The Workforce Roadmap looks at attraction, retention and workforce development from a number of perspectives - employees, employers and communities - and shows how all the factors involved in finding, keeping and developing workers are interconnected
Addressing the Need to Attract and Retain Skilled Labour
1. Presentation Title
Addressing the Need to Attract
and Retain Skilled Labour
Meeting Title
March 1, 2010
Carla Campbell-Ott, Senior Director Operations and Programs
Cheryl Knight, Executive Director & CEO
Jennifer Ward, Director, Project Office
Petroleum Human Resources Council of Canada
3. Workforce Roadmap
• Provides a clear road map for
planning.
• Looks at attraction, retention and
workforce development from the
perspective of employees, employers
and communities.
• Shows how all the factors involved in
finding, keeping and developing good
workers are interconnected.
• Is broken into bite-sized pieces on the
website to help you understand and
use the model most effectively.
4. Labour Pool
Foreign Youth
workers
Aboriginal Women
Peoples Local
workforce
Out-of-province Mature
workers workforce
Immigrants
Under-employed
and transitional
workforce
Traditional
workforce
5. Key Career Decision Points
• Top row illustrates key career decision
points employees may face.
• Opportunity for employers to influence
choices being made
by existing and
potential employees.
7. Workforce Development
Workforce development includes:
• Building skills of a local labour force to
meet workforce needs in that area.
• Working with educators to create
relevant training.
• Partnering with
youth, Aboriginal, women and
immigrant programs and resource
centres to identify skill gaps and
develop workplace programs for skill
development.
• Supporting apprenticeship programs
for skilled trades.
• Participating in career fairs.
8. Council Resources
Council Promotion
• www.careersinoilandgas.com
• Job board
• Choose Your Future interactive
quiz
• Occupational profiles and
summaries
• Rich with Potential: Guide for
Practitioners
• Day in Life profiles
9. Company Recruitment & Branding
Brand is much more than a company’s
name or logo. Brand includes:
• Company vision, mission, values and
culture
• Reputation as an “employer of choice”
• HR policies and practices
• Operations, e.g. location, type of work
• Company size
• Compensation and benefits
• Career development and growth
opportunities
• Learning opportunities
• Work-/life balance
• Community involvement and investment
• Use of technology and support of innovation
• Social and environmental responsibility
10. Community Attractiveness
Potential employees will likely assess
some or all of the following community
attributes:
• Schools and education system
• Housing availability and affordability
• Spousal employment opportunities
• Availability and diversity of
shopping, entertainment, recreation, c
ultural activities and places of worship
• Distance and access to larger centres
• Community reputation
• Crime rate
11. Workplace Experiences
• Create positive workplace experiences
by creating a company culture, policies
and practices that support and
motivate employees.
• Must be continually reinforced since
employees make their exit/stay
decision every single day.
12. Community Experiences
Positive community experiences include formal
structures such as
• Entertainment and theatres
• Sports leagues
• Community days and special events
• Support services and friendship centres
Informal activities such as:
• Recreation and leisure
• Social gatherings
• Shopping
Everyday living including:
• Housing
• Infrastructure
• Parks and recreation
• Day care and elder care
• Health care and wellness services
• Social services
• Retail development
13. Personal/Family Values & Perceptions
Values and perceptions may be impacted
by an individual’s:
• Career plans and goals
• Family/personal situation
• Cultural background
• Education, training and experience
• Exposure to the petroleum industry
• Financial situation
14. Planning Tools
• Provide guidelines and tips for developing a
successful long-term employee recruitment
and retention strategy.
• Take you through four key planning phases.
• Share ideas on building and facilitating a
working group with leaders, employees and
other stakeholders to increase the talent in
your company.
• Include resources and tips for success.
15. Attraction & Retention Tools
• Answer your most pressing, on-the-ground “How do I…?” questions.
• Help you first Assess and then Take Action on HR challenges.
• Include resources for more information
Editor's Notes
Time Check: 1 p.m. Begin WorkshopITT presentationDate: Oct. 31, 2011Time: 1:00-2:30 p.m. (including discussion)Audience: Estimated around 20 peopleNote: Cheryl presents, Jolene leads worksheets/discussions
Toolkit model – explain what it is and that we will be breaking it down into sections to help guide you through it
The website provides job seekers with all the information they need about working in Canada’s oil and gas industryJob board launching soon: discounts available to employers during the soft launch.Regular price: $450 for one job posting; $1,000 for 5 job postingsChoose Your Future tool - allows students to select a career for them based on their preferences – indoor/outdoor, office/hands-on, travel, etc…Profiles are for career practitioners use and are available in the Career Options section of Careers in Oil & Gas website. Provide much more detail than the summaries. 36 in total – Occupations like Automation Engineers, Control Centre Operators, Electrical Engineering Technologists & Technicians, Joint Venture Representatives, Pipeline Engineers, Seismic Operators, Well Services Operators…Rich with Potential: Guide for Practitioners - This package includes an overview of Canada's oil and gas industry, as well as information on the careers available by job family and a set of references and tools to help key influencers when working with clients – available in the Resources for Educators on the Careers in Oil & Gas website.Day in Life profiles - highlighting real people with real jobs in the petroleum sector.
The tool kit provides you with tools to:Target diverse segments of the workforce, writing an accurate job description, how to welcome new employees to the company and community.