The global financial crisis has had a great impact on the financial sector of Kyrgyzstan, companies, both local and international, continue to cut down staff, minimizing expenses. Office workers have to re-qualify, leaving the workplace they are used to. However, Mol Bulak Finance has undergone only a positive change. Altynay Kozubekova, HR manager of Mol Bulak Finance shares the secrets of successful work.
 - Altynay, the world crisis affected the financial sector to a large extent. How did this situation affect the HR-policy at Mol Bulak Finance?
- I can say with confidence that the global financial crisis in 2008 affected the conditions of the labor market as a whole in the world and in Kyrgyzstan in particular there was à release of a large number of professionals because of the bankruptcy of major companies in manufacturing, financial and other industries. However, in any, but especially in a crisis situation, highly professional experts are always in demand. At this point, Mol Bulak Finance resisting to the outside influence and possessing the instruments of crisis management has adjusted its plans and HR policies became a direct reflection of the changing corporate environment.
- In 2009 more than 280 jobs were created by Mol Bulak Finance throughout the country, what is the purpose of HR policy?
- In a crisis, the goal of HR policy is to ensure an optimal balance of the processes of renewal and conservation of the personnel’s size and quality in accordance with the business needs, requirements of current legislation and employment market conditions. The crucial element for the analysis is the supply/demand situation of the labor market. Since the market undergone significant changes, so the HR policy was adjusted accordingly. Flexibility and ability of the company to adapt to rapidly changing conditions of the market is a way to success.
- In December 2009, 21 new employees began their career at the company and in January 2010, already 9 workplaces were created. What are the general requirements for the candidates?
- Now companies prefer candidates who are experts in several areas, so-called "Centaurs". In the present market conditions, the employer has the opportunity to raise the requirements for the candidate, while not increasing the minimum threshold of monetary reward.
- At Toyota Corporation there is a saying: "Before we build machines, we build people." Mol Bulak Finance fully shares this philosophy, developing employees so that they can make a worthy contribution to the overall business, be able to think and follow the principles of the company. What unconventional features can help you define a person's capacity?
- Oooh, I can talk about Japanese management for hours, a business of this particular country is known for its care to the staff ... Going back to your question, to begin with, we must identify what kind of potential we are talking about. For example, I can assess the human potential for corporate interoperability, as soon as the potential worker enters the office and greets. However, to do this, I need a few months to feel the corporate spirit of the organization itself. I learned to identify the management potential of the employee by the appearance of his/her working place, the placement of documents in the computer, etc. However intuition and external evaluation is not enough. More accurate diagnosis can be done only using special assessment tools.
 - Altynay, Mol Bulak Finance approaches to hire new employees with special care, what kind of applicants are required at present time?
- Our company is focused on nurturing our own human resources. The main requirement, as to the external and internal candidates, is their own success story, noble personal qualities and the ability to smile sincerely. Every person working in any position in the company should be a “Star”. Doing so we can get a whole galaxy of MBF constellations!
- What would you say to young people wishing to find their place in life and develop their career path at Mol Bulak Finance?
- Many of the guys who come to our company as potential employees expect a rapid career growth. However, few of them think about their own efforts and their "investments" in this vital project. My 10-year management experience allows me to conclude that hard work and fearless pursuit of goals, combined with a "human" attitude towards everyone with whom you meet at work, ability to draw fruitful conclusions even from failures - this is a pledge of personal success. One wise man said, “Experience is the flashlight that hangs behind your back, it illuminates only the traversed path." So, another success factor to become a real professional is a constant self-development.
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