Western Trends Report 2016...HR Trends Report SPRING 2016 The Hiring Confidence Index (HCI)...
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SURVEY METHODOLOGY This survey of HRMA, HRIA, SAHRP and HRMAM members was conducted online between November 18 and December 9, 2015. We invited 13,783 members to participate via an email. Of survey respondents, 2,681 completed sufficiently enough of the survey (19.5% response rate) for their responses to be useable and 1,383 respondents completed every question (10.0% completion rate). The margin of error varies between +/- 1.7%, 19 times out of 20, and +/- 2.5%, 19 times out of 20. 32% OF ORGANIZATIONS EXPECT POSITIVE CHANGES TO EMPLOYMENT LEVELS PERCENTAGE OF ORGANIZATIONS THAT EXPECT CHANGES TO EMPLOYMENT (JAN - JUN 2016) WESTERN CANADA 3.3% 55% reported they would use online training more over the next year 9% do not provide any formal learning and development 82% offer some form of learning and development opportunities PERCENTAGE OF BUDGET ALLOCATED TO LEARNING & DEVELOPMENT BC 3.4% AB 3.2% SK 3.2% immigration and express entry rules TRENDS IMPACTING HR PROFESSIONALS wage freezes new governments in both Alberta & Ottawa continuing concern for the economy WESTERN CANADA HR Trends Report SPRING 2016 The Hiring Confidence Index (HCI) measures how Western Canada employers feel about hiring over the next 6 months. Scores of more than 50 mean that HR professionals are more confident than concerned about hiring. The index is made up of both an expectation of hiring levels over the next six months, and also the confidence respondents have in finding the right people to fill vacancies. HIRING CONFIDENCE INDEX (JAN - JUN 2016) Employment Forecast oil & gas construction manufacturing finance health care retail hospitality prof. serv. public admin. education Western Canada BC AB SK MB Small Orgs Medium Orgs Large Orgs 62.8 61.9 64.2 61.2 64.0 64.8 64.2 60.3 ORGANIZATIONS ARE CONFIDENT THEY CAN FIND THE RIGHT PEOPLE CONFIDENCE HIRING CONFIDENCE INDEX BY SECTOR (JAN - JUN 2016) 65.6 63.7 60.5 57.5 67.1 63.3 60.1 62.9 61.0 63.2 RESIGNATION FOR A BETTER OPPORTUNITY IS THE MOST EXPECTED REASON TO LOSE STAFF (24%) Current Employment Trends 0 10 20 30 40 50 60 Western Canada British Columbia Alberta Saskatchewan Manitoba Net increase Stay the Same Net Decrease Don’t Know PERCENTAGE OF ORGANIZATIONS THAT REPORTED A NET INCREASE IN EMPLOYMENT (JULY TO DEC 2015) HR Budgets 0 5 10 15 20 25 30 35 40 45 50 Western Canada BC AB SK MB Small Orgs Medium Orgs Large Orgs Expected an increase No change Expected a decreased PERCENTAGE OF ORGANIZATIONS THAT EXPECTED HR BUDGET CHANGES AVERAGE HR RATIO (NUMBER OF HR EMPLOYEES PER OVERALL EMPLOYEES OF THE ORGANIZATION) Learning and Development MB 3.4% Express Entry Trending HR Issues decline in price of oil and drop in Canadian dollar covering workers due to the amount of leave they can take lack of government funding in the public sector 75% 56% 69% 68% reported using the program 10% satisfied with their experience with program 40% dissatisfied with their experience with the program 20% 55% REPORTED EXPANDING PARENTAL LEAVE TO 18 MONTHS AND ALLOWING IT TO BE TAKEN IN INCREMENTS RATHER THAN ALL AT ONCE WOULD HAVE A NEGATIVE IMPACT SMALL ORGANIZATIONS = LESS THAN 100 EMPLOYEES | MEDIUM ORGANIZATIONS = 100 TO 999 EMPLOYEES | LARGE ORGANIZATIONS = 1000 OR MORE EMPLOYEES 0 10 20 30 40 50 60 Western Canada British Columbia Alberta Saskatchewan Manitoba Net increase Stay the Same Net Decrease Don’t Know/No Answer 75% OF OIL AND GAS ORGANIZATIONS REPORTED A NET DECREASE IN EMPLOYMENT 39% OF BOTH HEALTH AND RETAIL ORGANIZATIONS REPORTED A NET INCREASE IN EMPLOYMENT MOST COMMON REASON TO LOSE EMPLOYEES WAS TERMINATION WITHOUT CAUSE 15% OF ORGANIZATIONS MAKING USE OF TEMPORARY LAYOFFS 56% OF HR PRACTITIONERS CONFIDENT THEY CAN REPLACE WORKERS WITH INDIVIDUALS WITH EQUIVALENT EXPERIENCE AND QUALIFICATIONS 73% OF HR PRACTITIONERS IN OIL AND GAS ARE CONFIDENT THEY CAN FIND WORKERS WITH THE EQUIVALENT EXPERIENCE AND QUALIFICATIONS 36% OF ORGANIZATIONS FELT NO IMPACT FROM EMPLOYEE TURNOVER 39% OF ORGANIZATIONS REPORTED THAT THEY TRIED TO USE BETTER ON-BOARDING PRACTICES TO REDUCE TURNOVER 29% OF ORGANIZATIONS REPORTED THEY TOOK NO ACTIONS TO REDUCE TURNOVER 39% OF ORGANIZATIONS REPORTED THAT EMPLOYEE TURNOVER MEANT LONGER HOURS FOR REMAINING TEAM MEMBERS ESTIMATED AVERAGE TOTAL COST OF PROCESSING AN EMPLOYEE TURNOVER (JUL - DEC 2015) WESTERN CANADA $15,830 BC AB SK MB $15,040 $16,790 $15,140 $16,800 SMALL ORGANIZATIONS SPEND 30% LESS THAN LARGE ORGANIZATIONS ON EMPLOYEE TURNOVER 47% OF HOSPITALITY ORGANIZATIONS EXPECTED AN INCREASE TO THEIR HR BUDGET 52% OF OIL AND GAS ORGANIZATIONS EXPECTED A DECREASE TO THEIR HR BUDGET Small Orgs 1 per 45 Medium Orgs 1 per 123 Large Orgs 1 per 209 MOST POPULAR METHODS OF DELIVERING EXTERNAL LEARNING &DEVELOPMENT OPPORTUNITIES: FULL DAY SEMINAR GROUP TRAINING increases to minimum wage MOST POPULAR METHODS OF DELIVERING INTERNAL LEARNING & DEVELOPMENT OPPORTUNITIES: GROUP TRAINING ONE-ON-ONE Would like to be able to support an existing worker’s Permanent Residency application without needing a Labour Market Impact Assessment (LMIA) 22% Would like foreign workers with a Post-Graduate Work Permit to receive automatically 600 points (like applicants with LMIAs) 12% Don’t want any changes to the program 8% READ FULL REPORT AND EACH INDIVIDUAL PROVINCIAL REPORT AT: WWW.HRMA.CA WWW.HRIA.CA WWW.SAHRP.CA WWW.HRMAM.ORG
Transcript of Western Trends Report 2016...HR Trends Report SPRING 2016 The Hiring Confidence Index (HCI)...
SURVEY METHODOLOGY
This survey of HRMA, HRIA, SAHRP and HRMAM members was conducted online between November 18 and December 9, 2015. We invited 13,783
members to participate via an email. Of survey respondents, 2,681 completed sufficiently enough of the survey (19.5% response rate) for their
responses to be useable and 1,383 respondents completed every question (10.0% completion rate). The margin of error varies between +/- 1.7%, 19
times out of 20, and +/- 2.5%, 19 times out of 20.
32% OF ORGANIZATIONS EXPECT POSITIVE
CHANGES TO EMPLOYMENT LEVELS
PERCENTAGE OF ORGANIZATIONS THAT EXPECT CHANGES TO EMPLOYMENT (JAN - JUN 2016)
WESTERN CANADA
3.3%
55%reported they would use online training more over the next year
9% do not provide any formal learning and development
82%offer some form of learning and development opportunities
PERCENTAGE OF BUDGET ALLOCATED TO LEARNING & DEVELOPMENT
BC
3.4%AB
3.2%SK
3.2%
immigration and express entry rules
TRENDS IMPACTING HR PROFESSIONALS
wage freezes new governments in both Alberta & Ottawa
continuing concern for the economy
WESTERN CANADAHR Trends ReportSPRING 2016
The Hiring Confidence Index (HCI) measures how Western Canada employers feel about hiring over the next 6 months. Scores of more than 50 mean that HR professionals are more confident than concerned about hiring. The index is made up of both an expectation of hiring levels over the next six months, and also the confidence respondents have in finding the right people to fill vacancies.
HIRING CONFIDENCE INDEX (JAN - JUN 2016)
Employment Forecast
oil & gas construction manufacturing finance health care retail hospitality prof. serv. public admin. education
WesternCanada
BC AB SK MB Small Orgs
Medium Orgs
LargeOrgs
62.8
61.9
64.2
61.2
64.064.8
64.2
60.3
ORGANIZATIONS ARE CONFIDENT THEY CAN FIND THE RIGHT PEOPLE
CO
NFI
DEN
CE
HIRING CONFIDENCE INDEX BY SECTOR (JAN - JUN 2016)
65.6
63.7
60.5
57.5
67.1
63.3
60.1
62.9
61.0
63.2
RESIGNATION FOR A BETTER OPPORTUNITY IS
THE MOST EXPECTED REASON TO LOSE
STAFF (24%)
Current Employment Trends
0
10
20
30
40
50
60
Western Canada British Columbia Alberta Saskatchewan Manitoba
Net increase Stay the Same Net Decrease Don’t Know
PERCENTAGE OF ORGANIZATIONS THAT REPORTED ANET INCREASE IN EMPLOYMENT (JULY TO DEC 2015)
HR Budgets
0
5
10
15
20
25
30
35
40
45
50
WesternCanada
BC AB SK MB SmallOrgs
MediumOrgs
LargeOrgs
Expected an increase No change Expected a decreased
PERCENTAGE OF ORGANIZATIONS THAT EXPECTED HR BUDGET CHANGES
AVERAGE HR RATIO (NUMBER OF HR EMPLOYEES PER OVERALL EMPLOYEES
OF THE ORGANIZATION)
Learning and Development
MB
3.4%
Express Entry
Trending HR Issues
decline in price of oil and drop in Canadian
dollar
covering workers due to the amount of leave
they can take
lack of government funding in the public
sector
75%56%
69%68%
reported using the program
10%satisfied with theirexperience with program
40%dissatisfied with their experience with the program
20%
55% REPORTED EXPANDING PARENTAL LEAVE TO 18 MONTHS AND ALLOWING IT TO BE TAKEN IN INCREMENTS RATHER THAN ALL AT ONCE WOULD HAVE A NEGATIVE IMPACT
SMALL ORGANIZATIONS = LESS THAN 100 EMPLOYEES | MEDIUM ORGANIZATIONS = 100 TO 999 EMPLOYEES | LARGE ORGANIZATIONS = 1000 OR MORE EMPLOYEES
0
10
20
30
40
50
60
Western Canada British Columbia Alberta Saskatchewan Manitoba
Net increase Stay the Same Net Decrease Don’t Know/No Answer
75% OF OIL AND GAS ORGANIZATIONS REPORTED A NET
DECREASE IN EMPLOYMENT
39% OF BOTH HEALTH AND RETAIL
ORGANIZATIONS REPORTED A NET
INCREASE IN EMPLOYMENT
MOST COMMON REASON TO LOSE EMPLOYEES WAS TERMINATION WITHOUT CAUSE
15% OF ORGANIZATIONS MAKINGUSE OF TEMPORARY LAYOFFS
56%OF HR PRACTITIONERS CONFIDENT THEY CAN REPLACE WORKERS WITH INDIVIDUALS WITH EQUIVALENT EXPERIENCE AND QUALIFICATIONS
73%OF HR PRACTITIONERS IN OIL AND GAS ARE CONFIDENT THEY CAN FIND WORKERS WITH THE EQUIVALENT EXPERIENCE AND QUALIFICATIONS
36% OF ORGANIZATIONS FELT NO IMPACT FROM EMPLOYEE TURNOVER
39% OF ORGANIZATIONS REPORTED THAT THEY TRIED TO USE BETTER ON-BOARDING PRACTICES TO REDUCE TURNOVER
29% OF ORGANIZATIONS REPORTED THEY TOOK NO ACTIONS TO REDUCE TURNOVER
39% OF ORGANIZATIONS REPORTED THAT EMPLOYEE TURNOVER MEANT LONGER
HOURS FOR REMAINING TEAM MEMBERS
ESTIMATED AVERAGE TOTAL COST OF PROCESSING AN EMPLOYEE TURNOVER (JUL - DEC 2015)
WESTERN CANADA
$15,830
BC AB SK MB
$15,040
$16,790
$15,140
$16,800
SMALL ORGANIZATIONS SPEND 30% LESS THAN
LARGE ORGANIZATIONS ON EMPLOYEE TURNOVER
47% OF HOSPITALITY ORGANIZATIONS
EXPECTED AN INCREASE TO THEIR HR BUDGET
52% OF OIL AND GAS ORGANIZATIONS
EXPECTED A DECREASE TO THEIR HR BUDGET
Small Orgs
1 per 45Medium Orgs
1 per 123Large Orgs
1 per 209
MOST POPULAR METHODS OF DELIVERING EXTERNAL LEARNING &DEVELOPMENT
OPPORTUNITIES:
FULL DAY SEMINAR
GROUP TRAINING
increases to minimum wage
MOST POPULAR METHODS OF DELIVERING INTERNAL LEARNING & DEVELOPMENT
OPPORTUNITIES:
GROUP TRAINING
ONE-ON-ONE
Would like to be able to support an existing worker’s Permanent Residency application without needing a Labour Market Impact Assessment (LMIA)
22%Would like foreign workers with a Post-Graduate Work Permit to receive automatically 600 points (like applicants with LMIAs)
12% Don’t want any changes to the program8%
READ FULL REPORT AND EACH INDIVIDUAL PROVINCIAL REPORT AT:
WWW.HRMA.CA
WWW.HRIA.CA
WWW.SAHRP.CA
WWW.HRMAM.ORG
