a welcoming labour market integration, sustainability, strategies 1...
TRANSCRIPT
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A WELCOMING LABOUR MARKET
INTEGRATION, SUSTAINABILITY, STRATEGIES
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AAISA-Biennial-Settlement-Conference- October 23rd, 2015
Nicole JelleyExecutive DirectorTalent Pool
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TODAY
It’s about
INNOVATION
Adding Value…Differently
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WORKFORCE INTEGRATION
Workforce Integration involves whole systems
A confident, engaged, motivated, knowledgeable and properly skilled workforce supporting active communities is at the heart of workforce integration
Successful workforce integration creates new thinking models, new relationships, networks and ways of working
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SMALL BUSINESSES SAY…
65% of a recent CFIB survey respondents said that their workforce was more important than their product/service
67% recognized that they could not fill all their positions in the past 3 years
9 in 10 stated that a lack of “qualified” candidates was the reason
Even with the recent layoffs, 325,000 positions have been vacant for 4 months or more across Canada
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Financial Post – September 8, 2015
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NEW CONTEXT6
“Maximizing Canada’s Engagement in the Global Knowledge-Based Economy: 2017 and Beyond” - Policy Horizons Canada
Knowing when to change and why:
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HUMAN CAPITAL IMPERATIVE
Canada will have a significantly smaller labour force in 2017
Nearly all members of the baby boomer generation will be/are 60 years of age or older. By 2024, more than 20% of us will be seniors!
Our birth rate decreased 25.4% between 1992 and 2002, and our fertility rate was a mere 1.5 in 2002. No changes!
It is in our national interest to:
ensure that as many Canadians as possible have the opportunity to participate in the workforce,
create opportunities for our best and brightest, and allow immigrants to succeed in our modern Canadian
economy…fast.
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CRITICAL NEEDS
A Knowledge Based Economy requires us to function at a high level engaging all our Competencies, and applied Skills, to understand, translate and apply complex information to deliver Innovation, fully utilize Technology and deliver Productivity
We continue to lag in Innovation: 9th among 16th ranked countries
We lag in Labour Productivity: a C grade, better than a D but…
“Conference Board of Canada – September 2015”
We don’t have a national Competency framework, so no clear terms of reference
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WE NEED…
FLEXIBLE and MODERN POLICIES
ENABLING POLICIES and PRATICES
We BECOME an ENABLER of INNOVATIVE PRACTICES
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TRANSFERABLE SKILLS
Competencies that can be used in many situations and many types of work
Mostly gained through Experience
Acquired throughout one’s lifetime
Technical or job-specific: usually mandatory
Non-technical: used in multiple situations = Transferable
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TRANSFERABLE SKILLS ADVANTAGES
There is a direct link between transferability of skills, the risk of losing one’s job or difficulty in finding another…
Employability may be based on specific, job related, skills but a higher stock of transferable skills may equal a lower risk of prolonged unemployment during economic disruption times
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TRANSVERSAL SKILLS
We need to adopt a “New Skills for New Jobs” attitude
Flexibility, Adaptability, Mobility, must become the norm
What does that mean?
“Negotiating, Presentations, Budgeting, Problem Solving, Flexibility, Reporting, Team working, Decision making, “Learning to Learn”…
All generic skills, that must become more specific so as to be transferable between closely-related industry sectors, are best called Transversal Skills
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ANALYSIS OF TRANSVERSAL SKILLS
Even in the absence of a formal, national, structure, we can research and identify which skills are more or less closely linked in terms of similarity to deliver performance:
NOC codesSupply Chain Canada website SourcesThe Canadian Logistics Council website…
Transversal skills allow for internal and external mobility of talent!
Proactive behaviour is required to help employers understand how Transversal skills supplement education
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HOW TO?
Talent/Skills/Competence audits should become a tool of choice for any Intake Facilitator or Coordinator
Understanding the critical skills requirements of companies must become a Key Competency for Job Placement Coordinators
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EUROPEAN MODEL15
Transferability of Skills across Economic Sectors – Social Europe - 2011
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RIGHT PEOPLE IN THE RIGHT JOBS AT THE RIGHT TIME: OUR ROLE
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Transferability of Skills across Economic Sectors – Social Europe - 2011
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HIGHLY TRANSVERSAL SKILLS
Customer Orientation Organizational Awareness E-skills Intercultural skills Flexibility Communication Self-Control Stress Resistance Creativity Analytical Thinking Conceptual Thinking…
are highly transferable across entire labour markets
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HIGHLY TRANSFERABLE SKILLS
Highly transferable/transversal skills are required by many occupations, in multiple sectors, as a pre-condition for high-quality performance
Demonstrating the factual existence of these skills facilitates the mobility of the individual candidate across sectors, across occupations
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TRANSFERABLE OR NOT?
manufacture of food products, beverages, tobacco and manufacture of paper, rubber and plastics products
retail trade and wholesale, warehousing and rental manufacture of paper, rubber and plastics products, other
manufacturing and wholesale, warehousing and rental wholesale, warehousing and rental and specialised, postal and
librarian services accommodation, food and beverage service activities, retail trade manufacture of food products, beverages and tobacco and
manufacture of wood and furniture
Higher number of transferable skills
Transferability of Skills across Economic Sectors – Social Europe - 2011
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TRANSFERABLE OR NOT?
civil engineering and construction and ICT health and social care activities and agriculture,
forestry and fishing manufacture of textile and leather and ICT manufacture of metals, electronic equipment and
transport vehicles and education civil engineering and construction and education
Lower number of transferable skills
Transferability of Skills across Economic Sectors – Social Europe - 2011
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HOW?
The Intake Facilitator/Job Placement Coordinator should be adept in:
Recognizing/identifying/cataloguing the transversal skills
Understanding the competencies/skills needs of the prospective employer
Being able to distinguish between hard and transversal skills at the individual level
Understand how to position the Portfolio – a new tool
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LEARNING PORTFOLIOS
In addition to the traditional tools (resumes, cover letters, online applications, etc…) why not,
Adopt Learning Portfolios?
A map of learning outcomes, competencies and skills, an individual possesses
The map simplifies the explanation of transfer of skills acquired, even those not certified nor assessed by other means.
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That’s How we Can Wear the Futurist Hat!
THANKS!
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