Keyword search
Filter results by
Search HelpKeyword(s)
Subject
Type
Year of publication
Survey or statistical program
- Adult Education and Training Survey (5)
- Programme for the International Assessment of Adult Competencies (5)
- Workplace and Employee Survey (2)
- Access and Support to Education and Training Survey (2)
- University and College Academic Staff System - Full-time Staff (1)
- University Student Information System (1)
- Longitudinal Survey of Immigrants to Canada (1)
- General Social Survey - Giving, Volunteering and Participating (1)
- Youth in Transition Survey (1)
- National Graduates Survey (1)
- Postsecondary Student Information System (1)
- Programme for International Student Assessment (1)
Results
All (26)
All (26) (0 to 10 of 26 results)
- 1. Employer support of volunteering ArchivedArticles and reports: 11-008-X201200111670Geography: CanadaDescription:
This article examines employer support of volunteering in Canada. It focuses on volunteers who are employed, examining the different types of employer support they receive. It also looks at the number of hours volunteered by supported employees, as well as the type of activities they engage in and work-related skills they acquire through volunteering. Possible effects of employer support are explored, including how it relates to employees' perceptions that volunteering increases their chances of job success.
Release date: 2012-05-17 - Articles and reports: 81-004-X201100211493Description:
According to the 2008 Access and Support to Education and Training Survey (ASETS), nearly 8 million adults between the ages of 25 and 64 took part in formal training activities or education between July 2007 and June 2008, and most of them did so for career- or job-related reasons. This article examines the participation of adult workers in formal, job-related training activities or education. The participation rates of adult workers are analyzed in relation to their demographic characteristics, occupation, employer characteristics, training objectives and learning obstacles.
Release date: 2011-06-27 - 3. The Completion Behaviour of Registered Apprentices: Who Continues, Who Quits, and Who Completes Programs? ArchivedArticles and reports: 11F0019M2011333Geography: CanadaDescription:
The number of registered apprentices in Canada more than doubled between 1995 and 2007, yet successful completion of apprenticeship programs increased by only about one-third as much. Uncovering the factors related to low completion rates is a necessary first step to ensuring that today's skilled labour is replaced in the future. This study utilizes the 2007 National Apprenticeship Survey (NAS) to investigate the completion behaviour of individuals enrolled in apprenticeship programs. These behaviours include continuing, discontinuing (or quitting), and completing programs. The NAS contains detailed demographic information regarding respondents' backgrounds and the characteristics of apprenticeship programs. The results show that program completion is positively related to a variety of demographic characteristics, including being married and having completed at least a high school education prior to beginning an apprenticeship. Males and females have similar completion probabilities. Completion is negatively related to time in the apprenticeship program (beyond the normal program length) and the number of employers during training. Type of technical training and having a journeyperson always present enhance the probability of completion. The regional unemployment rate has little effect on whether an individual completes an apprenticeship program or not. There are also large provincial and trade group differences.
This is a revised version of an earlier paper circulated under the same title (Laporte and Mueller 2010). We thank the Canadian Labour Market and Skills Researcher Network (CLSRN) and Human Resources and Skills Development Canada (HRSDC) for supporting this research. We would also like to thank an anonymous reviewer, Grant Schellenberg, and Pamela White for useful comments as well as participants at the January 2010 HRSDC-CLSRN Apprenticeship Workshop in Vancouver and many colleagues at Statistics Canada and HRSDC.
Release date: 2011-03-28 - Articles and reports: 81-595-M2009079Geography: CanadaDescription:
This report is based on the Access and Support to Education and Training Survey (ASETS), which was undertaken by Statistics Canada in partnership with Human Resources and Skills Development Canada (HRSDC). The ASETS brings together three previous education surveys that covered specific population groups: 1) the Survey of Approaches to Educational Planning (SAEP), which focused on 0 to 18 year olds; 2) the Post-Secondary Education Participation Survey (PEPS), which focused on 18 to 24 year olds; and 3) the Adult Education and Training Survey (AETS), which focused on 25 to 65 year olds. While these three surveys examined specific facets of Canadian's educational experience, their integration in the ASETS allows for a more holistic approach to collecting information on participation in and financing of education and training in Canada. While the ASETS can be used to undertake the same research as the PEPS, AETS and SAEP, it can also be used to address additional research not previously possible.
The ASETS results presented in this report refer to activities undertaken between July 2007 and June 2008 reference period.
Release date: 2009-11-25 - 5. Barriers to training access ArchivedArticles and reports: 75-001-X200910713233Geography: CanadaDescription:
Workers at the low end of the earnings scale, workers with less education, non-unionized workers and women are all less likely than other workers to receive employer-sponsored training. But they are also less likely to decline it when it is offered. Within each of the first three categories, women lag behind men in receiving training. Controlling for various individual, job and workplace characteristics helps explain some of these persistent labour market differences between men and women.
Release date: 2009-09-18 - 6. Work-related training ArchivedArticles and reports: 75-001-X200810413206Geography: CanadaDescription:
Lifelong learning has become a virtual career necessity. Not all pressures to train come from the employer employees have their reasons too. This article looks at how participation in job-related courses changed between 1993 and 2002 across a number of social and demographic characteristics. In particular, the factors affecting training, whether employer supported or self funded, are explored.
Release date: 2008-06-18 - 7. Adult learning and the world of work ArchivedArticles and reports: 81-004-X200800210644Description:
This article provides information on employer-sponsored training in Canada. It examines the reasons for participating in adult education and training, the labour force status of participants, the impact of job and workplace characteristics on adult learning and the relationship between skills match-mismatch and participation in adult learning. The findings summarized here are based on analysis of data from the 1994 International Adult Literacy Survey (IALS), undertaken in 1994, and the international Adult Literacy and Life Skills Survey (ALL), undertaken in 2003 ((the Canadian component is called the International Adult Literacy and Skills Survey (IALSS)). The analysis is provided from an international perspective, with the situation in Canada being compared to that of three other countries - Norway, Switzerland and the United States.
Release date: 2008-06-16 - 8. Adult Learning: A Comparative Perspective: Results from the Adult Literacy and Life Skills Survey ArchivedArticles and reports: 89-552-M2007017Geography: CanadaDescription:
This study provides comparative estimates of participation in adult education and training courses and programmes, duration of studies, engagement in informal learning and sources of direct financial support, based on results of the 2003 International Adult Literacy and Skills Survey (IALSS), the Canadian component of the Adult Literacy and Life Skills study. It also examines levels of inequality in adult learning and reasons for participating in adult education and training, including the role of labour force status and job and workplace characteristics. Finally, it presents a review of the relationship between actual skill use and participation in both organized and informal forms of adult learning. Comparisons are made between Canadian provinces and territories and three selected countries, namely Norway, Switzerland and the United States.
Release date: 2007-10-12 - 9. Educating Health Workers: A Statistical Portrait ArchivedArticles and reports: 81-595-M2007049Geography: CanadaDescription:
Using current major Statistics Canada data sources related to the education of Canadians, this publication presents some of what we currently know on educating health workers to begin to address some critical questions facing Canadians today: Does Canada have enough interested individuals with the right skills who want to work in health? Does it have the infrastructure, capacity, and effective education system to ensure an adequate supply of health workers to meet future health care demands? As such, the report is primarily comprised of information tables accompanied by some brief analysis intended to highlight broad findings that may guide the reader in interpreting the tables.
Release date: 2007-08-13 - Articles and reports: 11-622-M2005006Geography: CanadaDescription:
The growth in micro-technologies and their widespread diffusion across economic sectors have given rise to what is often described as a New Economy - an economy in which competitive prospects are closely aligned with the firm's innovation and technology practices, and its use of skilled workers. Training is one strategy that many firms undertake in order to improve the quality of their workforce.
This study contributes to the expanding body of research in the area of information and communication technologies (ICT). Using data on business sector workplaces from the 1999 Workplace and Employee Survey (WES), we investigate factors related to the incidence and intensity of training. The study focuses on whether training incidence and training intensity are more closely associated with the technological competencies of specific workplaces than with membership in ICT and science-based industry environments. The study finds that training incidence depends more on the technological competencies exhibited by individual workplaces. Among workplaces that decide to train, these technological competencies are also important determinants of the intensity of training.
Workplaces which score highly on our index of technological competency are over three times more likely to train than those that rank zero on the competency index. The size of the workplace is also a factor. Large and medium-sized workplaces are 3 and 2.3 times more likely to train than small workplaces, respectively. And workplaces with higher-skilled workforces are more likely to train than workplaces with lower-skilled workforces.
For workplaces that choose to train, their technological competency is the main determinant of training intensity. The size of the workplace, the average cost of training, and the skill level of the workforce are also influential factors'but to a lesser extent. Other factors, such as sector, outside sources of funding, and unionization status, are not influential factors in determining the intensity of training. Workplaces that have a higher average cost of training train fewer employees as a proportion of their workforce. However, the skill level of their employees moderates this effect, because as payroll-per-employee increases (a proxy for worker skills), plants train more.
Release date: 2005-01-25
Data (1)
Data (1) ((1 result))
- Public use microdata: 81M0013XDescription:
The Adult Education and Training Survey (AETS) is Canada's most comprehensive source of data on individual participation in formal adult education and training. It is the only Canadian survey to collect detailed information about the skill development efforts of the entire adult Canadian population. The AETS provides information about the main subject of training activities, their provider, duration and the sources and types of support for training. Furthermore, the AETS allows for the examination of the socio-economic and demographic profiles of both training participants and non-participants. This survey also identifies barriers faced by individuals who wish to take some form of training but cannot. The AETS was administered three times during the 1990s, in 1992, 1994 and 1998, as a supplement to the Labour Force Survey (LFS).
The content of the AETS was revised to take into account recommendations coming from consultation exercises. As a result, more than half of the 2003 survey is made up of new questions and the target population has been modified.
The main objectives are:1) To measure the incidence and intensity of adults' participation in job-related formal training.2) To profile employer support to job-related formal training.3) To analyze the aspects of job-related training activities such as: training provider, expenses, financial support, motivations, outcomes and difficulties experienced while training.4) To identify the barriers preventing individuals from participating in the job-related formal training they want or need to take.5) To identify reasons explaining adults' lack of participation and of interest in job-related formal training.6) To relate adults' current participation patterns to their past involvement in and plans about future participation in job-related training.7) To measure the incidence and frequency of adults' participation in job-related informal training.8) To examine the interactions between participation in formal and informal job-related training.
The population covered by the AETS consists of Canadians 25 years of age and older. This is a change from the population previously targeted by the AETS, which consisted of Canadians aged 17 years of age and older. A primary consideration for this change was the practical difficulties in applying the definition of adult education to individuals in the 17 to 24 years of age group. By definition, adult education excludes students who are still involved in their first or initial stage of schooling. As previous AETS did not precisely identify students still in their initial stage of schooling, analyses using these data had to rely on an ad hoc definition of adult learners. According to this definition, individuals aged 17 to 24 who were not in one of the following situations were excluded from the analysis: full-time students subsidized by an employer and full-time students over 19 enrolled in elementary or secondary programs.
Release date: 2004-05-27
Analysis (25)
Analysis (25) (0 to 10 of 25 results)
- 1. Employer support of volunteering ArchivedArticles and reports: 11-008-X201200111670Geography: CanadaDescription:
This article examines employer support of volunteering in Canada. It focuses on volunteers who are employed, examining the different types of employer support they receive. It also looks at the number of hours volunteered by supported employees, as well as the type of activities they engage in and work-related skills they acquire through volunteering. Possible effects of employer support are explored, including how it relates to employees' perceptions that volunteering increases their chances of job success.
Release date: 2012-05-17 - Articles and reports: 81-004-X201100211493Description:
According to the 2008 Access and Support to Education and Training Survey (ASETS), nearly 8 million adults between the ages of 25 and 64 took part in formal training activities or education between July 2007 and June 2008, and most of them did so for career- or job-related reasons. This article examines the participation of adult workers in formal, job-related training activities or education. The participation rates of adult workers are analyzed in relation to their demographic characteristics, occupation, employer characteristics, training objectives and learning obstacles.
Release date: 2011-06-27 - 3. The Completion Behaviour of Registered Apprentices: Who Continues, Who Quits, and Who Completes Programs? ArchivedArticles and reports: 11F0019M2011333Geography: CanadaDescription:
The number of registered apprentices in Canada more than doubled between 1995 and 2007, yet successful completion of apprenticeship programs increased by only about one-third as much. Uncovering the factors related to low completion rates is a necessary first step to ensuring that today's skilled labour is replaced in the future. This study utilizes the 2007 National Apprenticeship Survey (NAS) to investigate the completion behaviour of individuals enrolled in apprenticeship programs. These behaviours include continuing, discontinuing (or quitting), and completing programs. The NAS contains detailed demographic information regarding respondents' backgrounds and the characteristics of apprenticeship programs. The results show that program completion is positively related to a variety of demographic characteristics, including being married and having completed at least a high school education prior to beginning an apprenticeship. Males and females have similar completion probabilities. Completion is negatively related to time in the apprenticeship program (beyond the normal program length) and the number of employers during training. Type of technical training and having a journeyperson always present enhance the probability of completion. The regional unemployment rate has little effect on whether an individual completes an apprenticeship program or not. There are also large provincial and trade group differences.
This is a revised version of an earlier paper circulated under the same title (Laporte and Mueller 2010). We thank the Canadian Labour Market and Skills Researcher Network (CLSRN) and Human Resources and Skills Development Canada (HRSDC) for supporting this research. We would also like to thank an anonymous reviewer, Grant Schellenberg, and Pamela White for useful comments as well as participants at the January 2010 HRSDC-CLSRN Apprenticeship Workshop in Vancouver and many colleagues at Statistics Canada and HRSDC.
Release date: 2011-03-28 - Articles and reports: 81-595-M2009079Geography: CanadaDescription:
This report is based on the Access and Support to Education and Training Survey (ASETS), which was undertaken by Statistics Canada in partnership with Human Resources and Skills Development Canada (HRSDC). The ASETS brings together three previous education surveys that covered specific population groups: 1) the Survey of Approaches to Educational Planning (SAEP), which focused on 0 to 18 year olds; 2) the Post-Secondary Education Participation Survey (PEPS), which focused on 18 to 24 year olds; and 3) the Adult Education and Training Survey (AETS), which focused on 25 to 65 year olds. While these three surveys examined specific facets of Canadian's educational experience, their integration in the ASETS allows for a more holistic approach to collecting information on participation in and financing of education and training in Canada. While the ASETS can be used to undertake the same research as the PEPS, AETS and SAEP, it can also be used to address additional research not previously possible.
The ASETS results presented in this report refer to activities undertaken between July 2007 and June 2008 reference period.
Release date: 2009-11-25 - 5. Barriers to training access ArchivedArticles and reports: 75-001-X200910713233Geography: CanadaDescription:
Workers at the low end of the earnings scale, workers with less education, non-unionized workers and women are all less likely than other workers to receive employer-sponsored training. But they are also less likely to decline it when it is offered. Within each of the first three categories, women lag behind men in receiving training. Controlling for various individual, job and workplace characteristics helps explain some of these persistent labour market differences between men and women.
Release date: 2009-09-18 - 6. Work-related training ArchivedArticles and reports: 75-001-X200810413206Geography: CanadaDescription:
Lifelong learning has become a virtual career necessity. Not all pressures to train come from the employer employees have their reasons too. This article looks at how participation in job-related courses changed between 1993 and 2002 across a number of social and demographic characteristics. In particular, the factors affecting training, whether employer supported or self funded, are explored.
Release date: 2008-06-18 - 7. Adult learning and the world of work ArchivedArticles and reports: 81-004-X200800210644Description:
This article provides information on employer-sponsored training in Canada. It examines the reasons for participating in adult education and training, the labour force status of participants, the impact of job and workplace characteristics on adult learning and the relationship between skills match-mismatch and participation in adult learning. The findings summarized here are based on analysis of data from the 1994 International Adult Literacy Survey (IALS), undertaken in 1994, and the international Adult Literacy and Life Skills Survey (ALL), undertaken in 2003 ((the Canadian component is called the International Adult Literacy and Skills Survey (IALSS)). The analysis is provided from an international perspective, with the situation in Canada being compared to that of three other countries - Norway, Switzerland and the United States.
Release date: 2008-06-16 - 8. Adult Learning: A Comparative Perspective: Results from the Adult Literacy and Life Skills Survey ArchivedArticles and reports: 89-552-M2007017Geography: CanadaDescription:
This study provides comparative estimates of participation in adult education and training courses and programmes, duration of studies, engagement in informal learning and sources of direct financial support, based on results of the 2003 International Adult Literacy and Skills Survey (IALSS), the Canadian component of the Adult Literacy and Life Skills study. It also examines levels of inequality in adult learning and reasons for participating in adult education and training, including the role of labour force status and job and workplace characteristics. Finally, it presents a review of the relationship between actual skill use and participation in both organized and informal forms of adult learning. Comparisons are made between Canadian provinces and territories and three selected countries, namely Norway, Switzerland and the United States.
Release date: 2007-10-12 - 9. Educating Health Workers: A Statistical Portrait ArchivedArticles and reports: 81-595-M2007049Geography: CanadaDescription:
Using current major Statistics Canada data sources related to the education of Canadians, this publication presents some of what we currently know on educating health workers to begin to address some critical questions facing Canadians today: Does Canada have enough interested individuals with the right skills who want to work in health? Does it have the infrastructure, capacity, and effective education system to ensure an adequate supply of health workers to meet future health care demands? As such, the report is primarily comprised of information tables accompanied by some brief analysis intended to highlight broad findings that may guide the reader in interpreting the tables.
Release date: 2007-08-13 - Articles and reports: 11-622-M2005006Geography: CanadaDescription:
The growth in micro-technologies and their widespread diffusion across economic sectors have given rise to what is often described as a New Economy - an economy in which competitive prospects are closely aligned with the firm's innovation and technology practices, and its use of skilled workers. Training is one strategy that many firms undertake in order to improve the quality of their workforce.
This study contributes to the expanding body of research in the area of information and communication technologies (ICT). Using data on business sector workplaces from the 1999 Workplace and Employee Survey (WES), we investigate factors related to the incidence and intensity of training. The study focuses on whether training incidence and training intensity are more closely associated with the technological competencies of specific workplaces than with membership in ICT and science-based industry environments. The study finds that training incidence depends more on the technological competencies exhibited by individual workplaces. Among workplaces that decide to train, these technological competencies are also important determinants of the intensity of training.
Workplaces which score highly on our index of technological competency are over three times more likely to train than those that rank zero on the competency index. The size of the workplace is also a factor. Large and medium-sized workplaces are 3 and 2.3 times more likely to train than small workplaces, respectively. And workplaces with higher-skilled workforces are more likely to train than workplaces with lower-skilled workforces.
For workplaces that choose to train, their technological competency is the main determinant of training intensity. The size of the workplace, the average cost of training, and the skill level of the workforce are also influential factors'but to a lesser extent. Other factors, such as sector, outside sources of funding, and unionization status, are not influential factors in determining the intensity of training. Workplaces that have a higher average cost of training train fewer employees as a proportion of their workforce. However, the skill level of their employees moderates this effect, because as payroll-per-employee increases (a proxy for worker skills), plants train more.
Release date: 2005-01-25
Reference (0)
Reference (0) (0 results)
No content available at this time.
- Date modified: