The Development Bank of Zambia (DBZ) was established in 1972 pursuant to section 3 of the DBZ Act Chapter 363 of the Laws of Zambia as a joint venture between the Government, Public Sector Financial Institutions, the local private sector and foreign institutions. We are committed to tackling poor and costly access to capital for investment and removing micro-level structural rigidities that hinder public and private investment growth, productivity, wealth, and employment creation.
To develop an employee value proposition that will ensure attraction, development and stabilization of the talent base to earn us the right to grow and fulfill the mandate of the Bank. Going forward our priorities will be:
Right people, right place, right role sustainable talent pipeline Implementing the Performance Management and Reward process.
The Department is responsible for providing specialized HR concepts, methods, techniques, and professional judgement and advice to Development Bank of Zambia (DBZ) geared towards the effective and efficient utilisation of the Bank’s Human Resource.
All things being equal, the annual HR Delivery Charters will continue to be based on the following principles:
That it is a means of linking DBZ’s changing business goals and strategies to Human Resource objectives and activities.
That it is a means of re-aligning the HR activities in order to play its core function and to effectively contribute to the varying operational needs of the Bank.
That it is a response to the changing pattern of competencies on the job-market, mainly caused by rapid Changes in Information and communication Technology (ICT) and socio- economic and political environment.
That it is a means of cushioning DBZ from the pressure of human resource imbalances, which occur from time to time, and to help determine well in advance, the impact that the imbalance may cause on both labour costs and performance.
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