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

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

2. Presentation Overview
• Model
• Planning Tools
• Attraction & Retention Tools

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.

6. Industry Attractiveness
Employer Programs
• Apprenticeships
• Work experience
• Job shadowing
• Mentoring
• Internships

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