Moving HR to electronic form usually stalls not because of technology, but because of trying to “digitise everything at once”. It’s more practical to move in stages and start with the most frequent work.
Step 1. Take the frequent documents. Hiring, transfers, leave, business trips — the operations that repeat daily and deliver the fastest payoff. When arranging leave takes minutes instead of days, the value is obvious immediately.
Step 2. Enable employees’ electronic signatures. Without a signature there is no legal validity. HR documents signed with a digital signature are equivalent to paper ones with a handwritten signature under Kazakhstani law.
Step 3. Set up integration with the state system. Employment-contract data is registered in the state accounting system (Enbek.kz) — a legal requirement. The platform submits this data automatically, helping you meet the statutory deadlines and avoid violations.
Step 4. Expand the scope. From basic operations, move to the full cycle — from hiring to exit, including recruiting. At this stage AI agents come in: they prepare documents, answer routine employee questions and take the busywork off HR.
The key principle is to formalize and automate the process first, then strengthen it with AI. That way HR works with people, not paper.