Human Resources Policy

The refinery lays a lot of stress on personnel policy because it helps with staff development, effective management, and creating a cohesive team of professionals that share common corporate values. LLP Saryarka-Energy employs 500 individuals, of whom one-third are under 30 years old. Every new employee at the plant holds a more advanced professional degree. The average age of refinery employees is 37 years old.

The success of the activity is greatly influenced by how well-equipped LLP Saryarka-Energy personnel are to react quickly to changing market needs in order to achieve the enterprise’s established strategic goals and objectives. Consequently, recruiting new staff is one of the main goals of the LLP Saryarka-Energy personnel policy. In order to achieve the best possible balance between employee renewal and retention, the LLP Saryarka-Energy implemented rules for competitive personnel selection. These rules offer a transparent system for the recruitment, selection, and adaptation of personnel in accordance with the needs of the refinery.

The three necessary selection phases—testing, a structural unit interview, and a panel interview at the refinery competition committee—must be completed by applicants in order to be admitted. The hiring process is automated, and the flow of resumes is transparent at every level thanks to the “Electronic Recruiting” information system. At LLP Saryarka-Energy, an adaptation program has been devised to help employed personnel adjust. It expedites the process of joining the labor collective, helps them adopt established norms of relationships, and supports them in acquiring the system of professional knowledge and skills. The procedure for their internship, training, and certification has been completed, and managers, experts, and employees who are senior to them on the shift have been placed in a personnel reserve.

As part of its staff development program, the company provides training, retraining, and advanced training to its employees. All of the plant’s workshops and complexes have classrooms available for theoretical training, and the training center actively participates in the training process, creating the ideal environment for the implementation of the staff development program. Additionally, it is equipped with state-of-the-art teaching aids, computer training facilities, multimedia training facilities, and innovative tools for technological processes.The refinery is conscious that the younger workers who are taking over from the veterans will determine both its bright future and the preservation of industrial and human traditions. As a result, particular focus is paid to replacing the company’s workers with young professionals who are recent college and university graduates and who can swiftly.

Over thirty percent of the new hires are young specialists. During the hiring process, a mentor is selected from among the highly trained plant employees who undergo specific training for each young specialist. The Oil Refiners Initiation is an annual ceremony that serves as an introduction to the company’s corporate culture for aspiring specialists. The corporation has a Council for Youth Affairs. Young experts actively take part in professional, linguistic, intellectual, and social events within the plant, as well as professional, athletic, and patronage activities related to the Peschanskaya boarding school. Strong relationships have been established with the best universities in Kazakhstan and the Republic of Kazakhstan. About 200 students majoring in “Technology of Oil and Gas Processing” from various educational institutions.