Education and Training Options

Adult Training Programs

"Enterprises and workplaces increasingly recognize training as critical to improving Canada's economic performance. Training plays a vital role in increasing productivity and enhancing employment and income security" (Canadian Labour Market and Productivity Centre, 1993, p. 7).

Employees and individuals entering the labour force can expect to be involved in training over the course of their employment to develop their capabilities or skills. Private sector organizations find that ongoing staff development is necessary to keep up with the rapid economic changes a company must go through to compete. As an example, a study by the Logistics Institute stated: "The rate of change of technology is pushing personnel strategies toward retraining and professional development rather than continuous replacement via recruiting from colleges and universities" (Coopers and Lybrand Consulting, 1996, p. 18).

Traditionally, young people are trained in educational institutions before they enter the work force, and once they are working, on-the-job training is used to upgrade skills. Some joint business - union sponsored training classes have established the value in formal training for workers who are upgrading their skills. To ensure the best possible training for future labour market needs, educational institutions are going to have to work with industries to provide skills upgrading programs for the continually growing market of customers needing this service.

Ellen's Experience: Retraining and Co-operative Career Management

A federal government commission had to lay off several clerical employees. The employees were sent to human resources to develop an individualized plan to help them make the transition either to a new position or to a new employer. One of the employees, Ellen, saw this as an exciting opportunity to develop some different skills based on her interests.

The human resources officer arranged for aptitude and interest testing, and suggested Ellen gather information about courses that might use her talents and interests. At the local community college, the counsellor questioned Ellen, and they explored occupational possibilities. A strong interest in science and gardening led them to look at horticulture which was offered as a two-year, full-time program or as an apprenticeship. To enrol as an apprentice, Ellen had to have an employer willing to hire her.

She returned with her information to the human resources officer who told her that the nursery department of the commission was growing and would need more qualified workers. They would take her on as an apprentice.

This story illustrates how co-operation and concern for employee development can benefit an organization, as well as the employee.

Forms of Training

Employers and employees working together to plan a training program to enhance the performance of the company and its workers have many forms of training to choose from:

• accredited institutions;
• apprenticeships;
• continuing education programs;
• seminars and workshops;
• on-the-job training;
• classroom training outside of work hours or during work hours;
• classroom on the premises or off the premises; and
• train-the-trainer programs.

Types of Training Activity

Most training programs fit into one of the following general types:

• technical skills training;
• organizational skills training; or
• basic skills training.

Human Resource Programs

There are various human resource development programs for gaining labour market skills offered through Social Assistance, Employment Insurance, Community Futures, Transitions and many community organizations. They target people with disabilities, seniors, displaced workers, single parents, youth on welfare and new immigrants. The programs must be investigated thoroughly because they change quickly, and eligibility is often very specific.

Training and educational programs are abundant if one knows where to look. Federal, provincial and municipal monies are routed into community training committees, local labour boards, employer training programs, and associations and professional organizations offering upgrading or qualifying courses.

The YM/YWCA provides courses which might include, depending on the locale and needs of the community, computer training, workplace literacy, small business management, life skills coach training and the multicultural workplace.

When searching for the appropriate training vehicle for a client or student, practitioners might want to remember that employment training for specialized populations is often available from such organizations as the John Howard Society or the March of Dimes. To give an example, suppose a counsellor were to investigate the John Howard Society. What he/she would discover is a national organization which has expanded services to support the prevention component in the broad criminal justice mandate. Many branches are now offering employment programs to youth, women and men who do not have a record as an offender.

Most communities have some programs for older worker adjustment. Contacting the local HRCC office or a seniors' employment bureau (some communities have them) may give information on programs or monetary support for retraining older workers.

If a client is in need of literacy training, the local school boards, libraries, Salvation Army or YM/YWCA might offer such training.

Popular Specific Types of Training Provided by Employers orientation computers health and safety managerial sales and marketing apprenticeship professional environmental non-office equipment literacy Many companies trying to shape their company culture offer in-house courses including quality awareness, team building, customer awareness, process management, quality measurement and statistics.

Those on Employment Insurance may receive training through the EI office or the HRCC. Sometimes, the practitioner finds a client has been sent by a government office to investigate the institutional courses available. The EI office may choose to support the client during the course if there is a good possibility of employment after completion. Usually the length of the training is limited to 52 weeks.

Training Sponsored by HRDC

Human Resources Development Canada will typically have programs for employee and employer development. These programs are revised periodically in response to the changing needs of the Canadian economy. Practitioners interested in finding out about programs available for their clients can contact their local HRCC office.