Produce, use and throw away. This is the traditional model of the lineal economy and that the circular economy wants to replace with a model in which natural and technical resources are reused as long as possible. In December 2015, the European Commission adopted an action plan to accelerate Europe's transition towards a circular economy. According to the report “Closing the loop: New circular economy Package” (2016) of the European Union, the new paradigm of Circular Economy could increase European GDP up to 7 % in 2030. The sustainable economy would also affect in the competitiveness and innovation of companies (reducing spending on net resources in Europe by 800 million euro per year), economic growth and the generation of new jobs. Currently, the foundry sector is transitioning to the circular economy as a result of the recent regulation of the European Union that establishes the following recycling targets: 65% of municipal waste, Ferrous metals: 80 % and Aluminum: 60 % by 2035. Nevertheless, the transition to a circular economy not only faces challenges such as financing and key economic enablers but also new skills and competences which are currently not present in the workforce. For this reason, the transition to a circular economy needs a new approach to human resources management. The CHROMAFOR project aims at supporting the transition of European foundries, from a lineal and traditional human resources management model to a circular human resources management model, which will improve the regeneration of skills and competencies in the working place and favors a circular and sustainable economy of both for the company and the workers, and their organizational models. The main expected results are: the Professional Profile of the HR managers for the circular foundries and a multimedia training platform to develop skills and competences to support them to become adequately skilled, innovative players able to create sustainable jobs and opportunities within the foundries, and favor the foundries the transit forward to circular economy. A short description of the expected outcomes: • Professional profile description for a Circular human resources management in the foundry sector. To identify the LO required by the HR managers of the circular foundries at EU level in terms of Knowledge, skills and Competences according to ECVET principles. A desk research and field research (interviews with min 10 HR managers of the sector and 3 interviews with experts/trainers in circular economy training) will be carried out. • Digital histories of current circular economy best practices in the foundry HR management. By using real situations of circular foundries these case studies will provide easy understandable, very practical and well organized structure of the components of the HH.RR. Managers and clear picture on what set of skills are important and needed to be improved to ensure the success and sustainability of their jobs. 2 business practices will be identified per country: filming, video and sound editing, digital processing, animation, developing/editing of language versions, exporting into different multimedia formats. • CHROMAFOR Curriculum and Training modules for a “Circular human resources management in foundries”. The curriculum will consist of a detailed modular training programme developed for the identified specific learning needs of the target group. The training modules will include a set of theoretical contents and practical activities for the acquisition of the learning outcomes in order to meet the specific training needs. • CHROMAFOR Virtual Learning Environment. To develop an educational e-learning and knowledge sharing platform based upon collaborative learning approaches and test a training course with 10/15 HR managers of foundries / VET trainers in all partner countries. Expected impact on the main target group: - European Foundries HH.RR. Managers will have the required professional profile which will enhance the circular economy in foundries and will provide the same circular competences, so the mobility of workers within Europe will be fostered, the access to the labour market of unemployed people will increase and the competences of the workers will be improved. - Foundries will have a new approach to human resources management to support them in the transition from a lineal and traditional human resources management model to a circular human resources management model. CHROMAFOR VLE will support and accelerate the EU’s foundry transition to a sustainable model of inclusive growth. - Education and training providers (VET centers and Universities) will update the curricula and will have resources to face the new skills and competences required by the circular foundries.
The CHROMAFOR project supports the transition of European foundries, from a linear and traditional human resources management model to a circular human resources management model, to allow the development and/or updating of skills and competences in the workplace and promote a circular and sustainable economy both for the foundry and for the workers, and their organizational models. The dissemination of the project has contributed to raising awareness of the importance of the circular economy in the industry, and especially in the foundry sector, by recording real situations of circular foundries (films) and the development of the CHROMAFOR Curriculum and Training Modules for a "Circular Management of Human Resources in Foundries" The CHROMAFOR Virtual Learning Environment contributes to improving the quality, accessibility and attractiveness of Continuing Vocational Training, contributing to the creation of employment for young people, providing qualified people for full employment and social participation and the promotion of lifelong learning.
Produce, use and throw away. This is the traditional model that the circular economy wants to replace, where natural and technical resources are reused for as long as possible. In 2015, the European Commission adopted an action plan to speed up Europe's transition to a circular economy. According to the report "Closing the loop: New circular economy Package" (2016) of the EU, the new paradigm of Circular Economy could increase European GDP by up to 7% in 2030. The sustainable economy would also affect the competitiveness and innovation of companies (reducing spending on net resources in Europe by 800 million euros per year), economic growth and the generation of new jobs. The foundry sector is currently transitioning towards the circular economy as a result of recent EU regulation. However, the transition to a circular economy not only faces challenges such as financing and key economic enablers, but also new skills and competencies not currently available in the workforce. For this reason, the transition to a circular economy requires a new approach in the management of human resources in foundries.