Information Gathering and Analysis of Employer Engagement and Needs in Career Development Activities CDSWG Report: 2010

2 Outline Background and Importance of project Primary focus How was it done? Results  Literature / Website Review and Key Informants Interviews  What’s Working? / What’s Not? Next Steps: Recommendations Impact on Career Development

3 Background and Importance Limited information on workplace-based career development practices Need for Increased understanding of workplace-based career development practices Research set out to:  Gather, document, and analyze information about government- funded workplace-based career development initiatives, in Canada and internationally  Identify common approaches, programs and services, and employer needs  Showcase exemplars  Make recommendations for further work related to this priority

4 Primary Focus Financial incentives (e.g., wage subsidies supporting employers to hire someone who otherwise wouldn’t be considered) Workplace-based training to develop skills of employees, resulting in them being more employable, and Consulting services/resources that support employers to develop their workforce.

5 How was it done? Literature and Website review  Set the context  Resources form all jurisdictions Key informant interviews  Canadian and International key informants

Results: Literature / Website Review and Key Informant Interviews Employers look for employees who:  Are motivated  Have the skills, knowledge, and competencies to achieve business goals Employers plan strategies:  Recruitment  Skill Development  Employee engagement/productivity  Retention 6

Results: Literature / Website Review and Key Informant Interviews con ’ t Challenges  Lack of understanding of the fit of career development activities  Career development activities aren’t fully utilized  Clear and explicit link needed between employer goals and career development programs/services Successes  Examples of successful initiatives  Comprehensive services  Recruitment  Retention  Transition 7

8 Comprehensive Services

9 Recruitment

10 Retention

Transition Rapid Response Services  Rapid Response Teams (SK)  Rapid Response Services for Employers (US ) 11

Results: What’s Working? Workforce Development Focus Reaching Out Training Rapid Response Initiatives 12

Results: What’s Not Working? Terminology Segmented Programs and Services Inconsistent or Incomplete Information Website Navigation Employer Realities 13

Next Steps: Recommendations Improvements to existing services  Be employer-focused  Speak the same language  Market effectively  Respond quickly Proposed new initiatives  Build a portal  Create a career development program  Make a case  Share resources 14

Impact on Career Development Results of study  Informs on employer engagement and needs  Offers important information on how to improve and expand current programs  Emphasizes the need to become more employer- focused 15

Contact Information For full report and additional questions: Forum of Labour Market Ministers Heather Collier Carol Forster Director Senior Policy Analyst Ph Ph Fax