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The requirements for high level human resource positions really vary depending on the size and type of organization. Education and experience in human resources management is essential. Certifications by SHRM, Society for Human Resources Management, or other similar entities is highly suggested but not necessarily required. The larger the organization you are seeking employment with - the more formal and structured your qualifications should be.In regard to personality and abilities - you must be confident, assertive, trustworthy, objective, accountable to timelines and completing projects, build rapport with others easily, and an excellent verbal and written communicator. Ideally, highly intelligent, competent people that can handle and want a lot of responsibility should be the ones aspiring to high level HR positions. If you are intelligent, have demonstrated competency in HR and like responsibility you are likely an excellent candidate. Yet, in order to be hired or promoted into a high level HR position you should be very professional in your appearance, attitude and demeanor.Most large employers prefer a Master’s Degree, many require one. Typically an MBA or MPA, Masters of Business Administration or Masters of Public Administration, with a concentration in human resources is the type of educational background to obtain. Sizable private sector businesses such as the Kellogg Company, public sector organizations including hospitals, schools, colleges, universities, municipalities, state and federal government along with non-profit agencies and foundations generally expect top level HR managers and directors to have completed graduate degrees.Furthermore, there are MPA sub-specialities that can assist candidates with being hired or promoted in particular work sectors. These include public and non-profit management, government relations and medical. The titles of the concentrations will vary but these are examples offered by Western Michigan University where I pursued graduate education in HR.In my case, I started for a mid-size manufacturing firm right out of college with a Bachelor’s Degree in my early twenties. I had the human resources education but no experience, yet was hired as the Personnel Director (the old title for HR) to replace a retiring employee. I was promoted to the company executive committee within my first two years of employment and changed my title to Human Resources Director. This occurred because I had proven my competence to the company president - my immediate boss. I did this while working part-time, pregnant and returning after a four month maternity leave of absence.I attribute my success in aspiring to a higher employment status within HR to my early assertiveness, positivity, honesty, transparency and establishing rapport with the company president. I readily garnered his respect due to my willingness to disagree when necessary, yet not be negative, disagreeable or disrespectful with him, while standing my ground on matters within my HR expertise. For example, I offered alternatives in a straight forward positive manner that would protect the company and assist employees.However, keep in mind that there are organizations that only tolerate “yes-people”. You must determine what type of employee is promoted where you want to work.Likewise, I was a confident decision-maker. I objectively weighed options and rendered timely decisions. I seldom needed to second-guess myself. I was a quick thinker and handled crisis management well.Interestingly, I was mirroring my boss, although I didn’t recognize it at the time. He trusted me because I could perform much like him. It is important to know your boss well and master the traits that will serve you and the organization. For example, planning and project management were of minimal importance to him in regard to my duties. Action and results were his aim! He was very impatient. I was actually patient and still am - it wasn’t necessary to take on the trait to understand and respond to it.Furthermore, discussions I initiated with the president after hire, in which I calmly, assertively and unapologetically specified my interest in a work life that allowed me to balance motherhood and parenting was critical. The timeframe was 1986 to 1987 and the HR field was new. This was an old-fashioned company, certainly not a front-runner to offering employee flex-time and job-sharing.Consequently, I had to carve out a schedule that I wanted and develop a means to make it work. I created my work role and where I fit in the company, communicating this to him. Reporting directly to the president and CEO was crucial as he had the authority to grant my requests. This was the basis I was hired under.However, if you an HR representative that has to climb ranks in a large company to be promoted to Vice President of HR, for example, you will need to examine how others have successfully accomplished this. When seeking new positions, look for openings in small to mid-size companies or smaller public and private sector organizations where you will report directly to the CEO, City Manager, Superintendent of Schools or Foundation Director.

Field construction and project management are two paths to senior management positions in the construction industry. At the entry level, they are effectively parallel tracks, with one path starting typically on the job site as an Assistant Construction Superintendent, and the other starting in the office as an Assistant Project Manager. Since the latter position generally requires the kind of baseline skills that one gets in an academic construction program (reading plans, basic engineering, understanding project management, ability to write a specification, etc.), it would be a bit unusual (but not impossible) for someone with only a high school or technical background to be ready to step right into that role.However, many of those skills can be learned 'on the job', so one frequently sees people without an academic background start in the field as an Assistant Super for a few years, and then move to project management. Depending on the size and type of the job, the PM and Field Super are roughly equivalent in rank. However, after that position, future growth within a construction management organization is typically office-based in management (the PM function) rather than supervision (the Super's role).Build Your Future is an industry wide program designed to encourage young people to choose careers in construction, whether or not they first pursue an academic background. They have a neat interactive, online career map for the industry (Follow the Path to the Career of Your Dreams) which is summarized in the following flow chart:They define the two roles as follows:Site SuperintendentAs a superintendent you run the job site. You are on site and in charge of all subcontractors and work that is performed in the construction of that project. You are a craft professional that has been in charge of crews and completed supervisory training, or you are coming from a university project management track and have experience in the field. You will likely travel to different jobs around the United States and possibly the world depending on the size company you work for. Your next step in advancement might be to become a project manager or to move into senior management. A lot of this depends on the structure of the company.Project ManagerAfter completing a construction management program, there are a variety of positions that you can go into within a construction company: assistant project manager, estimator, safety manager, scheduler, quality assurance manager or human resource manager. Most firms will start you as an assistant in one of these positions, because it is important for you to get the experience necessary before managing a project on your own. At this point you will manage single projects at a time, but as you progress, you will become responsible for multiple projects. The size of the firm will determine the amount of traveling you will be doing.In my case, I started as an Assistant Project Manager, and then moved to the field as an Assistant Super (the reverse of the typical route). I then returned to the office as a junior manager. While I eventually moved on from the construction field, I found both experiences to be incredibly useful, and I would absolutely recommend both PM and field supervision work to anyone seriously considering a carer in the industry.So, for someone entering the business with a strong academic background in construction management, even though the typical (logical/conservative) approach would be to go right into Project Management, my personal suggestion would be to start in the field. Not only will it give you 'street cred' for the rest of your career, but it will give you the kind of insights into real world conditions and job dynamics that you simply can't get in the office.After having done that for one or two jobs (anywhere from six months to two or three years, depending on the location, type of construction and specific firm), your next career step should almost certainly be project management. Depending on the experience you garnered in the field, you might go in as either an APM or (if you did a great job for a significant period as an Assistant Super) a full-fledge Project Manager on a small- or mid-sized job.Having done that for a couple of years, you'll probably find yourself with the option of either continuing in project management within the organization, or returning to the field, either as the #2 person to a senior super, or as the top field person on a smaller job.At this point, you'll need to look into your heart and decide which role you most enjoy. Both pay well, both can be incredibly fulfilling...but they are very different. Some people take to field conditions like a duck to water, and enjoy the crazy, busy, dangerous, profane, physical, tangible world of the job site. Others can't wait to move into the office, and prefer the planning, reading, meetings and business issues that are the bread and butter of project management. Neither is right or wrong, just different.To me, these classic roles are perfectly illustrated by two gentlemen I knew and worked for, Peter Lehrer and Gene McGovern:The two met in the early 1970s while working for Morse-Diesel Construction on one of New York's iconic skyscrapers: the former Pan Am Building (now the Met Life Building) on top of Grand Central Terminal. Peter was the PM, Gene was the Construction Super. After finishing the job, the two struck out on their own as equal partners, founding Lehrer McGovern, which grew to be one of the country's largest construction firms (they restored the Statue of Liberty and Ellis Island, built EuroDisney and Canary Wharf, etc.) Throughout this, Peter was always the PM/business/sales guy, and Gene the field/operations/construction guy. Their skill sets were complementary, and completely different. Anyone interested in the subject should definitely watch the documentary about them, Dream Builders.But to return to the original question of career paths, a straightforward description comes from the career placement web site of Western Carolina University, which offers a degree in Construction Management:Construction Management Career PathsGraduates of CM programs may move up through the profession either through the project superintendent career path or through the construction management career path to the position of project manager. The next level is either manager of projects, vice president, president or chief executive officer of a firm or owner of a company.With a degree in construction management, students have the option of several different career paths. Typical starting positions include the following:InspectorContract administratorSchedulerEstimatorCost controlProject controlsProcurementFacilities managerAssistant construction managerConstruction managerAssistant project managerProject managerAnd to tie up everything with a nice bow and reiterate that there are multiple career paths for advancement, we turn to the conclusion of the Build Your Future career map:Regardless of where you start, industry apprenticeship, community college or a university, success in a construction company is dependent more upon your skill and dedication than the path you took to get here. There are thousands of great stories within the construction industry of how a kid that loved to build things or tinker ended up as CEO or owner of a company. If there is one industry that allows multiple paths to success, it is the construction industry. Most careers have a single path to success that very specifically spells out what you do and what order you do it in. Construction allows you to create your own path to success. Is it college first, work first, or both? The most important aspect is that you get credentials whether it is through the college system or the industry, credentials do matter. Your level of success is in your hands.

Please go through this,It will clarify mostly all doubts.There are four groups of services in indian Railways namely Group A, B, C & D in descending order of hierarchy. In this chapter Group A service is talked uponGroup A servicesThis is the most sought after service. This group is responsible for the overall administrative, technical and managerial function associated with the Rail transport. The recruitment is through UPSC involving written examination and interview. There are two examination system for entry in Railways namely 1. IAS and allied services 2. Indian Engineering ServicesIAS allied servicesThis examination is conducted by UPSC. This is the most prestigious Govt. Services in India. This examination is for large numbers of Govt. Services and priority generally given by candidates are IAS (Indian Administrative Services), IPS (Indian Police Service), IFS (Indian Foreign Services) , IRS ( Indian Revenue Services) , IRTS ( Indian Railway Traffic Services) , IRAS (Indian Railway Account Services) , IRPS (Indian Railway Personal Services) etc. Indian Railway commands a reasonable priority position of choice. The role and responsibilities attached to different Railway services are as follows:Indian Railway Traffic Services (IRTS):There are mainly two streams of this cadre namely operation and commercial. One of the function of this cadre is public interfaces. The Traffic Department is responsible for the operation and running of trains. The cadre of the Guard, Station Master, Controllers, administrative control of loco pilots at HQ / Board level, etc. are under its control. The department is responsible for utilization of fixed and rolling infrastructure. The commercial department is responsible for revenue collection, marketing, passenger interface, publicity, catering, etc. and Ticket Collector, Ticket sale, Reservation Clerk, Parcel and booking of freight under its control. This cadre commands a respectable position in the Indian Railway system because of the public interface, the responsibility of running of trains, attachment and movement of special coaches such as marriage, inspection carriages etc, release of emergency quota for train reservation ticket etc.The cadre commands respect in all areas of decision making connecting with rail transport. An officer selected for engineering services and if gets qualified for IRTS, prefers to join this service. In earlier days, the designation was superintendence like Divisional operation Superintendent which later changed to managerial cadre with designation as Divisional Operation Manger etc. Power is always associated with responsibility therefore this is a 24×7 hour on the toe cadre. The cadre is one of the oldest cadre in Indian Railways and having a long list of distinguished officers who have contributed much in the development of Railways and strong fraternity.The highest position is Member(Traffic) equivalent to Ex-Officio Secretary to GOI for which IRTS officer is only entitled to occupy the position.Indian Railway Personal Service (IRPS):This cadre is responsible for the management and development of human resource. The modern management has changed the function to Human Resource (HR) etc. where as in Railways the function is still continuing as Personal Department. This service came into being in the year 1980 when human resource was considered as a specialized function. Earlier officer from other cadres were drafted and posted as a Personal Officer in the Division as well as in the Head Quarter. Human force works in different places and directly under the control of executive therefore, the real function of human resource development is primarily the responsibility of an executive department. The cadre is responsible for assessment of manpower need, recruitment, selection, promotion, training, payment, service records, vacancy assessment, negotiation with recognized labor unions, ensuring implementation of factory act, labor laws etc. Priority for this service is generally low unless a candidate has a specific passion for this type of profession. Power is less so is the responsibility and can have comfortable weekly off.Indian Railway Accounts Service (IRAS):The IRAS cadre of Indian Railways is responsible for the Finance and Accounting functions of the Railways. Core functions of this cadre include maintenance of accounts of Indian Railways and Financial Advice to the executive. At the zonal level, IRAS officers are designated as a Financial Adviser and Chief Account Officers while at the Division level, they are Divisional Finance Managers. Budget Management, Expenditure Control, Earnings Accountal, Financial scrutiny of various executive proposals are some of the functions performed by IRAS officers. Every expenditure in Indian Railways has to pass through Financial scrutiny. The IRAS cadre exercises substantial control over the affairs of the Indian Railway executives and therefore, derive power in its function and not much of the responsibility of 24×7 hours functioning and on toes management. The cadre came into being 1930 and having a very long list of fraternity to be proud of.Till 80’s the cadre at the Division and HQ was not under the control of top management, i.e. Divisional Railway Manager or General Manger and executives are only running around to get their job done. Later on Account officers brought under the control of DRMs and GMs and the functioning changed in the interest of Railways. The priority for options to this cadre is also in line with IRTS.Engineering Service Examination (ESE)UPSC holds examination for all Group A services of Engineering of all Central Govt. Department like Railways, CPWD, Military Engineering Services, Defense Production etc. of which Indian Railways command the first priority in all streams of engineering functions like Civil, Electrical, Mechanical, Electronics and Communication etc. There are basically five engineering cadres recruited through UPSC for Railways namely Indian Railway Service of Engineers, Indian Railway Service of Mechanical Engineers, Indian Railway Service of Electrical Engineers, Indian Railway Service of Signal Engineers, Indian Railway Stores Service.Indian Railway Service of Engineers (IRSE):Formation and laying of track is the first job for any railway to start and therefore Civil Engineering is first engineering to begin with and therefore, it is called Engineering Department with assigning Civil along with it. The cadre is responsible for track and its formation, bridges, buildings, in-charge for all the land occupied by the Railways, water supply, etc. and occupies the prominent position in Railways. The cadre finds it root right from the inception of Railways therefore had very strong fraternity of maximum number of officers at any time. The cadre is having very strong say in all matters pertaining to Railway functioning. The cadre commands power because it owns responsibility for maximum value of assets and also the responsibility requiring 24×7 hours duty with all the time on toes. There are a large number of Railways PSUs which gets its officer requirement from Indian Railways which offer opportunity of working in different type of environment. Head of most of the PSUs are officers from this cadre and has strong fraternity. Mr. S Shreedharan belongs to this cadre who retired as Member Engineering, the topmost post of engineering cadre in Railways before joining Konkan Railways and DMRC.Signal and Telecommunication department was under Member/Engineering prior to its separation and coming under Member Electrical. This was for the reason that function of signalling and engineering depart goes together at ground level but with modern signalling it was thought otherwise.Joining Engineering cadre is like a dream coming true for every Civil Engineers.There were 43 post advertised in the year 2012 of which 6 posts reserved for Differently Able.Indian Railway Service of Mechanical Engineers(IRSME) and Special Class Railway Apprentice (SCRA):A train consists of an engine and coaches/wagon to transport passenger and freight. Mechanical department is responsible for locomotive, coaches and wagon for manufacturing, maintenance sheds and workshop. It is also one of the oldest department of Indian Railways. There are two groups in Mechanical Cadre namely Special Class Railway Apprentice (SCRA) and IRSME. In case of SCRA, recruitment is though UPSC but with educational qualification of class XII with science and then training and providing degree in Mechanical Engineering from some affiliated institute presently (BIT/Mesra). There is no purpose to continue with SCRA but for strong SCRA fraternity in Indian Railways. As regards IRSME it is similar to any other engineering service. The cadre is headed by Member/Mechanical in Railway Board.IRSME cadre is responsible for manufacturing of Diesel locomotive(DLW), Coaches (ICF, RCF, Rai-bareily factory), maintenance of rolling assets at shed and workshop etc. There are two specialized functions i.e. Diesel Locomotive and other coaches and wagon. Chemical and Metallurgy is small department in Indian Railways responsible for chemical and metallurgical testing of material and is under the Mechanical Department Similarly, stores department which is a direct cadre from UPSC is also placed under Member/MechanicalA young student preparing for IIT examination and if has the capability to qualify, can as well qualify SCRA examination. The advantage is getting a stipend for years which otherwise you would have spent in any engineering college beside other benefits of free travel, medical etc. beside getting a degree from a recognized institute. The other major advantage is that of getting entry at the minimum age and thus benefit of rising to highest level in the hierarchy.As per the latest news, UPSC has proposed for discontinuation of SCRA exam reasoning that they already conducting examination for ESE (IRSME) for which they don’t have the required infrastructure. Indian Railway has given its consent to the proposal of UPSC. There is every possibility they you will not any more recruitment for SCRA from this year.Indian Railway Service of Electrical Engineers (IRSEE)IRSEE was a small cadre and was under Member/Mechanical till 1987 and, afterwards, under Member/Electrical who is from the cadre of IRSEE. Till the time of Steam Traction, role of Electrical department was limited to electricity supply to railway establishment, railway station and train lighting and air conditioning and what ever little traction of about 500 RKM existing up to 50’s. With the introduction of Diesel and Electric locomotive the scenario started changing with the Mechanical department responsible for Diesel Locomotive and Electrical Department responsible for Electric Locomotive. This led to departmental-ism and upmanship to prove benefit of one traction over another. There is no difference in two locomotives except its source of powering i.e. Diesel engine or directly drawing power from overhead power. India is a net importer of crude price, there is an obvious reason for electric traction to be economical therefore, it started progressively introduced with all resistance possible and Electrical department making its position. Then came the important day when it was decided to create the post of Member electrical to look after the affairs of electrical department along with Signal and Telecommunication department. Now Electrical and S&T departments are playing an important role of a major department and playing an important role of bringing new technologies to improve transportation system. Air conditioning is also growing along with growth in the country and the day is not far when 60-70% coaches will be air conditioned.There are basically three specialized functions namely Electrical Locomotive/EMU Maintenance and Operation, Traction Distribution, Train Lighting and Air-Conditioning, General Services, Locomotive Manufacturing, Railway Electrification, Maintenance Sheds and Shops, Power Generation and use of renewable sources of energy where the role of the Electrical functioning growing day by day.This is 24×7 hours a week service with the cadre officer remaining on his toes all the time to deliver trouble free running of trains.There were 57 post advertised in the year 2012 of which 08 posts reserved for Differently AbleIndian Railway Service of Signal Engineer(IRSSE):Signalling is an important aspect of train operation. The permission for a train to start and stop for safe working is controlled through a logical signalling system. The signalling system was mechanical to begin with, but advancement of electrical and electronics system introduced Panel Interlocking, Root relay interlocking, Automatic Signalling system and many other developments in the field of signalling to increase sectional capacity. Similarly telecommunication, train communication, automation in passenger amenities is advancing every day with new features. This has placed immense responsibility on S&T engineers. Presently S&T department is under Member Electrical with two Additional Members one each of Signal and Telecommunication at Board level. The cadre does not have an option to rise to level of Member/ElectricalThis is 24×7 hours a week service with the cadre officers remaining on his toes all the time.There were 48 post advertised in the year 2012 of which 07 posts reserved for Differently AbleIndian Railway Stores Services (IRSS)Indian Railways were a technological giant organization up to 50’s and most of the manufacturing of major equipment like coaches, wagon, locomotive etc. and its components were shop-manufactured. With the advancement of technologies and specialized subject of procurement and its storage, it was decided to create a separate organization under Member/Mechanical for procurement and material management of stores. This service is open to all the cadres such as Engineering, Mechanical, S&T and Electrical. Normally this is second choice after the main cadre. The importance of service lies in the fact that there is hardly any item not purchased by the Railways and therefore, the cadre acquires tremendous experience of procurement and its complexities. The job pressure is less and generally limited to office hours. For this reason, many are opting this as a first option. The cadre provides opportunities to rise in all levels of professional ad general management like DRM/GM except for the highest post of Member/Mechanical.Vacancies are distributed to ESE of main branches and for the Year 2012 it was as follows:Civil: 11, Mech: 10,The Indian Railway Protection Force (IRPF)This service was formed in the year 1954. The cadre isResponsible for protection of Railway property.Assist the state police in maintenance of law and order in various states at the time of elections and other emergencies.Coordinates with the civil police and GRP (Government Railway police of the respective states) in controlling crimeThe cadre controlling authority is the Director General, RPF.Cadre size: 287 posts (direct recruitment – 50%, promotion – 40%, Lateral Entry – 10%).The cadre is not involved directly in the running of train services except its security watch-dog, therefore not entitled for managerial posts such as DRM/GM.Indian Railway Medical ServicesThe Indian Railway Medical Service (IRMS) is an organized Group ‘A’ service. The officers of this service are responsible for providing comprehensive health care to the serving railway employees, retired railway employees and their dependents as well as other categories of staff such as contractors, vendors and licensed porters. In 80’s, the service was Group b service but later on included as Group A service. With many of the up-gradation that came subsequently, the promotion prospect is now almost at par with other organised Group A services. The officer from this cadre does not have any direct role in train operation therefore, not considered for Ex-cadre managerial posts of DRM/GM.Railway hospitals are equipped with excellent infrastructure for Railway doctors to excel in their field, higher education and respectful living in Railway environment.GeneralThere was a time up to 80’s when there were three major departments namely Traffic, Engineering ad Mechanical and all Managerial (DRM and GM) and Member posts were manned by these cadre officials only. Situation changed and quota for each department, depending upon the staff strength in the respective department, is now introduced for posting as DRM giving opportunity to all the cadres except security/medical to show their excellence in management as well. All barriers were also removed for posting as GM which is now based on integrated seniority giving equal opportunities to officers of all cadres except security/medical. The important effect of this change was the development of the feeling of Railway-man-ship in all the cadres.The top post is Chairman Railway Board and only one officer of two batches get the opportunity and read more how the different cadre dominated this post.There is only one thing which sometimes is a cause for heart burning when the officer of same batch gets promotion in one cadre but not in another cadre and this difference sometime goes up to two years. There is hope that this aspect of the cadre will be taken care one day.If you are looking to join Indian Railways, this is best organized in Govt. sector for many challenging options.Salary growth of Class I Officer (CSE Allied and ESE)What is my salary and how it will grow is the most important burning question in every aspirant having intention to prepare for the examination. The salary you get in the first three years is as follows:Ist Year: Basic 15600/-, Grade Pay 5400/- DA 90% (increased to 100%) 18900/-, TPT/G 3040 = Rs. 42940/-Second Year: Basic 16880/-, Grade Pay 5400/- DA 90% (increased to 100%) 20052/-, TPT/G 3040 = Rs. 43817/-Third Year: Basic 16230/-, Grade Pay 5400/- DA 90% (increased to 100%) 1890019467/-, TPT/G 3040 = Rs.45372/-It may not be possible to predict your salary in future but one can certainly show the salary growth of a Class I officer joining in 1977 and superannuation in 2013. The same is as follows:Indian Railways provide great opportunities and one should decideWhy you should decide to join itJob satisfactionGenuine opportunity to serveTo be part of such a large system which people from outside wonders how it worksThere is no field of Engineering or Management which get untouched providing you an opportunity to excel in the field of your liking and competencyA salary graph of you and your colleague is similar, and therefore, there is no competition of comparing packages – mental satisfaction ( uski kamij bhi mera jaisee hi sunder hai)You are different as compared to business or private or PSU job.Respect in the society and friend circleYou can help in getting emergency quotaLarge number of Engineers joining Railways had earlier worked in PSUs at double the package still preferred to join Railways, check from them. It is higher rating of Railways job in the society.Support of very large fraternity and network of Railway man ready to support you and your family in adverse situationYou and your family feel homely and safe in any part of the country in Railway areaYou had an opportunity for higher studies like a post graduation / PhD in India or abroadA mediocre officer also gets his promotion at the same pace as that of others in his batch. You have the opportunity to excel because of deep desire and not for out of turn promotion. It makes a difference of positivity of the energy level in you.Even though you are tied with one organization for the entire 30-38 years of active career still you can find your boss and place of posting changing almost every two years.Job security even if you are mediocre, medical problem etc.Why you should not joinIf you have the desire to earn more money and even ready to compromise conduct rules, you may be successful one or two times, but if caught, the remaining life will be miserableIf you are confident about your ability and desire to fly and want to attain heights in your field with out-of-turn promotionsIn Govt. Organization and Railways no exception, a group of officers get promotion in one go, and if you are unlucky and left behind, life will be miserable afterwards. In private organization, if one excels and gets out of turn promotion, balance remains where they are, and if you are one of them, no pain. You can leave the organization if felt hurt or humiliated. It is not so easy to leave Govt. Organization when you are used to its working and may find difficult to adjust in working with Private organisation.No one likes boss but when you don’t know how to manage boss and difficulty in adjusting with the bossFrequent transfer and disturbance in children’s education. Unable to get their admission in the school/college of your liking due to place of posting which may be in small town.Spouse working and no suitable job for her/him at the place of your posting resulting into separate livingYou own your own house and strong desire to live in that house onlyYou possess exceptional personal capabilities to succeed. In Govt. or Railway organisation, you succeed to achieve when hold position in the organisation.When you want to work actively for up to 80 years of age with a purpose.Source :RailElectrica-Tirthkumar Patel