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    Windows 10 Enterprise Download the free day evaluation for IT professionals. Learn more. He dreamt big and worked with an unstinted focus of mind and body to make his dreams come true.

    KVK was a visionary with firm belief in his mission to serve society through industry. It is this belief, which continues today to be the guiding light of Nagarjuna Group.

    Born in a humble agricultural family in Andhra Pradesh on November 28, , Shri Raju was neither heir to any industrial empire nor a protg of.

    Shri KVK Raju was one of the first generation technocrat entrepreneurs of the country. KVK he was fondly known used to give the credit of his luminous personality to the guidance of Nishreyasananda Tanuku in West Godavari District.

    Also of great help in nurturing KVK into an extremely confident individual was Duncan Grindley, a high school teacher of Ramakrishna Mission.

    Visionary with firm belief in his mission to serve society through industry. It was while working with Union Carbide, KVKs deep-rooted urge to contribute to the industrial development of the country impelled him to start a venture on his own.

    The Group since then has come a long way and is today a multi-million conglomerate with diversified business interests.

    He was one who believed in the adage, practice what you preach. Towards this end he always: Focused on responsibilities Emphasized value-based service Felt one must understand the needs of the people they serve Believed in Trusteeship.

    Business is an integral part of the Society and must endeavor to give back more than it takes both economic and natural. Culture of the company: We live every moment of life in harmony with nature to create value for ourselves, our stakeholders and the society.

    As Individuals, we shall always: Be humane Be cordial and pleasant Be honest and equitable Be giving and forgiving Be positive And at work, we shall always: Create an environment, where work becomes an enjoyable experience Align individual goals with organizational goals Share knowledge and information Be proactive and responsible Pursue excellence Be committed.

    Shri K. Raju Chairman Shri K. Rahul Raju Managing Director. Nath Shri S. Our aim is to help the farmer in maximizing qualitative and quantitative output.

    Our specific goals in order to have a pleased customer are to offer an attractive cost-benefit ratio by delivering superior products and services in terms of functionality, in terms of quality, offering better prices, increasing choice of products, offering better conveniences like ease of use and availability.

    Efficient fertilizers and fertilization methods have become the only answer to the ever-growing demand for farm produce.

    Modern agriculture must supply crops with optimal rates of nutrients throughout the growth cycle in the most efficient manner and without degrading soil and water resources.

    This can be achieved through adoption of modern and precision practices in terms of nutrient management with Specialty Fertilizers. Specialty Fertilizers SF are fully water-soluble solid fertilizers having high content of primary nutrients with low salt index.

    The simultaneous delivery of water and fertilizers to the crop through the irrigation system ensures that plant nutrients are directed to the active root zone.

    A well-balanced Nutrigation program will satisfy the exact needs of the plant as they change along the season.

    Specialty fertilizers require distinct attention as it is relatively unknown to Indian farmers and comes with a new concept of precision agriculture.

    The consumption of specialty fertilizers is growing and indicating the improved acceptance of the concept and products.

    The consumption of specialty fertilizer is expected to grow in coming years in view of greater commercialization of agriculture, mandatory provision of fertilizer tank in government projects of Micro Irrigation systems along with growing.

    Products A. Manufactured Products 1. Used for production of Urea, DAP, Ammonium Sulphate and Ammonium Nitrate for fertilizer, explosives, herbicides and insecticides Used for water treatment, fermentation, tanning and food additives.

    Marketed Products 1. Not more than 5 per cent shall be. Application: Fertilizer 2. Application: Fertilizer.

    The largest industrial use for potash is in the manufacture of potassium hydroxide KOH. KOH is a feedstock for other potassium chemicals used in a wide variety of industrial processes such as glass making, pharmaceuticals, food processing, and the manufacture of textiles.

    As Water softener: Potash is a dietary alternative to salt. The ability of potash to reduce water hardness is virtually the same as salt Potash is used in the preparation of hydraulic fracturing solutions for oil well drilling to control swelling in certain clay formations Food processors and pharmaceutical manufacturers use potash in various products.

    Potash is also used as an animal feed supplement. Specifications as per the Fertilizer Control Order i Free flowing crystalline form ii Matter insoluble in water per cent by weight, maximum 1.

    Per cent by weight. Minimum Formulation No. Iron as Fe , per cent by weight, minimum 4. Minimum 6. Matter insoluble in water, per cent by weight, maximum 1.

    Spray has to be done at the critical physiological stage indicated. Spray dates mentioned are tentative. It aims at imparting the latest scientific farming technology to farmers so as to increase their knowledge of agriculture, latest technology and practices for improving farm productivity.

    The Ken dram has, since its establishment, imparted training to approximately 50, farmers. Further, these farmers in turn impart their acquired knowledge to other farmers thereby spreading the knowledge for increased agricultural productivity.

    The institute conducts exclusive training programs for women farmers as well as young farmers. Training is imparted by the staff as well as specialists invited from different Research Institutes of Andhra Pradesh such as A.

    Agricultural University. Our technical staff and specialists visit the farms during season for extension services at the farmers doorsteps.

    Soil testing facilities for farmers are also provided by the company. As a result of these trainings, today, farmers are using fertilizers judiciously as compared to earlier times.

    We provide services to facilitate farm yield and profitability enhancement through timely agricultural technology transfer and critical information dissemination, both online and off-line.

    Our commitment to Environment, Health and Safety systems is an integral part of our business strategy and takes precedence over all other considerations.

    Maintaining highest standards, most robust and safe technologies, equipment and products as well as qualified, experienced and Director manpower is essential to our future and growth.

    Though HR managers currently find employee retention a business challenge, long-term demographic changes, such as the retiring Baby Boomer population have the potential to aggravate this issue.

    This strong growth enabled U. Yet structural changes in the U. According to the BLS, the annual growth rate in the native workforce of the United States is expected to slow to.

    Much of this change is due to the Baby Boomer generations aging into retirement. As a result of the Boomer retirement, one possible scenario for the U.

    This could produce excess demand for talented workers and significantly drive up recruiting costs forcing organizations to rethink how they grow and maintain their workforces.

    Uses only research-based, theory-supported approaches to improving employee engagement. Avoided are gimmicks such as employee of the month, suggestion boxes, prizes or other carrots.

    While commonly used, these short-term fixes fail to produce genuine employee loyalty more than 60 years of research tells us so!

    Employs an easy-to-understand systems approach to ensure the root causes of turnover are addressed and the potential for lasting change unleashed. Customizes all activities to your organizations unique history, current practices and strategic objectives.

    Also considered are challenges unique to your industry sector, competitive marketplace issues and talent shortages. Involves those responsible for implementing change in actually creating the change, ensuring input and improved shared understanding and support of all initiatives.

    Integrates hands-on, action-oriented approaches that enable organizations to move forward quickly and effectively Recognizes the research-proven role of no-cost strategies in developing the glue that builds employee loyalty and commitment.

    Brings to your organization leading-edge organization-development best practices to effectively and quickly build a Employee retentionrich culture. Effectiveness of Employee retention Strategies Exit interviews ineffective Surveys of retained employees unknown.

    Employee retention rate bench-marking promising Survey feedback effective Job enrichment effective Realistic job previews effective Expectation-lowering training promising.

    Objectives To understand employees opinions To understand the concept, reason and outcome of attrition To understand the cost of attrition and saving because of Employee retention To understand employee retention-concepts and the ways to retain the top performers To envision their own employee retention strategy appropriate to their organizational setting To understand the role of managers in retaining top performers Build a high Employee retention workforce that reduces employee turnover Help people reach greater levels of productivity leading to higher job satisfaction Improve employee motivation Transform the entire workforce into a high-Employee retention culture-saving organizations countless thousands of dollars Implement advice focusing on industries including healthcare, manufacturing, service, high tech, and professional firms.

    Staff resigns for many different reasons. Sometimes it is the attraction of a new job which pulls them; on other occasions staff is pushed due to dissatisfaction in their present role to seek alternative employment.

    Sometimes it is a mixture of both pull and push factors. Research from the Chartered Institute of Personnel and Development CIPD shows that it is relatively rare for staff to leave jobs in which they are happy, even when offered a higher salary elsewhere.

    Organizations must therefore work to minimize the push factors. This can be done by ensuring that staff feels: 1 they and their contribution are valued 2 their personal development needs are met 3 they are committed to the organizations vision and strategic aims 4 they are involved in the way the organization and their team functions 5 there is good leadership within the organization 6 they have a good work-life balance 7 they receive appropriate pay and conditions 8 they are motivated and their morale is high.

    Commitment: Employee retention leaders make commitments and keep commitments. By doing so, they inspire their team members to do likewise.

    Some leaders apply a distinct pattern of commitment of "I move, then you move, then I move" to help teach commitment and follow-through.

    Strengthen Relationships: Grounded in the knowledge that they are in the relationship business, Employee retention leaders place a premium on relationships.

    By seeking and applying the skills that strengthen relationships, they build their foundations for growth, employee retention andlong-termprofits.

    Motivation: Employee retention leaders have mastered motivation-how to become and remain motivated and how to motivate those around them toward action.

    Motivation to succeed includes motivation to learn, share, buildandretain. The knowledge and skill base developed by a. Employee retention leader includes business-building tools such as prospecting, presenting, closing, and developing; interpersonal skills such as listening and empathizing; product knowledge and tools; compensation plan knowledge and presentation skills; and a host of behavioral and motivational tools and skills.

    They are constantly learning, drawing knowledge and skills from the best practices of Employee retention leaders and sharing with their teammembers.

    Accountability: Accountability is the thread that binds performance and behaviors to progress and success. Employee retention leaders hold themselves and their teams accountable for the actions and results that produce success.

    Is your crew getting ready To abandon ship??? Don't let the good ones get away! Lactation rooms Casual dress policies.

    Patricks Day breakfast 8 Supporting employees through times of personal crisis Personal loans during emergencies Childcare and eldercare resource and referral services Employee Assistance Programs subsidizing referrals to counseling services e.

    Provide employees with referral bonus for successful hires current employees are your best resources for networking Develop and train managers on good interviewing and management techniques Accelerate successful on-boarding and assimilation Develop an internship program to recruit the right college graduates.

    You can counter the threat and save your company by mastering the techniques to effective Employee retention of employees and help save their profitability by retaining their key employees.

    Introduction Companies are becoming acutely aware of the fact that nowadays employees are quitting their jobs more often than was the case earlier.

    The failure of an employee to stay with an organization can damage the company in many ways. Attrition as a phenomenon has many long-term implications for the organization and cannot be translated only to the quitting of employees.

    There are many direct and indirect costs that occur on account of Attrition, and thus it poses a severe threat to the effective functioning of an organization.

    Most HR departments are designing more programs to help employees become comfortable so that they can be retained for a long time. The cost of going through the recruitment process is duplicated and additional cost in terms of training and orientation of a new inductee takes cost to roofs.

    There is nothing uncommon about it. When job market improves, it leads to a high turnover rate. But this alone cannot account for the high attrition figures that loom in front of us today.

    So what is needed is a thorough understanding of the factors that actually make the employee think of leaving in the first place.

    Take this seriously; Attrition is not a factor of compensation package alone. Methodology of Survey Structured questionnaire Personal meetings with employee Quantitative data and qualitative inputs received.

    Opportunities overseas for significantly compensation Migration opportunities overseas Opportunities in start ups with high growth possibilities Entrepreneurial opportunities.

    Setting up of own training Centre for employees Better Employee retention of staff from own training schools. Flexible work timings Telecommuting Creating a strong emotional bond o Culture o Mentors o Role of project managers Employee referrals as a recruitment strategy and to create a cohesive team Excellent physical work environment, including regular upgrading of systems Providing several facilities for employees to better quality of life and reduce time spent on mundane personal chores, for eg.

    Employee Retention Strategies Acceptance that attrition is a fact of the industry. Defining whom to retain -- locking in by ESOP.

    Defining hot skills Employee retention bonuses or Signing On bonuses for these skills. What do start ups offer? Compensation increases Excitement on the job Learning opportunities Building a sense of pride in the organization.

    Controlling Attrition In an ideal world, employees work hard, love their job, worship their workplace, feel like a family and would never leave.

    But let's look at the real world, where employees quit at the drop of a hat. How can attrition are controlled HR's role and strategies As the struggle for reducing employee attrition rates is intensifying, recruiters are putting renewed efforts in identifying talent, which is committed and productive.

    However, while everyone is competing for talent, in experts' opinion, a hiring spree can be a blunder sometimes. Stringent recruitment process could help reduce attrition to a certain extent.

    An internal referral mechanism is also very useful in reducing attrition rates in companies. A thorough analysis of a candidate's background or behavior pattern, adaptability or liking would help the organization with good resource pool and less attrition rates.

    When we recruit an outstation candidate, we need to keep in mind that there could be an inclination for that candidate to move to a place closer to his or her native place.

    Such facts should be kept in mind while making a decision, says Abraham. An efficient HR focuses on creating a good work culture and work out different strategies in line with organizational philosophy.

    According to experts, HR managers must use the combination of growth, learning opportunity and pay attention to employees' personal needs and participation.

    The needs of the employees should be regularly gauged through open communication, polls and feedback mechanisms to maintain consistency in performance and high motivation levels.

    New Technologies: Creating talent in organization Identify future leaders in organization High Employee retention performances Encouraging corporate culture Recreation programs Produce an employment brand E.

    Interpretations: A majority of employees above agree about the company policies and procedures encourages the employee employees retention, nearly 10 members respond neutral, few of the employees strongly agree only 3 employees saying disagree and only one person strongly disagree of this question.

    Interpretations: A majority of employees above agree, 4 members strongly agree of this question,12 members give neutral answer, only 2 employees saying disagree and only one person strongly disagree of this question.

    Interpretations: A majority of employees above agree of this question, 4 members strongly agree of this question,14 members give neutral answer, only 4 employees saying disagree and only 2 members strongly disagree of this question.

    Interpretations: A majority of employees agree of this question, 4 members strongly agree of this question, 14 members give neutral answer, only 4 employees saying disagree and only 2 members strongly disagree of this question.

    Interpretations: A majority of employees agree of this question, 4 members strongly agree of this question, 13 members give neutral answer, only 3 employees saying disagree and only 2 members strongly disagree of this question.

    Interpretations: A majority of employees agree of this question, no one strongly agree of this question, 14 members give neutral answer, only 8 employees saying disagree and only 5 members strongly disagree of this question.

    Department wise most of Marketing, IT and finance department employees are response positively. Interpretations: A majority of employees agree of this question, 3 members strongly agree of this question, 16 members give neutral answer, only 9 employees saying disagree and only 3 members strongly disagree of this question.

    Interpretations: A majority of employees agree of this question, 5 members strongly agree of this question, 15 members give neutral answer, only 5 employees saying disagree and no one strongly disagree of this question.

    Interpretations: A majority of employees agree of this question, 13 members strongly agree of this question, 10 members give neutral answer, only 6 employees saying disagree and no one strongly disagree of this question.

    Interpretations: A majority of employees agree of this question, 6 members strongly agree of this question, 10 members give neutral answer, only 3 employees saying disagree and no one strongly disagree of this question.

    Interpretations: A majority of employees agree of this question, 10 members strongly agree of this question, 10 members give neutral answer, only 4 employees saying disagree and no one strongly disagree of this question.

    Interpretations: A majority of employees agree of this question, 2 members strongly agree of this question, 15 members give neutral answer, only 4 employees saying disagree and only one member strongly disagree of this question.

    Interpretations: A majority of employees agree of this question, 11 members strongly agree of this question, 11 members give neutral answer, only 3 employees saying disagree and no one strongly disagree of this question.

    Interpretations: A majority of employees says neutral of this question, 2 members strongly agree of this question, 13 members give agree answer, 10 employees saying disagree and only 5members strongly disagree of this question.

    Interpretations: A majority of employees agree of this question, 10 members strongly agree of this question, 12 members give neutral answer, only 4 employees saying disagree and only 2 members strongly disagree of this question.

    Interpretations: A majority of employees agree of this question, 10 members strongly agree of this question, 10 members give neutral answer, no one says disagree and only one member strongly disagree of this question.

    Interpretations: A majority of employees agree of this question, 12 members strongly agree of this question, 12 members give neutral answer, only 2 employees saying disagree and only one member says strongly disagree of this question.

    Interpretations: A majority of employees agree of this question, 10 members strongly agree of this question, 10 members give neutral answer, no one says disagree and only 1 member strongly disagree of this question.

    The working atmosphere of the organization was found to be good. Organizational interactive ness among the management and employees observed to be reasonable.

    Organization conducts training programs and work shops frequently. Employees attend all necessary training programs in organization. Company policies and procedures are cause of employee retention.

    The study revealed that management not identified the employees dissatisfaction in work. The employees are dissatisfied companys grievance handling system.

    People satisfying top management encouragement in work place. Compensation is the main cause of employee attrition. Employees are dissatisfying the organization negotiation system.

    Peoples are unhappy with company promotion and transfer policy. The organization is encouraging the talent of employees and grooming the future leaders.

    Most of the people dilemma of company recreation programs. Majority of employees agrees company take care of all necessary needs of him and his family.

    The cooperation between employees found to be very high, through there exists less departmental co-operation.

    Employees enjoys with freedom at work place. It was observed during the study that there is a considerable amount of initiative-ness taken from the part of employee with regard to organizational change and development.

    Employees are very happy work with their colleagues. The level of job satisfaction and employee productivity has decreased.

    Employees slightly dissatisfying organization promotion policy. Conducting Employee retention workshops that help to avoid the attrition.

    Encourage the most talented and highly potential employees. Produce an employment brand experience that satisfies employees on multiple levels.

    Organize informal meetings and get to gather programs. Creating proactive succession planning that facilitates careerpathing for top performers.

    Provide the recreation programs that help to recharge employee strength. So make sure the work place is a happy one, which every employee would love to spend time.

    Human Resources Department along with senior management must take steps to make sure of this. Effective Human Resource Management must be practiced at both strategic and day-to-day levels.

    HR management practices must reflect company policy as to how it will manage and relate to its employees.

    The HR strategy should evolve from a transactional support role to partnering in the organizations business strategy. HR must take steps to be aware of employee problems and try to solve them, creatively.

    Then only employees are working happily. Websites: www. For the successful completion of my project work I require inputs from your side.

    Please fill the following questionnaire sincerely and return it to me. All information shall be used exclusively for academic purposes and confidentiality maintained.

    You are requested to give a rating on each statement using the 5-point scale. DSravani The companys policies and procedures encourage employee retention.

    The top management encourages employee performance at work place. I always participate in every necessary training program conducted by the organization.

    CTC Cost to Company is one of the factors of employee retention. Salaries and Benefits help to reduce the Employee retention.

    I am satisfied with companies Promotions and Transfer policy. The top management takes care of all necessary needs of employees. Organization gives importance to the employees family.

    Top management gives freedom to employees in work. Do you think the company encourages higher education of employees?

    I believe that top management identifies inner potentialities of the employees. I feel very happy to work with my colleagues.

    Stress at work is a cause of employee leave in the organization. Employees participation in management programs help to reduce the employee attrition.

    Exit Interviews helps to identify the problems of employees. I believe that NFCL gives good future career to me.

    If your frog fails to jump on top of a turtle, they will eventually drown. The river is also home for many other enemies like crocodiles and snakes who are waiting for their chance to eat the frog.

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