OUR PEOPLE AND DEVELOPMENT OF THE REGIONS OF OPERATION

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Our management approach

The concept of our HR policy is aimed at creating conditions for adding value to the human capital within KMG Group.

To achieve this goal, the following HR objectives are to be implemented:

• Develop the corporate culture and improve managers’ skills – development of corporate culture based on the meritocracy and ‘commercial’ reasoning with a focus on succession, commitment to results, and readiness to assume responsibility. Development of leadership competencies;
• Unify and improve HR efficiency – building a customer-oriented HR function that would render a comprehensive support for KMG strategy implementation. Unification of the HR processes and standards that incorporate the best international and internal practices of KMG subsidiaries. Creation of the common information space via the unified automation solutions. Transfer of routine operations that do not bring the added value to the Shared Services Centre;
• Improve the personnel quality with due regard to business needs – identification of the relevant job qualification requirements, ensuring that the employees meet these requirements through the system processes (selection, development, evaluation, etc.) and individual projects (such as assessment of fitness for the job). Enhancement of the key personnel competencies required to achieve the strategic goals;
• Achieve a positive engagement rate and social stability – more emphasis on the systematic approach to management of engagement and social stability via regular measurements, development and implementation of plans. Achievement and maintenance of positive values for engagement and social stability;
• Implement a comprehensive talent management system from talent acquisition to succession and management of remuneration – implementation of the talent management system ensuring transparency, conditions and motivation of personnel for the purpose of retention, promotion and appointment to key positions of the effective and potential employees of KMG Group. The key elements of the comprehensive talent management system will include:
  • employment transparency and neutrality;
  • dependence of the remuneration levels on the performance and market appraisal results;
  • succession in the key positions;
  • identification of talents and development of the talent pool;
  • employees having development plans based on the evaluation of performance and business needs;
  • priority to internal candidates when selecting for the key positions in KMG Group.
• Effective headcount management to improve performance – effective planning and forecasting of human resources with due regard to the current and target needs of KMG. Development of the uniform norms and standards of the staff size, implementation of staff size optimisation programmes (e.g., withdrawal of non-specialised functions) via economically feasible tools, and redistribution of personnel between manpower-surplus and manpower-deficit entities.

The HR policy concept relies on the following key principles: