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Intellectual Outputs
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Objective: Identify companies that have implemented human resources management practices that could be defined as circular practices.
In order to achieve this objective, the partnership will rely on the expertise of HR Square's network. Indeed, HR Square has a large network of members, more than twenty of whom have expressed an interest in the innovative theme of the Circular HRM project. Various actions will be carried out between September 2019 and June 2020 to identify circular human resources management practices in European companies.
Action 1: Use the methodology of collective intelligence to create a questionnaire for European companies.
The National University of Galway has developed a methodological process for surveying stakeholders in the human resources sector. This participatory process involves several phases of exchanges with stakeholders in Belgium (members of the HR Square network) to understand and target their expectations as effectively as possible. From these exchanges, a questionnaire will be drawn up for the European companies identified by the partnership.
Action 2: Identify circular HRM practices that could be introduced in companies and analyze the HRM role in achieving circular business models.
All partners will be involved in the identification of at least 3 national companies that have developed new organization and/or business models that make their human resources more circular.
Once the first phase is completed, the final questionnaire will be sent to all members of the partnership. The objective of this second step is to understand how these practices have developed in different national contexts and where the will and motivation to change human resources management practices have come from.
Action 3: Raise awareness of circular human resources management through infographics!
When Phase 2 is completed, Pour la Solidarité-PLS and HR Square will review each of the studies received by the partners. They will be analysed and categorised according to the type of good practice implemented and the impact on the company.
A selection of case studies will then be made and presented as infographics. These infographics will be tools for companies wishing to improve their understanding and application of circular economy principles in their company's HRM.
Target groups:
- HRM managers
- HRM experts & academics
- Circular economy experts& academics
Results expected:
- Online survey for eco-companies across Europe
- Case studies of companies that have implemented circular HRM practices (6 languages)
- A context study introducing the case studies (6 languages)
Next Step:
- Finalizing exchange with Belgium Stakeholders
- Identifying good practices at national level
- Developing the cases studies
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Objectives:
- Creation of a common European qualification framework (EQF) for circular HR (skills, competences and knowledge to be acquired at workplace)
- Develop two training modules
- Circular HRM for HR Managers
- Circular Design thinking and business models for employers and employees.
Action 1: Development of the European Qualification Framework.
The European Qualifications Framework (EQF) is a translation tool that helps communication and comparison between qualifications systems in Europe. It has a common European reference level described in terms of learning outcomes: knowledge, skills and competences. This allows any national qualifications systems, national qualifications frameworks (NQFs) and qualifications in Europe to relate to the EQF levels.
Thanks to the data gathered in IO1, Fundacion Equipo Humano and SGS Tecnos will analyze challenges, opportunities, existing practices, obstacles and new approach related to circular human resources management. This will allow both partners to define the main areas/units that the training course will contain.
Action 2: Development of the training courses
After having assessed the specific needs of the eco-companies’ HR departments and their approach to HRM, Fundacion Equipo Humano and SGS will develop two training modules:
- Circular HRM for HR managers;
- Circular design thinking and business models for employers and employees.
All partners will be involved in the design of the curricula (on the job and online exercises). Once the training modules have been validated by SGS, they will then be translated into each of the 6 national languages of the project: French, English, Spanish, Italian, Lithuanian and Macedonian.
Action 3: Development of the trainer guide (VET) and train-the-trainer session in each partner country.
In parallel with the development of the training modules, a training guide will be developed. It will be composed of pedagogical guidelines and teaching methods to support VET trainers in backing the learners in their on-the-job training and on the use of the Learning Management System (IO3).
Once the training is validated, a 5-hour webinar session in English will be held by Federacion Equipo Humano for trainers. The webinar will present the course contents and training methods.
Target groups:
- HR mangers from eco-companies
- Employees and employers from eco-companies
- Trainers
Results:
- European Qualification Framework
- Student Book (theoretical and exercices)
- Evaluation Guide
- Training methodology and guidelines
- Trainer’s book
Next Steps:
IO2 will start in January 2020
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Objective: Gathering all information collected during the project, validations of the course, platform etc. to assess the circularity of the project.
Pour la Solidarité-PLS is the leader of this output and mostly help by Kaunas for their expertise in assessment of activities and projects.
A1 – Assess the Circular Impact of every outputs of the project.
The aim of the Circular assessment of the Circular HRM project is to assess the circularity of the project and results by gathering all internal and external results, comments from partners and stakeholders and synthesis them into a single document which will be a circular assessment of the project.
A2- Advocacy Paper for a Circular Roadmap
Once the Circular Assessment is approved by all partners, Pour la Solidarité-PLS will address recommendations on circular HRM to different stakeholders. The objective of this action is to provide a set of recommendations to improve the transition from a linear HRM to a circular HRM.
Target groups:
- Partners
- Eco companies and traditional companies
- Policy makers
Results:
- Set of replicable quantitative and qualitative indicators
- Circular Assessment of the project
- Advocacy paper for a Circular Road Map
Next Steps:
- TBD with the consortium
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Objectives:
- To develop a Circular HRM Learning Management System (LMS) and knowledge-sharing platform.
- Pilot the on-the job mentoring course and the online component of the Circular HRM training programmes.
CKM and ARIS are the two leaders of this action due to their expertise in these fields. This action will only start in June 2020, once most of the training content will be validated.
Action 1: Development of the Learning management system and of the knowledge sharing platform.
Once the content of the training modules (theoretical online and workplace exercises) has been validated, CKM will develop a learning management system that will be used to make the content of the training modules available online. The knowledge sharing platform will allow collaborative interaction between users through learning and sharing activities. The LMS and platform facilitate a greater dissemination of the training across Europe and participants can access the course at any time and place.
Action 2: Piloting of the on-the-job mentoring and online component of the Circular HRM training programs.
This second action will be led by ARIS but also involved all partners. The online learning offers trainees the possibility to access flexibly to the platform and learn from different experiences. The training will be enriching especially for its cross-national character. Exchanging information and practices from students and trainers from other countries will enhance the training experience attractiveness and relevance. Companies will have multiple European perspectives to approach Circular HRM and business models and VET trainers will benefit from the transferring of pedagogical methods with peers from other countries. The online course will be accessible for all the trainers interested in participating in the training programs. They will be invited to go online and complete the online learning components.
Target groups:
- Human Resources Managers
- Human Resources Experts
- Eco-companies employers and employees
Results:
- Implementation of Circular HRM practices
- Skills and qualification enhancement
- Replicable outputs and transnational cooperation
Next Steps:
IO3 will start in June 2020.
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THE CIRCULAR HRM WILL DELIVER THE FOLOWING INTELLECTUAL OUTPUTS
Project Coordinator
POUR LA SOLIDARITE ASBL - PLS
Rue Coenraets 66,
1060 Bruxelles – Belgium
www.pourlasolidarite.eu
+32 2 535 06 86
Salima Chitalia, Project Manager
