Abstract
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 . 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 . 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).