The refinery places a high priority on personnel policy in order to effectively manage, develop, and build a competent and cohesive team that is united by common business values. At Kaztradeneft, there are 1045 employees in total, with one-third of the workforce being under 30. You are not as educated as every other employee at the plant. The average age of refinery workers is 37 years old. The success of Kaztradeneft’s operations is largely due to the level of expertise of its workforce, who can quickly adjust to changing market demands in order to meet the enterprise’s set strategic goals and objectives. Choosing employees is therefore one of the most important tasks.

Kaztradeneft established rules for competitive personnel selection that provide a transparent system for the search, selection, and adaptation of personnel in order to establish the best balance between replacement and preservation of the quantity and quality of personnel in accordance with the needs of the refinery. The hiring process for candidates includes testing, interviews in structural units, and panel interviews at the refinery competition committee. The hiring process uses the “Electronic Recruiting” information system and is automated to guarantee openness in the flow of resumes at every stage of selection.

Kaztradeneft has developed an adaptation program to assist employed workers in acclimating to the labor collective, accepting established norms of relationships, and mastering the system of professional knowledge and abilities. A personnel reserve can take over the role of managers, specialists, and shift leaders, and a system for their internship, training, and certification has been put in place. The personnel reserve is updated on a regular basis.

Advanced training, retraining, and training for new positions are all part of the company’s human development program. The plant’s workshops and complexes all feature classrooms for theoretical instruction; the training center is actively involved in the training process; the facilities are well-suited for the implementation of the personnel development program, and they are equipped with new equipment, modern teaching aids, multimedia training complexes for technological processes, and computer training complexes.

The refinery understands that the success of its future and the maintenance of human and industrial traditions will depend on the new employees who will take the place of the veterans. The company works hard to replace its current workforce with young professionals who have recently graduated from college or university and are able to quickly pick up new skills and comprehend new information. Young specialists make up more than one-third of all new hires every year. A young expert is hired for a position, and among the highly skilled, specially trained workers of the plant, a mentor is selected. An annual event known as the “Oil Refiners Initiation” ceremony serves as an introduction to the corporate culture of the company for upcoming professionals.