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- 1. A profile of Canada's highly qualified personnel ArchivedArticles and reports: 88-003-X200700210331Geography: CanadaDescription:
Highly qualified human resources in science and technology are vital for innovation and economic growth. Both are dependent on the stock of human capital which supplies the labour market with highly skilled workers and helps in the diffusion of advanced knowledge. This article profiles Canada's highly qualified personnel based on immigrant status and place of birth, field of study, and selected demographic and employment characteristics.
Release date: 2007-10-09 - Articles and reports: 81-595-M2003003Geography: CanadaDescription:
This report provides a description of the labour-market outcomes experienced by 1995 postsecondary graduates, by gender and by field of specialization.
Release date: 2003-02-24 - Articles and reports: 81-003-X20010016030Geography: CanadaDescription:
This article, the first of three, gives an overview of this study of the determinants of elementary and high school mathematics and science performance, the economic returns of adult literacy, and the diffusion of science and technology (S&T) graduates into the work force.
Release date: 2001-12-19 - 4. Training as a Human Resource Strategy: The Response to Staff Shortages and Technological Change ArchivedArticles and reports: 11F0019M2001154Geography: CanadaDescription:
This paper examines the ways that innovation status as opposed to technology use affects the training activities of manufacturing plants. It examines training that is introduced as a response to specific skill shortages versus training that is implemented in response to the introduction of advanced equipment.
Advanced technology users are more likely to have workers in highly skilled occupations, to face greater shortages for these workers, and they are more likely to train workers in response to these shortages than are plants that do not use advanced technologies.
The introduction of new techniques is also accompanied by differences in the incidence of training, with advanced technology users being more likely to introduce training programs than non-users. Here, innovation status within the group of technology users also affects the training decision. In particular, innovating and non-innovating technology users diverge with regards to the extent and nature of training that is undertaken in response to the introduction of new advanced equipment. Innovators are more likely to provide training for this purpose and to prefer on-the-job training to other forms. Non-innovators are less likely to offer training under these circumstances and when they do, it is more likely to be done in a classroom, either off-site or at the firm.
These findings emphasize that training occurs for more than one reason. Shortages related to insufficient supply provide one rational. But it is not here that innovative firms stand out. Rather they appear to respond differentially to the introduction of new equipment by extensively implementing training that is highly firm-specific. This suggests that innovation requires new skills that are not so much occupation specific (though that is no doubt present) but general cognitive skills that come from operating in an innovative environment that involves improving the problem-solving capabilities of many in the workforce. These problem-solving capabilities occur in a learning-by-doing setting with hands on experience.
Release date: 2001-04-04 - Articles and reports: 88-003-X19990014627Geography: CanadaDescription:
Twenty years ago, it was rare for a university to patent an invention, create a spin-off company or license a technology - the priority was to "publish or perish." But according to the results of a new pilot survey, the catch phrase might well become "patent or publish". In 1997-98, Canada's universities registered 143 new patents and licensed 243 technologies, bringing in almost $16 million in royalties.
Release date: 1999-07-23 - 6. Human Capital Development and Innovation: The Case of Training in Small and Medium Sized Firms ArchivedArticles and reports: 11F0019M1995074Geography: CanadaDescription:
This study examines the characteristics of small and medium-sized firms that perform training. It uses data taken from a recent Statistics Canada survey that permit firms' training decisions to be analyzed within the broader context of their many activities and strategies.
The study finds strong evidence for the hypothesis that human capital development facilitated by training is complementary to innovation and technological change. Training incidence is found to be closely related to the importance that a firm gives to research and development, the use of new technologies, and numerous other strategies that are related to innovation. Training is also greater where a firm emphasizes quality and a comprehensive human-resource strategy. The results point to the inherent complementarity of technology and human resources policy.
Release date: 1995-03-30
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- 1. A profile of Canada's highly qualified personnel ArchivedArticles and reports: 88-003-X200700210331Geography: CanadaDescription:
Highly qualified human resources in science and technology are vital for innovation and economic growth. Both are dependent on the stock of human capital which supplies the labour market with highly skilled workers and helps in the diffusion of advanced knowledge. This article profiles Canada's highly qualified personnel based on immigrant status and place of birth, field of study, and selected demographic and employment characteristics.
Release date: 2007-10-09 - Articles and reports: 81-595-M2003003Geography: CanadaDescription:
This report provides a description of the labour-market outcomes experienced by 1995 postsecondary graduates, by gender and by field of specialization.
Release date: 2003-02-24 - Articles and reports: 81-003-X20010016030Geography: CanadaDescription:
This article, the first of three, gives an overview of this study of the determinants of elementary and high school mathematics and science performance, the economic returns of adult literacy, and the diffusion of science and technology (S&T) graduates into the work force.
Release date: 2001-12-19 - 4. Training as a Human Resource Strategy: The Response to Staff Shortages and Technological Change ArchivedArticles and reports: 11F0019M2001154Geography: CanadaDescription:
This paper examines the ways that innovation status as opposed to technology use affects the training activities of manufacturing plants. It examines training that is introduced as a response to specific skill shortages versus training that is implemented in response to the introduction of advanced equipment.
Advanced technology users are more likely to have workers in highly skilled occupations, to face greater shortages for these workers, and they are more likely to train workers in response to these shortages than are plants that do not use advanced technologies.
The introduction of new techniques is also accompanied by differences in the incidence of training, with advanced technology users being more likely to introduce training programs than non-users. Here, innovation status within the group of technology users also affects the training decision. In particular, innovating and non-innovating technology users diverge with regards to the extent and nature of training that is undertaken in response to the introduction of new advanced equipment. Innovators are more likely to provide training for this purpose and to prefer on-the-job training to other forms. Non-innovators are less likely to offer training under these circumstances and when they do, it is more likely to be done in a classroom, either off-site or at the firm.
These findings emphasize that training occurs for more than one reason. Shortages related to insufficient supply provide one rational. But it is not here that innovative firms stand out. Rather they appear to respond differentially to the introduction of new equipment by extensively implementing training that is highly firm-specific. This suggests that innovation requires new skills that are not so much occupation specific (though that is no doubt present) but general cognitive skills that come from operating in an innovative environment that involves improving the problem-solving capabilities of many in the workforce. These problem-solving capabilities occur in a learning-by-doing setting with hands on experience.
Release date: 2001-04-04 - Articles and reports: 88-003-X19990014627Geography: CanadaDescription:
Twenty years ago, it was rare for a university to patent an invention, create a spin-off company or license a technology - the priority was to "publish or perish." But according to the results of a new pilot survey, the catch phrase might well become "patent or publish". In 1997-98, Canada's universities registered 143 new patents and licensed 243 technologies, bringing in almost $16 million in royalties.
Release date: 1999-07-23 - 6. Human Capital Development and Innovation: The Case of Training in Small and Medium Sized Firms ArchivedArticles and reports: 11F0019M1995074Geography: CanadaDescription:
This study examines the characteristics of small and medium-sized firms that perform training. It uses data taken from a recent Statistics Canada survey that permit firms' training decisions to be analyzed within the broader context of their many activities and strategies.
The study finds strong evidence for the hypothesis that human capital development facilitated by training is complementary to innovation and technological change. Training incidence is found to be closely related to the importance that a firm gives to research and development, the use of new technologies, and numerous other strategies that are related to innovation. Training is also greater where a firm emphasizes quality and a comprehensive human-resource strategy. The results point to the inherent complementarity of technology and human resources policy.
Release date: 1995-03-30
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