Final Concept Statements
Final Concept Titles |
Final Concept-statements |
|
---|---|---|
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. |
Results from the administered Round 3 questionnaire revealed a high consensus level regarding the definition of a Circular HRM model, resulting in a scholarly participatory designed descriptive model of Circular HRM practices. This descriptive model will be used to identify companies that exemplify Circular HRM practices for further research studies and initiate discussion on best practice across Europe.
Reference:
Williamson, P.R., Altman, D.G., Bagley, H., Barnes, K.L., Blazeby, J.M., Brookes, S.T., Clarke, M., Gargon, E., Gorst, S., Harman, N. and Kirkham, J.J., 2017. The COMET handbook: version 1.0. Trials, 18(3), p.280.