The Human Resources Partnership

1
The Human Resources Partnership

• The First Three Years
• 3 May 2006

2
Outline

• History
• Demographic Surveys
• HRP Activities
• 2006 Work Plan

3
History

• Workforce Strategy Forum 2003
• HR organization
• Demographics of sector
• Establishment of HRP

4
Mandate of HRP

• To develop, implement and monitor a workforce
  strategy for the sector
• To advise the Province on HR matters relevant to
  the sector
• To enable better networking among education and
  training providers
• To liaise with other organizations to share
  experiences, resources and programs

5
Workforce Constituents

• Present workforce members
• Potential workforce members
• Workforce shapers and influencers
• Workforce supporters

6
Objectives

• Well-educated and skilled workforce
• Supply increasing labour demand
• Strengthen the learning system

7
Demographic Surveys

• 2004 Industry and Demographics Baseline Survey
  of the Nova Scotia Aerospace Sector
• 2005 Defence Industry Human Resource Analysis

8
Industry and Demographics Baseline
Survey

• Identified companies engaged in aerospace work
• Measured employment by occupation and skill level
• Estimated number of expected new hires over the
  next five years by occupation and skill level
• Identified the participation of equity groups in
  sector
• Identified key labour force and HR development
  issues facing sector

9
Findings

• Little evidence that HR plays a significant role
  in corporate strategic planning senior HR
  people are rarely on executive management
  committees. HR is basically a reactive function
• Training is a cost not an investment
• Unwise to count on immigration to meet short term
  skilled labour shortages

10
Findings (Cont)

• There is a lack of awareness of
• careers and opportunities
• economic contribution of sector to
• provincial economy
• Wages are lower than the rest of Canada
• More geared to manufacturing activity than the
  higher value-added activities of design and
  engineering
• Significant hiring over next several years

11
Defence Industry Analysis

• Identified firms active in the defence industry
• Investigated demographic trends affecting the
  availability of skilled tradespeople
• Identified potential current and future sources
  of skilled labour
• Identified key HR issues facing the industry

12
Findings

• Significant turnover over next 5-10 years
• In private sector little strategic planning in
  place for replacement skills
• Public sector is doing extensive planning to meet
  expected shortfalls
• Belief that the supply of labour currently
  outstrips demand

13
Findings (Cont)

• Wages for skilled trades and technicians will
  remain below the national average
• Employers in general do not plan for HR turnover
  in advance of a significant change
• Dept of Education, NSCC and DND are all fully
  aware of the increasing pressure on the labour
  force
• Women must be a key target of any awareness
  activity

14
HRP Activities

• Auburn High School Aviation 12 Course
• NSTU Professional Development Days
• August Shearwater
• November Lunenburg
• Eastlink Jobzone Program
• Work Production Control Certificate Program

15
HRP Activities (Cont)

• Immigration How-To booklet
• Canadian Aerospace Partnership
• Canadian Air Maintenance Council
• Techsploration

16
What Next?

• Awareness
• Education/Industry Linkages
• Immigration
• Labour Market Information
• Under-represented Groups