We believe that a key to successful transition is the acquisition of skills through training while employed. Employees have a right to opportunities for training. Employers have a responsibility to provide the training that their employees need to carry out their tasks and enhance their careers within the organization. Both employees and employers will benefit from regularly updating workforce skills. This means putting into practice lifelong learning. However, governments bear the responsibility for basic skills training and literacy.

Human resources planning allows the employer to articulate the needs of the organization clearly to the wider community -- to the local board which decides what training to purchase, to the schools which provide career development courses and cooperative education, to the colleges which need to develop appropriate courses and to counsellors so that they can effectively guide students through the system. Integrating human resources planning into the strategic planning of a business brings coherence to the transition system; it facilitates information dissemination, recruitment, and the development of training plans.

Key recommendations

59. We recommend that human resources personnel be trained in cultural sensitivity and equity issues and demonstrate an inclusive attitude in the recruitment and selection process.
    
    
60. We recommend that employers clearly and publicly articulate their criteria for recruiting personnel for entry-level positions to send adequate signals to students, parents and professionals in the education system, and training providers about aptitudes, competencies, and qualifications required for those positions.