1 / 50

Right-skilling for tomorrow’s workforce

Right-skilling for tomorrow’s workforce. ACCC, Edmonton June 5, 2011. Trends: Skills Shortages. Several interesting trends in the labour market in Canada. Some examples of skills shortages: Trucking: 37,000 a year over the next 5 years

emmly
Download Presentation

Right-skilling for tomorrow’s workforce

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. Right-skilling for tomorrow’s workforce ACCC, Edmonton June 5, 2011

  2. Trends: Skills Shortages • Several interesting trends in the labour market in Canada. • Some examples of skills shortages: • Trucking: 37,000 a year over the next 5 years • Construction: 150,000 retiring workers 2005 - 2014 • Tourism: 300,000 new jobs over the next decade • Mining: about 81,000 needed in the next decade • ICT: 106,000 in the next 5 years • Supply Chain: annual shortage of 86,000 employees

  3. Jobs of tomorrow • Various estimates suggest 60 to 75% of the jobs that today's kindergartners will hold, do not yet exist. • And other estimates suggest upward of 65% to 81% of jobs of the future in Canada will require post-secondary education

  4. Workplace training • Workplace training not big in Canada 30 percent of adult workers in Canada participate in job-related education and training; compares with 35 percent in UK and 45 percent in US. Under 25% is employer funded. (However, a small but growing group of people take courses with no employer support. The participation rate of that group increased from 4% to 10%.)

  5. The ageing workforce: Retirements • With an aging workforce in Canada, the majority of future job openings will be the result of retirements. • About 70% of all job openings during the 2006-15 period will be to replace retired workers (3.8 million out of 5.5 million), up from an average of about 51% over the previous ten years.

  6. What do we need to do? • One of the solutions is to “right-skill” our current and future workforce the best we can. That means: • Have employers better articulate their demand. • Have training and education better respond to the needs (supply).

  7. Sector Council Overview Sector Councils are tasked with implementing industry-driven labour market solutions in key sectors of the economy; “the voice of industry on skills development issues” • Some 35 sector councils cover over 50% of Canada’s workforce • First ones began in late 1980s • Reaching close to 50% of labour market • Public & private funding support • Growing expectations

  8. Sector Councils & PSE(some examples) • ECO Canada: developed curriculum that are taught at 26 colleges and 33 universities • FITTskills: international business program offered on over 60 colleges, universities and other organizations • Trucking council’s tools and standards used in Canada and now in development for Europe • Culture: marketing music and rights mgt. ready for teaching • Electricity: program focused on Aboriginal job readiness

  9. The Alliance of Sector Councils (TASC) • Works to share best practices and develop expertise on the key labour market issues • Priority areas: • Standards and certification • Workplace learning • Labour market information • Liaison with education (secondary and PSE) • Career promotion • Immigration and foreign credential recognition • Aboriginal engagement

  10. Gateway to Careers website Online career information in 12 languages www.councils.org/careers

  11. A Growing InternationalMovement • Sector Councils currently exist in 6 countries: Canada, South Africa, the U.K., the Netherlands, Australia, and New Zealand • Sector Councils being considered in: European Union, Latin America, India, Pakistan • International Network of Sector Skills Organizations, shares best practices in skills development (www.insso.org)

  12. Thank you! Merci! Andrew Cardozo Executive Director / Directeur généralThe Alliance of Sector Councils - L'Alliance des conseils sectoriels acardozo@councils.org www.councils.org

  13. Partnerships with Learning Systems Providers • Affinity Groups • Compendium • National Accreditation Program • Research • Graduate Placement

  14. National Occupation Standards

  15. Compendium

  16. National Accreditation Program Info on the National Accreditation Program (NAP), which has been developed to recognize supply chain-related educational offerings that meet the Council’s national standard. The NAP standard reflects industry's needs and educators' best practices. • Important for HR people to understand the notion of standards and Council’s role in developing industry-wide excellence in training and education • Companies can register on line for the program • Site links to accredited programs and courses, dates, locations

  17. Career Focus Program Wage-subsidy program that helps employers hire new employees in supply chain roles. Employees must be post-secondary graduates, of university, college, association or private-sector programs, and aged 30 or under.

  18. 2011 Sector Study • The study will include the following measures: • Survey of employers; • Survey of employees; • Survey of training providers; • In-depth interviews with key stakeholders; and • Focus groups with employers.

  19. 2011 Sector Study • We anticipate the following outcomes: • Identification of New HR Issues; • Validation of Labour Market Components; • Development of Forecasting Model; • Strategic Direction for the Council; and • Shared Information for All Stakeholders.

  20. Contact Information Kevin A. Maynard, CAE Executive Director 1100 Central Parkway West, Suite 17-1 Mississauga, ON L5C 4E5 t. 905-897-6700/1-866-616-5948 f. 905-897-1100 c. 416-616-5948 www.supplychaincanada.org kmaynard@supplychaincanada.org

  21. ICTC’sLabour Market Information (LMI)Program June 2011 Version1..0

  22. Agenda • ICTC • ICTC’s LMI Strategy • Body of Work • Current Project Details • Where to Start? www.ictc-ctic.ca

  23. ICTC Overview • ICTC is dedicated to ensuring Canada’s ICT sector is made up of a prepared, diverse and highly educated workforce. We achieve our goals through a five pillar approach: • Standards • Labour Market Intelligence (LMI) • Career Pathways • Immigration Initiatives • Partnership www.ictc-ctic.ca

  24. Why Labour Market Intelligence (LMI)? • ICTC board must base labour market interventions on the most recent and detailed LMI available. • Industry Advisory Committee informs the Board with feet on the ground • Effective strategic human resource planning for the Canadian ICT industry will improve with the use of LMI. • LMI is the number one requested topic or product of ICTC. “…Canada needs efficient labour markets to create a workforce that will be highly skilled and flexible enough to meet the daunting economic challenges…efficient labour markets require good information”. Don Drummond, FLMM Working Group Report on LMI, 2009 www.ictc-ctic.ca

  25. LMI at ICTC - History 2001-2002 Strategy to establish ICTC (SHRC) as the Source for ICT (IT) LMI in Canada: Stage 1: Provide Data to all stakeholders, Stage 2: Use data and develop Trendinformation to gauge the changes in the ICT labour market, Stage 3: Provide Analysisof LMI that establishes ICTC as the thought leader in LMI in Canada. www.ictc-ctic.ca

  26. ICTC’s LMI Offering www.ictc-ctic.ca

  27. ICT Outlook – 2006-2007 • First Forecast for ICT Occupations • Report Examined: • Trends in IT Employment • Demand Drivers • Outlook for the Demand Drivers • Implications for the IT Labour Market • Lead to Analytical Framework – Outlook 2008-2015 www.ictc-ctic.ca LMI>Forecast

  28. Outlook 2008-2015 Human Resources in the Information and Communication Technology Labour Market www.ictc-ctic.ca LMI>Forecast

  29. Outlook 2011-2016 Human Resources in the Information and Communication Technology Labour Market www.ictc-ctic.ca LMI>Forecast

  30. Outlook 2011-2016 www.ictc-ctic.ca LMI>Forecast

  31. Labour Force Survey • Monthly Household Survey (55,000) by StatsCan • ICTC gets 21 Jobs Recoded (1 Month Delay) • 9+ year data set • Report at “All Occupations” Level • 3 Month Rolling Average www.ictc-ctic.ca LMI>Trends

  32. Labour Force Survey (LFS)Annual Analysis 2003-11 • 21 Occupations to 6 Groups • (Managers, Engineers, Analysts, Programmers, Technicians, Other IT) • Analysis of Year-over-Year and Year-over-Series Trends • Provides a Profile of the Occupation Groups www.ictc-ctic.ca LMI>Trends

  33. Salary Survey Skills HR Practices www.ictc-ctic.ca LMI>Trends

  34. Post Secondary Enrolments www.ictc-ctic.ca LMI>Trends

  35. Diversity Offshoring Legacy Applications Trends www.ictc-ctic.ca LMI>Trends

  36. Sub-Sector Studies Wireless Digital Media eHealth LMI>Sub-Sectors www.ictc-ctic.ca

  37. National Survey of IT Occupations – 2002-03 • 1st National Study with HRSDC and StatsCan • Based on the ICTC (SHRC) Occupations • 35,000 Employees, 25,000 Employers • Public and Private Employers • Detailed Results – ethnicity, education, training, • remuneration, retention, tenure, skills, entry job, • etc. • Authored by Morley Gunderson and Francois • Vaillancourt • 1st Evidence-Based Research by ICTC (SHRC) www.ictc-ctic.ca LMI>Historical

  38. Census Research - 1961-2001 • Most detailed Occupational Analysis Available • Based on the National Occupation Classification • Codes (NOC) • Tracked Changes from 1961 to 2001 to Codes • 1 Overall Report and 10 Provincial Profiles • Detailed Info about Occupations (Age, Gender, • Geography, Schooling, etc) • Provincial Report: • Size, Evolution, and Location of IT Labour Market • Province in Relation to Canada www.ictc-ctic.ca LMI>Historical

  39. Industry Advisory Committee (IAC) • Goal: Engage industry to determine what technologies and labour market trends are currently being experienced, and what’s on the horizon • Use the “Micro” trends to determine the “Macro” needs – indentify – prioritize - strategize • Guide Research Activities and Review/Validate Report Findings • Advise and Participate in Messaging and Reaching the Audience • Provide guidance to ICTC on what should be done next LMI>Advisory www.ictc-ctic.ca

  40. National Occupational Standards and Codes • ICTC (SHRC) Critical to NOC revisions for 2001 • HRSDC (StatsCan) uses our Competency Profiles • to inform the National Standards • NOC are the Link to Critical Programs (EI, Training, • Immigration, etc.) • Critical to Influence the System and Collect Data • through the most extensive source • Consultations for the 2011 Census Update www.ictc-ctic.ca Systemic Change

  41. Thought Leadership Expert Panel Issues and Options – 2005 Digital Literacy Digital Economy Strategy Submission Jobs 2.0 - 2007 www.ictc-ctic.ca Systemic Change

  42. Outlook 2011-2016 • Canada’s ICT sector will face alarming skills and labour shortages over the next five years – 106,000 hires by 2016 • (~ 17,700 annually) 2. ICT jobs are fundamentally and profoundly changing. 3. All ICT sector stakeholders are poised and ready for action. Outlook 2011-2016 Report - www.ictc-ctic.ca/Outlook_2011/index_en.html Systemic Change www.ictc-ctic.ca

  43. Levers of Change – 2011-2016 Lever 1: Stimulating post-secondary enrolment Lever 2: Integrating Internationally Educated Professionals (IEPs) Lever 3: Shifting to integrated, cross-discipline post-secondary programs with practicum components and professional development opportunities Lever 4: Encouraging industry investment in the skills it needs Lever 5: Embracing diversity and inclusion Systemic Change

  44. Current LMI Project (2009 to 2012) Industry Advisory Committee Labour Force Survey (LFS) Quarterly and Annual Reports 3 ICT Sub-Sector Studies 2006 Census Update Qualitative Research Project Outlook 2010-2015 Update Communications www.ictc-ctic.ca

  45. Where to Start? • Establish the Fundamentals – Occupations and Industry Definitions • Invest in the Development of an Analytical Framework • Capture the Current State of the Labour Market • Establish Partnerships between Industry/Educators/Governments • Revise and Refresh for Relevance! www.ictc-ctic.ca

  46. Thank You Questions? E-mail: n.mcdevitt@ictc-ctic.ca www.ictc-ctic.ca

More Related