Recruitment – External recruitment seeks applicants for positions from sources outside the company. The various external sources include 1) Government Placement Agencies: a) UPSC(Union Public Service Commission) b) RRB/RRC(Railway Recruitment Board/Railway Recruitment Control) SELECTIONSelection is basically picking an applicant from (a pool of applicants) who has the appropriate qualification and competency to do the job. It is a negative process and involves the elimination of candidates who do not have the required skills and qualification for the job proposed. The objective of selection decision is to choose the individual who can most successfully perform the job from the pool of qualified candidates. It is the system of function and device adopted in a given company to ascertain whether the candidate’s specifications are matched with the job specifications and recruitment or not.The difference between recruitment and selection: * Recruitment is identifying n encouraging prospective employees to apply for a job and Selection is selecting the right candidate from the pool of applicants. * Recruitment is the positive function in which interested candidates are encouraged to submit application and Selection is a negative function in which unsuitable candidates are eliminated and the best one is selected. Selection Test: Different types of tests may be administered, depending on the job and the company.Generally, tests are used to determine the applicant’s ability, aptitude, intelligence, general knowledge, and medical test. .Selection Decision: The final decision has to be made the pool of individuals who pass the tests, interviews and reference checks. The view of the line man ager will be generally considered in the final selection because it is he/she who is responsible for the performance of the new employee. The HR manager plays a crucial role in the final selection. Physical Examination: After the selection decision and before the job offer is made, the candidate is required to undergo a physical fitness test.A job offer is, often, contingent upon the candidate being declared fit after the physical examination. The results of the medical fitness test are recorded in a statement and are preserved in the personnel records. There are several objectives behind a physical test: 1. Physical test is to detect if the individual carries any infectious disease. 2. The test assists in determining whether an applicant is physically fit to perform the work. 3. The physical examination information can be used to determine if there are certain physical capabilities, which differentiate successful and less successful employees. . Medical check-up protects applicants with health defects from undertaking work that could be detrimental to them or might otherwise endanger the employer’s property. 5. An examination will protect the employer from workers compensation claims that are not valid because the injuries or illness were present when the employee was hired. Job Offer: After the physical examination the selection process is job offer to those applicants who have crossed all the previous hurdles. Job offer is made through a letter of appointed.Such a letter generally contains a date by which the appointee must report on duty. The appointee must be given reasonable time for reporting. Again, a new job may require movement to another city, which means considerable preparation, and movement of property. The company may also want the individual to delay the date of reporting on duty. If the new employee’s first job upon joining the company is to go on company until perhaps a week before such training begins. Naturally, this practice cannot be abused, especially if the individual is unemployed and does not have sufficient finances.Their applicants may be preserved for future use, if any. It needs no emphasis that the applications of selected candidates must also be preserved for the future references. Contract Of Employment: After the job offer has bee made and candidates accept the offer, certain documents need to be executed by the employer and the candidate. One such document is the attestation form. This form contains vital details about the candidate, which are authenticated and attested by him/her. Attestation form will be a valid record for the future reference. There is also a need for reparing a contract of employment. The basic information that should be included in a written contract of employment will vary according to the level of the job, but the following checklist sets out the typical headings: 1. Job title. 2. Duties, including a parse such as â€Å"The employee will perform such duties and wil l be responsible to such a person, as the company may from time to time direct†. 3. Date when continuous employment starts and the basis for calculating service. 4. Rate of pay, allowance, overtime and shift rates, method of payments. 5.Hours of work including lunch break and overtime and shift arrangements. 6. Holiday arrangements: a) Paid holidays per year. b) Calculation of holiday pay. c) Qualifying period. d) Accrual of holidays and holiday pay. e) Details of holiday year. f) Dates when holidays can be taken. g) Maximum holiday that can be take at any one time. h) Carry over of holiday entitlement. i) Public holidays. 7. Length of notice due to and from employee. 8. Grievances procedure (or reference to it). 9. Disciplinary procedure (or any reference to it). 10. Work rules (or any reference to them).Employer’s right to vary terms of the contract subject to proper notification being given. Alternatively called employment agreements or simply bonds, contracts of emp loyment serve many useful purposes. The drawback with the contracts is that it is almost to enforce them. A determined employee is bound to leave the organisation, contract or no contract. Recruitment And Selection In Diesel Locomotive Work (DLW) Indian railway is considered as the biggest job provider in world. The Indian railway network is divided into 17 different zones geographically.Here I am giving you detailed information about division of railway jobs, and which job profile will be given in which departments through which exam. Staff are classified into gazetted (Group ‘A' and ‘B') and non-gazetted (Group ‘C' and ‘D') employees. The recruitment of Group ‘A' gazetted employees is carried out by the  Union Public Service Commission through exams conducted by it. The recruitment to Group ‘C' and ‘D' employees on the Indian Railways is done through 19 Railway Recruitment Boards which are controlled by the Railway Recruitment Control Bo ard (RRC).Vacancies in Indian Railways are filled either by recruitment by Recruitment agencies like UPSC or RRB or by promotion from serving candidates. The railway recruitment board divides all the jobs into four major categories as given below: 1. Group A: Group A recruitments are filled by UPSC by All India Competitive examinations. 2. Group B: Group B posts are normally filled by promotion from serving Group C candidates. 3. Group C: Group C recruitment are made by Railway Recruitment Board (RRB). 4. Group D: Group D posts are filled at the divisional level.The employees who are selected under group A and group B are Gazette officers. General Conditions for Recruitment The recruitment rules may provide for- 1. Qualifications, age and the scales of pay applicable for the various posts in the service and important conditions of service, like leave, pension, non-contributory Provident Fund benefits, etc  . 2. No male candidate who has more than one wife living or no female candi date who has married a person having already a wife living shall be eligible for appointment to a railway service, unless the competent authority exempts the candidate from the operation of this rule. . Proportion of vacancies to be filled by direct recruitment and promotion of railway servants from subordinate services. 4. In the case of probationers, consequences of failure to pass prescribed departmental examinations, if any, e. g. loss of appointment, stoppage of increments etc. 5. Passing obligatory language examination whenever prescribed in the recruitment regulations for each service in Group ‘A’. Recruitment of Group A services Recruitment of Group ‘A' Officers are made through: 1. Open competitive examination held by UPSC. . Promotion of Officers from Group ‘B'. 3. Appointment of Special Class Apprentices by UPSC. 1) Through UPSC recruits the candidate can be selected in railways by clearing one of the following three exams. a) Civil Services Exami nation: This exam is recruiting candidates for the post of traffic department, accounts departments and protection force department. * Indian Railway Traffic Service (IRTS). * Indian Railway Personnel Service (IRPS). * Indian Railway Accounts Service (IRAS). * Railway Protection Force ) Enginnering Services Examination for: This exam select candidate for the post of mechanical engineers, store engineers, signal engineers and electrical engineers. * Indian Railway Service of Engineers (IRSE). * Indian Railway Service of Mechanical Engineers (IRSME). * Indian Railway Service of Electrical Engineers (IRSEE). * Indian Railway Service of Signal Engineers (IRSEE). * Indian Railway Stores Service (IRSS). a) Medical Services Examination for: Through this exam the candidates are selected for medical department of Indian railways. Indian Railway Medical Service (IRMS). 2) Promotion of Officers from Group ‘B’ * Promotion from Group B to Group A (Junior Scale). 1. Appointments to t he posts in the junior scale shall be made by selection on merit from amongst Group B officers of the departments concerned with not less than 3 years of non-fortuitous service in the grade. 2. If the quota reserved for Group B Officers for promotion to junior scale is not fully utilised, the remaining vacancies may be filled by Government in accordance with the recruitment rules and in consultation with the UPSC. . The Departmental Promotion Committee for this purpose shall consist of a representative of the Union Public Service Commission as Chairman and two representatives of the Ministry of Railways as Members. * Promotion from junior scale to senior scale. Appointment to the posts in the senior scale shall be made by promotion in the order of seniority, subject to rejection of the unfit, of officers with ordinarily not less than 4 years service in the junior scale. * Promotion from senior scale to higher grade posts. 1.Promotions to the Administrative Grade are dependent on the occurrence of vacancies in the sanctioned establishment and are made wholly by selection; mere seniority does not confer any claim for such promotion. 2. Appointments to the posts in the Junior Administrative Grade shall be made by selection on merit from amongst the officers ordinarily with not less than 5 years service in the senior scale. 3. The departmental Promotion Committee for purposes   of promotion from Senior Scale and above to higher grade posts shall consist of Chairman, Railway Board, Financial Commissioner Railways and three other Members of the Railway Board. ) Special Class Railway Apprentice (SCRA) Exam * Union Public Service Commission (UPSC) conducts every year entrance exam for selecting Special Class Railway Apprentice (SCRA) to Indian Railways. * This program was started in 1927. Training * The selected candidates undergo a four-year rigorous training programme in Mechanical Engineering, Indian Railways Institute of Mechanical and Electrical Engineering, Ja malpur. * IRIMEE has signed a Memorandum of Understanding with Birla Institute of Technology, Mesra, Ranchi for the training.Degree Awarded * SCRAs get a Bachelor of Engineering degree in Mechanical Engineering after successful completion of four years of training. This degree is recognised by the All India Council for Technical Education. Career * On successful completion of the course they are posted as Assistant Mechanical Engineer (AME) in Indian Railway Service of Mechanical Engineers. * As they are posted directly as Group A officer they rapidly goes higher up in the ladder to become senior administrators of Indian Railways. Stipend and other Benefits Not only that SCRA Apprentices are trained at Railways expense, they are paid stipend at the following rates along with DA applicable: Year| Existing rate of stipend per month| Stipend per month| First| Rs. 4000| Rs. 9100| Second| Rs. 4000| Rs. 9100| Third| Rs. 4200| Rs. 9400| Fourth [First six months]| Rs. 4200| Rs. 9400| [Last six months]| Rs. 4400| Rs. 9700| * Special Class Apprentice moving from one headquarter to another in connection with their training will be eligible for daily allowance for the period covered by the journey. Leave: Special Class Railway Apprentices may be granted leave on full stipend for a period not exceeding one month in any year of apprenticeship. * Medical facilities: Special Class Apprentices shall be entitled to free medical attendance and treatment at railway hospitals and dispensaries on the same scale as applicable to railway servants. * Travelling facilities: 2 sets of Pass and 6 sets of Privilege Ticket Orders (PTO) are admissible per year valid from anywhere to anywhere on Indian Railways. SCRA Exam * SCRA exam is conducted by UPSC and is one of the toughest exams in the country as each year there are only around 10 vacancies. For Admission to the examination a candidate must have passed in the first or second division, the Intermediate or an equivalent examination of a university or board approved by the Government of India with Mathematics and at least one of the subjects Physics and Chemistry as subjects of the examination. Scheme of Exam Paper| Subject| Time| Maximum   Marks| Part IPaper-I| General Ability Test (English, General Knowledge and Psychological Test)| 2 hours| 200| Paper-II| Physical Sciences (Physics and Chemistry)| 2 hours| 200| Paper-III| Mathematics| 2 hours| 200| Total| 6 hours| 600| Part II| Personality Test carrying a maximum of 200 marks in respect of only those candidates who are declared qualified on the results of written examination. | Selection to Group B Services Selected from serving Group ‘C’ employees by General Manager. Selection Board consists of 4 HODs including CPO and HOD of the department concerned. 70% vacancies are filled through a process of selection primarily based on seniority and 30% through a selection test known as Limited Department Competitive Examination (LDCE).Salient features of LDCE and Selection are given below: | Selection| LDCE| Eligible Grade| GP 4200| GP 4200| Service requirements| Min 3 years in the 4200| Min 5 years in the 4200| Who can appear the selection| Only those who are called as per seniority and vacancy available| All employees in concerned department who fulfill the above condition| Method of selection| Primarily seniority. Written test and viva-voce has to be passed. | Purely on the basis of written test and viva-voce(standard of written exam higher than that for Selection)| SC/ST Reservation| Applicable| Applicable|Seniority| Employees empanelled through selection will rank above those through LDCE| 70% Selection * Number of vacancies existing and anticipated for the next 2 years are taken into consideration. Delayed Selection If a selection procedure is delayed by more than one year then it will be conducted as per the procedure for Delayed selection as follows: * Number of vacancies for each of the selection should be assessed separate ly. * Field of consideration of eligible employees should be assessed separately starting from earliest selection. * Separate panel for each selection.Test * The test includes both written and viva in which marks for professional ability, record of marks, personality etc. are allotted. The panel is prepared with those getting 80% and above as ‘outstanding' and 60% to 79% as ‘others'. * In selection/LDCE the total marks secured by all the candidates who had appeared for viva-voce after qualifying in the written examination and the marks secured in written test in the case of remaining candidates may be notified after finalization of Group B Panel. Limited Departmental Competitive Examination (LDCE) To fill up 30% of vacancies in Group ‘B’ vacancies in Civil Engineering, Mechanical Engineering, Electrical Engineering, Signal & Telecommunications, Transportation and Commercial Department, Stores and Accounts. * Reservation of SC/ST as per extant orders. * The p anel will be valid for the same length of time as the panel of selection. * Employees empanelled through 70% selection will rank above those through LDCE. Scheme of Examination * A written exam of a substantially higher standard than associated with normal selection and a  viva-voce. * Minimum pass marks are 60%. Names will be in order of merit on the basis of total marks. In selection/LDCE the total marks secured by all the candidates who had appeared for viva-voce after qualifying in the written examination and the marks secured in written test in the case of remaining candidates may be notified after finalisation of Group B Panel. Promotion to Railway Services, Group B Promotions to Group B posts shall be made by the General Managers except in the Security Department provided that such promotions are made in the strict order of placement on the panel recommended by the Selection Board; if any supersession of that order is involved, the matter should be referred to the Railway M inistry.The posts of Assistant Accounts Officers shall ordinarily be filled by selection from Group C railway servants who have passed the departmental examination qualifying for promotion as Section Officer (Accounts), Inspector of Stores Accounts/Inspector of Station Accounts or are exempted from passing that examination. Selection of APOs For selection to the post of Assistant Personnel Officers, the Recruitment Board has restricted the field of eligibility to the following staff only: Eligibility * Staff of Hindi Branch are not eligible. * Minimum 3 years in the Grade Pay Rs. 200 in Pay Band PB2 (9300-34800) (including services in the corresponding pre-revised grades). Pre-Selection Training The railways board has decided that pre-selection training should be given to the staff appearing for selection/ L. DC. E. for promotion from Group ‘C’ to Group ‘B’ posts to enable them to improve their performance. It has also been decided that as in case of S. C/S . T. candidates, pre-selection coaching classes should be arranged for the candidates belonging to general category and this coaching should be treated as mandatory. Medical Fitness: Employees selected for promotion to Group ‘B’ service should be fit in all espects, including physical fitness, for the duties assigned to the particular category of posts to which the promotion is made. The Group ‘C’ employees qualifying in the selection for promotion to Group ‘B’ posts but not passing the prescribed medical standard should not be promoted to Group ‘B’. Recruitment to Group C Services The General Manager of Indian Railways Have full powers to make with regard in Railway servants Group ‘C’ and Group ’D’ under their control, provided they are not inconsistent with any rule made by the President or the Ministry of Railways.The power, do not authorize the General Manager to recruit persons without agency of the Railway Recruitment Boards (RRB) unless the Railway Board have issued special authorization. The recruitment to fill Group ‘C’ posts on Indian Railways shall be made through: 1. Direct recruitment through RRB established at various places on Indian Railways. 2. By promotion of Group ‘D’ service. 3. Direct recruitment of departments of crippled de-categorized or incapacitated employees retired on medical ground. 4. Direct recruitment of children of the employees who died while in service, on compassionate ground. . Direct recruitment through of handicapped persons. 6. Direct recruitment against the quota of sportsmen, cultural, scouts and guides. 7. Recruitment against specified categories such as teachers for Railway Schools and skilled or Artisen staff. Recruitment to Group C Services(By RBBs) * Made through Railway Recruitment Boards (RRB). * Panel formed by RRB after selection is forwarded to the Zonal Railway concerned. * The panel is valid for a year w hich can be extended by CPO. * Candidates have to pass the prescribed medical examination. * All appointments are made on probation for two year.For trainees/apprentices appointed to a working post after conclusion of their prescribed training. Probation period commences on date of such appointment. * It is obligatory for all trainees to pass a simple test in Hindi. The committee for conducting interviews for recruitment to Group ‘C’ post on the Railways/Production Units/RRBs will have minimum 3 members and must include officers representing SC/ST, minority and OBC Communities. The composition of the committee shall be- 1. Chairman RRB or Member Secretary RRB as chairman of the interview Committee. 2.Serving Railway officer of JA grade, including an officer of Department for which the recruitment is being made in case of difficulty in finding OBC officer in JA Grade a Sr. Scale OBC officer may be nominated in the committee. The officer so nominated will never the less b e an equal member of the committee. No member should be direct subordinate to any officer member of the committee. The Candidate selected is placed on selection list in order of merit. The Recruitment Board sends the names of selected candidates along with their original application to the Railway concerned.Based on call letters send by Railways, the candidates on reporting for duty shall have to pass the medical examinations prescribed for each category. Recruitment to Group C Services (Selection) * Staff having 3 years of service can appear for selection test. * Successful candidates shall be placed in the order of merit except those who have obtained more than 80%  Ã‚  of marks. Jurisdiction of Railway recruitment boards (RRB) on various Zones/Divisions/Workshops are as follow:    Contact Details of Railway Recruitment Boards (RRB) 1) RRB Ahmedabad Website:  www. rrbahmedabad. gov. in/ Railway Recruitment Board, Ahmedabad. st Floor, Meter Guage Building, Railway Station, Ka lupur,, Ahmedabad, Gujarat Pin: 380 002, Contact:  [email  protected] in 2) RRB Ajmer Website:  www. rrbajmer. org Railway Recruitment Board, Nehru Marg, Near Ambedkar Circle,Ajmer – 305001 Contact:  [email  protected] org 3) RRB Allahabad Website:  www. rrbald. nic. in Railway Recruitment Board Opposite to G. M. /NCR Building Near Subedarganj Railway Hospital Subedarganj Allahabad – 211 033. Contact:  [email  protected] co. in 4) RRB Bangalore Website:  www. rrbbnc. gov. in Railway Recruitment Board Bangalore 18, Millers Road, Bangalore – 560046. Contact:  [email  protected] om 5) RRB Bilaspur Website:  www. rrbbilaspur. gov. in Railway Recruitment Board, GM/SECR’s Office Complex Bilaspur (C. G) Pin: 495 004 Contact:  [email  protected] com 6) RRB Bhopal Website:  www. rrbbpl. nic. in Railway Recruitment Board, Bhopal East Railway Colony, Bhopal – 462010 E-mail-  [email  protected] in 7) RRB Bhubaneswar Website:  www. rrbbbs. gov. in D-79/80, Rail Vihar , B. D. A. Rental Colony, Chandrasekharpur , Bhubaneswar, Pin -751023,Orissa Contact:  [email  protected]bbs. gov. in 8) RRB Chandigarh Website:  www. rrbcdg. org SCO 34, IInd Floor, Madhya Marg, Sector – 7-C Chandigarh Contact:  [email  protected] o. in 9) RRB Chennai Website:  www. rrbchennai. net 5, Dr. P. V. Cherian Crescent Road, Egmore, Chennai – 600 008 Contact:  [email  protected] railnet. gov. in 10) RRB Gorakhpur Website:  www. rrbgkp. gov. in Railway Station Road, Gorakhpur – 273012 Contact:  [email  protected] co. in 11) RRB Guwahati Website:  rrbguwahati. gov. in Station Road, Guwahati Contact:  [email  protected] in Online application facility is available in RRB Guwahati 12) RRB Jammu Website:  www. rrbjammu. nic. in Railway Colony (West), Jammu-180012 Contact:  [email  protected] co. in 13) RRB Kolkata Website:  www. rrbkolkata. org Metro Railway A. V.Complex,Chitpur, Opp. To R. G. Kar Medical College & Hospital, R. G. Kar Road, Kolkata-700 037 Contact:  [email  protected] net 14) RRB Malda Website:  www. rrbmalda. gov. in Kalibari Railway Colony, P. O Jhaljhalia,Malda – 732102, (West Bengal) Contact:  [email  protected] in 15) RRB Mumbai Website:  www. rrbmumbai. gov. in Railway Divisional office compound,Mumbai Central, (E), Mumbai – 400 202, Maharashtra Contact:  [email  protected] co. in 16) RRB Muzaffarpur Website :  rrbmuzaffarpur. bih. nic. in Lichi  Bagan,  Maripur,Muzaffarpur-842001 [email  protected] in 17) RRB Patna Website:  www. rrbpatna. gov. inRailway Recruitment Board, Mahendrughat, Patna – 800 004. , Bihar Contact:  [email  protected] in Online application facility is available. 18) RRB Ranchi Website:  www. rrbranchi. org Railway Offices Complex,Chutia, Ranchi-834027, Jharkhand Contact:  [email  protected] org 19) RRB Secunderabad Website:  www. rrbsec. org Railway Recru itment Board Secunderabad South Lallaguda, Andhra Pradesh– 500017 Contact:  [email  protected] com 20) RRB  Siliguri Website :  rrbsiliguri. org Subhashpally,Siliguri,District-Darjeeling,PIN-734001,(West Bengal) E-mail:  [email  protected] org Online application facility is available. 1) RRB Thiruvananthapuram Website:  www. rrbthiruvananthapuram. net Thampanoor, Thiruvananthapuram – 695 001 Contact: [email  protected] Recruitment to Group ‘D’ Service: Recruitment to all Group D posts will henceforth will be done by zonal railways directly Board guidelines for recruitment to group d posts. Guidelines for recruitment of group D staff by railway administration 1. Recruitment unit Requirement of all divisions/workshops/production units and other organisation falling within the territorial jurisdiction of the zonal railway will be clubbed together for the recruitment. . Periodicity of recruitment * Recruitment shall be done at intervals of one or two years. * Vacancies shall be counted as those existing in 1st January or 1st July of the year of recruitment plus those anticipated over the next one or two year. 3. Eligibility criteria * The educational qualification for recruitment to all posts in group D in the railways shall be class 8th passed. * The age limits for recruitment shall be as per extant instruction, with relaxation for specified categories as admissible under specific orders issued by Ministry of Railway’s from time to time.How to apply Candidate shall apply on plain paper, as per format indicated in the employment notice, directly to the deputy chief personnel officer. Fees may be charged @ Rs. 40 per candidate. However, no fee is to be charged from the candidates belonging to SC/ST categories. In his/her application, the candidate should mention the recruitment unit and posts applied for. Candidates should be asked to give option (maximum three) in order of preference for the division/workshops/prod uction units/other organisation etc.. , within the territorial jurisdiction of the zone.If a combined examination is being held for more than one category of group d post, then the candidate should specify his preference for the posts also. No change of options shall be permitted at any stage subsequently. Written Exam Recruitment boards are conducting Written Exam first. 1. There will be total 150 multiple choice questions in the written exam. 2. The questions will be asked of 10th class level from these topics: * General Knowledge. * General Maths. * General Reasoning. * General Science. 3. After passing in Written Exam candidates have to face Physical Efficiency test, mainly Race of 1500 meter.Selection procedure The selection shall consist of a written test followed by physical efficiency test and medical examination. Medical Examination of Candidates for appointment to Non-Gazetted Railway services * Medical examination includes- (i) General physical examination, and (ii) Visio n tests * Non-Gazetted Railway services are divided into different broad groups and classes like Group A(A-1,A-2,A-3), Group B(B-1, B-2), Group C(C-1, C-2). * Spectacles:   No glasses are to be permitted  for categories A-1 and A-2 and for Railway Protection Force staff where their medical category is B-1. Candidates in classes A-1, A-2, A-3 and B-1 on being medically examined shall be tested for color perception with the prescribed apparatus and recommended methods of examination. * For both Candidates and employees contact lenses shall not be permitted in category A and B. * Candidates  of classes A-1, A-2, A-3 and B-1 will be examined with regard to their vision in diminished light. * Candidates  class A-1 will be examined to ascertain that the fields of  vision are not seriously restricted. * Candidates in Classes A-1, A-2, A-3, B-1 and B-2 will be tested for the presence of  binocular vision, i. . , peripheral fusion, depth perception and stereoscopic vision. * Cand idates from A1 to B-1 categories may be examined in glaring light by providing  a 200 Watts Bulb 90 cm. Response to  glare and recovery time should be noted by examining the candidates. Fundus / Full Ophthalmology Examination: Compulsory in the following circumstances, 1. For all candidates in A-1. 2. For categories C-1 and C-2 when the power of lenses exceeds 4 D, the candidate should be  examined by an Ophthalmologist to exclude progressive eye disease.General Physical Examination: Candidate must be in good mental and bodily health and free from any defect likely to interfere with the effective performance of the duties of his appointment. Following are examined: * Measurement of height, weight and chest girth will be recorded. * The condition of heart and lungs. * The condition of teeth and gums (well filled teeth will be considered as sound). * Whether there is any evidence of abdominal disease. * Whether there is any hernia or tendency to hernia. * Whether there is free m ovement of the joints. Whether hearing in each ear is good and whether there is any disease of the ear. * Whether there is any speech defect. * Whether there is any communicable disease. * Hearing:   In the examination of hearing of the candidate/serving employee, the speaking voice test  will be employed. The use of hearing aid should not be permitted for candidates in categories ‘A' and ‘B'. * Speech:   Stammering is not to be considered a serious defect disqualifying a candidate in clerical  duties, especially such of them as do not have to come in direct contact with the public. Head injuries:- Candidates in categories A-1, A-2 and A-3, when they come up for medical examination or re-examination, should give a declaration if they had a head injury earlier and if so, a history of the case, even though fully cured at the time of declaration. In the case of persons with past history of loss of memory, a full neurological examination and a fitness certificate fro m a neurologist would be required. A candidate who has one of the following will be rejected irrespective of the category of employment: Appeal Normally, candidate has no right of appeal , but if proof is produced as regards to the possibility of error of judgment in the decision of the examining medical authority, a re-examination will be ordered. Such evidence should be submitted within one month of the date of communication. * A medical certificate produced by candidate as evidence about possibility of error of judgment should contain a note by the medical practitioner concerned that he is aware of the fact that the candidate has already been declared unfit by Railway medical authority. Medical classification of different categories of Railway staff A1| * Loco Pilot/ Asst.Loco Pilot * Motorman| A2| * Guards/Asstt. Guard/Pilot guard * ASM, Station Master, Station Supt. * Traffic Apprentices| A3| * Loco Inspector * JE/SE C&W * JE/SE Loco * JE/SE Works * JE/SE Signal & Telecommunica tion * Traffic Inspector * Trolleymen * Gatekeeper * YM/AYM, Trains Clerk * Bridge Inspectors, JE/SE Bridges| B1| * Gang men / Trackman * Permanent way khalasis * ESM/Tech Signal * Train Examination staff * RPF staff| B2| * Ticket checking staff| C1| * Section Controller * Booking Clerk * Station Clerk * Commercial Inspector * Telephone operator| C2| * Others|Standards Description for different Medical classification * A-1  Physically fit in all respects. Visual Standards —Distance Vision: 6/6,6/6 without glasses. Near Vision: Sn: 0. 6,0. 6 without glasses (must clear fogging test) and must pass test for Colour Vision, Binocular Vision, Field of Vision & Night Vision. * A-2  Physically fit in all respects. Visual Standards—Distance vision: 6/9,6/9 without glasses. Near Vision: Sn: 0. 6, 0. 6 without glasses and must pass test for Colour Vision, Binocular Vision, Field of Vision & Night Vision. * A-3  Physically fit in all respects.Visual Standards—Distance Vision: 6/9,6/9 with or without glasses (power of lenses not to exceed 2D). Near Vision: Sn: 0. 6, 0. 6 with or without glasses and must pass test for Colour Vision, Binocular Vision, Field of Vision & Night Vision. * B-1  Physically fit in all respects. Visual Standards — Distance Vision: 6/9,6/12 with or without glasses (power of lenses not to exceed 4D). Near Vision: Sn: 0. 6, 0. 6 with or without glasses when reading or close work is required and must pass test for Colour Vision, Binocular Vision, Field of Vision & Night Vision. * B-2  Physically fit in all respects.Visual Standards — Distance Vision: 6/9,6/12 with or without glasses (power not to exceed 4D). Near Vision: Sn: 0. 6, 0. 6 with or without glasses when reading or close work is required and must pass test for Field of Vision. * C-1  Physically fit in all respects. Visual Standards — Distance Vision: 6/12, 6/18 with or without glasses. Near Vision: Sn: 0. 6, 0. 6 with or without glasses whe n reading or close work is required. * C-2  Physically fit in all respects. Visual Standards — Distance Vision: 6/12, Nil with or without glasses. Near Vision, Sn: 0. 6 combined with or without glasses when reading or close work is required.Verification of Character and antecedents of Railway employees on appointment through RRB: * Before making an  appointment to the Railways it is the responsibility of the appointing authority to satisfy itself about the identity and suitability of the candidate according to the prescribed criteria. * Detailed verification of character and antecedents would be applicable in case of: 1) Group ‘A’ Posts. 2) Group ‘B’ posts. 3) Group ‘C’ and ‘D’ posts of all those offices in which detailed verification is considered particularly necessary in the interest of security by the Administrative Ministry of office. ) Cases in which simple verification cannot be done because of the candidateâ€⠄¢s inability to produce a certificate of character. * Attestation form in respect of the categories where detailed investigation is necessary attestation form has to be referred to District Magistrate * Simple verification would be applicable to appointments to all other posts viz: a) Posts of LDCE and posts of equivalent grade and all Group ‘D’ posts in the Government of India Secretariat and its attached offices. b) Group ‘C’ & ‘D’ posts under the Government of India in subordinate offices. Exception can be made to the general procedure and detailed verification may be done for some posts/services/departments. * All appointing authorities should clearly indicate at the top of the attestation forms the type of verification required to be done, i. e. , Detailed Verification, Record Check or Simple Verification. DATA ANALYSIS AND DATA INTERPRETATION Data Interpretation Questionnaire was prepared for the purpose of getting feedback from the empl oyees and APOs regarding â€Å"Recruitment and Selection Procedure† of their company. 5 employees and selected from different department and were distributed the questionnaire from the purpose of the study. Analysis of Data The analysis of the data is done as per the survey finding. The data is represented by graphically in percentage. The percentage of the people opinion were analyzed and expressed in the form of pie-charts. QUESTION: What are the sources for recruitment and selection? S. NO. | OPINION| NO. OF RESPONDENT| PERCENTAGE (%)| 1. | Internal| 5| 20| 2. | External| 8| 32| 3. | Both| 12| 48|About 48% of the employees said that they prefer both internal as well as external source for recruitment and selection. 20% of the employees said that they prefer internal source for recruitment and selection. 32% of the employees said that they prefer external source for recruitment and selection. QUESTION: Which method do you mostly prefer for recruitment and selection preferre d way of recruitment? S. NO. | OPINION| NO. OF RESPONDENT| PERCENTAGE (%)| 1. | Direct| 5| 20| 2. | Indirect| 2| 8| 3. | Third Party| 18| 72| About 20% of the employees said that they prefer direct recruitment and selection. % the employees said that they prefer indirect recruitment and selection. 72% the employees said that they prefer third party recruitment and selection. QUESTION: When do you prefer to go for manpower planning? S. NO. | OPINION| NO. OF RESPONDENT| PERCENTAGE (%)| 1. | Yearly| 15| 60| 2. | Quarterly| 2| 8| 3. | No Fixed Time| 8| 32| Around 60% of the employees said that they prefer yearly manpower planning. 32 % of the employees said that they do not follow any pattern they don’t have any fixed time manpower planning. 8% of the employees said that they prefer quarterly manpower planning.QUESTION: Do you think the present recruitment policy is helpful in achieving the goals of the organisation? S. NO. | OPINION| NO. OF RESPONDENT| PERCENTAGE (%)| 1. | Yes| 10| 40| 2. | No| 7| 28| 3. | To some extend| 8| 32| Around 40% of the employees said that the company’s recruitment policy is helpful in achieving the goals. 28 % employees said that the company’s recruitment policy is not helpful in achieving the goals. 32% employees said that the company’s recruitment policy is helpful to some extend in achieving the goals. QUESTION: Is there any provision for evaluation and control of recruitment and selection process?S. NO. | OPINION| NO. OF RESPONDENT| PERCENTAGE (%)| 1. | Yes| 15| 60| 2. | No| 10| 40| About 80% people said that the company has the provision for evaluation and control of recruitment and selection. 20% people said that the company does not have the provision for evaluation and control of recruitment and selection. QUESTION: Does the procedure adopted for recruitment and selection of employees enables to give right person at right job? S. NO. | OPINION| NO. OF RESPONDENT| PERCENTAGE (%)| 1. | Yes| 7| 28| 2. | No| 12| 48| 3. | To some extend| 6| 24|About 28% of the employees said that the procedure adopted for recruitment and selection of employees enable to place the right person for the right job. 48% of the employees said that the procedure adopted for recruitment and selection of employees does not enable to place the right person for the right job. 24% of the employees said that the procedure adopted for recruitment and selection of employees enable to some extend to place the right person for the right job. QUESTION: How do you rate the HR practices of the company? S. NO. | OPINION| NO. OF RESPONDENT| PERCENTAGE (%)| . | Very Good | 3| 12| 2. | Good| 14| 56| 3. | Average| 6| 24| 4. | Bad| 2| 8| 24% of the employees said that they feel that HR department is good. 12% of the employees said that they feel that HR department is very good. 56% of the employees said that they feel that HR department is Average. 8% of the employees said that they feel that HR department is bad. Intake of Manpower of Group’C’ in DLW SN| Department| Total| 1| Admn & Schl| 01| 2| Accounts| 01| 3| Civil| 02| 4| Electrical| 09| 5| Mechanical| 03| 6| Medical| | 7| Personnel| | 8| Stores| 02| 9| RPF| | | TOTAL| 18|Sanctioned Strenth Of Non-Gazzetted Staff Of Group’C’ For The Month Of May, 2012 Department| As On First Day Of The May Month| As On Last Day Of The May Month| | Permanent| W/C Posts| Total| Permanent| W/C Posts| Total| ADMN & SCHL| 311| 24| 335| 311| 24| 335| ACCTS| 317| 24| 341| 317| 24| 341| CIVIL ENGG. | 507| 3| 510| 507| 3| 510| MECH| 3609| 48| 3657| 3609| 48| 3657| ELEC| 745| 27| 772| 745| 27| 772| MEDI| 156| 2| 158| 156| 2| 158| PERS| 172| 4| 176| 172| 4| 176| STOR| 685| 8| 693| 685| 8| 693| SECU| 242| 0| 242| 242| 0| 242| TOTAL| 6744| 140| 6884| 6744| 140| 6884|Operated Strength Of Non-Gazetted Staff Of Group’C’ For The Month Of May, 2012 Department| As on 1st day of the month| As on Last Day of the Month| | Regular Staff| Substit utes| Total| Regular staff| Substitutes| Total| ADMN& SCHL| 217| 73| 290| 212| 74| 286| ACCTS| 253| 7| 260| 253| 7| 260| CIV| 293| 0| 293| 288| 0| 288| MECH| 3047| 128| 3175| 3043| 128| 3171| PERS| 151| 0| 151| 150| 0| 150| ELEC| 667| 2| 669| 666| 2| 668| MEDI| 130| 0| 130| 129| 0| 129| STOR| 555| 1| 556| 555| 2| 557| SECU| 198| 0| 198| 203| 0| 203| TOTAL| 5511| 211| 5722| 5499| 213| 5712| Operated Strenth Of Gazzeted For The Month Of May, 2012Department| As on First Day of the Month On-Roll| As on Last Day of the Month| | Group ‘A’| Group ‘B’| Total| Group'A'| Group'B'| Total| ADMN & SCHL| 3| 10| 13| 3| 10| 13| ACCTS| 7| 22| 29| 8| 21| 29| CIV| 2| 2| 4| 2| 2| 4| MECH| 29| 27| 56| 27| 27| 54| PERS| 2| 4| 6| 2| 4| 6| ELEC| 8| 8| 16| 8| 8| 16| MEDI| 10| 0| 10| 10| 0| 10| STOR| 16| 18| 34| 16| 18| 34| SECU| 2| 0| 2| 2| 0| 2| TOTAL| 79| 91| 170| 78| 90| 168| Diesel Locomotive Works (DLW) Details of group wise strength As On| Gro

Is drug testing an unwarranted invasion of employee privacy Essay

1. Is drug testing an unwarranted invasion of employee privacy? Applying for a job means that you are in conform to the rules and regulation of the company where you are applying. Once you have been accepted, part of that is the medical examination including the drug testing. If you are physically and medically fit, then you are hired. So, the question regarding unwarranted invasion of employee privacy is not relevant in this situation. You need the job so you have to submit yourself to the requirements of the company regarding drug testing. So, it means to say, that the employer has the rights to know the result of the drug testing for them to be able to qualify their employees for any promotion or acceptance to the company. 2. Which is more important—getting drugs out of the workplace or protecting the privacy of the employee? Once the employee is positive on drugs, the best thing is to eliminate or terminate the employee rather than having the employee on the workplace. As the saying goes, once there is a rotten thing in a certain place, in the long run it will make all the things in that place rotten. So, the best thing and the most important are to get the drugs out of the workplace rather than protecting the privacy of the employee. But judging the employee as drug dependent it has to be supported by documents stating that the employee is positive on drugs. 3. What about other health-threatening activities, i. e. smoking outside of working hours, unprotected sex, etc. – With the examples given, it is already outside the working hours of the employee and the company has no more control over those activities. An individual right of the person has to be considered in this matter. It is his/her prerogative to do those activities that will satisfy his/her needs as long as it will not affect his/her performance on his/her job. But once, the work is affected because of those health-threatening activities then I should say that the individual’s attention must be called or the company may give sanction regarding those offenses the employee may commit. The employee has the right to choose between the right and the wrong depends on what is best for him/her. 4. Should employers be allowed to use polygraph tests to â€Å"screen† out potentially costly employees who may engage in any of these activities? For the company’s benefit, the use of polygraph test to screen out potentially costly employee who may engage in those activities can be allowed. Using the polygraph tests will be of great expense on the part of the employer and the employee. Though it may give a great benefit on the part of the employer by screening the employees that they are going to hire and they are sure that the person who passed the polygraph test are people who can be trusted and will be an asset to the company. But the thing is, are the employees willing to submit themselves on the polygraph testing? An individual right again says that an individual has the right to refuse any test that has to be done to them. So, when they refuse, the employer can’t do anything about it but to agree with the employee. But if it is a company’s policy then the employee has to make a choice whether to continue or not to continue in applying in the said company.

Amazon Marketing Services 20 Creative Unique Ways to Use AMS Ads

Amazon Marketing Services 20 Creative Unique Ways to Use AMS Ads Amazon Marketing Services: 20 Creative Unique Ways to Use AMS Ads â€Å"AMS Ads are dead, said the not-so-savvy self-published author.Don’t believe this lie. AMS Ads, or Amazon Marketing Services ads, are stronger than ever, and whether we like it or not they are here to stay. As a matter of fact, Amazon just rolled out a brand-new, improved UI for AMS; they have added new features, and are constantly creating training material to help authors better understand the platform.Would they do that if AMS were on the way out? Not likely.Sure, not every book is a good fit for Amazon ads: that’s why many Amazon published authors grow bitter and blame the platform for not being able to sell a book that would not be marketable anyways.Don’t be discouraged. Now is the time to jump onto the AMS wagon if you want to actually get paid to write. Those who don’t read the Self-Publishing School Blog and believe that Amazon advertising is dying will gradually move away from it, making the space less crowded and much more profitable for all of us. Here are our tips for using Amazon marketing services effectively:Target famous authors with Amazon marketing servicesTarget Amazon published booksTarget books featured on BookBubTarget books that are recent moviesTarget paperback booksTarget audiobooks with Amazon Marketing ServicesThink about Amazon ads for your book seriesGrow your email listAdvertise your backlistUse The Greatest Hits methodThe Amazon Ad puzzleThe Ad stackerPre-populate with pre-ordersUse AMS for reviewsUse Amazons Bid+ systemUse negative keywordsTarget your own bookStay put, don’t give up. When others zig, just zag 🙂What is Amazon Marketing Services?Amazon marketing services (AMS), now called Advertising Console is a collection of effective tools to help vendors drive traffic to their products and sell more.For authors, this means AMS is a hub for increasing low book sales and maintaining a steady income with their books.NOTE: We cover everything in this blog post and much more about how to build a platform and maintain consistent book sales in our Sell More Books Program. Learn more about it hereAmazon Marketing Services for Authors Made EasyI get it, click bids have gotten more expensive, finding profitable keywords is more difficult and winning is harder than ever. But this is only a byproduct of the space getting more crowded. However, let me assure you: those CPC prices are nowhere near what our friends in the physical product markets are paying. Strange as it may seem, AMS is still a happy place for authors. The key is to get more creative, thinking out of the box. Find new ways of using AMS, test and tweak, and you’ll be way ahead of the (still relatively small) competition. How? Here are 20 ways in which you can use Amazon Marketing Services Ads for your book marketing ventures. Each tactic is coupled with a brief explanation of how to implement it in a practical way. Enjoy the list and remember: now is the time for Amazon advertising!#1 Targe t a famous author in your genreYoull do this in order to try to get into his or her also-boughts. You know, the little section in this screenshot that shows you what other people who bought an item havealso bought↓It’s no secret that ‘also-boughts’ are the main source Amazon uses when they recommend new books to readers. And if your book is in one of your competitor’s ‘also-boughts’, then there’s a good chance it will get shown, recommended and ‘pushed’ to the exact audience you’re after. Happy days. Try bidding heavily on one of your competitors as a target so that your book shows up everywhere on their book’s page and ‘steals the show’ in your reader’s eyes.#2 Target books published by AmazonAmazon has various imprints through which it publishes books, the most famous being Thomas Mercer. Targeting authors and books by these subsidiary companies is a great idea. Amazon (and their algorithm) love when people buy their stuff, which they continuously promote left and right. Try to get your book next to one of Amazon’s own babies, and you’ll be a happy writer indeed. #3 Target books that are featured on BookBubOnce a book is featured in BookBub’s daily email (aka their ‘Featured Deals’), it’s likely to get thousands of downloads and a load of traffic on all the retailers. Which of course means more eyeballs on the said book. By keeping an eye on the books that appear daily on BookBub’s email blast and targeting them with your Amazon ads, you’ll be the first to place your book next to the day’s hottest title, thus piggybacking on its visibility and hopefully sales.#4 Target books that have recently been turned into moviesA hot new release (just as explained in point 3) is always going to garner bigger attention, at least for a few days. Keep an eye on new movie releases in your genre, especially b ig blockbuster films that have been inspired by bestselling books. Again, the trick here is to target those hot new titles so that your book shows next to them, thus collecting some love from all those hungry readers.#5 Use Product Display Ads to target paperbacksAmazons Product Display ads give you a unique chance to specifically target paperback versions of your competitor’s titles (unlike Sponsored Product ads). The first benefit of doing thisis that you’ll undoubtedly broaden the reach of your ads. But most important perk is that you’ll also likely increase the sales of your own paperback copies.As it were, ‘physical book lovers’ have a preference for physical books, which are more expensive and thus will likely result in higher royalties for you to pocket!#6 Use Product Display Amazon Ads to target audiobooksSee point 5 above, but this time use PD ads to target audiobooks! Don’t have an audiobook version of your title? You’re de finitely missing out on one of the hottest and fastest-growing trends in the indie publishing industry. You can find a step-by-step guide on creating an audiobook right here.#7 Lose money on the first book in your seriesYour first in series is likely to be free on Amazon(or at least it should be). But don’t fret, pure ROI seekers! Sure, by going a bit ‘heavier’ on Amazon ads pointing to that book, you’ll likely lose money. But you’ll make it back when readers go on to purchase book 2, 3, 4, etc. in your series. Make sure you have a good idea of how to calculate your audience’s ‘read-through rates’, and adjust your CPC bid and daily budget accordingly.#8 Lose money (again) to grow your email listBe sure to display an opt-in form in the free book you’re running ads on (pro tip: also place it in the first pages of the book, so that readers don’t have to ‘wait’ until they’ve read the whole thing be fore parting with their email address). This will inevitably result in more signups to your email list. Again, this isn’t stellar for pure ROI, and you might be losing money now, but in the long term, this will be super-beneficial.#9 Advertise Your BacklistDon’t put all your eggs in one basket (aka, don’t point all your ads and spend all your budget on one book). Running Amazon ads for other titles in your backlist is always beneficial in keeping the books ‘sticky’ in the rankings, often also providing a load of read-throughs to the other titles in the same series (see point 7).#10 The Greatest Hits methodStart your ads by bidding low-ish on keywords and competing authors/book-titles. Once you have a good idea of what is actually performing well, take those successful phrases and compile them in a ‘Greatest Hits’ ad, with higher CPC bids and daily budget.#11 The Amazon Ad PuzzleTry using your own book as a target keyword, but this ti me to advertise your higher-priced titles or box sets. The ‘Sponsored’ results on the latter’s book page will likely populate with all your other titles, just like the pieces of a puzzle. If a reader lands on your one book and sees your other stuff in the Amazon ads, they might buy a higher-priced title in your collection (and go on to become an aficionado fan of yours)!#12 The Ad StackerDon’t limit yourself to Amazon Marketing Services ads. Ad ‘stacking’ is often the best way to get a gazillion eyeballs on a new release (especially if you’re aiming at hitting bestsellers’ lists when running a hard launch). Try your hands at BookBub ads, Facebook Ads, and others. You don’t need to spend thousands on them: a small budget will be more than enough to Discover where your readers are hanging out, so that you can place your books right under their eyes.#13 Pre-populate with pre-orders!Start running AMS ads well in advance, eve n when your book is still in the pre-order phase. If you get your targeting right, this will help add your book to the ‘also-boughts’ of other books in your genre, thus igniting the sacred ‘recommendation loop’ from Amazon.You can do this one week to a few months in advance. The bigger your author platform is, the longer you can get away with putting your book up for pre-order before the actual publication date.Plus, people will be exposed to your book, will pre-order it, and when the book is live, the instant truckload of downloads will shoot it into the stratosphere!#14 Use AMS for reviewsSpend a bit more on AMS during a free promo you have scheduled. This might sound counterintuitive when it comes to pure ROI, but you’ll be amazed at the number of downloads you’ll get. Be sure to add a ‘call for reviews’ to the end of your book. Some readers won’t, but many will actually leave an honest (and verified) review.#15 Bid+Wi th their recent ‘upgrade’ of the Amazon Marketing Services platform, Amazon has given authors the chance to use their ‘Bid+’ system (an old acquaintance of those using Vendor’s Accounts). This new feature basically lets Amazon know you’re willing to spend up to 50% more on CPC for the terms that are performing well.Its really simple to use, as you can see in the example below so dont be afraid to use this! Think about it: if Amazon has given us this new tool, why not take advantage of it? You definitely won’t go broke (the daily budget still being the highest cap on spend): rather, you’ll likely outbid all of your competitors on your most prized keywords and phrases!#16 Use negative keywordsAs you surely know by now, hyper-relevant laser-focused targeting is the name of the game with AMS, but sometimes, this is much easier said than done. Have an epic fantasy novel that appeals to teens, but that YA readers would absolutely hate ? Don’t risk getting one-star reviews by unsatisfied vampire-hungry audiences. Another new feature that Amazon has just implemented into their new AMS platform is the ‘negative keywords’ field. Use it wisely to list all of the keywords you absolutely DO NOT want to associate your ads to through Amazon Marketing Services. The sniper approach has never been easier.#17 Target your own bookWhy on earth would you want to spend money targeting your own book? After all, it already shows up ‘organically’ in the search results for your key terms, no? Well, not exactly. Amazon is putting a lot of emphasis on advertising (another reason why you should use AMS ads), so it sometimes favors paid results over organic something other platforms (e.g. Facebook) have been doing for a while now. Crazy, right? Try punching one of your keywords in the search box and see if your book appears. It doesn’t?Then you might want to give it a nice little push with a coup le super-targeted ads. Bonus: 3 more advanced Amazon Marketing Services tacticsIf yourereally ready to make some money, you can try to tackle some of these more advanced Amazon Marketing Services methods to increase your book sales.These might be tricky for you at first, butwith enough practice, theyll prove to be more than effective.#18 Use a Vendors Account (part 1)An Amazon Vendor’s Express account will let you advertise your ebooks, but also audiobooks or paperbacks. Use this incredibly powerful tool to advertise your physical or audio copies on relevant pages by your target authors. As seen above (point 5), this will often result in sales of your own audios and paperbacks, yielding a lot more royalties!#19 Use a Vendor’s Account (part 2)A Vendor’s Express account through Amazon Marketing Services will also let you advertise titles that you didn’t publish yourself. Why would you want to do that, you say? For multi-author box sets you’re a par t of, for example! This will bring more eyeballs to your stuff and†¦ don’t forget to include an email-optin in your portion of the text!#20 Use a Vendor’s Account (part 3)As seen above, why not use a Vendor’s Account to also promote a traditionally-published book you wrote before going indie? Your publisher will likely not be using AMS, so show them who the savvy author is and get some sales rolling!Hope you enjoyed some of these tactics for Amazon Marketing Services ads. As I mentioned in the introduction to this post, don’t listen to those who want to attract you to the ‘next best thing’.Think out of the box, test, test, and test again. And you will succeed!Ready to Sell More Books?Your books sales can mean the difference between helping a few and helping the many.We have exactly what you need to sell more books- and change more lives.