Energy Efficiency as a Factor of Sustainable Development in Kazakhstan

Entrepreneurship and Sustainability Issues is a peer-reviewed journal which publishes original research papers and case studies

In this article the authors investigate the issue of employment of persons with disabilities in the Republic of Kazakhstan. The studied foreign experience has shown that in developed countries the government develops various state programs aimed at the development of an inclusive society. The activity of these bodies is manifested in the implementation of measures that promote effective employment of persons with disabilities. The study showed that the non-profit sector also plays an important role in the adaptation of persons with disabilities in the labor market. The article shows the analysis of the state of the labor market of persons with disabilities in the Republic of Kazakhstan for the last 5 years. The authors showed the structure of the number of persons with disabilities in the context of regions of Kazakhstan, as well as crisis and emergency statuses in the context of regions The parameters of the level of social well-being of persons with disabilities in the Republic of Kazakhstan were given. The study showed the structure of employed persons with disabilities in the context of industries, as well as the factors that negatively affect the process of employment of persons with disabilities. State support for the employment of persons with disabilities depends on many factors, including socio-cultural, economic and legislative features of a particular country. The main principles of state support for persons with disabilities include the principle of equal opportunities, the principle of individual approach, the principle of inclusion, partnership and consultation and others. The authors cited the example of state social policy of Sweden and other developed countries as an example of social policy development for our country. In addition, the article shows the state measures to promote employment for persons with disabilities.

In the context of rapid technological progress and increasing attention to sustainable development issues, banks are faced with the need to improve their HR practices. The Green Human Resource Management (GHRM) concept aims to integrate environmental values and sustainability principles into HR management processes, and has been gaining increasing recognition in the banking sector in recent years. The purpose of this paper is to substantiate the importance of GHRM as a factor in improving the efficiency of banks in the context of digital transformation. The article analyzes the main theoretical approaches to GHRM, shows the relationship between “green” HR practices, the use of digital technologies and the performance of banks. Particular attention is paid to an empirical study based on a survey of bank employees in Kazakhstan, which demonstrated the impact of GHRM initiatives on employee motivation, loyalty, and productivity. The results indicate that the implementation of environmental initiatives, such as reducing paperwork, energy-saving programs, and environmental training for staff, helps optimize business processes, increases staff engagement, and maintains the bank's reputation. At the same time, digital transformation is seen as a catalyst for more effective implementation of environmental practices through automation and big data analytics. The scientific significance of the article is to substantiate GHRM in the context of digital transformations of companies, including the banking sector, and the practical value is to develop recommendations for top management on integrating green HR practices into the bank's strategy.

In the context of the rapid development of digital technologies, the banking sector of Kazakhstan must adapt to new realities. This article examines the impact of digital transformation on the HR policy and financial efficiency of second-tier banks. The aim of the research is to identify key trends in human resource management driven by digitalization and to assess their consequences for the banking sector. The primary areas of focus involve analyzing the implementation of digital technologies in HR processes, including recruitment automation, personnel management, and the application of big data for performance analysis. Additionally, the study examines remote training platforms and evolving competency requirements for employees in response to the shift toward digital business models. The scientific significance of this research is rooted in the systematic organization of knowledge regarding the impacts of digital transformation and the discovery of innovative approaches to human resource management. Its practical relevance is reflected in the recommendations provided to banks for adapting HR policies to evolving conditions, with the goal of improving competitiveness and operational efficiency. Moreover, this study makes a valuable contribution by offering practical guidance to HR professionals in second-tier banks, equipping them with tools to more effectively understand and navigate digital transformation processes while optimizing human resource management. It underscores the importance of fostering digital competencies, automating HR functions, and establishing flexible work models to meet contemporary challenges. Keywords: digital transformation, innovative management, digitalization, second-tier banks (STB), automation of business processes, human resource management, personnel policy, financial efficiency.