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/ Listing Categories / Labour Force Skills

Content in this category pertains to material about skills shortage and skills development strategies to meet labour market needs.

Skills Issues in Canada: Ipsos Reid Survey

According to a new survey conducted by Ipsos Reid on behalf of Randstad Canada, addressing the gaps and shortages in skills valued in the workplace continues to be of the utmost importance. Nine in ten (91%) working Canadians believe that the skills shortages and skills gaps will continue to be an issue of importance for 2014. The data also reveal what managers and employees feel is the most pressing issue facing their organization for the coming year with a lack of skilled trade workers (16%) rising to the top of the list, slightly ahead of outsourcing/increasing the number of international workers (15%), a lack of generally skilled workers in the market (10%), increasing tax rates (10%), and a decline in the country’s economy due to Baby Boomers retiring (10%).

Skills, Competencies and Credentials

The current university system of credentials, accreditation and transcripts does not serve most undergraduate students well, according to a new report from the Higher Education Quality Council of Ontario (HEQCO). While the current system does an excellent job documenting students’ knowledge of content, it provides neither students nor potential employers with an overview of the skills they have developed while studying. Leaving employers to infer skills from content knowledge can lead to claims of a “skills gap” and of employers being unable to find graduates with the necessary skills to fill advertised positions. The report, Skills, Competencies and Credentials, argues that this reflects “a failure on the part of universities to talk to students about the skill development inherent in their education.” If universities are to use content as the vehicle for skill development, they need to ensure there is good evidence to support the claim that this development has occurred. The report raises the possibility of universities working together with employer groups to collaboratively discuss the desired skills and how they can be best reflected in the curriculum and in student records. View

Skills—Where Are We Today? The State of Skills and PSE in Canada

What is the state of skills in Canada? This study provides a systems perspective on skills development in the post-secondary education sector and identifies areas for improvement. View.

SMARTEN UP: It’s time to build essential skills

According to the Canada West Foundation, 40% of employees in western Canada lack the essential language, literacy, and numeracy skills to remain globally competitive. For university graduates, the report shows that 30% lack essential skills; the number rises even higher, to 50%, for those who have not finished high school. Arguing that the education system has not kept up with demand for skills, the authors suggest that a combination of workplace training and a greater emphasis on skills in high school and PSE could help western Canada achieve significant productivity gains.

Solving Canada’s Skills Gap Challenges—What Businesses Can Do Now

Canada is moving to address a national problem—inadequate supplies of the talent needed to secure Canadian businesses’ competitiveness as well as the country’s overall prosperity.

Solving the Skills Paradox: Seven Ways to Close Your Critical Skills Gaps

Accenture analyzes its recent US Skills Gap Survey to understand the nature and extent of the skills gap—and proposes seven strategies that companies in pursuit of high performance can follow.

Talent is not enough: Closing the skills gap

A new report sheds light on how Edmonton’s PSE institutions are meeting the demands of local employers. According to the report, businesses are increasingly demanding specialized skills from new employees. However, even as new graduates are seen as being technically capable, businesses say they lack “soft” skills such as communication, decision-making, critical thinking, and teamwork.

The Inclusive Growth and Development Report

Around the globe, leaders of governments and other stakeholder institutions enter 2017 facing a set of difficult and increasingly urgent questions: • With fiscal space limited, interest rates near zero, and demographic trends unfavorable in many countries, does the world economy face a protracted period of relatively low gr owth? Will macroeconomics and demography determine the world economy’s destiny for the foreseeable future? • Can rising in-country inequality be satisfactorily redressed within the prevailing liberal international economic order? Can those who argue that modern capitalist economies face inherent limitations in this regard – that their internal “income distribution system” is broken and likely beyond repair – be proven wrong? • As technological disruption accelerates in the Fourth Industrial Revolution, how can societies organize themselves better to respond to the potential employment and other distributional effects? Are expanded transfer payments the only or primary solution, or can market mechanisms be developed to widen social participation in new forms of economic value-creation? These questions beg the more fundamental one of whether a secular correction is required in the existing economic growth model in order to counteract secular stagnation and dispersion (chronic low growth and rising inequality). Does the mental map of how policymakers conceptualize and enable national economic performance need to be redrawn? Is there a structural way, beyond the temporary monetary and fiscal measures of recent years, to cut the Gordian knot of slow growth and rising inequality, to turn the current vicious cycle of stagnation and dispersion into a virtuous one in which greater social inclusion and stronger and more sustainable growth reinforce each other? This is precisely what government, business, and other leaders from every region have been calling for. Over the past several years, a worldwide consensus has emerged on the need for a more inclusive growth and development model; however, this consensus is mainly directional. Inclusive growth remains more a discussion topic than an action agenda. This Report seeks to help countries and the wider international community practice inclusive growth and development by offering a new policy framework and corresponding set of policy and performance indicators for this purpose.  

The most sought after skills in Canada in 2015

As students head back to school, they need to take note of the skills most sought after by employers, according to Workopolis VP Tara Talbot. The career site has just released the results of its survey of hundreds of Canadian employers and analysis of millions of job postings. Employers told them that while they want to hire (32% said they plan to increase staff in the near future), they struggle to find qualified candidates. 38% said candidates are lacking experience, 29% soft skills, and 23% technical skills, with just 4% saying education. Among the most common skills requested by employers are communication, customer relations, and writing.

The Next Talent Wave: Navigating The Digital Shift – Outlook 2021

Today, digital transformation continues to radically change the face of business in Canada. The advent of the collaborative economy, the rise of artificial intelligence (AI), the adoption of blockchain in financial services, and advances in autonomous cars are all but a manifestation of the innovative nature of this digital landscape. During the period 2011 to 2016, the Canadian digital economy experienced a steady labour growth of around 2.38%, compared to that of 1.17% for the rest of the economy. The overall digital labour force now amounts to around 1,389,000 professionals, and is reflective of the health of this economy and the expanding range of occupations in this space. The competition and lead-time to staff critical positions, however, remain a challenge for many businesses in Canada and especially for Small and Medium-Sized Enterprises (SMEs). ICTC’s (Labour Market Outlook 2017-2021) highlights an acute digital talent demand of around 216,000 by 2021. Addressing this challenge with particular focus on youth will be an important priority for the next number of years.

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