caerCentral Asian Economic ReviewCentral Asian Economic Review2789-43982789-4401Университет Нархоз10.52821/2789-4401-2025-6-155-169caer-1678Research ArticleБИЗНЕС И УПРАВЛЕНИЕ: ПРОБЛЕМЫ И РЕШЕНИЯBUSINESS AND GOVERNANCE: ISSUES AND SOLUTIONSTalent management: интеграция HR-практики с ESG-целямиTalent management: integrating HR practices with ESG goalshttps://orcid.org/0009-0005-3804-6404БатайМ.BatayM.

Астана

Astana

mariya_bat79@mail.ruhttps://orcid.org/0000-0002-9089-1737ЖанбырбаеваА. Н.ZhanbyrbayevaA. N.

Алматы

Almaty

ardak.zhanbyrbaeva@narxoz.kzhttps://orcid.org/0009-0004-5763-0166АязбаеваГ. Н.AyazbayevaG. N.

Алматы

Almaty

g.ayazbayeva@almau.edu.kzМеждународный Университет АстанаКазахстанAstana International UniversityKazakhstanУниверситет НархозРоссияNarxoz UniversityRussian FederationАлматы Менеджмент УниверситетКазахстанAlmaty Management UniversityKazakhstan20252602202606155169Copyright © Батай М., Жанбырбаева А.Н., Аязбаева Г.Н., 20262026Батай М., Жанбырбаева А.Н., Аязбаева Г.Н.Batay M., Zhanbyrbayeva A.N., Ayazbayeva G.N.Данная работа распространяется под лицензией Creative Commons Attribution 4.0.This work is licensed under a Creative Commons Attribution 4.0 License.https://caer.narxoz.kz/jour/article/view/1678

Целью данного исследования является выявление взаимосвязи между HR-практиками в управлении талантами и внедрением ESG-инициатив в казахстанских компаниях.

Методы исследования. Эмпирические данные обрабатывались с использованием программного обеспечения Microsoft Excel и SPSS, что позволило применить описательную статистику, дисперсионный анализ (ANOVA) и регрессионные модели для оценки влияния ESGи HR-факторов на вовлечённость сотрудников и восприятие корпоративной устойчивости.

Научная ценность работы заключается в развитии научной дискуссии о взаимосвязи между talent management и ESG в Казахстане, поскольку данный аспект остаётся недостаточно изученным. Практическая значимость исследования состоит в разработке рекомендаций для HR-подразделений по интеграции ESG-подходов в систему управления талантами.

Результаты исследования показывают, что компании, внедряющие ESG-практики, характеризуются более высоким уровнем удовлетворённости HR-политикой по сравнению с компаниями без ESG-инициатив (p < 0,05). Участие сотрудников в ESG-инициативах значительно выше в компаниях, использующих ESG-ориентированные HR-практики (p < 0,01). Регрессионный анализ показал, что программы wellbeing оказывают положительное влияние на вовлечённость сотрудников (β = 0,47, p < 0,01).

The purpose of this study is to examine the relationship between HR practices in talent management and the implementation of ESG initiatives in Kazakhstani companies.

Research methodology

Research methodology. The empirical data were processed using Microsoft Excel and SPSS software, which ensured the application of descriptive statistics, analysis of variance (ANOVA), and regression models to assess the impact of ESG and HR factors on employee engagement and perceptions of corporate sustainability.

The scientific value of this study lies in contributing to the development of academic discussion on the relationship between talent management and ESG in Kazakhstan, an area that remains insufficiently explored. Its practical significance is related to the development of recommendations for HR departments on integrating ESG approaches into talent management systems.

The results of the study

The results of the study. Companies implementing ESG practices demonstrate significantly higher levels of satisfaction with HR policies compared to companies without ESG initiatives (p < 0.05). Employee participation in ESG initiatives is significantly higher in companies that apply ESG-oriented HR practices (p < 0.01). Regression analysis shows that wellbeing programs have a positive effect on employee engagement (β = 0.47, p < 0.01).

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The authors declare that there are no conflicts of interest present.