HR discipline and payroll

The painThe entrepreneur hires people but does not understand where the HR function ends and the employer's personnel, labour and administrative liability begins.

• Defining the scope of the HR department, with personnel records management as one of its components: the Law on Languages; the occupational health and safety service; the conciliation commission in the Republic of Kazakhstan; military registration.
• Effectiveness of different approaches to the HR department: through an actual (formal) structure; through a virtual structure (that is, through business processes).
• Personnel records management: regulations; internal labour rules; regulations on remuneration and other incentive payments; regulations on departments; regulations on issuing loans; regulations on the accounting service.
• Compiling the employee's personal file;
• Differences in documenting the employment of residents and non-residents.

The resultThe participant understands HR competencies, the basic personnel documents, the requirements for occupational safety, internal regulations, personal files and the documentation of residents and non-residents.

The painEmployees are hired using a template, while personal files, contracts, benefits, the specifics of the employee's status and the grounds for termination are maintained incompletely or with risks.

• Employment contract (specific features);
• Mandatory and recommended documents to be obtained from the employee;
• Specifics of documenting the employment of persons with special needs;
• Specifics of documenting the employment of persons of retirement age;
• Types of closing a business, liquidation and bankruptcy;
• Specifics of documenting the employment of students and minors;
• Specifics of documenting the employment of non-residents;
• Remote work, reduced working week;
• Availability of documents confirming benefits (Afghan war veterans, students, disability, Otbasy Bank, Altyn Alqa award);
• Rotational (fly-in fly-out) work schedule;
• Labour disputes;
• Specifics of hiring a director who is also a founder.

The resultThe participant understands how to compile an employee's personal file, which documents to account for across different categories of workers and how to reduce personnel risks.

The painSalaries, working conditions, positions, leave and schedules change within the company, but personnel changes are not always documented in a timely and correct manner.

• Transfer to another position;
• Changes to salaries;
• Changes to working conditions;
• Staff reduction (redundancy);
• Business trips;
• Rest time;
• Types of leave: annual labour leave, leave schedule, duration of annual leave; unpaid leave; maternity leave; parental (childcare) leave.
• Certificates of temporary incapacity for work (sick leave).

The resultThe participant understands the procedure for documenting personnel changes, leave, business trips, sick leave and other situations that directly affect labour risks.

The painRemuneration, bonuses, incentive payments and civil-law (services) contracts are often set up without a unified system, which creates risks for accounting, taxes and labour disputes.

• Forms and types of remuneration: forms - monetary and non-monetary (in kind); types of remuneration - time-based and piece-rate.
• Regulations on remuneration and other incentive payments;
• Differences between a civil-law (services) contract and an employment contract.

The resultThe participant understands the forms and types of remuneration, the role of the remuneration policy and the differences between an employment contract and a civil-law contract for safely documenting payments.

The painThe employer treats occupational safety, the conciliation commission, military registration and insurance as formalities until an inspection, dispute or accident occurs.

• Occupational health and safety service;
• Conciliation commission in the Republic of Kazakhstan;
• Military registration;
• Insurance;
• The employer's liability when it has hired employees.

The resultThe participant understands the employer's obligations when it has employees and sees which elements of personnel security must be established within the company.