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
RECYCLE
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
REUSE
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
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