| Proportion of sponsored ALT | |
|---|---|
| Source: Statistics Canada (2003), taken from Bélanger, Doray and Levesque (2007). | |
| a Difference Quebec — other provinces statistically | |
| Atlantic | 77 |
| Quebec | 79a |
| Ontario | 74 |
| Prairies | 77 |
| British Columbia | 71a |
| Total | 75 |
| N = 5,333 | |
If we consider job-related ALT for the employed population, Quebec is still slightly behind the Canadian average (Table 4.2). The difference is not significant when we look solely at structured ALT or informal learning.
Where this same structured ALT is sponsored by the employer, the data show that the rate of participation in ALT is slightly higher in Quebec than in Canada generally (Table 4.3). This situation is recent and shows that Quebec has changed a great deal in this regard. Incidentally, although it does not use the same statistical data, the Commission des partenaires du marché du travail (CPMT) has observed the same phenomenon:
the average rate (participation by employees in employer-sponsored training) was over 25% for the provinces of Canada other than Quebec and barely 15% for Quebec enterprises. Over the last five years, Quebec has shown the strongest growth (60%), while the participation rate in employer-sponsored ALT has increased from 15% to 24%, the Canadian average being 25% (CPMT, 2006, p. 3, transl.).
Note that the proportion of sponsored ALT remains high throughout Canada: three employers out of four subsidize job-related ALT.
ALT in firms has become a differentiated reality. The available literature makes an initial distinction among types of ALT designed for specific positions (manager, employee,). There are many divisions in the types of training but the literature on the subject suggests the categories that we will use throughout section 4.2. These categories cover the broad range of possible types of ALT while highlighting those used most frequently.
Adult learning and training for employees who produce goods and services occurs in the great majority of Quebec firms surveyed. Although in degrees that differ according to the size and sector of activity, this fact is confirmed statistically (see previous chapter). Whether we are dealing with corporate ALT, ALT for new hires, specific individual ALT, the training of trainers or individual participation outside the firm, firms use various types of ALT when the time comes to train their personnel.