Employer Collaboration to Enhance Employee 2018-12-04آ  2 n | 8 Employer Collaboration to Enhance Employee

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  • DEPARTMENT OF APPLIED RESEARCH, ENTREPRENEURSHIP AND INNOVATION

    August 31, 2018

    Co-Authored by: Scott McDowell and Amy McKillip

    Employer Collaboration to

    Enhance Employee Retention

    Labour Market Research and Innovation

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    Table of Contents

    PREAMBLE ............................................................................................................................. 2

    PROJECT TEAM ...................................................................................................................... 3

    INDICATORS ........................................................................................................................... 4

    METHODOLOGY .................................................................................................................... 6

    RESEARCH QUESTIONS ........................................................................................................ 6

    RESEARCH PARTNERS .......................................................................................................... 6

    PROJECT GOAL ................................................................................................................. 7

    PHASE ONE........................................................................................................................ 7

    THE FIRST DRAFT. ............................................................................................................. 7

    FROM EXCEL TO URL – THE BETA VERSION. ....................................................................... 7

    OUTCOMES .................................................................................................................... 8

    PHASE 2........................................................................................................................... 13

    MARKETING ................................................................................................................. 13

    STANDARD OPERATING PROCEDURE FOR MANUAL MATCHING ....................................... 14

    REFINING THE PITCH ...................................................................................................... 15

    SUCCESS STORIES & FEEDBACK ...................................................................................... 16

    PHASE 3........................................................................................................................... 19

    THE PILOT PROJECT INVENTORY ............................................................................................. 20

    RECOMMENDATIONS ............................................................................................................ 21

    CONCLUSIONS .................................................................................................................... 22

    REFERENCES ........................................................................................................................ 23

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    Employer Collaboration to Enhance

    Employee Retention Labour Market Research and Innovation

    Preamble

    In Timmins and the surrounding Far North East Training Board catchment area (herein

    FNETB), there was a growing demand for qualified non-full-time employees and a

    strategy to retain these employees in Northern Ontario. A constant challenge for

    Northern Ontario, specifically Timmins, was matching employees to existing seasonal or

    part-time positions (and employers of the like), and retaining those employees in those

    positions, rather than losing them to full-time positions available elsewhere. There was

    no apparent solution, yet industry demand for non-full-time employment continued to

    grow.

    The first step in cultivating an innovative approach for retention of non-full-time

    personnel was to build a framework for an inventory of non-full-time positions. Further

    brainstorming lead to the concept of creating an Employer Database that would

    attempt to break barriers that counteractively work against retention, specifically the

    underworking of non-full-time personnel and their desire to obtain additional hours.

    By working with industry professionals, small to medium-sized enterprises (SMEs) and not-

    for-profit organizations in the Timmins community, the pilot project yielded a framework

    built to enhance community-based labour market information, stimulate employer

    collaboration, and re-invent industry-specific attraction, training and retention

    strategies. Information collected from local employers could be used to help develop

    employer partnerships in the sharing of skill sets or human capital. On the level of the

    employee, these partnerships could lead to non-full-time individuals potentially having

    the opportunity to attain full-time hours through two or more partnered enterprises in

    which their skills are transferable.

    This pilot project was executed using a three-phased approach. Phase one established

    the framework to build the Employer Database. Phase two populated the database,

    created an inventory identifying industry need for non-full-time positions, and paired

    employers with a demand for, or supply of, similar skill sets. These first two phases have

    been completed, and this report details the project team’s findings. The final phase will

    see the implementation of an automated relational database system capable of

    matching these skill-compatible businesses to share employees.

    The Employer Database developed during this pilot project will be controlled by the

    FNETB, and will deliver an innovative method of engaging local businesses by

    encouraging them to collaborate with and support one another. This project has set

    the stage for increasing employer engagement and collaboration in the Northern

    Ontario labour market.

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    Project Team

    Amy McKillip (Project Manager and Lead Researcher) is the

    Manager of Applied Research, Entrepreneurship, and Innovation at

    Northern College with an extensive background in project

    management and research. She has demonstrated a high level of

    leadership by identifying opportunities, mentoring project leaders,

    educating the workforce, and working with teams and different

    cultures on various scales. She is a Six Sigma Master Black Belt,

    which qualifies her as a business, project, research and change

    management professional.

    Scott McDowell (Labour Market Research Assistant) is a Laurentian

    University Co-operative Education Student completing his fourth

    year of the Bachelor of Business Administration (BBA) program

    specializing in Entrepreneurship. Scott boasts many diverse small

    business management skills cultivated through his experience in the

    workforce and is pursuing his Certified Associate in Project

    Management (CAPM) designation.

    Keitha Robson (Industry Professional) is the Chief Administrative

    Officer of the Timmins Chamber of Commerce. A connector, Ms.

    Robson looks for projects that will bring her members together to

    live the mantra of the Chamber: ‘Making good business better.’

    Keitha is also the Board Chair of the Seizure & Brain Injury Centre

    and a highly decorated Chamber executive in the country,

    chairing both provincially and nationally at different points in her

    career. Ms. Robson holds a BA in Psychology, an MBA in Marketing,

    a diploma in Adult Education, and a diploma in Municipal

    Management. She is also a certified OTEC customer service trainer.

    North Eastern Ontario Communications Network Inc. is a not-

    for-profit information and communication technology (ICT)

    champion organization proudly supported by FedNor. They

    have a mandate to 1) encourage and facilitate private and

    public partnerships that result in better telecommunications

    infrastructure and related ICT services; 2) increase

    awareness and adoption of information technology, thereby

    increasing demand for services and fostering a more

    competitive ICT environment; 3) promote the development

    and innovative application of technology, especially as it

    pertains to the economic, cultural, and social development

    of northeastern Ontario. Pictured left to right: Josh Veilleux,

    Marie-Josée Lapierre, Laura Imhoff,