In order to efficiently manage, develop, and create a skilled and cohesive workforce that is bound together by shared business values, the organization places a strong focus on personnel policy. With 1045 employees overall, one-third of Andijan Oil and Gas’s workforce is under 30. You lack the level of education that all the other workers at the plant possess. The average refinery employee has thirty years of experience. One of the primary factors contributing to the business’s operational success is the degree of expertise held by Andijan Oil and Gas staff members, who are able to swiftly adapt to shifting market needs in order to fulfill the organization’s established strategic goals and objectives. Therefore, one of the most crucial jobs is selecting staff.

In order to find the best balance between quantity and quality of personnel preservation in line with refinery and replacement needs, Andijan Oil and Gas established competitive personnel selection rules that provide a transparent system for personnel search, selection, and adaptation. Testing, a structural unit interview, and a panel interview at the refinery competition committee are the steps in the application selection process. To ensure transparency in the flow of resumes at every stage of selection, the hiring process is digitized and makes use of the “Electronic Recruiting” information system.

Andijan Oil and Gas has created an adaptation program to help employed personnel assimilate into the labor collective, accept established relationship norms, and master the system of professional knowledge and abilities. A structure for their internship, training, and certification has been established, and a people reserve is capable of filling the roles of managers, specialists, and shift leaders. Periodically, the personnel reserve is updated.

As part of its human development program, the organization provides advanced training, retraining, and training for new roles. All of the plant’s workshops and complexes have classrooms for theoretical instruction; the training center actively engages in the training process; it is furnished with computer training complexes, multimedia training complexes for technological processes, and contemporary teaching aids; and the setting is ideal for implementing the personnel development program.

The business is aware that the new hires who will replace the veterans will be crucial to its future success as well as the preservation of industrial and human traditions. Young professionals who have just graduated from college or university and are capable of picking up new skills and understanding new knowledge are actively sought after by the corporation to replace its current personnel. Over one-third of all new hires each year are young specialists. A mentor is chosen from among the plant’s highly qualified, particularly trained employees, and a young specialist is hired for a role. Future professionals are introduced to the company’s corporate culture through an annual event called the “Oil Refiners Initiation” ceremony.