Human Capital Development

In 2025, more than 160,000 employees of the Fund's group of companies participated in training and professional developments programmes, while over 10,000 engineers and young professionals enhanced their skills through the “Bastau”, “Orleu” and “Zheti Qadam” programmes.

In addition, modular training programmes such as “HR School”, “Compliance Expert” were implemented.

As part of the “Zheti Qadam” programme, the Fund’s specialists won 15 prize placements at the international AtomSkills and Hi-Tech 2025 championships, demonstrating a high level of professional competence.

To enhance digital literacy and promote the adoption of AI tools, training courses such as “Artificial Intelligence and ChatGPT as an Everyday Assistant” were delivered to employees across the Group, reaching 236,000 participants.

Under the “Occupational Safety Culture” project, more than 69,000 production employees and 21,000 contractor personnel across the Fund’s Group were trained in 2025. Training in occupational safety culture will continue in 2026.

In 2025, 396 employees completed IOSH-certified training programmes across the Group, 1,600 employees completed the “Production Safety Leader” course, and over 8,000 employees completed the “RoSPA Defensive Driving” course.

These initiatives aim to reduce workplace injuries and incidents, minimize production losses, increase employee engagement, and establish a comprehensive occupational health and safety management system. Additionally, eight industrial safety forums were organized during the year.

Key areas of HR consulting include:

• Recruitment assessment and job fit evaluation;
• Potential assessment for talent pool development;
• Grading.

Personnel appraisal is one of the main activities of the SBA. It includes the implementation of evaluation procedures in the following areas:

• recruitment assessment;
• talent pool evaluation;
• employee attestation;
• job matching (matching data from different sources into a single job candidate profile);
• 360-degree assessments, and others.

This assessment toolkit enables companies and employees to evaluate the quality of interactions (hierarchical, cross-functional), and with other stakeholders (customers, suppliers, management bodies, etc.).

The implementation of grading projects enables the establishment of a fair compensation system based on the relative value of each role within the company and in comparison, with the market. Since 2016, the Fund’s portfolio companies have been introducing a grading-based remuneration system in line with the international Hay Group methodology.

In 2025, 896 positions were evaluated and a graded remuneration system was developed from scratch in the following companies: SK Ondeu LLP, AlES JSC, GPC Investments LLP, QazaqGaz Research and Development LLP, SEGRES-2, SSAP LLP. Compensation benchmarking analyses were conducted for NAC Kazatomprom JSC, NC Kazakhstan Temir Zholy JSC, KEGOC JSC, Samruk-Kazyna Invest LLP, NMC Tau-Ken-Altyn LLP, ShalkiyaZinc Ltd JSC, QazaqGaz Research and Development LLP. Headcount standards for KEGOC have been developed.

The key areas of recruitment are:

• Administration of recruitment process;
• Full-cycle search and recruitment.

In 2025, key clients for recruitment services included Samruk-Kazyna JSC and such companies as NAC Kazatomprom JSC, NC KazMunayGas JSC, KMG Petrochem LLP, Bolashak Investment Ltd., KPI JSC, KMG Engineering LLP, NC Kazakhstan Temir Zholy JSC, Samruk-Kazyna Invest LLP, among others. A total of 400 vacancies were received under concluded agreements, of which 310 were successfully filled.

To expand its recruitment services, SBA onboarded two new employers: KMG Kashagan B.V. and Steel-Astana Trading Company (external market client).

An additional service—competency-based interviews—was implemented for NAC Kazatomprom JSC.

SBA also utilizes the HuntFlow HR platform to automate recruitment processes and maintain an internal candidate database.

A project was launched to conduct selection and assessment of candidates for participation in the KMGE School 2025-2027 programme.

SBA actively participated in career fairs at Nazarbayev University and Maqsut Narikbayev University, as well as labour mobility initiatives in Astana.

QSamruk.kz is a centralized recruitment platform for leading national companies in Kazakhstan.

The platform was launched in 2019 to ensure transparent hiring processes and facilitate accessible employment opportunities within the Samruk-Kazyna Group.

By the end of 2025, 530 companies and over 303,000 job seekers were registered on the platform.

Additionally, 122 lease agreements were concluded for 144 offices, including 5 agreements with external organizations.

In 2025, the platform’s functionality continued to evolve, with a focus on digitalizing recruitment processes and improving user interaction. Key enhancements included implementation of artificial intelligence solutions, including automated generation and translation of job descriptions, as well as improved vacancy matching algorithms and candidate testing management tools.

Compliance processes were strengthened through integration with Samruk-Kazyna’s E-Compliance system and more rigorous user identification requirements. At the same time, new architectural solutions were developed to enable further integration with corporate systems, including those of the KazMunayGas Group, as well as to expand API capabilities.

As part of the project's promotion, an outreach campaign was implemented to increase user awareness and engagement, including participation in industry initiatives, training events, career lectures, job fairs, and work with the engagement with recruitment community.

The communication and marketing campaign achieved wide audience coverage and was further strengthened through integration with educational and regional platforms. The SBA project received industry recognition and was awarded the PR Room Awards 2025 in the category of the Best HR projects.