HR Policy and Labour Relations Practices
GRI 401-1GRI 402-1Kcell JSC’s HR policy is centred on building and nurturing a high-performing team of professionals. As one of Kazakhstan’s leading telecommunications companies, Kcell is also regarded as an attractive employer – for both young specialists and experienced professionals alike.
Key Principles of Kcell’s HR Policy
|
Principle |
Description |
|---|---|
|
Meritocracy |
Career advancement is based on performance and proven ability to deliver results within the Company. |
|
Effective Recruitment |
Selection of top candidates through comprehensive testing, in-depth evaluation of experience, and competency-based assessments. |
|
Strategic Workforce Planning |
HR policy reflects current and anticipated business needs, as well as labour market dynamics. |
|
Focus on Professional Development |
Staff development follows the 70:20:10 principle: 70 % through hands-on experience, 20 % from peer learning, and 10 % via formal training. |
|
Integration of HR and Business Functions |
The HR department operates in real time to address the needs of business units, both in recruitment and in upskilling existing employees. |
The Company maintains its employment practices in strict compliance with the labour laws of the Republic of Kazakhstan. Kcell upholds a zero-tolerance policy toward discrimination in the exercise of labour rights on any grounds, including origin, social or official status, property status, gender, race, nationality, language, religion, beliefs, place of residence, age, physical disability, affiliation with public associations, or any other circumstances. The Company strictly prohibits child labour and forced labour.
Kcell ensures compliance with notification periods as stipulated by Kazakh labour legislation governing employment relations, including:
- Termination due to staff redundancy: at least one month’s notice to the employee and the authorised state body;
- Expiry of a fixed-term employment contract: notification on the last working day (or shift);
- Failure to pass the probation period: notice provided during the probation period;
- Changes in working conditions: minimum of 15 calendar days’ notice;
- Changes to employment contract terms: within five working days.