When it comes to employee management and compensation, Kazakhstan Trans Petroleum, LLP follows its functional strategy, which establishes the principles, procedures, and guidelines for personnel management that will help the company execute its strategic goals. The primary objective of the strategy is to satisfy the company’s expectations through improving employee development as a strategic resource and staff management efficiency.

The strategy covers seven areas:

• Employee selection
• Work with young people
• Staff Development and Training
• Personnel Reserve and Career Growth
• Salary and rationing
• Manage staff ingress and costs
• Personnel management and working time monitoring.

Early retirement

The business provides a scheme for early retirement. When they reach the program-approved age, Company workers (those who were working in a demanding environment five years ago) will be eligible to earn benefits in the amount of 48–50% of their pay from the retirement age three years prior to retirement. Nearly half of the worker’s base pay is retained in the event of an early retirement. He has the flexibility to work another job and augment his income anytime he wants, all while spending more time with his family, taking care of his health, and other priorities.

Training of Kazakhstani specialists

The corporation sets aside funds for philanthropic projects, such training Kazakh professionals in the oil and gas industry. As of 2015, the organization had two distinct training and scholarship programs in existence. Over the previous four years, 78 students from Ufa State Oil and Technology University, ARES Retrotechnic Higher College, and Atyrau Oil and Gas University have received training in the production divisions. After graduating, they received workbooks and diplomas. The test results showed that 40 students who did well were hired by the company.

Employee incentives

The Company organizes several yearly events to inspire staff members, such as the production unit employees’ professional skills competition “The Best Specialist,” the “Day of Young Specialists” project, which aims to develop young professionals’ potential and create a sense of community, and department directors’ evaluations at the central office “HR-forum,” which will be attended by the Chairman of the Board after t (shop managers and masters).