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Employment & Training Needs Assessment Study The Pas & District Chamber of Commerce In Partnership with Manitoba Advanced Education & Training Project Goals Identify Current & Future Employment and Training Opportunities Identify Employment & Training Challenges

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employment training needs assessment study

Employment & Training Needs Assessment Study

The Pas & District Chamber of Commerce

In Partnership with

Manitoba Advanced Education & Training

project goals
Project Goals
  • Identify Current & Future Employment and Training Opportunities
  • Identify Employment & Training Challenges
  • Identify Challenges experienced by the Local Businesses in The Pas & Area
survey questionnaire
Survey / Questionnaire
  • Approximately 115 Local Businesses were contacted
  • 80 Questionnaires were completed
  • Surveys were conducted in an interview format creating dialogue answers for review and data summary
industry overview
Industry Overview
  • Of The 80 Survey Participants
    • 41 Involved in Retail
    • 57 Involved in Service
    • 7 Involved in Manufacturing
  • Of the Businesses
    • 22 Provide Both Retail and Service
    • 2 Provide Both Service and Manufacturing
    • 1 Provides Both Retail and Manufacturing
employment
Employment
  • 1372 Full-Time
  • 396 Part-Time
  • 87 Casual
  • 82 Seasonal
  • Regional Numbers Were Not Reported – 435 Full-Time, 259 Part-Time and 264 Casual employees

Although the ratio is high, Full-Time over Part-Time positions, employers did not provide firm numbers when reporting current employment statistics.

future hiring trends
Future Hiring Trends

There will continue to be hiring in all categories to fulfill replacement needs

  • 18.75% Considering the Need for Additional Employees to Compliment Existing Business or to Accommodate Future Plan for Expansion
  • Within One Year - 54 to 64 Projected Additional Employment Positions
  • Within 3 Years - 78 to 87 Projected Additional Employment Positions
future expansion
Future Expansion

81.25% of Local Businesses participating in the Survey are

NOT Currently Considering Future Plan for Expansion

minimum education requirement
Minimum Education Requirement
  • 64% Grade 12 Diploma
    • In some cases Grade 12 Equivalent
  • 14% Post Secondary Education and or Experience
  • Most of the Employment Positions Requiring Less Than Grade 12 Education are Commonly Part-Time and often filled by Students
employment skills
Employment Skills
  • Strong Work Ethic
  • Good Interpersonal Skills
  • Experience with Customer Service
  • Computer and Technical Experience
concerns with employing youth
Concerns with Employing Youth

Concerns have been expressed with the youth and the lack of skills demonstrated

  • Lack of Work Ethic
  • Lack of Common Sense
  • Lack of Basic Skills
    • Numerate and Literate
hiring trends
Hiring Trends
  • 57% Hire Basic Skills
  • 30% Hire Intermediate Skills
  • 14% Hire Technical Skills
  • 4% Hire Management Skills
recruiting
Recruiting
  • 65% of survey Participants have used the services of Employment Agency
  • 43% Dissatisfied with Service
  • Many Employers Interviewed state they would prefer prospective applicants be pre-screened before referral to posted job.
recruiting15
Recruiting
  • 27% of Employers Interviewed would prefer to have interested applicants apply for positions on an on-going basis rather than waiting for job postings
recruiting16
Recruiting
  • Employers interviewed have stated
    • It is difficult to find skilled and knowledgeable workers
  • Respondents have expressed concern with prospective applicants’
    • Presentation for Employment Application and Interview
    • Lack of Preparedness for Application
    • Lack of Preparedness for Interview Process
training
Training
  • 97.5% On The Job Training
  • 75% Training Seminars and Courses
  • 28% Classroom Training
  • 56% Other
    • 29% Technical
    • 27% Customer Service MTEC, MB Best
    • 18% Safety Training
    • 14% Multi-Media
    • 7% Self Study
training costs
Training Costs
  • 79% of Employers Interviewed Incur the Costs for Training
  • 11% of Employees Incur the Costs for Training
    • Including Apprenticeship Programs which may or may not be reimbursed
  • Training opportunities increase with the size of the company
training19
Training
  • 76% of Employers Provide Job Descriptions to New Hires
    • Either Formal Written or Informal Approach
  • 73% of Employers Provide Job Descriptions to Existing Employees
  • 18.5% Expressed Interest in Assistance with Developing Formal Job Descriptions
customer service training
Customer Service Training

90% of Employers Interviewed

Expressed Interest in

Sending Their Staff for

Customer Service Training

employee skills training
Employee Skills Training

87% of Employers Expressed an Interest in Taking Advantage of Skills Training Opportunities

business training opportunities
Business Training Opportunities

Of the 67 Respondents

  • 76% Expressed Interest in Training Opportunities
  • 21% Stated

“No Interest”, “ Not Applicable”

business skills training
Business Skills Training
  • 29% Business Development
    • Business Planning, Finance
  • 21.5% Human Resources
  • 4% Organizational Management
  • 4% Computer Training, IT, Advanced Computer Knowledge
  • Aboriginal Relations
  • MTEC Programs
  • GST / PST TAX Information Seminars
participation with training
Participation with Training
  • Effectively Market the Programs Directly to the Businesses and Interested Participants Outlining the Features and Benefits
  • Flexible Scheduling is Important
    • Weekend and Evening Workshops
    • In House Training Opportunities
trades
Trades
  • 46% of Businesses will require the need to hire a skilled tradesperson within the next 3 years Including hiring for contracted work
    • 21% Automotive Industry
    • 18% Carpentry
    • 11% Electrician
    • 11% Plumbing
    • 8% Machinist
    • 5% Pipe-Fitter
    • 5% Power Engineer, Millwright
    • 3% Welding
trades training opportunities
Trades Training Opportunities

The Need For Skilled Trades Training in our Community include:

  • 26% Plumbing 24% Electrical
  • 16% Automotive 14% Welding
  • 14% Carpentry 6% Machinist
  • 6% Millwright 4% Water Treatment
  • Gas Fitter, Pipe Fitter, Cabinet Making, Electrical Engineer, Electronic Engineer, Safety Training
apprenticeship programs
Apprenticeship Programs
  • 29% Participation with Apprenticeship Programs
  • 10% Expressed Interest in Future Participation
  • 39% Not Applicable
wage subsidy programs
Wage Subsidy Programs
  • 48% Participation with Wage Subsidy Programs
  • 11% Stated “It was more trouble than it was worth”
  • 24% Expressed Interest or Possible interest in Future Participation
slide32
86% of Employers Experiencing Difficulties with Employees
  • Majority of Employers Interviewed express concern with
    • Lack of Work Ethic
    • Lack of Motivation
    • Lack of Problem Solving Skills
  • Difficulty with Youth Employees
slide33
A Skills Gap Between the Employers’ Needs and the Skills of the

Labourforce has been revealed.

“It is becoming increasingly more difficult to recruit skilled employees and retaining good people once they have been trained.”

retention
Retention
  • 85% of Survey Participants have a Retention Strategy in-place
    • 81% Wage Increases
    • 58% Benefits Plan
    • 57% Bonus Plan
    • 23% Other Incentive Programs
      • Bursaries
      • Profit Share
      • Employee Equity Plan
recognition motivational practices
Recognition & Motivational Practices
  • 78% of Respondents have Employee Motivational Practices In-Place Including:
    • Staff Gatherings
    • Recognition and Acknowledgement
    • Rewards and Incentive Programs
    • Bonuses
    • Profit Sharing
    • Annual Appreciation
    • Team Spirit & Teambuilding Workshops
customer service
Customer Service
  • Of the 65 Respondents
  • 94% Currently have Customer Service Retention Strategy In-Place
    • 45% Good Customer Service
    • 12% Giving Back to the Community
    • Quality Business Service and Products
    • Competitive Pricing
    • Promotional Programs
    • Loyalty Programs
manitoba employment training
Manitoba Employment & Training
  • Many of the Local Businesses Interviewed are not aware of the services provided at the Centre
  • There is significant interest in further understanding what is offered for supportive Services to the local Businesses
slide38
19% of Participants Expressed Concern with Pre-screening Prospective Applicants
  • 38% Would like to see Skills Enhancement Training
    • Pre-Employment Coaching
    • Resume Preparation
    • Preparing for Interviews
    • Improved Common Sense Approach to Applying for Employment Positions
slide39
Promoting Trades as Career Options
  • Community Based Training
  • Provide Skills Enhancement Training Opportunities, Essential Skills
  • Provide Career Coaching and Planning Workshops Cooperative with the Schools
  • Aboriginal Relations Workshops
  • Provide Human Resources Workshops for the Local Businesses
    • “How to Motivate Employees”
    • Conflict Resolution
    • Arbitration
employment concern
Employment Concern

In General, Survey Participants have Expressed a Concern Regarding the Youth and the Lack of Work Ethic Demonstrated.

  • Lack Discipline
  • Expect to be Catered To
  • Don’t Respect Authority
  • Lack Numerate and Literate Skills
  • Cannot Make Change
  • Don’t Understand the Importance of providing Customers’ Service
chamber of commerce
Chamber of Commerce
  • 35% of Businesses have little or No Knowledge of what is offered through the Chamber of Commerce
  • On a positive note, “The Best Chamber experience over many communities to date” has been stated
supportive business services
Supportive Business Services
  • Facilitate Training Opportunities
  • Presentations & Motivational Speakers
  • Business Planning and Entrepreneurial Programs
  • Facilitate Youth Entrepreneurial Programs
  • Networking and Information Resources
  • Understand the Needs of Local Businesses
  • Community Calendar – Events Administrator
human resources supportive services programs
Human Resources Supportive Services & Programs
  • 19% Facilitate Programs
    • Human Resources Training
    • Conflict Resolutions
    • MTEC Training Opportunities / Hospitality
  • 17% Motivational Seminars, Self Esteem Building Workshops, Time Management
  • 13% Youth Programs
    • Career Planning
    • Entrepreneurial Training Opportunities
    • Work Ethic / Skills Enhancement
slide45
13% Customer Service Training
  • 10% Business Development
    • Strategic Planning
    • Business Development Programs
  • Provide Recruitment Service
    • Recruiting Qualified Employees from Outside Local Area
  • Resources for Human Resource Development
  • Information Regarding GST / PST Tax Issue
economic growth
Economic Growth
  • “Allow Growth”
  • “Don’t Look Back, take action to develop a new outlook”
  • “Experience with Local Attitudes is completely different from other communities”
slide47
Survey Results reveal 30% believe the development of Industry would significantly add value to the business community – “Industry First then Retail will Follow”
  • 32% believe there is a current need to encourage new businesses specifically – Specialty Shops and Clothing stores
community challenges identified
Community Challenges Identified
  • Limited Thinking regarding Future Development
  • Lack of Vision for the Future
  • Laissez-fair Attitude
  • Need for Improved Customer Service Standards
  • Lack Community Pride, Sense of Community
  • Lack of Commitment to Local Businesses Supporting the Community
potential opportunities strengths
Potential Opportunities & Strengths
  • Working Together to Strengthen the Community
  • Potential for Growth within Diversifying Industries
  • Abundant Resources
  • “Quality of Life’ – Healthy Living
  • Regional Draw – Northern Clientele
slide51
Critical to our Future Success
  • Sustainable development must be supported by a strong vision and clear goals for our Community
  • Strong Leadership
  • Viable Strategies to Support Local Business Development
  • Participation from all Sectors
slide52
Training Should Provide a Strong Foundation for Enhancing and Proactively Approaching the Issues Surrounding this Very Dynamic and Complex Economic Environment
a vision for the future
A Vision for The Future

There is Currently an Apparent Need, Now More Than Ever, for a Shift in the Paradigm; This is a Critical Moment, a Time for Awakening, a Time for Renewed commitment to the Future and the Economic Development of Our Community!