canadian mining industry employment, hiring requirements and available talent 10-year outlook
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Canadian Mining Industry Employment, Hiring Requirements and Available Talent 10-Year Outlook. October 16, 2013. Information, Intelligence, Insight. MiHR Priorities. Attraction, Retention and Transition (ART). Skills, Learning and Mobility (SLM). Research for Industry Sustainability (RIS). - PowerPoint PPT PresentationTRANSCRIPT
Canadian Mining Industry Employment, Hiring Requirements
and Available Talent 10-Year Outlook
October 16, 2013
INFORMATION, INTELLIGENCE, INSIGHT
MiHR Priorities
Attraction, Retention and Transition (ART)
Skills, Learning and Mobility (SLM)
Research for Industry Sustainability (RIS)
Industry Catalyst and Leader (ICL)
Industry Definition
• MiHR forecasts include – Exploration and Advanced Development– Mining and Quarrying– Mineral Processing – Support Services and Contractors (for
exploration and mining)
Major Centre of Minerals and Metals: Canada
Commodity Mix, by Provinces (Share of Mineral Sales)*
Employment in the Mining Industry and its Prominent Sectors (2000-2012)
Canada Mining Labour Market TrendsEmployment in mining sectors sensitive to economic conditions
Commodity Prices
Canadian Mining Labour Market TrendsMining workforce is ageing
Participation of Aboriginal Peoples, Immigrants and Women
Hiring Requirements and Available Talent Forecasts 2013
Cumulative Hiring Requirements Forecasts by Scenario- to 2023
Cumulative Hiring Requirements Forecasts, by Industry Sector
Baseline Scenario- to 2023
Cumulative Hiring Requirements Forecasts,by Occupation Categories,
Baseline Scenario, 2, 5 and 10 year
Available Talent for 66 Occupations
66
Available Talent by Broad Occupational Categories
to 2023
Talent Labour Pool Pressures, by Occupations
The Gaps
The Gapsby Occupation, to 2023
Focus on Retention and DevelopmentProjected Gaps- to 2023
Increase Mining’s Share of Talent Projected Gaps-to 2023
Grow the Talent Pool Projected Gaps-to 2023
Addressing the Gaps
• Need for a multi-faceted approach to address gaps. Work together as an industry to promote careers in mining to youth, Aboriginal peoples, women and immigrants.
• Coordinate and expand initiatives to work with government, education and training providers, industry employers, and other associations to grow the labour pool.
• In all cases, the industry must strive to make the best possible use of the talent already involved with the industry, including retaining mature workers and re-engaging the retired workforce.
Thank you!
For more information or a copy of the full report please visitwww.mininghrforecasts.ca
Or contact
Martha RobertsDirector, [email protected](613)270-9696