Off Canvas

 

E-learning

 
ECO-CONCEPTION The design of work practices and workspaces, emphasing maximum positive impact on a worker during his/her employed experience are considered a core component of Circular HRM practices 1
REUSE Process of understanding and responding to the need of workers to optimize redeployment within the same company are considered a core component of Circular HRM practices 2
REPAIR Supporting the reintegration of worker so he/she, following a period of leave (short /long term) can contribute to be employed in his /her original function or in a new role within the same company is considered a core component of Circular HRM practices. 3
RECYCLE The mentorship of a worker who is considering leaving the company (e.g. due to retirement) to apply their skill-set in a different role within the company (e.g. proactive use of skill set prior to retirement) is considered a core component of Circular HRM practices. 4
INDUSTRIAL ECOLOGY Categorizing the skill set of workers with a view to planning and implementation of worker-centred strategies that optimize the categorized skills sets within a company ecosystem is considered a core component of Circular HRM practices 5
FUNCTIONAL ECONOMY The prioritization of human centred optimization over contractual obligation is considered a core component of Circular HRM practices 6
SECOND-HAND Supporting the transition of a worker into the external job market where a worker is no longer meeting the requirements of their current contractual obligations is considered a core component of Circular HRM practices 7
 
 
 

Project Coordinator

POUR LA SOLIDARITE ASBL - PLS
Rue Coenraets 66,
1060 Bruxelles – Belgium
www.pourlasolidarite.eu
+ 32 2 535 06 88
Mathilde Mosse, Project Manager
mathilde.mosse@pourlasolidarite.eu

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