As of April 1, 2022, total number of employees of Kazakhmys Group companies is 37,993 people.

Workforce size amounts to 27,639 people.

Number of managing directors, professional staff and officers is 10,354 persons.

Men total is 27,164 persons.

Number of women is 10,829 people or 28.5 % of the total number of personnel, including 18.5 % of managers are women.

Average age of the Company's employees is 40.4.

Average total experience of Kazakhmys Group employees is 18.5 years, including continuous length of service - 11.0 years.

According to level of education across Kazakhmys Group of companies, the percentage is as follows:

• higher education - 31.7%, of which 26 employees have scientific degrees;
• secondary and initial vocational education - 45.5 %;
• Secondary (incomplete secondary) education- 22.2%.

By ethnicity across Kazakhmys Group of companies, the percentage is as follows:

• Kazakhs - 76.4%;
• Russians - 15.45 %;
• Ukrainians - 2.5 %;
• Germans - 1.3 %;
• Tatars - 1.3 %;
• Koreans - 0.7 %;
• Other ethnicities - 2.4%.

Each year, to meet the demand of the Company’s business units for specialists with secondary vocational education, Technology College ( located in Satpayev town) and Polytechnic College (located in Balkhash town) of Kazakhmys Corporation develop an admission plan based on requests from Kazakhmys enterprises. The colleges teach 17 majors using the dual training format and mining and metallurgical profiles. The curriculum design is focused on corporate demands reviewed by a permanent expert commission, and agreed with the companies’ management and Education Management of Karaganda region. Moreover, in the ongoing implementation of the modular-dual system of training, colleges develop modular programmes based on curricula and programmes developed by Kasipkor Holding Non-commercial Joint stock company, with due regard to the opinion of the Employer. The Colleges also operate Training and Retraining Centres; with 44 courses taught by Technology College and 30 courses taught by Polytechnic College in the essential jobs and HSE. All training programmes of the Training and Retraining Centre are reviewed by the permanent expert commission and agreed with the Department for Labour Inspection of Karaganda Region State Institution.

College majors:
• Geological surveying, prospecting and exploration of mineral deposits;
• Underground mining of mineral deposits;
• Maintenance and repair of mining electromechanical equipment (by types);
• Surveying;
• Minerals Processing (ore enrichment)

Year of foundation: 2009;

Director: Aigul Syzdykova

College majors:
• Non-ferrous metallurgy;
• Mineral processing;
• Technology of mechanical engineering;
• Design (minors):
• Chemical Technology and Production;
• Welding;
• Machinery and equipment in metallurgy;
• Electromechanical equipment in production;
• Turning and metal working;
• Casting manufacture;
• Operation, maintenance and repair of electrical and electromechanical equipment;
• Computer engineering and software

В 2015 году была запущена Программа обучения «Начальник участка /Горный мастер», нацеленная на качественное повышение профессиональных и управленческих навыков линейных руководителей производственных предприятий. В рамках данной Программы группы слушателей прошли обучение по 5-и модулям: профессиональные знания, безопасность на производстве, экономика производства, управление персоналом и управленческие навыки. Одним из результатов Программы явилось внедрение стандартов обучения для устойчивого развития профессионального и управленческого уровней начальников участков и горных мастеров.

Предоставление помощи регламентируется соответствующим Стандартом о Порядке оказания адресной социальной помощи малообеспеченным работникам компаний Группы «Казахмыс». В целях улучшения качества жизни малообеспеченных работников, данным Стандартом регламентировано оказание адресной социальной помощи в виде ежеквартальной выдачи суммы для приобретения продовольственных товаров, размер которой в 2022 году составил 75 000 тенге, ранее в 2020-2021 годах данная сумма составляла 60 000 тенге. В случае наличия детей школьного возраста у малообеспеченных работников, единовременно, раз в год, ко Дню знаний 1 сентября для сбора в школу дополнительно выплачивается фиксированная сумма в размере 56 500 тенге на приобретение одежды и канцелярских товаров. За 2021 год ежеквартальные выплаты получили более 1 000 малообеспеченных семей работников, ко Дню знаний единовременные выплаты - 927 работников. Решение по назначению выплат принимаются исключительно комиссионно, в ходе проводимых заседаний.

С 2019 года в структурных подразделениях Холдинга стартовала программа «Школа директоров», направленная на ежегодную подготовку среднесрочного кадрового резерва на ключевые должности директоров предприятий по основным производственным переделам: горнодобывающему, обогатительному, металлургическому и энергетическому производственному сектору. В пилотном проекте программы участвовали кандидаты, соответствующие критериям, утвержденным Советом по кадровому резерву Комитета по назначениям и вознаграждениям Холдинга. В июле-августе 2019 года резервисты «Школы директоров» проходили обучение по компетенциям Hard skills, включавшим финансово-экономический модуль, модули по ПБ и ОТ, проектному управлению и отраслевому направлению (обогащение, горное дело, металлургия и энергетика). По результатам обучения для участия во II этапе Программы отобранные участники в ноябре 2020 года прошли подготовку по управленческим компетенциям (Soft skills). На III этапе Программы осуществляется проектная деятельность резервистов под руководством отраслевых экспертов в составе сформированных групп в рамках «Фабрики идей».

11Контингент студентов, обучающихся за счет средств ТОО «Корпорация Казахмыс»

111Контингент студентов, обучающихся за счет средств ТОО «Корпорация Казахмыс»

В 2021 году стартовала вторая очередь программы «Школа директоров», в число потенциальных участников Программы кроме руководителей и специалистов основных производственных переделов: горнодобывающего, обогатительного, металлургического и энергетического производственного сектора. Отбор кандидатов для участия в Программе производится по утвержденным критериям не только по представлениям руководителей структурных подразделений, но и самовыдвижением.

Контингент студентов, обучающихся за счет средств ТОО «Корпорация Казахмыс»

Обучение в Центре подготовки и переподготовки кадров

С 2021 года реализуется программа подготовки генеральных директоров/директоров горно-металлургического комплекса в НИТУ «МИСиС» (г. Москва), цель которой – создание пула руководителей высшего уровня управления, способных выполнять задачи, связанные с изменениями и улучшениями в области эффективной организации производства и технологических процессов.

The full program period is 1.5-2 years, it depends on study intensity; the study format is full-time-distance (modular). There are 10 program modules planned (the duration of one module is 1 week, 45-54 hours of full-time work). In the break between modules (1.5-2 months), students must complete the assigned tasks, read special literature, listen to lectures through distance learning platforms, and also work on their final qualifying work (project). The learning process should be accompanied by: an analyst, a research supervisor and an individual coach who support the listener throughout the entire study process (from MISIS NUST, a mentor and a production expert.

As part of 2 program modules, there is internship provided at large enterprises in various industries, the main purpose of which is to familiarize with the best practices in management and production systems, to develop the skill to move away from stereotypes of perception of the mining and metallurgical industry. Upon completion of the course, students who have successfully completed the entire course and defended their graduation project will be awarded MISIS NUST diplomas on professional retraining.

С 2021 года в структурных подразделениях Казахмыс организуется обучение руководителей различных уровней (ТОП-150, ТОП-1500 и ТОП-5000) по матрицам компетенций, разработанным на основе Стандарта РК «Системы менеджмента безопасности труда и охраны здоровья. Требования и руководство по применению».

В рамках цифровизации процессов работы с персоналом с 2019 года Службой персонала введена в промышленную эксплуатацию информационная система «Управление кадрами и талантами», полностью автоматизировавшая HR-процессы. В настоящее время Казахмыс готовит к запуску систему массового дистанционного обучения на основе разработанной платформы, в том числе мобильное приложение, которые позволят также в режиме онлайн осуществлять подбор и найм персонала, максимально обеспечив прозрачность и открытость процессов наличия вакансий, формирования базы резюме кандидатов и их подачу на трудоустройство в структурные подразделения Компании.

В рамках цифровизации процессов работы с персоналом с 2019 года Службой персонала введена в промышленную эксплуатацию информационная система «Управление кадрами и талантами», полностью автоматизировавшая HR-процессы. В настоящее время Казахмыс готовит к запуску систему массового дистанционного обучения на основе разработанной платформы, в том числе мобильное приложение, которые позволят также в режиме онлайн осуществлять подбор и найм персонала, максимально обеспечив прозрачность и открытость процессов наличия вакансий, формирования базы резюме кандидатов и их подачу на трудоустройство в структурные подразделения Компании.

В рамках цифровизации процессов работы с персоналом с 2019 года Службой персонала введена в промышленную эксплуатацию информационная система «Управление кадрами и талантами», полностью автоматизировавшая HR-процессы. В настоящее время Казахмыс готовит к запуску систему массового дистанционного обучения на основе разработанной платформы, в том числе мобильное приложение, которые позволят также в режиме онлайн осуществлять подбор и найм персонала, максимально обеспечив прозрачность и открытость процессов наличия вакансий, формирования базы резюме кандидатов и их подачу на трудоустройство в структурные подразделения Компании.

В рамках цифровизации процессов работы с персоналом с 2019 года Службой персонала введена в промышленную эксплуатацию информационная система «Управление кадрами и талантами», полностью автоматизировавшая HR-процессы. В настоящее время Казахмыс готовит к запуску систему массового дистанционного обучения на основе разработанной платформы, в том числе мобильное приложение, которые позволят также в режиме онлайн осуществлять подбор и найм персонала, максимально обеспечив прозрачность и открытость процессов наличия вакансий, формирования базы резюме кандидатов и их подачу на трудоустройство в структурные подразделения Компании.

This Program is implemented for timely formation, update and management of personnel reserve for key positions in structural units of the Group.

The personnel reserve for key positions in the main areas of activity (from the heads of sections / heads of departments to the managing directors of the Companies / area directors) is formed annually, from January 1 to March 31.

List of candidates to the personnel reserve is drawn up by HR Services in two ways:
• Proposed candidates from the structural units;
• Self-proposed candidates (by submitting an application for inclusion of his/her candidacy to the personnel reserve).

Candidate proposed to the personnel reserve shall comply with the approved criteria as follows:
• Proficiency (certifying vocational education certificate/diploma) required for holding key position in accordance with job description and competences standard for the position; • Company seniority not less than 1 year;
• Relevant professional experience in accordance with the requirements of job description to the position held;
• Age:
◦ not older than 55 years for current personnel reserve;
◦ not older than 50 years for medium-term personnel reserve;
◦ no older than 45 years for long-term personnel reserve.

Inclusion to the personnel reserve is based on the results of a two-stage selection procedure, including assessment of professional knowledge, organizational loyalty and interview of a multidisciplinary commission for selection of candidates to the personnel reserve.

For reservists approved in the personnel reserve, Individual Development Plans are developed. These Plans include issues related to the implementation of daily tasks and practices in the workplace, mentoring, studying structured training courses and programs.

In 2022, personnel reserve is formed of 900 reservists for 465 key positions.

This Program has been launched since April 2022 for timely staffing structural units of Kazakhmys Corporation LLC with highly effective employees in the required quantity to solve strategic and tactical tasks and create a competitive environment when recruiting personnel.

For the purposes of Program implementation, the process of recruiting personnel is carried out from internal and external sources by attracting candidates to active participation via response to a vacancy posted on the official website of the Corporation: http://www.kazakhmys.kz/ru/career.

At the same time, staffing structural unit by external candidates is carried out on the basis of Human Resource Planning of Kazakhmys Corporation LLC.

This Program is designed to upgrade professional and managerial skills of line managers of production enterprises (section foremen and mine foremen).

Within the framework of the Program, participants are trained in 5 modules, such as: professional knowledge, occupational safety, production economics, personnel management and managerial skills.

It is mandatory for participants of the Program to pass placement testing and final training-based comprehensive testing.

The final stage of training is the interview of participants with the members of Supervisory Committee acting as independent experts evaluating the efficiency of conducted training.

Based on results of the interview, the Committee members decide upon final recommendation of Program participant to the personnel reserve for a higher position.

In 2021, 10 employees of G.O. Omarov Shaft-Sinking Trust, Kazakhmys Corporation LLC have been trained by the Program.

The essential result of the Program is in introduction of training standards for sustainable development of professional and managerial competencies of line managers (section foremen and mine foremen).

The Program on General Directors Training is implementing within companies of Kazakhmys Group. The Program provides training of directors of mining- metallurgical complex at National Research Technological University “Moscow Steel and Alloys University”

Program’s target is creation of pool including the executives of higher management level, able to perform the tasks concerning changes and improvements in sphere of effective organization of production and technological processes. Training term is 1,5-2 years depending on the training rate, mode of training – dual-module.

Training program includes 10 modules, lasting 1 week and 45-54 hours of full-time work on the following topics:
• Global development trends, marketing, project work;
• Project management;
• manufacturing enterprise economics;
• Investment management;
• Modern approaches in enterprise management;
• Logistics, supply chain management;
• Company transformation, digital transformation;
• Production systems, OHS (occupational safety and industrial safety)

The students complete the tasks they received, work with special literature, and participate in lectures on the platform of distance learning between the modules of the Program. The learning process is accompanied by: an analyst, a research supervisor and an individual coach from the University, who support the listener throughout the training; a mentor and an expert from the production. Practical modules of the Program include internal training (probation) at large enterprises of various branches of industry. The main goal of such internal trainings is to familiarize with best practices in the field of management and production systems. Program participators who have successfully completed the entire course and defended their graduation project are awarded with Diploma of National Research Technological University on professional training.

This Project is designed for personnel training, improving and extending professional knowledge of employees in the field of critical risks, occupational health and safety management system and safe performance of production operations.

Training modules are downloaded into information system Expanded HR and ‘DO YOUR BEST’ mobile application.

E-learning of Kazakhmys Group employees is carried out in accordance with the quarterly Training Plan within the Target Program of OHS Department, Kazakhmys Holding LLC.

HR Services conducts ongoing monitoring of e-training according to the courses and modules specified in the Training Plan.

E-learning is carried out as a part of the Knowledge Year aimed at professional growth and development of employees in order to comply with safe working practices and is not a knowledge test.

The Program of STUDY AT THE UNIVERSITY AND WORK AT THE FACTORY  is implemented within the companies of Kazakhmys Group in the framework of long-term personnel policy and support the continuity of generations within the production and development of labor dynasties.  The aim of the Program is to train and preparation of specialists with high education at leading technical universities at the expense of Kazakhmys Corporation LLC on hot topics needed within structural branches of the Company.  Needs of the structural divisions of the companies of Kazakhmys Group for specialties in higher professional education are annually identified with projections for 3-4 years.  Kazakhmys Corporation LLC enters into Cooperation Memorandums with universities which take part in the program implementation. 

The Documents Review and Competitive Selection Committee will select applicants. The Committee includes CEOs of Kazakhmys Group companies, directors of Kazakhmys corporate departments, and representatives of industry craft unions. Selected candidates enter into a three-party agreement on training (between Kazakhmys, University, and the candidate). Following the terms of the Agreement, Kazakhmys Corporation LLC performs the payment to the relevant university for the training of the selected candidate. Besides, the terms of the Agreement provide for mandatory training in the structural divisions of the Companies. 

As of today, 29 participants of the Program are studying in the following universities of the country: 
• Satpayev University; 
• Karaganda Technical University after А. Saginov;
• Zhezkazgan Baykonurov University;
• Karaganda Industrial University.

  Majoring in: 
• • Mining;
• • Electric power engineering; 
• • Metallurgy;
• • Machine building; 
• • Minerals Processing; 
•   • Geology and mineral exploration;
• • Process machines and equipment; 
• • Economics; 
• • OHS (Occupational Health and Safety);
• • Accounting and auditing.

Kazakhmys Group companies are implementing the The Directors School Program aimed at preparing a medium-term personnel reserve for key positions of directors of enterprises in the main production cycles: mining, processing, metallurgical and energy production sectors.
Candidates who passed selection procedure and meet selection criteria set up by the Board of personnel reserve take part in the Program:
• Target audience: foremen to chief engineers of production enterprises
• Age: up to 35
• Experience: not less than 2 years
Selected participants of the Program pass training on professional competencies including financial and economic module, OHS modules, project management and sectoral wings (concentration, mining, metallurgy and energetics), as well as on management competencies (soft skills).
The participants of the Program also take part in various specialised sessions aimed on development of target competencies during the period of training.
• Pecha- Kucha Session – development and improvement of skills on: communication, public speaking and presentations;
• Self-knowing session- session aimed on better self-understanding, strengths and limitations, blind spots, and harmonization by being within society.
• Lunch &learn session - session of productive discussion based on results of reading the professional literature.


Program candidates within the “Think Tank” develop and defend the
projects the best of which are recommended to practical implementation.
Based on the results of Program implementation in 2021, the following projects scored the most points based on the results of an expert assessment:
• “The use of polymer resins for the fixing of mine workings”, authors: D.E. Ashimov and A.A. Mamakhov;
• “Development of the suitability of a complex of self-propelled mining equipment to the technological conditions of work and environmental conditions”, authors: E.Zh. Beisenbaev, G.S. Gubanov and Zh.K. Kaparov;
• “Switching to autogenous smelting of concentrates in the Ausmelt furnace as part of the project on gasification of Zhezkazgan Smelter, Kazakhmys Smelting LLP”, authors: N.M. Danaev and A.A. Zhaisan.
Program participators who have successfully completed the entire course and defended their graduation project are awarded with Diploma of National Research Technological University on professional training.

Starting from 2021, structural branches of Kazakhmys Group implement the project on training the Executives of various levels (TOP -150, TOP-1500, TOP -5000) on the competency matrix developed on the basis of OHS –MS Standard ISO 45001-2019 of the Republic of Kazakhstan.  

The project which is implemented within the “Expanded HR” information system includes the following steps on training organizing: 

• Elaboration of a template to roll into the Expanded HR Information system
• Identification of executives' name list of different levels to be trained, verification and formation of their records 
• Provision of worked-out material to be used at training courses including test tasks to roll into the “Expanded HR” Information System; 
• Issue of order concerning the training including names of executives of various levels to be trained, and considering the completion of training at moving to a position; hiring an employee; enrolling in the Personnel Reserve; passing periodic training in the profession
• Revision of acting Regulations, Methods, and Instructions in part of the inclusion of materials developed and approved, especially for training courses
• Appraisal and working-out of possible changes into Expanded HR Information System
• Uploading and testing of prepared material on training courses and test tasks into Expanded HR Information System
• Emailing of information on the necessity of training and further testing based on results of training to the executives of various levels; sending by e-mail information about the need for training and testing based on the results of training for managers of various levels
• training monitoring

• worked out on their basis to learning plans and programs of relevant disciplines of corporate colleges; Training Center and Preparation Courses
• Introduction of amendments (updating), endorsement, and approval of Competencies Standards and job descriptions 
• Loading of updated Standards of competencies to the Expanded HR information system 
• Formation of testing questions on the basis of updated Standards of competencies and their loading to the Expanded HR information system

The Automated Software HR Management System (herein referred to as Expanded HR HR Automated Software) launched within Kazakhmys Group.

As of today, the functionality of Information System “Expanded HR” involves the automation of the following HR processes:
• organizational and personnel work (implementation of a comprehensive assessment in personnel selection, automation of personnel accounting, the introduction of an electronic passport of employee, and improvement of effective recruitment technologies);
• Organization of remuneration (introduction of grading system, re-launch of assessment system, and development of the employee incentive program)
• Training, personnel development, and formation of HR reserve (conducting of electronic training courses on compulsory and staff performance appraisal system)
• Training, personnel development, and formation of personnel reserve (pool) (conducting of e-learning by obligatory (under requirements of acting law of the Republic of Kazakhstan) and needed types of training, staff appraisal based on developed standards of competencies and other).

he main task of HR Management System development in the future is the digitalization of HR Management System through the creation of HR Tech Ecosystem till the full operative management by the entire functionality:  
• HR records keeping; 
• Calculation and control over the calculation of payroll across Kazakhmys Group (including piecework orders);
• Planning and recruitment of personnel (taking into account the specifics of requirements for individual businesses;
• budgeting of HR processes;
• Integration of employment contracts with the Enbek program;
• Integration of recruitment data with the Corporate website;
• Creation of a unified mobile platform for employees. 

Companies and corporate colleges of Kazakhmys Group take an active part in international movement WorldSkills targeted to increase the prestige of working professions and skills development and shares a significant contribution to personnel training for production enterprises. 
In 2018 employees of Kazakhmys within the team of Kazakhstan took part in First Eurasian Championship WorldSkills Hi-tech 2018, which was held in Yekaterinburg (Russia Federation). The team of Kazakhmys included 5 competitors and 4 experts – employees of Kazakhmys Smelting LLP, Kazakhmys Energy LLP, and Shaft Sinking Trast after Omarov, branch of Kazakhmys Corporation LLC. They participated in competitions on the following competencies: 
• Production automatics
• Occupational Health and Safety 
• Operational use of cable power lines 
• Energy smart metering

 Following the results of participation in the Championship, Kazakhmys representatives took three winning places: D.Maratov (silver medal in industrial automatics competence); N.Iskakov (bronze medal in OHS competence), and M.Sabyrzhan (silver medal in the competence of Operational use of cable power lines) On 20-21 February 2020, the First Corporate Championship of professional skills WorldSkillsKazakhmys -2020 was organized and held in Balkhash. HR Service and Technical College of Kazakhmys Corporation in collaboration with “Holding Kasipkor”- Non-profit Joint Stock Company organized the Championship.   21 employees – young specialists of PA Balkhashtsvetmet, branch of Kazakhmys Corporation LLC and graduate students of Technical college took part in the Championship.  Competitions held in 4 competencies: "Welding", "Electrical Installation", "Plumbing" and "Graphic Design". Highly qualified specialists of Kazakhmys Corporation, representatives of the Trade Chamber, and other organizations of Balkhash acted like experts. The second Corporate Championship of professional skills WorldSkillsKazakhmys – 2022 was organized and held in Balkhash within the period April 20-21, 2022. The Championship was organized by the HR Service of Kazakhmys Corporation and Technical College of Kazakhmys Corporation and PA “Balkhashtsvetmet”. Non-Profit Joint-Stock “Talap” – National operator of WorldSkills Movement in Kazakhstan gave support in staging the Championship. 51 participants took part in competitions on 5 competencies:
• Welding 
• Electrical Installation
• Plumbing
• Graphic Design 
• Occupational Health and Safety 

 Various companies in Kazakhstan, specifically ESAV Kazakhstan LLC and Welding Company LLC took an active part in the Championship organization. These companies provided needed equipment and awarded fund to the competitors, following the Memorandum targeted on development of the WorldSkills movement.