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