“Human assets are the primary focus of HR”
Our interviewee in this edition of the Career Blog is Afet Rzayeva, an advisor to the Azerbaijan Energy Regulatory Agency (AERA).
Afet Rzayeva began her career as an English-Russian-Azerbaijani translator and chief translator in international organizations during her university years. She then transitioned to a global multinational oil and gas corporation, and during that time, her interest in human resources management was sparked. Afet Rzayeva went on to achieve success in HR certification programs and was appointed HR Manager for the Caspian region during the 2000s, when HR management standards were first being established in Azerbaijan, transitioning from personnel administration to human assets management. She took part in the implementation of the “Hay” grading system, the “SuccessFactors” assessment and career planning system, and the “Aon Hewitt” employee motivation system, and similar projects. Additionally, she has completed professional development programs in the United States, Slovenia, Turkiye, and Russia.
Afet Rzayeva, who began her work at AERA in 2022 as the Head of the Human Resources Department, currently serves as an advisor.
You have extensive experience in human resources. What do you think are the main factors employers consider when selecting employees? 
When it comes to standards and accepted criteria, I would highlight the following as key factors for employers: education, personality, character, decision-making ability, responsibility, diligence, initiative, ethical behavior, team spirit, and relevant knowledge and skills. This forms the profile of an ideal employee. However, each company’s goals and needs influence the selection process, so there is no one-size-fits-all approach in human capital management. The approach must be adaptive.
What steps should be taken to improve internal communication between employees in the workplace?
Effective internal communication involves more than just disseminating information; it requires fostering feedback and dialogue. Two-way communication is crucial. It is important to provide channels that allow employees to ask questions, make suggestions, and share opinions while actively listening to them. At AERA, this approach is highly valued by management, where employees can easily communicate personal or work-related issues directly with the Chairman of the Board. The “open door” policy is prioritized over “step-by-step” appeals. To further improve communication, it is essential to strengthen interdepartmental cooperation. Encouraging information exchange between departments, sharing knowledge, organizing regular training, seminars, and meetings, and celebrating employees’ achievements all contribute positively to internal communication.
Choosing the right person is always challenging – both in life and at work. For employers, this responsibility falls on HR. In your opinion, what qualities should an HR professional have when conducting the selection process? 
Human assets are the primary focus of HR. An HR professional must be able to balance the relationship between the employer and the employee. They need to be knowledgeable about the organization’s goals and strategy, pay attention to details, work continuously on their own development, and be results-oriented.
What advice do you have for individuals aspiring to build a career in HR?
My advice is to continuously develop your knowledge and skills to achieve your career goals. Be open to innovation and embrace responsibility. It is also important to recognize and appreciate the support you receive and to share your knowledge with future colleagues who will follow in your footsteps.
