Beyond Manitoba
Academic credentials are often automatically included in job requirements because they are seen as minimum standards for skills and knowledge.
But current practice in Europe is placing increasing emphasis on recognizing learning in the workplace because that is where the rubber hits the road in terms of effectiveness.
John Konrad has been tracking these issues for several years as a vocational instructor and an internationally recognized researcher.
The Dufresne Group: Labour Market Strategy for Immigrants
Overview of Project
The Dufresne Group initiated a labour market partnership to develop and pilot a workplace program to more effectively assist newcomers to Canada to find and keep employment.
The project focused on providing immigrants with a solid assessment of skills and abilities for positions of Material Handler, Delivery Driver and Furniture Repair Technicians and linking them to potential job opportunities.
Overview of Project
The Dufresne Group initiated a labour market partnership to develop and pilot a workplace program to more effectively assist newcomers to Canada to find and keep employment.
The project focused on providing immigrants with a solid assessment of skills and abilities for positions of Material Handler, Delivery Driver and Furniture Repair Technicians and linking them to potential job opportunities.
Needs/Opportunities
Faced with a high demand labour market and ongoing skill shortages, Dufresne recognized the potential to work more with current immigrant workers and recruit new immigrant workers.
The goal was to address the ongoing demand by the retail furniture and related sectors in Manitoba for employees who can handle, inspect assemble and transport furniture safely and without damage.
Applying RPL
The project recognized and directly linked prior learning to the occupational skills, knowledge and experience required to work in the sector. This included identifying and documenting required essential and employability skill and assessing occupational suitability, occupational experience, and technical and physical competencies.
Impact
The project developed a comprehensive industry-based model that can be replicated in other sectors. This includes products and tools to recruit and place new Canadians in employment and complete training packages for two generic Occupations – Delivery Driver and Warehouse personnel.
Lessons Learned
Factors of success included:
- Ensuring the readiness of the employer to invest in all aspects of the project – planning, communication, documenting competencies, assessment and training.
- Developing structures to ensure project implementation and accountability
- Identifying and working through potential organizational barriers, including working culture
- Identifying language requirements and potential language barriers for immigrants.
- Supporting ongoing training, including looking at mentorship models to support full integration of immigrants into the workforce.