Western Canada and Manitoba HR Trends Report (Fall 2017) released today
October 2, 2017
Posted by: CPHR Manitoba
In June 2017, HR professionals from Manitoba, Saskatchewan, Alberta and British Columbia were invited to participate in the Western Canada HR Trends Survey. This survey has resulted in the production of two reports for CPHR members: the Western Canada HR Trends Report and the Manitoba HR Trends Report.
These reports are tools for HR practitioners and departments in Manitoba to make informed decisions with reliable information on what is occurring in Manitoba's workplaces. Good labour market information can help human resources practitioners make better decisions in giving human resources advice to their stakeholders. CPHR has commissioned this report to help fill the labour information void for our members and to discover industry benchmarks that can help human resources professionals make better talent management decisions.
You can find full copies of the reports here
Manitoba HR Trends Report
Western Canada Hiring Confidence Index
Western Canada HR Trends Report - Full
Western Canada HR Trends Report - Infographic
Manitoba’s Hiring Confidence Index was created to measure how Manitoba employers feel about hiring over the next six months. The Index emphasizes how confident HR professionals are that they can hire the right people to fill open positions; it also incorporates views on growth in the number of positions.
The Index is made up of both an expectation of hiring levels over the next six months, but also the confidence respondents have in finding the right people to fill vacancies. The overall hiring confidence in Manitoba for July-December 2017 (60.1) is somewhat lower than the confidence for Western Canada (61.1). Manitoba’s Hiring Confidence Index score has dropped for the third report in a row, though the size of decrease is moderate.
A third (31%) of organizations in Manitoba expected their headcount to grow in the next six months. This is a slight decrease from the last report (down 3%) but is not too negative as respondents are simply more likely to report no expected changes.
While small organizations are more likely to expect growth (27%) than large ones (23%), they are significantly less optimistic than in the last report. Medium-sized organizations are the most likely to expect growth (38%), with 17% expecting their headcount to increase by more than 5%.
Respondents expect the most common reason they lose employees will be resignation for a better opportunity (24%). Retirement and resignation for personal reasons are now tied as the second most common reason.
Two in five organizations (39%) saw their numbers of employees grow over the last six months. This is actually a small drop from the last report (-3%).
The most common reason to lose an employee is still resignation for a better opportunity (29%), just as it was six months ago. Resignation for personal reasons is in second place at 26%. The biggest change has been the significant increase in retirement (25%, up 12%).
As well, retirement has now taken the top spot as the most common reason for
executives to leave versus personal reasons in the last report.
Temporary layoffs became significantly more popular in Manitoba over the last six months, continuing the trend of the last year. A quarter of organizations (24%) used this practice (up 5%). Generally, large organizations are more likely to use temporary layoffs and Manitoba is no exception. What is exceptional is that almost half (46%) of organizations reported using them. This is nearly double the frequency of six months ago (up 19%).
Respondents were asked to provide an approximate ratio of HR employees to overall employees in their organizations. The ratio grows with the size of the organization. Small organizations have 68 regular employees for each HR staff member, the ratio is 136:1 for medium-sized organizations and 350:1 for large organizations.
On average, organizations are investing 3.7% of their total budget towards learning and development. This is a slight drop from six months ago (down 0.3%).
Almost seven in ten (69%) organizations have a compensation philosophy. This is a significant increase over the last year from 50%. Larger organizations are more likely to have a philosophy (72%) than small ones. Only 20% of respondents with a compensation philosophy foresee significant changes to it within the next year. This is most common in large organizations (33%).
A significant majority of organizations (71%) have a policy that sufficiently addresses alcohol, but they are much less likely to have policies for drugs, especially marijuana.
60% of responding HR professionals say they have started to educate themselves on the potential impacts of marijuana legalization on their organizations. Another 30% plan to do so before the new law comes into effect.
When it comes to who is responsible for the health and safety management program the most common response (51%) is both HR and the health and safety team together. This is followed by the health and safety team alone (30%) and the HR team alone (14%). Small organizations are more likely (19%) to rely on the HR team alone, while large ones on the health and safety team (38%) alone.
Most organizations either do not know (26%) if they are compliant with the Canadian Psychological Health and Safety Standard or were unaware such a standard even exists (35%). Only 24% are compliant, a number which increases to 32% among large organizations.
Several high-profile employers are testing whether hiding the names of job applicants has a positive impact on diversity and inclusion in the workplace. 33% of respondents said they would try this if there is data to support it. 3% say they already do it and another 2% are planning to implement it within the next year. Openness to this idea is highest among small organizations (42%).
Here are the most popular and significant HR trends identified by respondents, including government policies:
- Bill 28: Public service wage freeze
- Government cut backs
- Immigration changes
- Raising minimum wage