Development of human capital through the development of human resources, strengthening of the competencies of our employees in new areas and continuous improvement of their qualifications, based on the best international practices, is one of our strategic objectives.
Development of our employees is based on the 70/20/10 principle, in which each employee is responsible for his own training and development in accordance with an individual development plan. The Fund invests in self-development, training, coaching, mentoring, functional academies, HR projects and professional communities within the Fund group in order to create highly qualified human resources. The main priorities for maintaining and strengthening competitive advantages include the introduction of competence development programs, modular training programs, priority training of engineers and technical specialists and workers, the development of dual training for engineering and technical specialties, the use of digital technologies in training and the development of adaptation programs for all levels of personnel. Our approaches include developing an internal training system, rotating employees to acquire and develop skills, creating a talent pool, improving assessment methods, ensuring knowledge transfer between foreign and local employees, supporting employees in international training programs and implementing outplacement programs to help employees transition to new opportunities in case of reduction, restructuring, liquidation or retirement. GRI 404-2, GRI 3-3
In 2022, 625 328 employees of the Fund group were trained. For these purposes, the training costs amounted to KZT104.3 billion, with an average cost of training – KZT166.7 thousand per employee (KZT227.9 thousand in 2021). The total number of training of employees amounted 11.8 million hours per year (production personnel – 6,1 million hours per year, managerial and administrative personnel – 5,7 million hours per year).
The main principles of talent management include development of the human resources potential of the Fund in accordance with the business strategy, transparency and fairness, the creation of a pool of successors that meet our real needs, discussion of career plans and career development of employees outside their division. The main task of the talent management system is to create a pool of employees with the potential to perform important roles for the company and provide the Fund with the necessary talents in the future.
We carry out regular assessment of personnel performance, which is regulated by the Rules of assessment of administrative and managerial employees of Samruk-Kazyna JSC. The purpose of the assessment is to improve the performance of employees by defining the requirements for performance results, skills, knowledge and competencies of employees to achieve the strategic goals of the Fund. GRI 404-3
Performance assessment is based on the following basic principles:
- providing fair and objective feedback built on trust;
- assisting in the identification of training and development needs;
- helping to improve individual performance.
We also pay attention to the system of recognizing the merits of employees and encouraging them to achieve business results, as well as improving the remuneration system. To do this, Fund analyzes the labor market, maintains the level of wages in accordance with financial and economic opportunities, maintains a differentiated approach to determining the level of wages and reduces the gaps between administrative and managerial and production personnel. The same system is implemented in portfolio companies.