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Omar Yaqub

Edmonton Social Planning Council - Tracking the Trends 2011: Edmonton's Increasing Dive... - 0 views

www.edmontonsocialplanning.ca/...279

edmonton trends immigrants

shared by Omar Yaqub on 15 Dec 11 - No Cached
  • Omar Yaqub on 15 Dec 11
     
    Tracking the Trends 2011: Edmonton's Increasing Diversity October 2011 tracking the TRENDS is the ESPC's flagship publication that offers a comprehensive collection of current and historical demographic and socio-economic data focused on the Edmonton region. The publication divides the trends into six major categories: Demographics - indicators of population growth, immigration and population diversity. Education & Employment - indicators of educational achievement and employment status of the population. Cost of Living & Housing Trends - indicators of the costs of basic necessities, such as food and housing, as well as the housing status of the population. Wages, Income & Wealth - indicators of the changing value of the wages, incomes and net worth of individuals and families. Poverty - indicators of the prevalence of low income, as well as the incidence of acute forms of poverty, such as homelessness. Government Income Supports - indicators of the investments made by governments towards improving financial security and the impact of those investments on low income families.
Omar Yaqub

Reports || EEDC 2007 annual report - 0 views

www.edmonton.com/...Annual_Report_2007.pdf

eedc work trends

shared by Omar Yaqub on 01 Dec 10 - No Cached
  • Omar Yaqub on 01 Dec 10
     
    Workforce Expansion and ImprovementThe shortage of skilled workers is unquestionably one of themost important challenges faced by Edmonton industry. Moreover,demographic forecasts indicate that today's acute labour shortageswill only become worse without strategic initiatives to grow ourworkforce through immigration and increased participation ratesfrom under-employed segments of society. Increased productivityand innovation within organizations are also part of the long-termsolution.EEDC's Edmonton Workforce Connection program continues tostrategically implement practical initiatives, in conjunction withindustry and other levels of government, to address regionallabour challenges. These initiatives will continue to be focused onbusiness development (primarily through improved productivityand innovation), labour retention and labour attraction.
Omar Yaqub

http://premier.alberta.ca/PlansInitiatives/economic/RPCES_ShapingABFuture_Report_web2.pdf - 0 views

premier.alberta.ca/...hapingABFuture_Report_web2.pdf

alberta trends work immigrants government

shared by Omar Yaqub on 09 May 11 - No Cached
    • Omar Yaqub
      Omar Yaqub on 09 May 11
       
      work with the federal government to change the immigration system - to help address critical shortages of workers at all skill levelsIt is in the interests of all Canadians that the Alberta economy remains strong. To realize the full potential of the oil sands and broaden the economic base, the province will need people from outside the country as well as migrants from other parts of Canada. The provincial government and industry must collaborate in demonstrating to the federal government the critical need to at least double the caps on the provincial immigrant nominee program. Advocate for immediate changes that allow temporary foreign workers with solid records to apply for permanent resident status while they are still in the country. Continue to work with the federal government to institute longer-term changes to better align the national immigration program with strategies for economic growth, making it more responsive to changing economic conditions and industry's workforce needs.Determine what is getting in the way of swift assessment of foreign trades and professional credentials related to these scarce skills, and remove barriers to full recognition of qualifications that meet Alberta standards. Pre-certify credentials from selected offshore institutions, and create a mechanism that allows all immigrants to determine their credential status before moving here. Expand initiatives such as the Immigrant Access Fund to help immigrants achieve credential recognition.
  • Omar Yaqub on 09 May 11
     
    Give a new alberta water authority the mandate to innovate in water stewardship, and realize the full benefit of our precious water assets Alberta needs all its citizens to develop the mindset and skills to thrive in today's world and drive economic growth - to be resilient, lifelong learners, healthy and productive, eager to achieve and perform, globally connected and informed seeking talent around the globe Like other countries with aging populations, Alberta in 2040 will be competing to attract the brightest and the best talent to the province's workforce to fill critical gaps. As early as 2030, demographers predict that domestic workforce growth in Alberta and Canada will have stalled, although higher birth rates in our Aboriginal population could indicate potential for some domestic population growth. Encouraging seniors who wish to stay in the workforce longer to do so could mitigate (but not solve) the problem. Employers could abolish their mandatory retirement age and other policies that discriminate on the basis of age.Employers in this province are already concerned about shortages of people to fill jobs at all skill levels, well aware that energy booms create huge demands for workers in service sectors as well as in construction and labour-intensive oil sands production. The very specialized skills and knowledge essential to success in broadening the economic base are in short supply in the province now because there have not historically been good opportunities in these areas. One key requirement is more people experienced in founding and growing technologybased businesses. While productivity improvements and the application of innovative business models may slow growth in the labour supply gap or change the mix of skills required over the  next three decades, we still expect to see an increasing  need to attract immigrants to the province to fill key gaps  at all skill levels.The number of immigrants to Alberta fr
Omar Yaqub

Global Talent for SMEs « ALLIES Canada - 0 views

alliescanada.ca/...sme-projects

Work immigrants sme

shared by Omar Yaqub on 17 Feb 12 - No Cached
  • Small and medium-sized enterprises (SMEs) have enormous potential as employers of skilled immigrants. At the same time, they can benefit from the skills, experience and innovation that skilled immigrants can bring to their organizations. ALLIES has undertaken research to better understand the programs and policies that can engage and influence the human resource practices of SMEs. Drawing on an examination of programs, policies and organizational efforts aimed at SMEs in ten provinces and 20 cities, and more than 50 interviews with key informants, this research proposes eight practical ideas for cities, governments and service providers.
  • A tailored strategy for SMEs is needed because SMEs are concentrated in different sectors than their larger counterparts. Recent immigrants are a large part of the workforce, and, overall, they have the skills, education and experience to contribute to Canada’s economy. Current programming does not focus on assisting SMEs to hire new workers. SMEs are motivated by immediate need and financial incentive. They want to mitigate the risk of hiring decisions, particularly when hiring outside of their personal networks. Because SMEs tend not to have formalized structures in place, they can easily and quickly adopt new practices. To be effective, programs for SMEs must be simple, straightforward, and available on demand. Hiring programs for SMEs should be targeted by sector or industry, or for growing businesses. SME programs need strong communications and marketing support to be successful.
  • Hiring Programs 1. Activity-focused internship – Positions for mid-level professional skilled immigrants will focus on a core business area (e.g. E-commerce, export activities, financial management). 2. One-stop shop for recruiting and HR support services – Gives SMEs a single point of access to a wealth of government and community programs, and provides screened, qualified candidates to employers ready to hire. 3. Online database of screened candidates – Provides on-demand access to qualified candidates in a particular industry or sector. 4. Wage and orientation subsidy – Encourages SMEs to hire a skilled immigrant, and enhances their capacity to provide orientation and training to new workers.
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  • Awareness and Education 5. HR Resources Online – This website will have customizeable tools on a wide range of human resource topics, and information about good practices for hiring immigrants. 6. Financial institutions provide information/education to business clients – Financial institutions will provide information to their small business clients at the time when they are most likely to be growing their business.
  • Communciations & Marketing 7. Corporate call – In these one-on-one visits, employer consultants can assess needs, recommend programs and services, and establish relationships with SMEs. 8. Business and industry associations – These organizations have established relationships and channels of communications with their SME members.
  • SMEs in our Cities Review a statistical snapshot of a local labour market and the skilled immigrant demographic in these fact sheets (PDF): Fast Facts | Calgary
  • Key Small Business Statistics – Find statistics about small businesses in Canada from Industry Canada.
  • Globe and Mail Coverage – Project connects immigrants with small businesses & An eight-point plan to get jobs for immigrants
Omar Yaqub

Today's innovation, tomorrow's prosperity - Institute for Competitiveness and Prosperity - 0 views

www.competeprosper.ca/...nnovation_tomorrows_prosperity

work canada demographics innovation

shared by Omar Yaqub on 29 Nov 10 - No Cached
  • As the economy slowly recovers from the recession, we need to do what is necessary to achieve a solid recovery in the short term and to begin repairing our provincial fiscal situation. But our long-term challenge remains – raising our productivity, which is synonymous with improving our innovation capabilities and performance. Robust innovation results can be achieved through more key business investments and by the right government policies and strategies for innovation. The Report concludes that businesses need to step up their investments in technology – from R&D to patents to adapting existing technology to their businesses. Equally important is the ongoing need to develop stronger management capabilities in our businesses. The Task Force also recommends that governments improve their innovation polices by shifting their efforts from new-to-the-world inventions to relevant-to-the market innovations. These are the key conclusions of the Ninth Annual Report, Today’s innovation, tomorrow’s prosperity, released today by the Task Force on Competitiveness, Productivity and Economic Progress.
  • Omar Yaqub on 29 Nov 10
     
     (PDF) 
Omar Yaqub

America's recovery: The new new normal | The Economist - 0 views

www.economist.com/...americas_recovery

work

shared by Omar Yaqub on 04 Mar 11 - No Cached
  • if the new normal was slow growing employment, the new new normal is a slow growing labour force. Put the two together and the unemployment decouples from the overall health of the economy. Why? Perhaps the Great Recession has permanently diminished work opportunities for big swathes of the work force, in particular prime-age men. Perhaps America is now experiencing an echo of what older Europe and Japan already have: a demographically driven slowdown in potential growth. Or perhaps it’s one of those temporary statistical mysteries that will disappear soon.
Omar Yaqub

http://www.urbanfutures.com/Q4%202010%20Migration.htm - 0 views

www.urbanfutures.com/Q4%202010%20Migration.htm

immigrants trends competitiveness work

shared by Omar Yaqub on 27 Apr 11 - No Cached
  • For  those  of  us  that  follow  the  ebbs  and  flows  of  migration  data,  the  most  recent release from Statistics Canada’s Quarterly Demographic Estimates caught us off guard. While  most  media  did  not  report  on  the  release,  headlines  could  have  run  the  gamut, from “Canada  experiences  its  second  largest  quarter‐over‐quarter  decline  in  net international  migration”  to  “British  Columbia’s  net  international  migration  is  negative for the first time ever”
  • In  British  Columbia  the  rather  significant  divergence  from  recent  trends  was  the consequence of the departure of large numbers of temporary workers and/or students from  the  province,  presumably  returning  home.
  • Alberta  saw  the  number  of  non‐permanent  residents  decline  by  6,725, Saskatchewan by 414, Manitoba by 406, Ontario by 12,603, and Quebec by 5,900. The most  notable  changes  were,  however,  in  the  west.  In  only  two  provinces  (BC  and Alberta)  was  immigration  not  significant  enough  to  balance  the  outflow  of  non‐ permanent  residents,  thus  resulting  in  declines  in  total  net  international  migration  of 727 in BC and 2,092 in Alberta
Omar Yaqub

'Severe worker shortages' forecast for Alberta - 0 views

www.edmontonjournal.com/...story.html

Work alberta trends

shared by Omar Yaqub on 06 Jul 11 - No Cached
  • perfect demographic storm is developing in Alberta leading to severe worker shortages for many years to come.
  • Lukaszuk, Alberta’s Minister of Employment and Immigration, said the province is already starting to see labour shortages in some sectors such as the transportation and hospitality industries.
  • “There are companies that simply can’t find workers already,” he said. “There are sectors that are already showing inability to readily find employees at competitive price. And that will only escalate as time goes on.
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  • Many of the Baby Boomer generation are retiring which will create a “massive exodus” of workers. That will create a void in not only numbers but experience in the workforce. The natural population growth is not replacing that exodus. And the retirees will force increased demand for various services from coffee to medical care.
  • Statistics Canada reported that the province’s unemployment rate dipped to 5.4 per cent for the month, down from 5.9 per cent in April. This rate was the third lowest in the country behind Saskatchewan’s 5.0 per cent and Manitoba’s 5.3 per cent. It was also down from 6.7 per cent in May 2010.
  • short-term employment forecast tool to identify potential imbalances in the labour market in the near future. Sixteen occupations were listed as having a significant likelihood of shortages in the next three years.
  • They include retail trade managers; restaurant and food service managers; mechanical engineers; petroleum engineers; computer programmers and interactive media developers; web designers and developers; general practitioners and family physicians; registered nurses; retail trade supervisors; food service supervisors; technical sales specialists, wholesale trade; hairstylists and barbers; estheticians, electrologists and related occupations; construction millwrights and individual mechanics (except textile); heavy-duty equipment mechanics; and motor vehicle body repairers.
  • In Alberta, full-time employment increased by 18,200 while part-time employment decreased by 9,600 from April to May 2011.
  • The following industries had the most employment increases in May from the previous month in the province: Construction, 8,600; Health Care and Social Assistance, 6,300; and Information, Culture and Recreation, 5,300.
  • Knightsbridge Human Capital Solutions has established an executive search Calgary-based practice in Alberta to help clients respond to the emerging talent crisis which some reports say will result in a labour shortfall of 77,000 workers over the next 10 years
  • “From a human capital perspective, this is a critical time for Alberta,” said Mark Hopkins, managing partner. “We believe that companies must effectively manage the leadership gap being created as an aging workforce retires in ever-increasing numbers. At the same time, we are seeing rapidly increasing activity levels, increased technical and commercial demands, and a significant shortage of specialist technical skills.”
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