Human Resources committee  The example is a specific one, and as for whether or not we see that in our industry, it's difficult for me to comment on that. But to your point about how employers in general perceive a situation like that, keep in mind that small and medium-sized enterprise tend to make up ou

Human Resources committee  The pool would be controlled.

Human Resources committee  Today, the model is broken. Young people are encouraged to register for certain college or university programs in fields that don't offer any job prospects after two or three years. We already know that. It is at that point that we need to take action. There's a lack of communica

Human Resources committee  One of the challenges small and medium-sized businesses face is they don't have someone managing their human resources. The owner is the person responsible for all aspects of the business. And as a result, I would say very few businesses access that component of the program.

Human Resources committee  Yes. One example that I'd like to share with you is that we do work very closely as an industry with community colleges, whether it be NATE, Red River College, or Georgian College. We get involved very intimately with those colleges, and in some cases we fund programs specificall

Human Resources committee  Do you mean implementing the measure on a national scale?

Human Resources committee  That's an excellent question without a simple answer.

Human Resources committee  We're dealing with a number of different levels of government. Each province has its own responsibilities and independence. Some of our members outside Quebec have studied Quebec's model and put it in place themselves. For instance, Kal Tire, a company in Vernon, B.C., has 250 s

Human Resources committee  I'll use Quebec as an example. Quebec has a law requiring employers with a total payroll of $1 million or more to invest 1% of that amount in training. Many of our members who are subject to the condition use that funding. If the money isn't used, it goes to an organization cha

Human Resources committee  We would favour as much flexibility as possible, because the winds shift, the needs will shift, the demands will shift. To address your earlier question about the formula, I like to see a formula strictly based on where the needs are, rather than per capita-based. What are the j

Human Resources committee  If there's an opportunity to attract and not to exclude the best and the brightest as a result of their not falling within the definition, I think there's a need to look at that, because the critical skill shortages that we will see in the future will require us to be as flexible

Human Resources committee  Attracting the best and the brightest is our focus as an industry, like a lot of the other industries. So if the best and the brightest don't fit the definition that's currently established for the LMDAs, then it's a challenge for us. Like my colleague here, we promote flexibil

Human Resources committee  Maybe I'll start. We're in an industry where a car is a car, so whether you are in the east part of the country or the west part, you're basically working on the same type of vehicle. I think there are a couple of things there that are facts, and one is that in general, a lot of

Human Resources committee  I would say, strictly from the point of view of our industry, that the apprenticeship program is our bread and butter. We're seeing diminishing numbers; we're seeing a high drop-off rate, something you alluded to. There's a responsibility that we assume as employers, by the way

Human Resources committee  Thank you for the question. There is no doubt that training relies on a partnership between industry, government and workers. I'll give you an example that my board chairman mentioned earlier. Five years ago, we took over a training program strictly for body shops, called I-CAR