Human Resource Policy
The refinery lays a lot of stress on personnel policy because it helps with staff development, effective management, and creating a cohesive team of professionals that share common corporate values. At BRP Oil & Gas, LLP, young people under 30 make up one-third of the 200 employees. Every new employee at the plant holds a more advanced professional degree. The average age of refinery employees is 37 years old.
The effectiveness of the activity is greatly influenced by the degree to which BRP Oil & Gas, LLP personnel are qualified to react quickly to changing market needs in order to meet the enterprise’s established strategic goals and objectives. Consequently, recruiting new staff is one of the main goals of BRP Oil & Gas, LLP’s personnel policy. In order to achieve the best possible balance between employee renewal and retention, BRP Oil & Gas, LLP established competitive personnel selection guidelines. These guidelines offer a transparent system for the recruitment, selection, and adaptation of personnel in accordance with the refinery’s needs.
The three necessary selection phases—testing, a structural unit interview, and a panel interview at the refinery competition committee—must be completed by applicants in order to be admitted. The hiring process is automated, and the flow of resumes is transparent at every level thanks to the “Electronic Recruiting” information system. BRP Oil & Gas, LLP has designed an adaptation program that facilitates the process of joining the labor collective, adopts established norms of relationships, and helps workers grasp the system of professional knowledge and skills. Senior employees, managers, and specialists have been put in a personnel reserve, and the procedures for their internship, training, and certification have been accelerated.
As part of its staff development program, the company provides training, retraining, and advanced training to its employees. All of the plant’s workshops and complexes have classrooms available for theoretical training, and the training center actively participates in the training process, creating the ideal environment for the implementation of the staff development program. Additionally, it is equipped with state-of-the-art teaching aids, computer training facilities, multimedia training facilities, and innovative tools for technological processes.
The refinery is conscious that the younger workers who are taking over from the veterans will determine both its bright future and the preservation of industrial and human traditions. As a result, special consideration is given to replacing the company’s current workforce with young professionals who have recently graduated from colleges and universities and who can quickly become proficient in new information and technologies. Over thirty percent of the new hires are young specialists. During the hiring process, a mentor is selected from among the highly trained plant employees who undergo specific training for each young specialist. The Oil Refiners Initiation is an annual ceremony that serves as an introduction to the company’s corporate culture for aspiring specialists.
The corporation has a Council for Youth Affairs. Young experts actively take part in professional, linguistic, intellectual, and social events within the plant, as well as professional, athletic, and patronage activities related to the Peschanskaya boarding school. Strong relationships have been established with the best universities in Kazakhstan and the Republic of Kazakhstan. Every year, the factory offers practical training to about 100 students from various educational institutions majoring in “Technology of Oil and Gas Processing,” “Chemical Technology of Organic Substances,” and “Technological Machines and Equipment.” Participating in state commissions for the defense of graduation projects from graduates of the best local schools and universities are the key plant specialists.
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