1

Eco-conception

Concept 1:

The design of ‘work practices’ and ‘work spaces’, emphasising maximum positive impact on a worker during his/her employed experience are considered a core component of Circular HRM practices.

2

Recycle / Restore

Concept 2:

Processes of understanding and responding to the needs of workers to optimise redeployment within the same company are considered a core component of Circular HRM practices.

3

Repair

Concept 3:

Supporting the reintegration of a worker so he/she, following a period of leave (short/long term) can continue 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.

4

Reuse / Repurpose

Concept 4:

The mentorship of a worker who is considering leaving the company (e.g. due to retirement, or the completion of a project) to apply their skill-set in a different role within the company (e.g. proactive use of skill set prior to retirement, or re-orient skill set to a new project) is considered a core component of Circular HRM practices.

5

Industrial Ecology

Concept 5:

Categorising the skill set of workers with a view to planning and implementation of worker-centred strategies that optimise the categorised skills sets within a company ecosystem is considered a core component of Circular HRM practices.

6

Functionality Economy

Concept 6:

The prioritisation of human centred optimisation over contractual obligation is considered a core component of Circular HRM practices.

7

Second-Hand and Sharing Economy

Concept 7:

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.