Presentation Title

Meeting TitleMarch 1, 2010

Cheryl Knight, Executive Director & CEOPetroleum Human Resources Council of Canada

Carla Campbell-Ott, Senior Director Operations and Programs

Jennifer Ward, Director, Project Office

Addressing the Need to Attract and Retain Skilled Labour

Presentation Overview

• Model• Planning Tools• Attraction & Retention Tools

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.

Labour Pool

Foreign workers

Under-employed and transitional

workforce

Mature workforce

Out-of-province workers

Aboriginal Peoples Local

workforce

Women

Youth

Immigrants

Traditional workforce

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.

Industry Attractiveness

Employer Programs• Apprenticeships• Work experience• Job shadowing• Mentoring • Internships

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.

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

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

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, cultural activities and places of worship

• Distance and access to larger centres• Community reputation• Crime rate

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.

Community Experiences

Positive community experiences include formalstructures 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

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

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.

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