Personnel
The market economy sets totally new requirements for organizations wishing to successfully exist and develop in the current unstable conditions. Thereby, the Company's priority is the Company's management system. We set the task to maximize the effect of the Company's personnel potential. Employees are a critical strategic resource for success and market leadership.
Over 2018 the Transtelecom JSC gave jobs to 3028 people of Kazkahstan. In 2018, 117 people were employed to the CO after the competitive selection. Competitive Commission held 77 meetings
Composition of the BoD by qualifications
Leaders
Specialists
Servants
Workers
A Company which is based on information technology sets a high standard for the quality of human resources, especially for the intellectual component - its main driving force. In connection with the change in the technology of the services provided, the number of specialists is growing, thus, the number of advanced IT specialists is 224, while the number of low-skilled personnel decreased, respectively.
The Company has a tendency to rejuvenate personnel, so for the current period the average age of an employee in the Company was 37 years.
Personnel distribution by age groups
According to the data for 2018, 32% of the total number of personnel were employees under 30 years old, 49% employees under the age of 49 years, 19% employees were from 50 years and above, respectively.
As part of the onboarding procedure for new employees, the Company conducts an introductory welcome training course “Welcome to Transtelecom”, the purpose of which is to interactively give new employees maximum knowledge about the Company's infrastructure, information about the benefits of working in the company, about structure, mission, vision and values. The training includes team role-playing games, discussion of the information received and meeting new employees. Over 2018 we held 4 quarterly trainings, in which 84 people took part.
Paperless HR
In 2018, the processes of personnel records management were automated with the complete transfer of employees' applications processing to the paperless office. Automation of all types of personnel applications and revision of approval business processes allowed to reduce the time for issuing orders and free up additional resources for other tasks resolution.
The registration of new employees was also automated by sending of a link to fill in the data on the GREEn portal.
Pay policy
Payroll increase in 2018
In the Address to the people of Kazakhstan “Growing the welfare of Kazakhstanis: improving income and quality of life” dated October 5, 2018, the President of the Republic of Kazakhstan N. Nazarbayev instructed the Government to increase the minimum wage by 1.5 times from January 1, 2019. He also expressed the hope that this initiative will be supported by large companies in terms of raising the salaries of low-paid workers. The President of the Republic of Kazakhstan N.A. Nazarbayev also said about the need for salaries raising to low-paid employees in his Address to the nation entitled "Five social initiatives of the President” dated March 5, 2018.
Transtelecom JSC fully implemented the initiative by raising salaries of employees in 14 branches of the company. By quoting the Address of the President of the Republic of Kazakhstan: “Revenues grow when a person is hardworking, is a professional in his field, gets a decent salary ...”, Transtelecom JSC approached this task comprehensively.
The approach to raise salaries was based on several principles:
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On the basis of jobs assessment taking account of the content, complexity of work, responsibility and required knowledge;
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Through the comparison of market salaries and accounting for regional income levels for various categories of positions;
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Through the assessed of employee qualifications, correlations with job descriptions and setting a fair level of remuneration.
As a result, employee wages increased differentially, on average, by 44%, in absolute terms, from 130,000 tenge to 186,500 tenge.
More than 2,800 of all levels employees have their salaries increased. To accomplish the task and improve the social status of its employees, Transtelecom JSC increased the wage fund by 36%, thereby ensuring competitive salary levels
Change in salary for 14 branches, person
Along with the increase in permanent salaries, high-potential personnel were identified for the further development of human capital and incentives provision not only financially, but also by development, training, involvement in interesting projects of the company, which increases the effect for business and the Company as a whole.
Thus, Transtelecom JSC, representing telecommunication, digitalization and system integration services in the field of IT, communications, automation and energy, fully supported the initiative of the Head of State and ensured financial stability and a competitive level of salaries to all of its employees.
Transition to a grading system
For building an effective system of motivation and incentives for personnel, the Company introduced a grading pay system in its branches. The transition was carried out in stages the basis of a comprehensive assessment of personnel, which included the assessment of competencies by the immediate supervisor, testing of professional knowledge, assessment of biographical data, length of service in the position held and in the Company, based on the conclusion of the Qualification Commission, which assessed a total of 2539 people
As a result, the staff of the Company’s branches was divided into stages: 1 stage - the level of minimum requirements for the position, 2 stage - the level of development, 3 stage - the level of experience, 4 stage - the level of skill, 5 stage - super-professionals, specialists with unique competencies in the Company.
All business processes for personnel assessment in branches and the work of the qualification commission were automated on the GREEn corporate portal.
The distribution of workers by grades, %
Staff development
Personnel training
Sustainable development and the acquisition of a leading position in the market directly depends on the qualifications and professionalism of employees. To increase the employee professionalism and Company’s competitiveness, Transtelecom JSC pays special attention to certification of its specialists. Over 2018, 32 specialists passed certification program, including in the field of project management, economics, finance and marketing, information technology infrastructure, network equipment, routing and virtualization. The total number of certified specialists of the Company increased by 32%.
Growth of certified specialist in the Company, pers.
- 45
- 40
- 35
- 30
- 25
- 20
- 15
- 10
- 5
ITIL Intermediate: OSA, RCV, SOA
Cinarily prineiasw I[MA D cnf C и C
CIMA P1, P2, МСФО (АССА), ДИПИФР, CIA
Inaerncatincl ieratficatio NIMA
Cisco Network Devices 1.2. VMware vSphere
The cost of staff training in 2018 amounted to 227 824 thousand tenge, which amounted to 3.2% of the payroll.
Personnel reserve and talent pool
In 2018, the Company has drawn up the Rules for personnel reserve and talent pool arrangement and development. Thereby, at the end of the year, we arranged a personnel reserve, a talent pool of 110 promising and potential employees.
A group of employees who show positive results in their work and have potential are selected to the pool for subsequent transfer to managerial positions. If necessary, selected specialists are able to work fruitfully in their own and related areas. A pool reduces the costs of searching and subsequent onboarding of newcomers since the personnel has been already trained, and their intangible motivation and loyalty to the organization increases.
The Personnel Pool is aimed at identification and development of promising employees who are effectively working in their positions in order to maximize their potential: for appointment to key positions, for participation in projects, for training employees as internal trainers.
The works related to pool arrangement included the following steps:
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Assessment of the level of candidates development by 10 competencies under the 360 degree method. 183 candidates passed the competency assessment, 706 employees of the Company took part in the assessment process;
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Organization of meetings of the Calibration Session for approval of the personnel pool by categories: Management, Expertise, Internal Trainer.
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Coordination of individual plans for pool members development, taking into account developmental measures, including vocational training, self-education, development in the workplace, exchange of experience, internal coaching
Personnel pool
All business processes related to formation of a personnel pool were automated on the GREEn portal.
Academic competition of TTC
In June 2018, Transtelecom JSC, in search of talented youth, organized the Academic Competition among 2018 Bachelor's program graduates of universities. The Competition was held in 3 areas: information technology, telecommunications and information security.
Information about “TTC Academic Competition” was widely broadcast on social networks and on the corporate website of the Company. The Competition was held in 2 stages:
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First stage: online testing, in which 42 graduates took part;
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Second stage: assessment of competencies “Assessment by action” of 10 graduates. At this stage, the participants presented an essay on the topic of “What I want to bring to the society through my profession”, passed tests to identify logical and verbal abilities, passed an interview and an internship in the structural divisions of the Company.
According to the results of stages 1 and 2, the organizing committee of the Academic Competition determined 5 winners of the TTC Academic Competition, who received a chance of employment in the structural divisions of the Company. These winners are graduates of L.N. Gumilev Eurasian National University: Saltanat Aubakirova and Saule Saparbek (specialty - "Information security systems), Aigerim Telman (specialty "Radio engineering, electronics and telecommunications"); graduate of Tomsk University of control systems and radio electronics - Dayan Kazhkenov (specialty "Infocommunication technologies and communication systems" ), a graduate of the Aktobe regional state university named after K. Zhubanov - Makhambet Tanzhanov (specialty - "Computer engineering and software").
All winners of the Academic Competition were successfully employed in the structural divisions of the Company in accordance with the qualifications.
Collaboration with universities
Transtelecom JSC is interested in attracting talented young professionals. In order to provide the Company with young specialists, interaction with higher and secondary professional educational institutions is carried out. The Company has agreements on cooperation with the International University of Information Technologies, with L.N. Gumilyov Eurasian National University, S.Seifulin Kazakh Agro Technical University. In 2018 TTC also entered into cooperation agreements with the Kazakh National University named after Al-Farabi, D. Serikbayev East Kazakhstan State Technical University, Pavlodar State University named after S. Toraigyrov, Pavlodar College of Transport and Communications. In 2018, 131 students completed internships in the structural divisions of the Company.
In 2018, in order to train narrow-profile specialists in information security, an the Company signed an agreement a Dual training agreement with Kazakh Agro Technical University. This Agreement provides for training on Master's degree in Information Systems for an expert of Information Security Services sector.
Social politics
Social benefits and benefits for employees play an important role in personnel motivation. The Company's social policy, as an instrument of motivation, directly affects staff satisfaction, which, in turn, affects the production and economic performance of the Company. The social policy of Transtelecom JSC is aimed at improving the standard of living of the Company's employees, providing assistance and support to persons in need of social assistance (employees, retirees, veterans of the Great Patriotic War and persons equated with them, etc.) by increasing personnel satisfaction indicators.
In 2018, Transtelecom JSC and its employees concluded a Collective Agreement for 2018-2020, where the Company revised the amount of payments and introduced new types of social benefits and guarantees.
The main areas of social support in the form of material assistance:
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To employees: for anniversary date, for the birth of a child, for registration, for prosthetics, for rehabilitation and treatment, for burial, financial assistance in connection with an unforeseen circumstance, medical insurance;
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To workers with children: for preparing children for school, for Children's Day, for September 1, for Family Day, for the Day of Persons with Disabilities, for organizing and conducting events for children's holidays;
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To pensioners registered with the Company: upon the commencement of the anniversary date, payment by holidays - Communication and Information Day, Day of the Elderly, New Year.
The Company also introduced new types of benefits for prosthetics, for paying for the education of gifted children, for the rehabilitation of a disabled child, for participating in creative contests, sports competitions, compensation for layoff 3 years before retirement age.
Expenditures to pay social benefits in 2018 amounted to 426,589 thousand tenges. As compared with 2017, the cost of social benefits increased by more than 2.3 times (actual for 2017 - 183 735 tenge).
The average costs per employee of the Company in 2018 amounted to 140 thousand tenge.
Sport and health
The Company pays great attention to the promotion of a healthy lifestyle and constantly allocates funds for sports and recreational activities. From year to year, the TTC Sports game has become a good tradition and an integral part of our corporate culture. The third Summer Games in the history of TTC JSC welcomed the sports teams in the city of Kokshetau. Our colleagues have once again proved that they are not only excellent employees, but also wonderful athletes. This sporting event is aimed at implementing the Address of the Head of State, attracting the people of Kazakhstan to a healthy lifestyle, systematic physical education and sports, involving people in sporting events, promoting the values of a healthy lifestyle.
The team from Kokshetautranstelecom branch was the winner of the third summer Sports games of Transtelecom JSC, Karagandatranstelecom branch was the second, and Kostanaytranstelecom branch was the third. The next 4th Sports Games will be held in Aktobe.
As part of the Games among the employees of NC KTZ JSC, held from November 10 to December 8, 2018 in five sports, our athletes showed a high level of professionalism, teamwork and physical fitness, taking the team 8th place from among 26 teams.
Football team of Transtelecom JSC
The football team of the Company - FC TTC began its existence in January 2018. According to the rules of KLLF Public Association, new teams are obligated to start their performance from the lowest division (League - D, futsal). The final result of participation was 9th place with 16 points out of 14 teams in the standings, due to the lack of experience in this level tournaments.
In April 2018, on the initiative of team captain A. Annabayev and approval received from the leadership for team development, we invited the coach D. Buzayev. Under his leadership, the team entered the League C (futsal) season in Spring 2018 and took 4th place in the standings, as a result of which the team received the right for a higher division (League B).
Further, in the “Autumn 2018” season (futsal) playing with experienced rivals, the team performed at a rather high level, as evidenced by the result: the final 4th place among 18 teams, as a result, the team received the right to play in a higher division (League A).
The team’s task for 2019 is to upgrade qualifications, transition to the Super League (the prestigious League of KLLF Assoiation), where the strongest teams of the city of Astana compete to defend the honor of the Republic of Kazakhstan at various international tournaments abroad.
Charity, social projects
In 2018, with the support of the trade union, the Company held various campaigns and cultural events:
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A charity event on Victory Day - visiting WWII veterans at their homes and delivery of a branded package with products;
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By June 1, we arranged a holiday at Kukuruku Cafe on Children's Day, where children of workers under age 3 received toys, and children under 12 years old received a certificate for a trampoline complex;
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At the Kurban Ait state holiday, we held a fair with pastries and sweets;
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The union assisted an employee to purchase a kimono to participate in taekwondo competitions, in which the employee's daughter took the first place;
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The union provided assistance to employees for the treatment of close relatives in the amount of 380,000 tenge;
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To celebrate the Day of the Company's foundation, the union organized mass skating at the Alau ice rink and festive table for employees;
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In 2018, the Chess Club was organized;
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Events and festive tables were organized for the celebration of March 8 and May 7;
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The union organized presentation of New Year's gifts and tickets for hockey, ballet and opera;
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The company organized a New Year party for children where they received gifts; union members - Santa Claus and Snegurochka congratulated the children of employees at their homes.
Industry and Government Awards
Award from KTZ NC JSC
For fruitful work, high rates of labor productivity, for active participation in production issues, as well as for a great contribution to the development of the company, the following employees received their awards:
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M.S. Akhmetov - Vice-President for IT and Innovations, received Watches engraved with name of the President of KTZ NC JSC;
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Managing Director of Kokshetautranstelecom branch A.N. Serebrennikov received a Certificate of Honor of the Minister for Investment and Development of the Republic of Kazakhstan;
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Executive Director for Projects G.B. Donenbay received a Letter of thanks of the Minister for Investment and Development of the Republic of Kazakhstan;
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Executive Director for Network Operations A. Kalzhanov received a Certificate of Honor of Samruk-Kazyna JSC;
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"Uzdik maman" title was awarded to 5 employees of the Company;
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"Kasibi Boiynsha uzdik" title - 12 employees of the Company;
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“Adal enbegi ushin” breastplate - 8 employees;
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A letter of gratitude from Kazakhstan Temir Zholy - 11 employees of the Company;
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Certificate of Honor from Kazakhstan Temir Zholy - 9 employees of the Company
Awards of Transtelecom JSC
For the holidays, the Day of Communication and Information of the Republic of Kazakhstan and the Independence Day of the Republic of Kazakhstan for fruitful work, high labor productivity and active participation in resolving production issues, distinguished employees received Company's awards with relevant financial incentives:
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Certificate of Honor of CEO, Transtelecom JSC - 39 employees of the Company, they also received remuneration of 2 minimum salaries;
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Letter of thanks of the Chairman of the Management Board of Transtelecom JSC - 121 employees of the Company, they also received financial remuneration in the amount of 1 minimum salary;
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8 LCB teams were awarded with a letter of thanks from the Chairman of the Management Board of the Company for ensuring the smooth operation of the backbone network in the nomination “The Best Line-Cable Brigade”. The best teams of LCB received souvenirs - a wall clock with the company logo and 84 employees received material remuneration in the amount of 1 minimum salary;
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8 employees of the Company received a memorable souvenir “For the best idea on the GREEn portal” , they also received a remuneration in the amount of 2 MSs.
All awards were presented in a festive atmo.wowsphere in the presence of employees of the Company's CO and branches
Trade Union
As of December 31, 2018, the staff number of employees in the Company is 3028 people.
The main task of the union is to protect the socio-economic and legal interests of union members.
The main activities of the trade union committee for the past period are as follows:
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Consideration of proposals for supplementing, changing the sections of the collective agreement, monitoring of its implementation;
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Drawing up and examination of documents relating to the socio-economic status of workers and their labor guarantees;
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Organization and participation in collective actions and campaigns of the trade union;
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Control over observance of labor protection conditions;
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Health-improving work, organization of leisure, cultural leisure of employees and their children;
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Material support of the trade union members.
It is currently impossible to imagine the life of the Company's employees without various cultural and sporting events - holidays, anniversaries, competitions, excursions, trips to nature, where they can both relax, chat, and discuss pressing issues in informal atmosphere. A great part of such events are organized thanks to the Company's trade unions activity.
During the reporting period, the following cultural events were held with the support of the trade union:
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Celebration of the March 8, all women - members of the trade union were prersented with the gifts - certificates for the purchase of cosmetics and perfumes;
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Celebration of "Nauryz Meiramy", a concert was organized by the forces of workers with the holding of national competitions and rituals;
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May 7th celebration with competitions and festive table;
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Congratulation of veterans, homefront workers of the Great Patriotic War and veterans of labor (and equated war veterans in Afghanistan) on the Victory Day of May 9, charitable assistance (delivery of grocery baskets and material assistance);
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Celebration of Children's Day on June 1, the Company organized an event in the Kukuruku cafe for children aged 4 to 8 years;
- Small children aged 0 to 3 years old received toys;
- Children from 9 to 12 years old received certificates for visiting the KANGO trampoline park;
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To celebrate Oraza Ait holiday, the trade union committee organized festive tables with food for employees.
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Throughout the year, the trade has organized cultural events for employees of the Company on a monthly basis
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Financial assistance was provided to the following employees:
- Kanybekov Serzhan, to buy a kimono for his daughter (48,000.00 tenge), who became the champion of the Almaty Judo Championship.
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- Mukhit Mussabek received 150 000 tenge due to serious illness of the spouse.
- Eldar Shokanov received 200 000 tenge due to the illness of his daughter
- A. Tulekhanova received 30 000 tenge for treatment
- A gift to Ye. Osspanov due to the 60th anniversary.
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On the eve of the New Year, Santa Claus and Snegurochka went with congratulations to the homes of union members and congratulated the children (they arranged a holiday in each house, presented souvenirs and gifts). Trade union jointly with the Company organized a New Year's party for the children.
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Carrying out of teambuilding dedicated to the "Day of Communications and Information Workers", competitions, photo collages, team presentations, etc.;
Human Rights Observance
The main goal of the Company in the field of sustainable development in relations with personnel is the realization of the human right to work. The Company respects the religious beliefs and political preferences of its employees, provided that they do not conflict with the current legislative framework of the Republic of Kazakhstan. Also, the Company does not impede the participation of its employees in political, religious and public activities as private individuals and after business hours.
In 2018, there was not a single case of violation in Transtelecom JSC that affected the rights of indigenous and small peoples. The Company recognizes the principle of equality of rights and opportunities. Workers have the right to freedom of association and collective bargaining under applicable law.
Throughout 2018, the Company strictly complied with the requirements prohibiting the use of labor of persons under 18 in places with harmful and (or) dangerous working conditions, and also did not allow any kind of discrimination against employees and business partners.
The Company has implemented the practice of hotline operation to register internal complaints of employees, as well as special boxes of complaints and appeals, and a personal blog of the head of the Company (CEO) has been created and is operating.