DOSSIER: Mennie Mexico Slides

December 16, 2019

Canada Strategy Regarding Work Competencies

Workshop to support economic growth
Mexico, September 2004

Authored by Johanne Mennie (ref)

Slide 4 Translation:

Strategic objectives

Faced with these challenges, there is a need to reconsider and modify employment programs so that they respond to changes in the labor market:

-An employment system that encourages the development of specialized, adaptable and resilient employees. (promote lifelong education, allow the workforce to fully utilize the skills, knowledge and skills they possess)

-A flexible, efficient and productive labor market (decrease barriers to labor mobility so that Canadians can take advantage of existing and emerging employment opportunities, support the smooth transition of the labor market by helping people to get and keep your job)

-A full participation of Canadians who face obstacles in the labor market. (emphasis on Aboriginal Canadians, recently arrived immigrants, youth and less skilled older workers)

-A better capacity to respond to the needs of employers (emphasis on the workplace and participation of employers to ensure a continuous growth of high-value employment opportunities)


This slide contains some great advice as far as facing challenges in the Canadian workforce, and it emphasizes four groups of people. If Aboriginal Canadians, youth, and older workers are already facing obstacles, it does not make sense to include even more people to those groups. Adding recently-arrived immigrants puts more strain on the system and more competition for jobs (ref). Considering many immigrants do not even speak English or French, they require language courses paid for by Canadian taxpayers (ref), along with other government programs (ref). Flooding Canada with immigrants means that even the Canadian underemployed will have to pay for them (ref)!

Slide 7 Translation:


-In 2001, 35% of workers with EPS had unskilled jobs that did not require an EPS diploma

-The integration of immigrants is a big problem

-24% of people with highly specialized jobs had a maximum of completed education

-Canadian aboriginals represent an untapped source


Considering the previous slide, this slide provides further evidence that integrating immigrants is a “big problem”, in a nation with people who are already facing obstacles entering the workforce or getting a better job.

Slide 10 Translation:

Conclusions: main human resources problems faced by entrepreneurs

-Lack of access to information

-Small companies do not know where to go, with whom to talk to talk about their needs in terms of human resources planning

-They report on the shortage of skilled / experienced / trained workers

-Difficulty in hiring staff or hiring workers not fully qualified to “fill in pits” or unable to retain staff

-Lack of skills to plan HR and good HR practices

-they do not know what knowledge, skills, abilities, and attitudes are most valuable to the economic performance of the organization

-Insufficient ability to forecast skills needs or measure results

-they ask the government to take the direction to determine what occupations will be needed, when and under what conditions

-Emigration of workers – a key problem in rural and remote regions – also linked to the inability to attract skilled immigrants

Slide 15 Translation:

The Answer – The Skills Strategy at Work – Slide 15

-The Competency at Work Strategy is a coherent plan that will guide the development of policies and programs that recognize the importance of human capital development in, and for, Canadian workplaces.

-The general objective of the Work Skills Strategy is to promote workplaces that support the full development and utilization of the skills and competences of Canadians.

Slide 20 Translation:

Support and strengthening of competence initiatives in the workplace:

– Learning and specialization of a trade

– Strengthen and expand the Pan-Canadian standards of the Red Seal to eliminate mobility obstacles between provinces

– Establish infrastructure funds for training centers in order to improve the training team of specialized trades

– Advice program by sector

– Expand the network of industry-led tips in key sectors to support collective action and thus address the needs of competencies in the workplace

– Emphasis on the council’s initiatives regarding the needs of communities and SMEs

– Recognition of foreign accreditation

– Establish collaborative relationships to improve the integration into the labor market of immigrants specialized mainly in health and engineering

– Support and strengthening of work skills initiatives

Slide 22 Translation:

Steps to follow

Step 1: Commitment

– Continue a phased approach and consult with stakeholders (employers, unions, business associations, sector councils, etc), provinces and territories, as well as other government departments to build and maintain the strategy:

– Evaluate, build and strengthen relationships with stakeholders in the workplace, and

– Informing and cementing the WSS framework, to ensure that it reflects and responds to the skills needs of employers and workers

Step 2:

– Improve concepts and develop ideas through research and diagnostic analysis

Step 3:

– Put ideas to the test

– The ideas will be “tested” against:

– The results of the diagnostic work

– The results of the review of related publications

– Analysis of key sectors of the industry

– Analysis of shortcomings of current programs

– Consultations with interested parties and participating organizations


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