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THE CRITICAL FACTORS AND PERSISTENT CHALLENGES IN
ENHANCING THE EFFECTIVE DEPLOYMENT OF HUMAN CAPITAL
Dustova Aziza Kakhramonovna
Bukhara state university
Department of “Economics”
adustova98@mail.ru
https://doi.org/10.5281/zenodo.14177411
In the context of New Uzbekistan, the system of vocational training is
being continuously improved to meet the current demands and needs of
enterprises for the professional potential of personnel. Specifically, "in our
country, consistent efforts are being made to increase the well-being of the
population, especially young people, through the creation of new jobs and active
support for entrepreneurial initiatives. Additionally, addressing the tasks in this
area necessitates creating an effective system for training highly skilled workers,
taking into account the needs of the labor market, including the requirements of
large enterprises and clusters being established locally" . In resolving this task,
priority is given to enhancing the effectiveness of reforms in the education
system.
According to current legislation in the country, enhancing the level of
professional training of personnel is aimed at preparing individuals for lifelong
learning based on the real demand for personnel in the labor market, employer
proposals, and the principle of "Education throughout life." This approach takes
into account the development prospects and priority tasks of the economy, as
well as modern technical and technological trends. It is assessed as a
professional education system. In this system, middle-level personnel are
trained with the goal of meeting labor market needs, including competitive
personnel for small business and private entrepreneurship entities, by
introducing stages of professional education. Additionally, it aims to fulfill the
educational needs of individuals of various ages based on the principle of
"Education throughout life."
Additionally, consistent reforms are being systematically implemented in
our country to provide professional education services to the population,
improve the system of training mid-level personnel, and ensure their effective
employment. Specifically, in accordance with the Presidential Decree of the
Republic of Uzbekistan No. PF-5052 dated May 24, 2017, "On Measures for
Further Improving State Policy in the Field of Employment and Radically
Enhancing the Efficiency of Labor Authorities," the Ministry of Labor and Social
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Protection of the Population of the Republic of Uzbekistan was reorganized into
the Ministry of Employment and Labor Relations of the Republic of Uzbekistan.
Currently, the education programs aimed at enhancing personnel capacity in the
country are not fully aligned with UNESCO's “International Standard
Classification of Education (ISCED) levels.” This lack of alignment not only
hinders the complete implementation of Uzbekistan's personnel qualification
system in practice but also results in the professional qualifications of trained
personnel in the education system not sufficiently meeting the requirements set
by employers. Consequently, this negatively impacts the effectiveness of
enterprises' utilization of personnel potential.
According to research conducted by the World Bank Group on youth
employment issues and potential solutions in Uzbekistan, the country has 18
million people under the age of 29, the highest figure compared to other
countries in the Europe and Central Asia region. Data indicates that 26.4% of
young people aged 16-29 are not engaged in employment, education, or
professional training, with 5% of those aged 15-24 and 4% of those aged 25-29
classified as "discouraged" youth. Among Central Asian countries, Uzbekistan
has a relatively high rate of young people facing "discouragement" due to
challenges in finding suitable employment, with this indicator averaging around
2.5% in neighboring countries.
The working-age population in the country is expected to grow by 12% over the
next decade, reaching its peak by 2045. Analysis indicates that in 2020, nearly
535,000 young people in Uzbekistan graduated from vocational colleges and
higher education institutions. Approximately 5.5% of individuals aged 16 and
above in Uzbekistan are international labor migrants, with around 90% of them
being men. The primary host countries for Uzbek labor migrants are Russia,
Kazakhstan, and Turkey, with the majority of migrants being between the ages
of 25-34. According to research by World Bank experts on youth employment in
Uzbekistan, the main challenges in ensuring youth employment include a
shortage of jobs in rural areas, weak demand for labor, high levels of informal
employment, and low wages.
In enhancing the efficiency of utilizing the country's human capital, priority is
given to reforms aimed at expanding the involvement of economic sectors and
industries in improving the quality of training highly educated specialists.
Despite ongoing reforms, there remain "gaps between higher education, science,
and production in the country, with insufficient integration among them.
Research institutions are not adequately involved in the personnel training
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process within higher education, and scientific research is conducted without
fully considering the actual needs of economic sectors. The lack of systematic
training of highly qualified scientific and academic personnel is leading to a
decline in the scientific potential of higher education institutions."
As President Shavkat Mirziyoyev emphasized, “In an environment where
competition in the global market is increasingly intense, enhancing the efficiency
of the personnel training system by raising the quality of education and scientific
potential plays a crucial role in ensuring the country's economic development. ”
Therefore, in the context of New Uzbekistan, priority is given to implementing
educational programs focused on training mid-level personnel and highly
educated specialists who meet the professional requirements of enterprises.
Additionally, in recent years, enterprises across national economic sectors have
increasingly implemented programs for training, vocational education, and skill
enhancement for their employees. In our view, strengthening the integrative
relationship between "education, science, and production" in the coming years
will not only improve the human capital potential but also positively impact the
efficiency of its utilization.
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