concrete ontario webinar series...jun 06, 2017 · building your talent pool • tracking...
TRANSCRIPT
Concrete Ontario
Webinar Series
Tuesday June 6th 2017
10:00am – 11:00am
Concrete Ontario
Corporate Sponsors
AGENDA
➢ Welcome & Competition Act Statement
➢ Webinar Protocol
➢ Presenter Introduction
➢ Workforce Management in Construction
➢ Questions
➢ Concrete Ontario Announcements
Competition Act Statement
➢ As participants in this meeting, we must be mindful of the
constraints of the Competition Act. There shall be no
discussion of agreements or actions that may restrain
competition. This prohibition includes the exchange of
information concerning individual company prices, costs,
margins, sales and operating plans, rates, market
practices, claims settlement practices, or any other
competitive aspect of a company’s operation. Each
participant is obligated to speak up immediately for the
purpose of preventing any discussion falling outside these
bounds.
WEBINAR PROTOCOL
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➢ Questions during the call:
▪ Use the “Question” dialog box in your GoToWebinar Control Panel to type in your question
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▪ Send your question to: [email protected] and we will send you a follow-up answer after the webinar
Design Group Staffing
Design Group Staffing provides recruiting
solutions for engineering, technical, and
technical sales roles in construction, EPCM,
manufacturing, mining, oil & gas, renewable &
alternative energy, and architecture & design
across Canada.
Design Group Staffing
➢ Guy Christian
▪ Vice President & General Manager
➢ Jamie Dargie
▪ Branch Manager
➢ Dana Yamada▪ Business Development Manager▪ [email protected]
Workforce Management in
ConstructionDesign Group Staffing
Workforce Management in Construction
Presented to Concrete Ontario by: Dana Yamada
June 2017
AGENDA
• Introduction of The Design Group and Attendees
• Construction Trends & Market Conditions in Ontario
– Jamie Dargie
• Employing Temporary/Contract Labour – Guy Christian
• Health and Safety and Telecommuting on the Rise – Dana Yamada
• Managing a Multi-Generational Workforce – Dana Yamada
Q & A
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Market Trends
Construction Sector
• Construction is a $280 billion industry in Canada that represents approximately 10% of our country's economy.
• Ontario exceeding expectation by approximately 1%.
• Canada's economy was 2.5 per cent bigger in February than this time last year.
• Four categories:
– New-Home Building and Renovation
– Heavy Industrial
– Mainstream ICI
– Civil Engineering
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Labour demands
The Job Market
• Final half of last year yet over 200,000 jobs added.
• More than 50,000 new jobs added in December alone.
• More part-time jobs added than full time.
• Aging workforce with Baby Boomers exiting the labour market.
• Over 86,000 retirees in the next decade in Ontario.
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Labour demands continued…..
• Competition for skilled labour will intensify in this sector.
• Construction employment will be at near record levels over the next decade for Toronto and the GTA.
• Toronto #2 in North America for Tall Building construction.
• Unemployment 6.4%.
• Typical T/O rate 15% for a healthy company.
• 75,000 people leaving their jobs every year in Ontario.
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Candidate marketplace
Building your talent pool
• Tracking Candidates – stay in touch!
• Reference Checks – What makes them tick.
• Referrals – Quality refers quality.
• Corporate Branding – Essential for new employees to do their homework.
• Spot the gaps – Conduct talent mapping to be proactive in having a succession plan.
• Advertising – Consider your value proposition and why you are an employer of choice.
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Summary
In Summary:
• We have a healthy economic outlook.
• Aging Workforce with low unemployment rate.
• Strong residential sectors and major infrastructure booming.
• Retention is going to be key to an organizations’ success.
• Talent Mapping will be needed for succession planning.
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Employing Temporary Employees and Contractors
Flexibility would be the key to hiring contractors due to the following examples:
• The Aging Workforce – the # of voluntary retirement is approximately 86,000 in the next decade, many of whom have a skillset employers cannot afford to lose.
• Many realize in relatively short order they miss working, but, do not want to work fulltime.
• Project Hires/Contract Hires – a “win/win” for both parties.
• The client no longer has the burdens of compensation, benefits, vacation time, sick time or severance pay, etc.
• The client pays for hours worked only: the charge rate is fully inclusive can often be a pass-through cost to your client.
• The contractor supplies his/her services for days, weeks and months – the client desperately needs the skillset but the company has a hiring freeze. Solution: bring him/her on as a contractor and when the hiring freeze is lifted, roll the contractor onto your core group of staff.
• Alternatively the client wants to assess the potential employee. Hiring on a temporary basis with the option to hire permanently, otherwise known as Temp to Perm alleviates you from incurring burdens. You have the option to release the contractor who may have great technical skills, but who does not fit your team culture.
• There are many benefits that my associates and I could discuss with you to outline the advantages and in many circumstances, bring cost savings to your organization.
• Payroll whereby you know the candidate – hiring freeze, trial employment, etc.
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Health and Safety – what must be in place for your temporary workforce
• Hazard/Risk assessments completed by the agency representative of the worksite prior to the contractor(s) starting their job assignment.
• The Orientation process is completed for the contractor before he/she begins work.
• Disability management programs that include Fit to work assessments (as required) and the Modified Work Program has to be in place to assist workers should they be injured on the job.
• A Job Hazard Analysis Program.
• Violence and Harassment Prevention policies and procedures (internal and external procedures).
• Tracking, reporting, and trending of all incidents/accidents/injuries/illnesses.
• Responsibility for Injuries: Should a contract worker sustain an occupational injury, DGSI would manage the process even if they are Incorporated/Limited and who possess their own Worker’s compensation).
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Telecommuting is on the Rise
• Technology is now making it easier to work at home.
• The issues of liability and compensation make telework a cloudy, controversial issue.
• The employer should have a written agreement with the teleworkers that states for example:
– Who supplies the equipment.
– What types of access the employer and Joint Health & Safety Committee have to the teleworkers’ house for safety inspection.
– How to monitor the situation to ensure compliance.
– Teleworkers are required to report any injury or accident to the supervisor immediately.
– How accidents or injuries are to be investigated.
– That employees who telework are subject to the same safety standards as other employees.
Reference: http://www.ccohs.ca/headlines/text63.html
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Managing a Multi-Generational Workplace
• For the first time in history, 5 generations will soon be working side by side
• What does this mean for your organization?
• How should you relate to employees of different age groups?
• How do you keep Employees engaged?
• How do you motivate someone much older or much younger than you?
• Principles to Remember: The Do’s and Don’ts.
• And finally: what can you do to encourage employees of different generations to share their knowledge?
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Generations in the work place
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A focus on Gen X, Y, Z
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Gen Z
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Resources
• http://guides.wsj.com/management/managing-your-people/how-to-manage-different-generations/
• Generation X vs Y vs Z: Workplace Edition #infographic ~ Visualisation
• http://www.consultancy.uk/news/2061/generation-y-less-satisfied-than-other-generations
• Article: Harvard Business Review: Generational Issues, Managing People from 5 Generations
• HR Insider: Understanding Today’s Millennial Employees
• Miller Thompson: Labour and Employment Newsletter, May 31st, 2017.
- “Ontario Government’s Proposed Changes to the Province’s Labour and Employment Laws”.
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Labour and Employment Newsletter - May 31
Thank You!
• Question & Answer
• For more Information:
Contact Dana Yamada [email protected] or 905 287-2172
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CONCRETE ONTARIO
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