Working at Azerikimya

The AZERIKIMYA Personnel Policy, approved on April 22, 2013, is based on the following key principles:

• Equal opportunities through a transparent, competition-based recruitment process;
• Continuous professional development through regular training and skill enhancement programs;
• Career growth and promotion based on performance evaluation and individual achievements;
• Effective incentive system addressing both material and non-material employee needs to ensure high performance;
• Protection of employee rights through efficient and fair management systems;
• Safe and healthy working conditions in line with international standards.

Competency Management
At AZERIKIMYA, competency-based management is applied to support the sustainable development of employees and ensure alignment between individual capabilities and organisational requirements.
Employees are regularly evaluated by their managers to identify development gaps. These gaps are addressed through a range of development methods, including:

• professional training programs;
• on-the-job learning;
• mentor-supported development;
• independent learning initiatives.

This approach ensures continuous improvement of skills and supports the achievement of the Company’s strategic objectives.
Performance Management
AZERIKIMYA implements a target-based performance management system aimed at improving business efficiency and production performance.
The Company’s strategic goals are cascaded down to individual employees. Managers assign Key Performance Indicators (KPIs), and at the end of each evaluation period, employee performance is assessed based on these targets.
This system ensures accountability, transparency, and alignment between individual contributions and overall business success.

In order to achieve business goals, Competency-based Management is implemented to ensure the sustainable development of staff, to check the compliance of their competencies with the required organisational competency. As employees are evaluated by their managers, employees' development gap are determined, and these gaps are fulfilled through various development methods (training, on-the-job learning, mentor-supported learning, independent learning, etc.). Performance Management We implement target-based (performance-based) activities to increase the business indicators and efficiency of production processes. Therefore, we cascade the Company’s strategic goals to the individual level. Managers assign targets (key performance indicators) to employees and at the end of the evaluation period; their performance is evaluated based on these indicators.

At AZERIKIMYA, we support the career growth of blue-collar employees who hold academic degrees by providing opportunities for transition into white-collar roles.
Within this programme, selected employees gain hands-on engineering experience and participate in targeted training under the guidance of experienced mentors.
Upon completion, participants’ competencies are evaluated, and successful candidates are appointed to vacant engineering positions.
This approach allows AZERIKIMYA to fill junior engineer and specialist roles with internal talent while ensuring continuous professional development and long-term career growth of employees.