Employees are the main value and the main resource, the results of the Company's activities directly depend on the level of their professionalism and safety.
The Company builds labor relations with its employees based on the principle of legality and observance of generally recognized labor rights of employees.
In carrying out its activities, the Company is guided by the principle of equal opportunities and does not discriminate against its employees when hiring, paying, providing access to training, promotion, dismissal on grounds such as gender, race, language, religious, political and other beliefs, citizenship, national or social origin, limited opportunities.
On November 18, 2020, the Personnel Policy of JSC SEC Almaty was approved.
The purpose of the Company's Personnel Policy is to form a highly professional workforce with a unified team spirit and capable of efficiently and promptly solving the tasks facing the Company by maximizing the potential of human resources and the effectiveness of corporate interaction mechanisms.
The Company's personnel policy includes the following key areas:
Effective employment of personnel, focused on building an organizational structure that will meet the strategic goals and objectives of the Company, to determine the needs of the structural divisions of the Company in human resources and timely selection of specialists with the necessary business and personal qualities;
Improvement of corporate culture aimed at creating and maintaining a favorable moral and psychological climate in the workforce;
Staff motivation, focused on improving the efficiency of staff activities, attracting and retaining staff, creating decent working conditions.
HR policy of the Company
The recruitment of personnel is carried out by the Company based on the need for new employees, and is determined from the staffing and staffing table approved in accordance with the established procedure, as well as the availability of vacancies and applications from heads of structural divisions.
In accordance with the Rules for the selection of candidates for vacant positions of the Company, the search for candidates consistently includes the following stages:
Internal selection
External selection
Internal selection is the selection of internal candidates, which grants the right to employees of the Company to propose their candidacies for a vacant position.
External selection is carried out in the absence of internal candidates by:
Placing an advertisement on the candidate search on the Company's corporate Internet resource https://spkalmaty.kz and/or job search sites;
Other methods and methods that do not contradict the legislation of the Republic of Kazakhstan and internal documents of the Company.
The recruitment procedure is carried out in accordance with the Rules of the Labor Regulations and the Rules for the selection of candidates for vacant positions.
Basic principles of personnel selection:
An objective and unbiased attitude to the assessment of compliance with a particular position;
Open and fair selection
The absence of conflicts of interest or their resolution in such a way that they do not adversely affect the Company's activities
Avoidance and prevention of bias (personal gain, intercession, excessive familiarity, threats, etc.)
In order to ensure the effective entry into the position of an employee, the formation of a positive image of Society, and the reduction of discomfort in the first days of work in the Company, the adaptation of newly hired employees is carried out in accordance with the Rules for Adaptation and probation of the Company.
The main purpose of the remuneration policy in the Company is to provide employees with competitive wages and the use of a transparent system for evaluating performance and awarding personnel, which contributes to increasing the efficiency and material interest of employees in achieving high performance results. The Company has implemented a wage system based on grades. The grading system allows an employee of the company to realize the place that his position occupies in the existing hierarchy of positions and assess its role for Society. This is an opportunity to receive fair remuneration for work – depending on the level of complexity, responsibility for the work performed, assess the prospects for your professional and career growth, consistently acquire new professional knowledge and skills necessary for effective work in a higher position. Employee performance is assessed on the basis of efficiency maps, taking into account the achievement of the Company's strategic goals and individual performance indicators. As part of this approach, a vertically integrated efficiency structure is formed, which allows you to distribute responsibility for achieving strategic goals to each responsible employee.
Training and professional development of employees is carried out with the aim of updating and additional acquisition of theoretical and practical knowledge, skills, competencies and skills in the field of professional and managerial activities of employees for the effective performance of their official duties and solving tasks determined in accordance with the Company's Development Strategy.
Pursuant to paragraph 51 of the ONP, approved By Decree No. 413 of 09/14/2020, the Ministry of National Economy has developed proposals to reduce unproductive costs of subsidiaries in the quasi-public sector, including reducing costs indirectly related to production by 70% (travel, transportation, communication services, advertising, training, etc.). In this regard, the number of students has significantly decreased.
Personnel assessment is carried out in order to determine the employee's compliance with the position or work performed and to determine the degree of compliance of the Company's employees with the requirements for their positions in accordance with the Regulations on Certification of the Company's Employees. Scheduled certification of the Company's employees is carried out no more than once every 3 years.
The development of corporate culture is an essential element of building a highly effective organization and a necessary component for achieving the strategic goals of the Company.
The Company carries out activities to increase the level of satisfaction (staff involvement). A medical examination of the Company's employees, the Company's participation in charity events, children's drawing contests, etc. are carried out on an ongoing basis.
In addition, the following tools are used to form a corporate culture in the Company:
Confirmation of success (certificates, letters of thanks)
Team building and development of corporate values
Motivation (creating a favorable working mood in the team)
