The fundamental objective of the National Bank of Moldova is to ensure and maintain price stability, without damaging the fundamental objective. It also aims to assure stability and the viability of the banking system. At the same time, it supports the general economic policy of the state. The fundamental objective of the National Bank is to ensure and maintain price stability and, without prejudice to the fundamental objective, it aims to ensure the stability and viability of the banking system and supports the general economic policy of the state. To fulfil its core tasks, the National Bank of Moldova needs to be able to respond with sound and well-thought-out actions and policies when needed, including in situations of macroeconomic challenges. This requires considerable skills, expertise, experience and professional reasoning from its staff. Therefore, the NBM employees represent the most important asset for ensuring the optimal operational functioning of the institution.

The staff policy aims to provide a strategic approach to human resources management of the National Bank of Moldova. It involves the recruitment, selection, hiring and integration of employees, as well as the management of their performance, professional development and overall well-being. It also includes activities related to compensation, benefits, employee relations and ensuring compliance with the regulatory framework in the field of labour relations.

The staff policy contributes to the achievement of the operational and strategic objectives of the National Bank.

According to the Strategic Plan of the National Bank of Moldova "BNM 2025", there are two strategic objectives linked to human resources:

• Strengthening institutional resilience and agility and developing and leveraging human capital. Strengthening institutional resilience and agility includes operational objectives such as: strengthening institutional capacity, including in the context of taking over the supervision of the non-banking financial sector, strengthening governance and organizational culture, developing and promoting the NBM’s image as an employer.
• Developing and leveraging human capital includes operational objectives such as: developing the integrated human resources management system, creating a motivating and inspiring work environment, continuous professional development, developing the internal training centre and knowledge transfer capabilities, developing leadership and management skills.

Recruiting

Professional development

Organizational culture

Succession

Diversity and inclusion

Statistics