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Job-related Training

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Formal job-related training includes "courses or programs related to a worker's current or future job".^[1]

Why is this important?

Job-related training is part of life-long learning. Access to training helps to ensure people have the skills they need to change and adapt within and across workplaces. At a community level, job-related training plays a role in reducing poverty, unemployment and income inequality. Increased qualifications lead to increased job opportunities.^[2]

Access to Training and Professional Development

Information about training and professional development opportunities is one item that is gathered and presented through the EmployerOne Survey. The EmployerOne Survey gathers employment related information from employers in Waterloo, Wellington and Dufferin.^[3]

In 2022, 538 employers completed the EmployerOne Survey, while 432, 542, 579, and 400 employers completed the survey in 2020, 2019, 2018, and 2017, respectively.^[4,5,6,7,8] The EmployerOne Survey was not conducted in 2021 due to the COVID-19 pandemic.

Training and Professional Development Opportunities (2017-2019)

In 2017, 2018, and 2019, employers were asked whether their organization was able to provide or support training or professional development opportunities for their employees in the previous year.

Key Findings

In 2019, most survey respondents (84%) indicated that they provided or supported training or professional development opportunities for their employees. This was similar to the percent of respondents who said they provided or supported training or professional development opportunities in 2018 and 2017 (86% and 87%, respectively).^[6,7]

In 2019, 75% of those who provided training or professional development opportunities did so by partially or fully funding training. The top barriers to providing training or professional development opportunities were 1) cost, 2) time commitment and 3) worker availability.^[5]

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Source: Workforce Planning Board of Waterloo Wellington Dufferin. (2019). EmployerOne Full Technical Report. https://www.workforceplanningboard.com

Training for Job Candidates (2020, 2022)

In 2020 and 2022, employers were asked whether they would train a candidate who fit their organization but needed some training.

Key Findings

In 2020 and 2022, the majority of respondents (94% and 92%, respectively) indicated they would be willing to provide training to a candidate that fit their organization but needed some training. In 2020, most reported that they would do that training on the job. (The 2022 survey did not ask employers whether they would do that training on the job).^[4]

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Source: Workforce Planning Board of Waterloo Wellington Dufferin. (2020). EmployerOne Full Technical Report. https://www.workforceplanningboard.com

Workforce Planning Board of Waterloo Wellington Dufferin. (2022). EmployerOne Full Technical Report. https://www.workforceplanningboard.com

Why is Participation in and Access to Training Important?

Access to and participation in training is part of making sure workers' skills are improved and updated so they can carry out the current and new tasks associated with their job. Alongside good education, training increases employee and employer productivity, leads to job growth and higher wages and supports people to develop skills that allow them to pursue employment and social opportunities.^[9]

Limitations

This data provides information from employers who responded to the EmployerOne Survey. Findings cannot be generalized to the entire population of employers.

Looking for more information?

Please download the excel file below for more information.

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References

[1] Statistics Canada. (2008). Formal job-related training. http://www.statcan.gc.ca/pub/81-004-x/def/4068728-eng.htm

[2] Feinstein, L., Vorhaus, J., & Sabates, R. (2008). Learning through life: Future challenges. Foresight mental capital and well-being project. London: The Government Office for Science Public Health. https://www.gov.uk/government/collections/mental-capital-and-wellbeing

[3] Workforce Planning Board of Waterloo Wellington Dufferin. (n.d.). Employer One Survey. https://www.workforceplanningboard.com/projects/employer_one

[4] Workforce Planning Board of Waterloo Wellington Dufferin. (2022). EmployerOne Full Technical Report. https://www.workforceplanningboard.com/resources/knowledge_library/knowledge_library_folder/wpb_reports/employerone

[5] Workforce Planning Board of Waterloo Wellington Dufferin. (2020). EmployerOne Full Technical Report. https://www.workforceplanningboard.com/resources/knowledge_library/knowledge_library_folder/wpb_reports/employerone

[6] Workforce Planning Board of Waterloo Wellington Dufferin. (2019). EmployerOne Full Technical Report. https://www.workforceplanningboard.com/resources/knowledge_library/knowledge_library_folder/wpb_reports/employerone

[7] Workforce Planning Board of Waterloo Wellington Dufferin. (2018). EmployerOne Full Technical Report. https://www.workforceplanningboard.com/resources/knowledge_library/knowledge_library_folder/wpb_reports/employerone

[8] Workforce Planning Board of Waterloo Wellington Dufferin. (2017). EmployerOne Full Technical Report. https://www.workforceplanningboard.com/resources/knowledge_library/knowledge_library_folder/wpb_reports/employerone

[9] International Labour Office. (2011). A skilled workforce for strong, sustainable and balanced growth. Geneva: International Labour Organization. https://www.oecd.org/g20/summits/toronto/G20-Skills-Strategy.pdf