Human capital management

HR policy in 2024 was aimed at developing social elevators and creating opportunities for personal and professional self‑fulfillment of employees. A key priority was to create an environment that encourages learning, development, unlocking team potential and improving working conditions. This approach enabled the effective identification of staff strengths and the successful implementation of strategic human resource capacity building.

Training is one of the key tools for unlocking the potential of employees. Every employee who had been with the company for three months or more was required to attend three mandatory training sessions annually, and they were also encouraged to participate in additional educational programs. In the reporting period, 295 SEZ specialists took advanced training courses in Moscow educational institutions. In addition, managers and specialists took part in seminars, round tables, conferences and forums organized with the support of the Moscow City Complex of Economic Policy and Property and Land Relations, the Moscow City Department of Innovation and Industrial Policy, ANO Development Center Environment of Opportunities and the Luzhkov Moscow City University of Management.

SEZ regularly assesses corporate competencies of employees against the Methodological Recommendations of the Economic Policy and Property and Land Relations Complex. In 2024, all employees successfully completed quarterly and annual assessments.

To motivate employees and enhance their performance and work quality, we outlined various forms of incentives. In 2024, the list of employees eligible for wage increase was determined by the heads of the organizational departments. Eight staff members were reclassified from the office workers and specialist category to the manager category.