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- Articles and reports: 36-28-0001202200700001Description:
As the labour market recovers from the COVID-19 pandemic, it is imperative to assess which strategies Canadian employers plan to use over the next few months to cope with labour scarcity. This study documents the strategies that private sector businesses expecting labour shortages at the beginning of 2022 plan to use during that year to deal with personnel recruitment, retention and training. The study also investigates the degree to which businesses’ plans to offer telework and flexible scheduling varies across industries.
Release date: 2022-07-27 - Stats in brief: 45-20-00032022004Description:
As the effects of the pandemic continue into its second year, we have all had to make adjustments with the way we go about our daily lives. We have seen plenty of service disruptions, closures of services and delays due to semiconductor scarcities, inclement weather or shifts in supply and demand. But what is the real cause of these disruptions and what is the supply chain that everyone is talking about? Our guest, Andrew Charles Barclay, an economist at Statistics Canada discusses the supply chain, what it is and why it’s important to Canadians. He also discusses the ripple effect it has on our consumer goods and services.
Release date: 2022-04-28 - 3. Running a census in a tight labour market ArchivedArticles and reports: 75-001-X200810413207Geography: CanadaDescription:
The 2006 Census hit the streets during the hottest labour market in a generation, with many regional unemployment rates at long-term lows and wage increases outstripping price hikes. While technological advances reduced manpower needs, tens of thousands of temporary workers were still required which proved to be a problem in many areas. Census managers extended the collection period and moved an unprecedented number of enumerators across regions to attain acceptable data quality while remaining within budget.
Release date: 2008-06-18 - Articles and reports: 81-595-M2006041Geography: CanadaDescription:
Through research and consultation, Statistics Canada was asked to investigate the availability of data to measure the infrastructure of health programs in educational institutions and the flow of individuals through these programs and into health occupations.
This document marks the first stage in this project. Based upon nation-wide consultations, it lays out a conceptual framework and outlines a set of questions about health education, the individuals pursuing health education, the flow of individuals through health education, and the factors which affect that flow. The outline will enable the identification of information that is needed to support efficient and effective decisions and policies about health education programs and health human resources management.
Release date: 2006-04-24 - Journals and periodicals: 81-593-XDescription:
This Pan-Canadian Education Research Agenda (PCERA) 2001 symposium report documents the proceedings of a symposium held at Laval University in Québec on May 22 and 23, 2001. The symposium, which was held in conjunction with the Canadian Society for the Study of Education (CSSE) and the Canadian Society for the Study of Higher Education (CSSHE) during the Annual Congress of the Social Sciences and Humanities, explored research and policy issues related to the role of teacher education/educator training, teacher/educator supply and demand, teacher/educator professional development, indicators of success, and leadership.
This report includes summaries of speeches, discussions and research presentations, as well as research paper abstracts and the researchers' biographies. According to the report, new teachers and educators will need more support and resources to succeed. Professional growth plans and other professional development strategies for teachers and educators should be investigated to effectively promote lifelong learning. The report suggests that partnerships between universities and schools could strengthen teacher training programs.
Release date: 2002-09-12 - 6. Patterns of Advanced Manufacturing Technology (AMT) Use in Canadian Manufacturing: 1998 AMT Survey Results ArchivedArticles and reports: 88F0017M2001012Geography: CanadaDescription:
This report covers the use and planned use of 26 advanced manufacturing technologies (AMTs) at the establishment level. Additional information on skill requirements, technology development and implementation practices, results of technology adoption, barriers to adoption and firms' research and development activities was obtained from the 1998 Survey of Advanced Technologies in Canadian Manufacturing.
Release date: 2001-11-29 - 7. Skill Shortages and Advanced Technology Adoption ArchivedArticles and reports: 11F0019M2001175Geography: CanadaDescription:
This paper investigates the extent to which establishments in the Canadian manufacturing sector experience occupational skill shortages, and to the extent that they do, whether these shortages appear to act as impediments to advanced technology adoption. Plants adopting advanced technology report shortages, particularly when it comes to professionals, such as scientists and engineers, and to technical specialists. Whether these shortages pose labour-market problems depends very much on the solutions adapted by the establishments experiencing the shortages. This paper finds that labour shortages did not appear to block technology adoption since those establishments that reported shortages were also the most technologically advanced. Although they faced a greater need for skilled labour, they were able to solve their shortages.
Release date: 2001-09-21 - 8. 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-X19990025336Geography: CanadaDescription:
In a recent Statistics Canada survey, 77% of Canadian plant managers felt their production technology was as good as their domestic competitors. Against their U.S. counterparts, they were less confident: only 57% of Canadian firms believed their technologies were as good as their American competitors. The survey also reveals that 70% firms used the Internet and 60% had a "home page" on the World Wide Web.
Release date: 2000-01-17 - Articles and reports: 81-003-X19970013091Geography: CanadaDescription:
This article attempts to determine how the future retirement of elementary and secondary school teachers will affect the hiring of new teachers, given the aging of the teaching force. Using socio-demographic analysis, future requirements for new teachers are determined according to three scenarios regarding retirement age, namely, retirement at age 55, 60 or 65, assuming that the pupil-teacher ratio will remain constant. At present, budget cuts are forcing some educational institutions to reduce their teaching staff, but in a few years, when teachers currently on staff retire, the situation could improve. What, then, will be the hiring prospects in the field of education in the future? This analysis is based on data from the October 1995 Labour Force Survey. It also focuses on the situation facing managers in the education sector, for they will have to decide how to handle the demand for teachers. In addition, the findings may assist young people in choosing their careers.
Release date: 1997-05-30
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Analysis (11)
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- Articles and reports: 36-28-0001202200700001Description:
As the labour market recovers from the COVID-19 pandemic, it is imperative to assess which strategies Canadian employers plan to use over the next few months to cope with labour scarcity. This study documents the strategies that private sector businesses expecting labour shortages at the beginning of 2022 plan to use during that year to deal with personnel recruitment, retention and training. The study also investigates the degree to which businesses’ plans to offer telework and flexible scheduling varies across industries.
Release date: 2022-07-27 - Stats in brief: 45-20-00032022004Description:
As the effects of the pandemic continue into its second year, we have all had to make adjustments with the way we go about our daily lives. We have seen plenty of service disruptions, closures of services and delays due to semiconductor scarcities, inclement weather or shifts in supply and demand. But what is the real cause of these disruptions and what is the supply chain that everyone is talking about? Our guest, Andrew Charles Barclay, an economist at Statistics Canada discusses the supply chain, what it is and why it’s important to Canadians. He also discusses the ripple effect it has on our consumer goods and services.
Release date: 2022-04-28 - 3. Running a census in a tight labour market ArchivedArticles and reports: 75-001-X200810413207Geography: CanadaDescription:
The 2006 Census hit the streets during the hottest labour market in a generation, with many regional unemployment rates at long-term lows and wage increases outstripping price hikes. While technological advances reduced manpower needs, tens of thousands of temporary workers were still required which proved to be a problem in many areas. Census managers extended the collection period and moved an unprecedented number of enumerators across regions to attain acceptable data quality while remaining within budget.
Release date: 2008-06-18 - Articles and reports: 81-595-M2006041Geography: CanadaDescription:
Through research and consultation, Statistics Canada was asked to investigate the availability of data to measure the infrastructure of health programs in educational institutions and the flow of individuals through these programs and into health occupations.
This document marks the first stage in this project. Based upon nation-wide consultations, it lays out a conceptual framework and outlines a set of questions about health education, the individuals pursuing health education, the flow of individuals through health education, and the factors which affect that flow. The outline will enable the identification of information that is needed to support efficient and effective decisions and policies about health education programs and health human resources management.
Release date: 2006-04-24 - Journals and periodicals: 81-593-XDescription:
This Pan-Canadian Education Research Agenda (PCERA) 2001 symposium report documents the proceedings of a symposium held at Laval University in Québec on May 22 and 23, 2001. The symposium, which was held in conjunction with the Canadian Society for the Study of Education (CSSE) and the Canadian Society for the Study of Higher Education (CSSHE) during the Annual Congress of the Social Sciences and Humanities, explored research and policy issues related to the role of teacher education/educator training, teacher/educator supply and demand, teacher/educator professional development, indicators of success, and leadership.
This report includes summaries of speeches, discussions and research presentations, as well as research paper abstracts and the researchers' biographies. According to the report, new teachers and educators will need more support and resources to succeed. Professional growth plans and other professional development strategies for teachers and educators should be investigated to effectively promote lifelong learning. The report suggests that partnerships between universities and schools could strengthen teacher training programs.
Release date: 2002-09-12 - 6. Patterns of Advanced Manufacturing Technology (AMT) Use in Canadian Manufacturing: 1998 AMT Survey Results ArchivedArticles and reports: 88F0017M2001012Geography: CanadaDescription:
This report covers the use and planned use of 26 advanced manufacturing technologies (AMTs) at the establishment level. Additional information on skill requirements, technology development and implementation practices, results of technology adoption, barriers to adoption and firms' research and development activities was obtained from the 1998 Survey of Advanced Technologies in Canadian Manufacturing.
Release date: 2001-11-29 - 7. Skill Shortages and Advanced Technology Adoption ArchivedArticles and reports: 11F0019M2001175Geography: CanadaDescription:
This paper investigates the extent to which establishments in the Canadian manufacturing sector experience occupational skill shortages, and to the extent that they do, whether these shortages appear to act as impediments to advanced technology adoption. Plants adopting advanced technology report shortages, particularly when it comes to professionals, such as scientists and engineers, and to technical specialists. Whether these shortages pose labour-market problems depends very much on the solutions adapted by the establishments experiencing the shortages. This paper finds that labour shortages did not appear to block technology adoption since those establishments that reported shortages were also the most technologically advanced. Although they faced a greater need for skilled labour, they were able to solve their shortages.
Release date: 2001-09-21 - 8. 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-X19990025336Geography: CanadaDescription:
In a recent Statistics Canada survey, 77% of Canadian plant managers felt their production technology was as good as their domestic competitors. Against their U.S. counterparts, they were less confident: only 57% of Canadian firms believed their technologies were as good as their American competitors. The survey also reveals that 70% firms used the Internet and 60% had a "home page" on the World Wide Web.
Release date: 2000-01-17 - Articles and reports: 81-003-X19970013091Geography: CanadaDescription:
This article attempts to determine how the future retirement of elementary and secondary school teachers will affect the hiring of new teachers, given the aging of the teaching force. Using socio-demographic analysis, future requirements for new teachers are determined according to three scenarios regarding retirement age, namely, retirement at age 55, 60 or 65, assuming that the pupil-teacher ratio will remain constant. At present, budget cuts are forcing some educational institutions to reduce their teaching staff, but in a few years, when teachers currently on staff retire, the situation could improve. What, then, will be the hiring prospects in the field of education in the future? This analysis is based on data from the October 1995 Labour Force Survey. It also focuses on the situation facing managers in the education sector, for they will have to decide how to handle the demand for teachers. In addition, the findings may assist young people in choosing their careers.
Release date: 1997-05-30
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