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Canadian Mining Industry Employment, Hiring Requirements and Available Talent 10-Year Outlook

Canadian Mining Industry Employment, Hiring Requirements and Available Talent 10-Year Outlook. October 24 , 2013. Information, Intelligence, Insight. MiHR Priorities. Attraction, Retention and Transition (ART). Skills, Learning and Mobility (SLM). Research for Industry Sustainability (RIS).

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Canadian Mining Industry Employment, Hiring Requirements and Available Talent 10-Year Outlook

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  1. Canadian Mining Industry Employment, Hiring Requirements and Available Talent 10-Year Outlook October 24, 2013 Information, Intelligence, Insight

  2. MiHR Priorities Attraction, Retention and Transition (ART) Skills, Learning and Mobility (SLM) Research for Industry Sustainability (RIS) Industry Catalyst and Leader (ICL)

  3. Industry Definition • MiHR forecasts include • Exploration and Advanced Development • Mining and Quarrying • Mineral Processing • Support Services and Contractors (for exploration and mining)

  4. Major Centre of Minerals and Metals: Canada

  5. Commodity Mix, by Provinces (Share of Mineral Sales)*

  6. Employment in the Mining Industry and its Prominent Sectors (2000-2012)

  7. Canada Mining Labour Market TrendsEmployment in mining sectors sensitive to economic conditions

  8. Commodity Prices

  9. Canadian Mining Labour Market TrendsMining workforce is ageing

  10. Participation of Aboriginal Peoples, Immigrants and Women

  11. Hiring Requirements and Available Talent Forecasts 2013

  12. Cumulative Hiring Requirements Forecasts by Scenario- to 2023

  13. Cumulative Hiring Requirements Forecasts, by Industry Sector Baseline Scenario- to 2023

  14. Cumulative Hiring Requirements Forecasts,by Occupation Categories, Baseline Scenario, 2, 5 and 10 year

  15. Available Talent for 66 Occupations 66

  16. Available Talent by Broad Occupational Categories to 2023

  17. Talent Labour Pool Pressures, by Occupations

  18. The Gaps

  19. The Gapsby Occupation, to 2023

  20. Focus on Retention and DevelopmentProjected Gaps- to 2023

  21. Increase Mining’s Share of Talent Projected Gaps-to 2023

  22. Grow the Talent Pool Projected Gaps-to 2023

  23. Addressing the Gaps • Need for a multi-faceted approach to address gaps. Work together as an industry to promote careers in mining to youth, Aboriginal peoples, women and immigrants. • Coordinate and expand initiatives to work with government, education and training providers, industry employers, and other associations to grow the labour pool. • In all cases, the industry must strive to make the best possible use of the talent already involved with the industry, including retaining mature workers and re-engaging the retired workforce.

  24. Thank you! • For more information or a copy of the full report please visit • www.mininghrforecasts.ca • Or contact • Martha Roberts • Director, Research • MiHR • research@mihr.ca • (613)270-9696

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