Prepared by: Ivana Ivanova

The development of the HR according to circular economy principles is an important precondition for a sustainable and competitive economy. A circular human resources management (HRM) can plan a durable and sustainable design and maintenance of skills in the firm, in contrast with the current linear model of hiring, maintaining, overloading and dismissing. It aims at supporting the transition of European SMEs from a traditional, linear HRM model, to a circular HRM model. As a part of this project, in April, May and June 2020, 20 detailed interviews were conducted with 20 companies operating in the EUropean Union and with three Macedonian companies – Nextsense, Gorska Water and GEMAK. Because of the current Covid-19 pandemic, each interview took place online. From the interviews, our team received some valuable information on the application of the Circular HRM model in companies and the best practice used by the Managers. Each company introduced us to the actions they take when it comes to inside/outside transition of the employee; they presented some ways for up-skilling or re-skilling of an employee, different team building exercises, and many more. Managers also described the pracite they used to manage the constraints imposed by the pandemic.  

What these interviews have shown us is the gradual introduction of the Circular HRM model in companies. However, this is only the beginning and the companies still have a long road ahead. In a circular economy, workers need to develop a long-term and interdisciplinary thinking, whereas creativity, consciousness and proactivity will be essential for the HR of the future.

The analysis with the findings will be available and published in December 2020. Stay with us!