Workplace Development Strategy released to attract and retain workers

The first recommendation entailed increasing regional collaboration. Between businesses, CAEP suggests the creation of a Human Resource Working Group where experts provide supports and programs for information sharing.

In collaborating with post-secondary institutions, interviewees said there were gaps between school teachings and real-life working conditions that could be resolved through micro-credentialing courses aimed at specific skills. Red Deer Polytechnic was used as a good example as it continuously modifies its programs to match industry demands.

The second recommendation, employer training, included Strategic Workforce Planning Training for small businesses, learning how to cross-train staff and plan long-term career paths with employees. As well, teaching employers how to develop inclusive diverse workplaces to fill vacancies. One way to remove barriers included education through organizations such as the Red Deer Local Immigration Partnership.

“The ideal outcome is that central Alberta is known as the place to call home and business and industry are known to be employers of choice: ones that welcome diversity, are inclusive, and willing to work with employees to empower them to do their best work,” said Kimberley Worthington, CAEP Executive Director.

Worthington said she was surprised that employers needed to learn more about ways to attract and retain the “new workforce” as, according to the report, nearly all baby boomers will have left the labour market by 2028. She says CAEP plans to develop an Employers Workshop Series to help address labour force needs and has been speaking with the Alberta Ministry of Labour and Immigration for funding aid.

“Those that are looking for work are aligning their values with places that they work. It’s an employee’s market right now and potential employees are demanding more from their employers,” she said.

Lastly, CAEP suggests the creation of an information hub to promote and help businesses navigate through available government supports. Several participants noted the application processes were too challenging and limiting. For example, the report states the Canada-Alberta Job Grant by the federal government funds multiple employee training costs. While 81 percent of eligible employers were aware of the program, only 33 percent of eligible employers have accessed it.

While several interviewees said they’ve lost employees in central Alberta to urban centres like Calgary and Edmonton, Worthington says Red Deer has a unique competitive advantage being close to the countryside with less crowding, multiple sports options, and a budding arts and culture scene.

“The city of Red Deer is very competitive when it comes to salaries, and an employee’s dollar goes much further because the cost of living is lower than what it is in the metros,” she said. “In short, there is a lot of opportunity in the area and the region is well positioned to attract qualified workforce and global entrepreneurs because we work so well together and share in everyone’s success.”

The report is phase two of a three phase program. The final phase, according to Worthington, will culminate the entire project in an event and is expected soon.

CAEP is an economic development organization that supports economic growth through the provision of tools, resources, and training for its members.

by Alessia Proietti

Workplace Development Strategy released to attract and retain workers

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