Approximately 94% of more than 3,000 employees of AlES JSC represent working professions. The company has developed its own production workforce – a new working-class elite characterized by high professionalism and skilled hands combined with high technical intelligence. New times bring new expectations and new professional standards. This Year of the Working Professions marks a time for setting goals, algorithms, and criteria for the foundation of the economy: the workforce of the country's entire manufacturing sector.
The formation of not just a working class, but also productive elite of the country's economy as a whole is currently underway. Its representatives are characterized by a high level of qualification, leadership qualities and determination, and therefore high career growth potential, adaptability to change, responsibility and professional ethics, breadth of vision, an active stance and social involvement.
Factors of stability
The working elite form the basis of the economy, ensuring the stability of key industries. AlES JSC is confident that their qualifications and efficiency directly affect the country's competitiveness.
“The declaration by the President of Kazakhstan that this is the Year of Working Professions is a strategic step towards strengthening the importance of working professions as a key factor in economic stability and social progress. As a basic industry of the economy, energy was one of the first to feel the risks of a decline in the number of workers and professional qualifications. Therefore, in cyclical industries, such as energy, personnel issues became a concern in the 1990s, with the outflow of personnel, the loss of vocational education, and the reluctance of young people to choose technical specialties,’ says Yernar Sandybayev, Managing Director for General Affairs at AlES JSC. “That is why, throughout the years of independence, AlES has developed a multi-stage and ramified system of in-house vocational training and retraining as a response to staffing risks. Today, it includes a worker mentoring school, partnerships with educational institutions, a system of professional and social advancement, and internships, both local and abroad.
This approach, based on in-house personnel, enables the company to effectively address all production challenges. Investments in personnel are not limited to the established professional training system. We focus on the personal growth of our employees, encourage self-development, and provide support in social matters. Thanks to this approach, we have already managed to solve several fundamental problems. Firstly, we have done a lot to restore the prestige of the energy profession among young people. Currently, the company employs 800 young energy specialists under the age of 35. The average age of employees is 42. This means that we have managed to ensure a natural generational change by training young people and sending our veteran employees into well-deserved retirement.
Secondly, and more importantly, all AlES production facilities are in professional hands and are operating as usual.
Thirdly, the company encourages the self-development of its employees in every way possible and resolves social issues based on the current collective agreement. We proceed from the assumption that a modern worker is not only a professional in their field, but also an intellectually rich person who is proud of their work and never stops moving forward.
A responsible choice
The company makes no secret of the fact that the profession is so challenging that natural attrition is inevitable: not everyone chooses this profession deliberately, and when they realize that it is difficult and responsible, and that the work requires considerable knowledge, they tend to leave. However, those who have made a conscious choice achieve significant success in the profession. For young and ambitious employees, the company created a Personnel Training Department back in 2007. Its specialists provide advanced training for employees in the main energy professions and industrial safety. It is very important that the training is focused and relevant to the needs and conditions of real production.
The training is provided by the company's leading specialists and veterans, who have extensive practical experience and theoretical knowledge. This is not only a training system aimed at creating conditions for the full development of personnel and strengthening and maintaining a high level of professional qualifications among employees, but also a generational labor relay – a scaled, systematic mentoring program of a new level.
Aidos. Professional heights of a climber
AlES can cite dozens of stories of success among its young workers. The first of these is Aidos Masiraliyev, a senior turbine operator in the 7th grade at the CHPP-1 named after B. Orazbayev. Aidos has been featured in the media more than once and is known not only in his company as a climber of the famous peaks of the Zailiyskiy Alatau, where he raised the AlES flags. He has already conquered Bolshoy Almatinsky Peak, Molodezhny Peak, and Komsomol Peak. However, his main peak is professional.
“I had an interview at AlES in November 2012. The first thing they asked me was whether I was ready to work at a high-risk production facility, where the temperature is high, everything is under high pressure, and there are powerful pumps and turbines,” says Aidos. “I said I was ready. I studied this profession to work in such places. I was initially hired as a trainee, and I started working as a 4th grade mechanic on duty. The company not only gave me a job, but also the opportunity for career growth.”
In 2024, Aidos Masiraliyev won the “Uzdik ondiris mamany” contest held by Samruk-Energo JSC. The company sees this worker’s career prospects as very high. At the same time, the young specialist is not only involved in mountaineering, but also swimming, heads the sports sector of AlES JSC, participates in competitions and achieves success. By the way, more than six hundred people participate in the qualifying sports competitions of AlES JSC in more than ten sports.
Adilet. Not just a profession – it's my destiny
Back in October 1999, which was a difficult year for the economy, Adilet Beisenbayev got a job as a fuel supply operator in the fuel transport workshop of CHPP-2. Today, he is the deputy chief engineer and head of the PTO FRUC. His quarter-century career is pretty typical for the company: he worked as a controller-receiver, a wagon tipper operator, and then moved to the Fuel Receiving and Unloading Centre, where he worked as a mechanic, track fitter, train dispatcher, dispatcher, and lead process engineer.
His choice of profession was also common for the industry, following the path of his brothers, Baktybek and Zhaksybek Sholanbaevs, who he sees as role model engineers. By the way, there's a strong tradition of dynasties at AlES: there are eight energy dynasties here. Preserving this professional continuity creates the conditions for building a strong foundation for the workforce.
“Looking at my brothers, I decided to enroll in the distance learning program at the Almaty Institute of Energy and Communications, specializing in thermal power plants,” Adilet explains. “Starting my career from scratch, I had the opportunity to see the whole picture. And when I became a manager, I understood all the ins and outs of the business. My motto is: “Try to make sure that the day begins the evening before!”
I have gone through all the stages of professional growth to be able to say with confidence today that working in our company is not just a profession, it is my destiny. Each stage has given me invaluable experience and formed the basis on which my understanding of management and leadership responsibility is now built.
I know what challenges my colleagues encounter in the workplace, and I understand how important each person is in the chain of the common cause, especially when receiving and unloading rolling stock arriving at our thermal power plants around the clock. This path has taught me to respect work, value people, and always strive for development, both personal and professional.
Working at our company has become a school of life for me. Here, I have not only found my calling, but also reliable colleagues with whom we solve important tasks and move forward together. I am proud to be part of a team that contributes to the sustainable and safe operation of the enterprise on a daily basis.
The company always provides opportunities for growth: I have undergone training on numerous occasions, participated in various advanced training courses, and mastered new technologies and approaches. Constant attention to employee training is an important element of our corporate culture. Thanks to this, we do not stand still, but develop and move forward.
It is not surprising that AlES has won numerous prizes at national competitions such as Senim and Paryz. Overall, these victories in professional competitions highlight the systematic, competent and effective work carried out in terms of both production organization and personnel policy. Just to give you an idea of the scale: every year, the company provides advanced training for several thousand people.
Passing on knowledge and experience
Thus, 5,299 employees were trained in 2023, and 6,340 in 2024. These are not only training courses in the Personnel Training Department, but also in third-party organizations. The training process uses teaching manuals developed by the department in the State and Russian languages on electrical safety and general electrical engineering.
One of the teachers is Tatyana Andreyevna Solodilova, who worked at CHPP-3 from 1976 to 2016. The list of her achievements inspires respect and confirms her high level of qualification: design engineer, then engineer for metal and welding control at the vocational training centre, senior inspector for safety and labor protection. She now teaches her students subjects such as civil defense and specialized rules for ensuring industrial safety when operating lifting mechanisms, pressure equipment, compressor stations and much more.
“During my time working in the energy sector, I have acquired extensive knowledge that I want to share with staff and young workers,’ says Tatyana Andreyevna. “I used to do training when I was a senior inspector. My courses are aimed at training and retraining production facility employees on occupational safety issues and requirements. We train various categories of company employees: engineering and technical staff from all production departments, workers, and technical inspectors for industrial safety and occupational health.”
The Personnel Training Department also conducts advanced training courses on key energy topics, with certificates issued upon completion. It is noteworthy that, in terms of comprehensive personal development, AlES also offers language training.
Laura. Teamwork
Translator Laura Kusmoldinova joined the big AlES team in 2008. She started out as a translator of the state language and within a few years rose to become the chief manager of the documentation support department. Her team now consists of eight translators.
“The company gave me the opportunity not only to develop as a specialist, but also to grow spiritually and develop important human skills – to learn to listen, work in a team and be more patient with different opinions,’ says Laura Kusmoldinova. “I am very glad that joining the company unexpectedly opened up opportunities for creative development for me. You could say that I have realized a long-held childhood dream. Now, an integral and important part of my life is my role as the host of many AlES events and meetings. I am proud to say that I prepare scripts and host various corporate events in two languages”.
Investing in the future
An important component of the company's corporate policy is the consideration of social concerns, with a differentiated approach being practiced. A youth organization called “Zharqyn Bolashak” has been established here, a women's club was formed, several sports activities are being developed, and a diverse cultural life is flourishing. Energy companies also support charitable projects. All this creates a social aura that shapes corporate culture and promotes unity and mutual assistance.
“Our company consistently implements a strategy that focuses on the working person. Caring for the health, safety and well-being of our employees is an integral part of our corporate culture. We are convinced that a strong company begins with respect for the people who create its results,” emphasizes Yernar Sandybayev. “That is why projects to improve the social and living environment are seen not as expenses, but as investments in the sustainability, motivation and future of AlES.”
Alga (Go ahead!), “ZharqynBolashak”!
The youth organization “Zharkyn Bolashak” plays a big role in building and bringing the team together. The organization has done loads of projects, challenges, and events, like charity stuff, sports, and production-related activities – which are all about boosting professionalism and personal growth.
“Our young people are the backbone of the team. Young specialists work in all departments and in all areas. They are highly responsible and have excellent work performance,” notes Aset Amirbekov, chairman of the Zharkyn Bolashak Youth Organization and head of the maintenance department at the CHPP-1 named after B. Orazbayev. “Therefore, investment in personal growth is an important part of youth development. The employer and the trade union committee regularly organize training programs and workshops. There are different courses on effective communication. We also take part in the Zhetikadam program run by the Samruk-Kazyna National Welfare Fund, which aims to develop leadership skills in young people. Having access to these programs gives young professionals a chance to reach their potential and grow personally and professionally. We now have over a hundred activists. Many of them are part of the company's talent pool. AlES is proud to support and develop the youth movement within the company, believing in its important role in shaping future leaders and strengthening corporate values.
Zharqyn Bolashak is constantly growing, attracting active, caring and proactive employees. Here, everyone can express their ideas, receive support and become part of a strong, developing team. Another aspect of the youth organization’s activities is interaction with the company's management on issues related to improving social and living conditions: from renovating premises to increasing productivity and improving working conditions.
One of the company's important social projects is a program to modernize canteens and provide free meals for production staff.
“The head of state has repeatedly emphasized the importance of improving working conditions for employees. The Year of the Working Profession was announced as an opportunity to assess the current state of the organization of work and the living conditions of the workforce, eliminate shortcomings and implement modern projects in this area,” says Yernar Sandybayev. ‘That is why in 2025 we launched a pilot project to provide free hot meals to workers. It involves a large complex of works – from the repair, modernization and equipping of factory canteens with modern equipment to the selection of a company that will professionally organize meals – from cooking to serving. The project is currently being implemented: the renovated and modern canteen at CHPP-2 provides meals for a thousand employees of the station itself, PRP Eneroremont and FRUC. Work in other departments is continuing. As a result, 2,873 AlES employees will be provided with free meals.”
Among the social projects implemented by the company is the installation of 42 drinking fountains at production sites and in administrative buildings. This has made it possible to provide employees with safe and accessible drinking water, reduce the cost of bottled water, and ensure compliance with SES requirements. In line with this task, modular toilets are also being installed.
These projects were decided on based on health standards, how far away the sites are, and the lack of a fixed sewer system. In addition, all departments of the company are renovating social and domestic premises, purchasing new furniture, working to create or renovate their own laundries designed to serve staff and production uniforms, and equipping sports facilities.
Asem. Development, confidence and stability
Another project is being implemented to create a modern and functional workspace that promotes the company's effective operations. This not only solves the problem of renovating the complex of buildings, some of which range in age from 50 to 90 years, but also achieves the goals of optimizing internal operational processes, improving working conditions and increasing employee motivation, developing personnel and improving internal communication, and strengthening the company's competitive position as an employer. Employees appreciate this.
“My journey at AlES began when I was a student. When I wasn't studying at college, I did an internship at CHPP-1. Following a successful internship, I was hired by the ZTC department as a 3rd grade chemical analysis laboratory assistant,’ says Asem Saduwakas, a 1st category chemical service engineer at ZTC. “During this time, I graduated from Almaty University of Energy and Communications with a degree in electrical power engineering. Working at AlES, I tried to contribute to the common cause – improving technological processes. The company has become more than just a place of work for me – it is a platform for professional growth, development and self-realization.
I actively participate in youth forums, a women's club, and undergo training at educational centers. This helps me not only in my work, but also in building healthy working relationships. Here I gained my first serious experience in industrial power engineering, the opportunity to develop and build my career step by step – from laboratory assistant to process engineer – and received support in training and professional development, confidence in the future and stability. I am grateful to the company for its trust, for seeing my potential and giving me a chance to grow.
Aigali. A school of life, development and growth
Since the launch of the first thermal power plant 90 years ago, the company has developed a tradition: career growth begins at the lowest level. It does not matter whether you have a higher education or are a newcomer; only practical experience is evaluated. The only thing that matters is your personal results. Energy is a complex and responsible field — there's no room for amateurs here. That's why many successful career stories of employees are similar. Aigali Yermurzaev followed the same path from worker to acting director of the Cascade HPP.
“I have been working at Cascade HPP for 15 years. At first, I worked as an electrician repairing electrical equipment at power plants of the 3rd category, then as an electrician, RZA engineer,” says Aigali. “Then I successively held the positions of head of the electrical engineering laboratory, head of the automation, measurement and communications department, chief engineer... The energy sector is constantly evolving, so people working in it have the opportunity and must continuously improve their skills.
I really enjoyed this work – Cascade HPP is a unique facility from a technical point of view. We have the longest pipeline: BAO-HPP-1, rare General Electric and Ansaldo San Giorgio hydro generators, which are still functioning reliably today! I acquired valuable skills both in working with equipment and in communicating with people.
The Cascade team is very close-knit, reliable and friendly. Looking at the history of the employees, it is clear that people have practically devoted their entire lives to Cascade. Knowledge and experience have been passed down from father to son. We have many dynasties working for us. AlES JSC has become more than just a place of work for me – it is a school of life, development and growth. The company has given me a lot: from a paid master's degree to the opportunity to gain cutting-edge international experience. In 2024, I visited Switzerland, where I took part in research on the reconstruction of the Cascade HPP, the oldest facility in Almaty's energy sector. I am currently continuing my education, studying for the IOSH International Certificate in Occupational Health and Safety, and reading Masaaki Imai's book Kaizen: The Key to Success for Japanese Companies, as the company is actively implementing Kaizen principles.
Aigali Yermurzaev emphasises that the principles of lifelong learning and Kaizen are fundamental to AlES. The Japanese system of lean technologies in production activities Kaizen has been implemented in the company since February 2024. The strategy of low-cost and gradual steps, they note here, has made it possible to significantly improve the workplace culture during this time and has revealed significant potential for efficiency.
Gulmira. PhD helps out a chemist
A rapidly evolving industry and a company at the forefront of progress provide the best professional environment for Gulmira Kazez, currently the head of the chemical workshop at the CHPP-2 named after A. Zhakutov. She joined AlES after completing her bachelor's degree. She admits that she was unable to enroll in a master's program, so she was advised to take a job as a third-grade chemical reagent preparation operator in the chemical workshop.
“I agreed immediately. I was happy with the shift schedule, as it left me plenty of time to prepare for admission to the master's program at Al-Farabi Kazakh National University and to carry out scientific work at the Institute of Combustion Problems,” she says. “Now I am a PhD in chemical sciences. After completing my master's degree, my desire to continue studying and doing scientific work became even stronger. In addition, I was able to easily combine work and study, and the birth of two beautiful daughters during this time inspired me and gave me powerful motivation to move forward.
I worked at my first job for only six months, immediately becoming part of a friendly team in the workshop, where I was the youngest and most curious. My thirst for knowledge helped me a lot here, I grew at work and after completing my studies and obtaining a PhD, and I became the shift supervisor of the chemical workshop. Now I say that AlES is my second family.”
If you don't have a home... You should!
Speaking of family, or to be precisely, the families of Almaty's energy workers. There used to be a tradition of building settlements or houses for workers when constructing a production facility. Now that the facilities have been built and young workers need housing, the company has launched a new housing program aimed at young people. It covers 1,015 people – almost a third of the workforce.
“The aim of the program is to provide qualified AlES employees with affordable housing, give them additional opportunities to improve their living conditions, and create a favorable socio-psychological climate,” emphasizes Yernar Sandybayev. “We have studied the international experience of leaders in the field of improving social conditions in the energy sector. And we plan to use these developments in our practice.
These program help boost social security and encourage employees to stay in their jobs for longer. They let us attract and keep skilled specialists and stay competitive in the market. This is really important because there's a noticeable shortage of workers.
Therefore, by training specialists ourselves and investing in them, we understand the value of the working class in every sense. There is fierce competition in the market – not only does the employer chooses the employee, but also the modern, qualified employee with great potential chooses the employer. And in this sense, we are ready to compete...
