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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.

A new tool will help employers and human resources professionals better understand academic credentials earned abroad. The online tool will improve the attraction and retention of newcomers which is an important part of addressing the province’s future labour shortage

Education Overview Guides are an online resource that explains how international education credentials compare to Alberta education credentials and standards. Employers, Human Resource professionals, potential immigrants, and recent newcomers can all benefit from understanding how foreign education credentials compare to Alberta standards.

For more information on the Guides, please visit the Education Overview Guides. For more information on Foreign Qualification Recognition and to see other resources, please visit Foreign Qualification Recognition or call 780–427-2655 (toll-free by calling 310–0000).

Tighter labour market means businesses must have succession plan

Calgary Economic Development

Companies that don't place a high priority on identifying, mentoring and training high-potential employees to move through the talent pipeline are going to be left in the dust when the economy picks up and the baby boom generation retires during the next decade

Employees who volunteer have a better attitude towards their normal work. This is a documented fact that’s hard to deny. For example, they’re more likely to actually go to work, even if they have an excuse not to.

Employees who volunteer have a stronger commitment to the company. Also a well-researched fact. For example, they’re more likely to agree that they’re “proud to tell [their] friends what organization [they] work for.”

Employees who volunteer might be dodging their regular commitments. If they’re not interested in work, they might be volunteering in order to get away from it. Follow up with volunteers, and make sure that they’re still engaged in their regular jobs.

The job or workplace was not what the employee expected

The mismatch between job and person

Too little coaching or feedback

Results Only Work Environment (ROWE).

ROWE is a management strategy espoused by companies like Best Buy where employees are paid for results – and have complete control over their schedules. The idea is that employees do what they want, when they want. The company isn’t concerned with when or where the work gets done, as long as it gets done. Think of it as extreme weisure where all that matters is results.