VISION STATEMENT

To be a dynamic and innovative Human Resources partner that empowers the Parliament of Zimbabwe through strategic talent management, fostering a culture of inclusivity and excellence, and driving organizational effectiveness to serve the nation with integrity and accountability.

MISSION STATEMENT

To provide quality services through fostering a healthy and productive work environment and retaining a high performing and diverse workforce.

CORE VALUES

As a support service department, its professional conduct is guided by the following core values:-

  • Integrity: Upholding honesty and ethical standards in all HR practices and interactions.
  • Transparency: Ensuring open communication and clarity in processes and decision-making.
  • Respect: Valuing diversity and treating all employees and stakeholders with dignity.
  • Accountability: Taking responsibility for actions and decisions, both individually and as a department.
  • Collaboration: Fostering teamwork and cooperation across departments to achieve common goals.
  • Professionalism: Maintaining high standards of conduct, competence, and service delivery.
  • Confidentiality: Protecting personal and sensitive information from unauthorized access or disclosure. This value is crucial in maintaining trust, safeguarding privacy, and upholding the integrity of relationships within the administration of Parliament of Zimbabwe.

PURPOSE/MANDATE

The Human Capital Department’s mandate/purpose is to ensure that the institution’s most critical asset, people, is optimally managed through the continuous fusion of both local and international best practices. This entails developing, reviewing and implementing current and future human capital strategies, systems and procedures in support of the institutional mandate. This encompasses advising and assisting line managers and staff alike on all key strategic and operational aspects of human capital management best practices.

The broad functions, therefore, include:-

  • Management of employment relationships (Labour relations)
  • Staff Monitoring and control
  • Facilitating human capital training and development
  • Implementing and monitoring the Performance Management System
  • Management of the Human Resources Information System (HRIS)
  • Management of employee welfare
  • Talent and diversity management
  • Organizational culture management
  • Developing, reviewing and implementing human capital strategies, systems, policies and procedures
  • Advising line managers and staff on strategic, operational and legal aspects of modern ways of managing, developing and motivating employees.
  • Facilitate processing of salaries and pensions for Members and staff of Parliament
  • Change management
  • Performance management

 

LEGAL DOCUMENTS THAT GUIDE THE DEPARTMENT’S DAY-TO-DAY ACTIVITIES

Department’s strategic and operational duties are guided by the following legal documents:-

  • Constitution of Zimbabwe Amendment (No. 20)
  • Parliamentary Salaries, Allowances and Benefits Act
  • Officers of Parliament (Terms of Service) Regulations, 2018 (SI 18 of 2018), as amended
  • Officers of Parliament (Terms of Service ) Regulations 2018 (SI 88 OF 2022)
  • Officers of Parliament (Pensions) Regulations, 2002, as amended
  • Institutional Gender Policy
  • Institutional Strategic Plan (2024 to 2028)
  • National Development Strategy 1 & 2
  • National Disability Policy
  • Quality Policy Manual and Statement ( Quality Management System)
  • Institutional Risk Management Policy
  • Institutional Risk Management Framework
  • NSSA Act
  • Treasury Circulars issued from time to time
  • PFM Act
  • Treasury Instructions
  • Health and Wellness Policy
  • Various QMS Generic Procedures
  • Human Resources Departmental Procedures