Employee Training and Development
Navoiyuran’s commitment to continuous learning is evidenced by its substantial investment in employee skill enhancement and career growth. In 2024, the company allocated allocated USD 211 162.75 to training initiatives, resulting in an average of 111 training hours per employee. Programs span technical, safety, management, and ESG disciplines, ensuring a well-rounded upskilling approach that aligns with corporate strategic objectives.
Key training elements include:
Onboarding and Technical Skills: New hires go through induction lectures by various specialists.
Leadership and Management Development: Comprehensive Overview of Personnel Assessment and Development at State Enterprise “Navoiyuran”
Personnel assessment and development are cornerstones of the operational and strategic success of the State Enterprise “Navoiyuran”, as evidenced by the reporting under GRI 404-3. Within the enterprise’s robust personnel management framework, the consistent and methodical assessment of both work efficiency and employee potential is not merely a procedural formality but is recognized as an absolutely integral and indispensable component.
The fundamental objectives underpinning these rigorous assessment processes extend far beyond a simple, retrospective determination of current performance metrics. Their true value lies in the forward-looking and proactive development of the workforce. Specifically, these systematic evaluations are designed to facilitate the objective assessment of current results, to enable the precise formation of individualized development trajectories, to provide targeted support for sustainable career growth within the enterprise, and, critically, to enhance overall employee engagement and commitment to the company’s mission.
Strategic Implementation of Management Competency Assessment
The year 2024 marked a significant inflection point in the enterprise’s approach to talent management. This was driven by the active implementation of the “Development of management personnel” roadmap, a strategically crucial initiative that was meticulously developed in close collaboration with the internationally renowned consulting firm, Korn Ferry (USA). As a direct result of this partnership and strategic planning, the Company has successfully launched systemic, large-scale measures specifically engineered to thoroughly assess the management competencies and potential of its key employees.
This comprehensive assessment initiative is strategically focused, covering only key and strategically important positions within the organizational structure. To ensure the highest standards of international consistency and analytical depth, the entire assessment is being conducted using the globally recognized Hay Group Grading methodology. The primary and explicit aim of applying this sophisticated international framework is to precisely determine the level of development of leadership qualities, to evaluate professional competencies, and to accurately establish the employee’s suitability for the position currently held.
Scope and Impact of Diagnostics
The initial phases of the diagnostics yielded comprehensive results that informed a thorough assessment of management positions. The scope of this pivotal evaluation was expansive, covering a significant breadth of the enterprise’s leadership structure, including:
Managers of the CEO and CEO-1 level, representing the uppermost echelons of corporate leadership.
Direct subordinates of these top-tier managers, who hold critical operational and strategic roles.
A range of other positions deemed strategically important for the long-term success of the enterprise.
A cohort comprising 32 positions of functional managers at the CEO-2 level, signifying a deep dive into mid-to-senior level specialized management.
Furthermore, leveraging the rich data derived from this diagnostic process, detailed recommendations have been meticulously developed. These recommendations are designed to be actionable and cover several vital areas: the improvement of the specific functions associated with these assessed positions; the refinement of the approaches to their formation (i.e., how the roles are structured and defined); and the enhancement of the evaluation methods used to measure success in these roles moving forward.
Extensive Coverage of Personnel
The commitment to widespread and regular personnel evaluation is evidenced by the impressive coverage rates achieved in 2024. A significant majority of the State Enterprise “Navoiyuran”‘s workforce participated in the regular performance assessment and career development activities:
94.8% of the administrative and managerial personnel were fully covered by these essential development and assessment programs.
Similarly, a robust 92.7% of the production personnel within the State Enterprise «Navoiyuran» were included in the regular performance evaluation and career development initiatives, underscoring the enterprise’s commitment to continuous improvement across all operational tiers.
Safety and Compliance:
Over 30 personnel completed ISO 45001–aligned OHS training, including IOSH Managing Safety certification for 10 specialists in regional operations.
A retraining round for Integrated Management System of ISO 9001, 14001 and 45001 is ongoing for another group of 26 employees from various sub-divisions has started in October 2025.
Emergency response drills reinforce a proactive safety culture.