• Recruitment of employees;
• Changes in working conditions;
• Dismissal of individual employees or downsizing of staff;
• Employee involvement on weekends and public holidays;
• Employees' leave;
• Absence of staff on various grounds;
• Assigning employees on business trips;
• Imposition of disciplinary sanctions;
• Bonus payments to employees;
• Engaging employees under civil-law contracts;
• And others.

• Reducing the risks associated with incorrect staff record-keeping;
• Improve the efficiency of the human resources department and the company as a whole by focusing resources on strategic human resources management tasks;
• Providing flexibility in the management of the number of staff.

• • • • When there is a change of employee responsible for staff administration;
• When there is a change in the organisation's management;
• When bringing staff records into line with current legislation, following changes to it;
• When receiving information or an order for a planned inspection by the Labour Inspectorate.

• Detect inconsistencies in staff administration;
• Determine the completeness of the documentation;
• Determine the extent to which staff documents comply with current legislation;
• Assess the risks of sanctions in inspections;
• Update the procedures for the management of staff records;
• Receive advice on document storage and archiving.

• A detailed description of the work carried out for each staff audit check;
• Assessment of the compliance of staffing documents with the requirements of the current legislation of the Republic of Kazakhstan;
• Recommendations for remedying the irregularities identified and correcting any errors that were found as a result of the staff records audit;
• A list of identified irregularities and inconsistencies in the execution, maintenance and storage of staff documents, with references to legislation and a description of possible sanctions.

Development of company regulations

All human resources processes in a company must be governed by regulations and instructions, the maintenance of which is formalized by appropriate orders. BPO Kazakhstan specialists develop HR documents, in particular, local normative acts, the availability of which is mandatory in accordance with the Labour Code of the Republic of Kazakhstan, taking into account the specifics of the company's activities, including:

• The internal work regulations;
• Payroll regulations;
• Commercial confidentiality regulations;
• Regulation on the protection of employees' personal data;
• Staff schedule ;
• Template for an employment contract;
• Leave schedule;
• And others.

Development of a human resources policy

• Taking into account the specifics of the company's work, as well as plans to develop the organisational structure and the number of employees, BPO Kazakhstan specialists will help develop the company's HR policy.

Organisation of human resources management

HR management organisation by BPO Kazakhstan's HR specialists includes building internal HR document flow as well as:

• Development of staff documentation (forms of documents for staff events);
• Preparation of information and reference documents for staff.

• Ensure that the company's staff accounting processes comply with current legislation.
• Organise the work of the internal HR department within a short time frame.
• Get an organised HR document management process.