A successful company consists of successful and happy employees. We know that very well here. That is why we have been systematically controlling the performance and motivation of every single person through our performance system since 1999.
We know how important it is to ensure that every employee understands our strategic objectives well, the way we are interconnected by processes, and how quality of every individual affects the service provided to our clients.
All our employees have the opportunity to grow and develop their career. Being successful and using every opportunity we get in the Bank to achieve results that we are proud of and to grow professionally at the same time are no longer only optional for Zaba employees. It is the way we see our work.
Introduction to work
Given that we are aware that it is essential for a new employee to start learning as soon as possible, we have developed a system of introduction to work. From simple manuals and instructions to a developed mentoring system and structured programmes such as Eduka and EduExperta - when you become our colleague, rest assured that you will receive everything you need for learning.
New employees are included in programmes for introduction to work:
- Eduka for trainees and employees with up to 2 years of previous working experience
- EduExperta for employees with more than 2 years of previous working experience
The programmes have been designed in a way which enables participants to learn how the Bank works through interactive workshops and different activities, and also to acquire knowledge and skills which are important for a successful career development. Directors and top-notch experts represent their business areas, and occasional guest speakers at workshops are also clients themselves, who describe their banking experience to the participants. Participants also spend a portion of the time in branches, business centres, corporate centres and other sections which directly deal with clients. Furthermore, an important activity is project teamwork when participants need to find solutions to real situations which happened in the Bank. At the end of the programme, we conduct useful activities in which participants can contribute to the local community and get a better understanding of the environment we work in.
Talent development - development of high-potential employees
The development of people, especially the development of future managers and experts, is a strategic process which stimulates growth of the Bank and the Group. With quality management of the development of high-potential employees who have high operational performance, i.e. talents, we want to ensure the Bank's and Group's strategic and organizational development and long-term success, and also provide our employees with opportunities to fully develop their potential.
Leadership development
- Creating a recognizable management
We are aware that the key reason for our successful business lies in the quality of our people, especially managers who make strategic and operative decisions which affect high-quality long-term business, and also contribute to a smooth realization of the vision of the Bank and the entire Group every day.
- What do we offer to our managers?
Using a comprehensive approach to the development of all levels of managers who continuously improve their entrepreneurial skills, we shape a recognizable brand of leaders which is, based on corporate values, specific for the Bank's culture.
In the Bank we continuously develop new educational programmes for managers which are focused on strengthening the professional ability to cope with business requirements, raising awareness of the role of a leader and understanding what excellence means for that role. Additionally, the results of monitoring the quality of leadership and experiential level of each manager imply creation and application of individual developmental activities aimed at achieving excellence in their roles.
Learning Centre
Although the majority of people associates learning with books and willingness, the learning area is a significant factor which can help make learning faster, easier and more creative. Zaba Learning Centre has 8 modern multifunctional halls of various sizes and purposes, with a total capacity of 170 seats.
The equipment and furniture in halls enable various combinations and adjustments to the mode and performance of any kind of gathering - trainings, workshops, team meetings, expert meetings, large gatherings The area's features have been created to enable a pleasant, stimulating, comfortable and accessible environment. It is the area where we like to spend our time and work as well.
We encourage our employees to think about their career changes, i.e. their professional ambitions and competences which will ensure their long-term excellence. We believe that restricting changes of workplace prevents professional and personal development.
The internal mobility within the Zagrebačka banka Group, and also UniCredit Group, offers our employees the opportunity to:
- improve their knowledge and gain a broader perspective of the Group
- develop a broad range of competences
- develop themselves by accepting new challenges and pushing their own boundaries
- exchange experiences with colleagues
- participate in initiatives of strategic value for the Bank and the Group
- meet a new culture customs, mentality, way of doing business.
The system of employee salaries and remunerations is a balanced ratio of fixed and variable, monetary and non-monetary receipts, each of which specifically affects motivation and retention of employees, and maintains internal justice and the overall compliance of our systems of salaries and remuneration. The fixed portion of receipts refers to the area of responsibility. It reflects the experience and skills required for a particular position, as well as the demonstrated level of performance and overall quality of contribution to business results. Variable receipts are awards for accomplishments directly related to short-term, medium-term and long-term performance results, so we could align the shareholders' interests with the interests of managers and employees. The variable part of receipts depends on three levels of performance: individual performance, the performance of the organizational unit and the success of the Bank / Zagrebačka banka Group in the Republic of Croatia. The overall package of receipts is supplemented with different benefits which are given to our employees.
By applying the standard of sustainable behaviour and values which are the foundation of our mission, our strategy of salaries and remuneration is essential for strengthening and protecting our reputation and creating a long-term value for all stakeholders.
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