About Company

The refinery places a high priority on people policy since it facilitates successful staff development, management, and the formation of a cohesive group of experts that share similar business objectives. LLP Aktauneftekhim employs 200 persons, of which one-third are under 30. Each new hire at the facility comes with a higher level professional degree. Employees in refineries are 37 years old on average.

The degree to which LLP Aktauneftekhim employees are equipped to respond swiftly to shifting market demands in order to achieve the organization’s set strategic goals and objectives has a significant impact on the activity’s effectiveness. Thus, one of the primary objectives of LLP Aktauneftekhim personnel policy is hiring additional employees. To attain optimal equilibrium between employee renewal and retention, LLP Aktauneftekhim devised competitive standards for personnel selection. These policies provide a clear framework for hiring, choosing, and modifying staff members in keeping with the requirements of the refinery.

To be considered for admission, applicants must successfully complete the three required selection phases: testing, a structural unit interview, and a panel interview at the refinery competition committee. The “Electronic Recruiting” information technology makes hiring automated and keeps resume flow visible at all levels. A program of adaptation has been developed by LLP Aktauneftekhim to help workers understand the professional knowledge and skill system, embrace established relationship standards, and make the process of joining the labor collective easier. The processes for senior staff members’ internships, training, and certifications have been expedited, and they have been placed in a personnel reserve.

The organization offers its employees training, retraining, and advanced training as part of its staff development program. The training center actively participates in the training process, and all of the plant’s workshops and complexes have classrooms available for theoretical instruction, making the setting perfect for staff development program implementation. It also has cutting edge instructional aids, computer training facilities, multimedia training facilities, and creative technological process tools.

The refinery understands that its bright future and the survival of industrial and human traditions will be determined by the younger employees who will succeed the veterans. Because of this, the company is particularly considering replacing its current personnel with young professionals who have recently graduated from colleges and universities and who have the ability to pick up new information and technology fast. Thirty-plus percent of the recently hired staff are young specialists. During the hiring process, each young expert receives specialized instruction from a highly skilled plant employee who serves as a mentor. Aspiring specialists are given an overview of the company’s corporate culture through the yearly Oil Refiners Initiation event.

There is a Council for Youth Affairs within the company. Professional, linguistic, intellectual, and social events within the plant, as well as professional, sporting, and patronage activities associated with the Peschanskaya boarding school, are actively participated in by young specialists. Strong linkages have been forged with the top colleges in the Republic of Kazakhstan and Kazakhstan. About 100 students from various educational institutions specializing in “Technology of Oil and Gas Processing,” “Chemical Technology of Organic Substances,” and “Technological Machines and Equipment” receive practical training from the factory each year. The important plant professionals take part in state commissions for the defense of graduation projects from graduates of the best local schools and colleges.