Samruk-Energy JSC. Annual Report / 2013
Personnel Management Policy
TOTAL LABOR FORCE BY TYPE OF EMPLOYMENT FOR 2013
Human capital is the most important resource which has an impact on efficiency in achieving the tasks set before the Company.
Personnel policy is a part of the common Company strategy to be implemented as per the principles of consistency and integrity, proactivity and flexibility, social partnership and is aimed to increase a flexibility of the Human Resource Management System and ensure its rapid and effective adaptation to changes in legislation and external environment.
When solving the tasks of improvement of the Human Resource Management System, the Company is focused on the use of up-to-date approaches and international experience.
Procedure of local population recruitment and a share of top managers employed from local population in essential areas of the company activity.
One of the main tasks of the Personnel Policy of Samruk-Energy JSC for 2011-2015 is to establish the unified recruitment and appointment system which enables effective framing the human resources requirements and timely selecting the specialists which have necessary knowledge, skills, managerial capacities and personality traits.
The Company has introduced a principle of open competitive selection for vacancies which provides the equal opportunities for all candidates who participate in the competitive selection and assesses abilities of the candidates without prejudice.
Competence and expertise of a candidate is of great concern when making a decision on employment.
Timely and effective induction of new employees is achieved under the system of adaptation and mentoring of new employees.
Personnel Development
According to the rates of Kazakhstan economy development, the tasks are set before Samruk-Energy JSC on upgrading of current generating capacities, power supply networks and construction of new ones; development of coal industry; involvement of renewable energy sources in balance sheet.
Competent and high-skilled personnel are required to solve the set tasks and implement the scheduled projects. However, a situation of labor market today does not comply with the production requirements. Personnel development is one of the most important business areas of Samruk-Energy JSC on human resource management and factor of success in activity. To develop and maintain the required level of personnel skills in the Company Group, an effective system of professional personnel development has been established and operates. It includes both outside and in-house education and enables the employees to participate in technical probations, workshops, training, conferences, taking into account the requirements and prospects for the Company strategic development.
Thus, more than 15,800 employees of Samruk-Energy Group of Companies were trained as part of these actions in 2013. Also, investments in personnel training and development of salary fund in the Group of Companies were 1.1% in 2013.
According to the rates of Kazakhstan economy development, the tasks are set before Samruk-Energy JSC on upgrading of current generating capacities, power supply networks and construction of new ones; development of coal industry; involvement of renewable energy sources in balance sheet.
Average hours of training per one employee per annum, by category of employees
| № | Personnel category | Total number as of the end of 2013 | Number of hours of training for 2013 | Average hours of training per one employee per annum |
|---|---|---|---|---|
|
1
|
Top management |
101
|
2,720
|
26.9
|
|
2
|
Middle management |
2,036
|
63,862
|
31.4
|
|
3
|
Office and management personnel |
2,075
|
123,085
|
59.3
|
|
4
|
Production personnel |
18,722
|
813,914
|
43.5
|
|
5
|
Maintenance personnel |
598
|
4,014
|
6.7
|
TOTAL LABOR FORCE BY TYPE OF EMPLOYMENT CONTRACT FOR 2013
Personnel Number
Accountable number of personnel of Samruk-Energy Group of Companies was 23,532 as of the end of 2013. As compared to 2012, an accountable number had increased by 281 employees. Majority of the employees of Samruk-Energy Group of Companies is employed in business sector full-time and under permanent contract. High level of full-time employees who work for manufacturing plants demonstrates effective labor utilization.
As for gender, 17,133 men and 6,399 women were registered. Majority of men is caused by specificity of Samruk-Energy Group of Companies activity.
AN AVERAGE AGE OF PERSONNEL OF SAMRUK-ENERGY GROUP OF COMPANIES WAS 41 YEARS OLD AS OF THE END OF 2013.
As for gender, 17,133 men and 6,399 women were registered. Majority of men is caused by specificity of Samruk-Energy Group of Companies activity. As for personnel age structure, majority (44%) of total personnel is between 30 and 50 years old. This ensures the best combination of physical resources and job-related experience of the personnel.
TOTAL LABOR FORCE BY REGIONS FOR 2013
Total employees and turnover by age group, sex and region
| № | Indicator | Value, people | Share |
|---|---|---|---|
|
1
|
Total employees as of the end of a year |
23,532
|
100%
|
|
2
|
Total employees left the organization |
3,201
|
13.6%
|
|
2.1
|
Men <30 years old |
997
|
4.2%
|
|
2.2
|
Women <30 years old |
314
|
1.3%
|
|
2.3
|
Men 30-50 years old |
723
|
3.1%
|
|
2.4
|
Women 30-50 years old |
327
|
1.4%
|
|
2.5
|
Men >50 years old |
544
|
2.3%
|
|
2.6
|
Women >50 years old |
296
|
1.3%
|
As for personnel age structure, majority (44%) of total personnel is between 30 and 50 years old.
PERSONNEL TURNOVER BY AGE FOR 2013
PERSONNEL TURNOVER BY REGIONS FOR 2013
PERSONNEL TURNOVER BY GENDER FOR 2013