The use of workplace incentives does not vary significantly across provinces. However, size makes a difference in some cases. Smaller firms, for instance, tend to rely more heavily on flexible work schedules. Mid-sized companies have a higher incidence of incentives in the form of additional overtime pay and time off for hours worked. Larger companies can more easily turn to other workplace incentives such as employee wellness and fitness programs, day care and extended maternity benefits, support for employee education and training, and compensation-based performance incentives.

Attractive workforce practices will become even more important in the future as competition for skilled labour increases.

By 2020, the number of companies reporting difficulties in retaining skilled employees should be reduced to less than 5% of firms responding to CME’s Annual Management Issues Survey.

In order to achieve that goal, manufacturers will have to adopt a strategic approach to Human Resource Management to ensure that their employment practices encourage the attraction and retention of skilled and experienced employees, and the continuous improvement of employee capabilities.

Our Vision

• All manufacturers target zero workplace accidents, zero days lost as a result of workplace health and safety issues.
• All manufacturers have active training, management, and quality standards in place to ensure a healthy, safe, and environmentally friendly workplace.
• Health, safety, and environmental standards are high, but regulatory compliance costs are relatively low as a result of the simplification, rationalization and harmonization of compliance requirements.
• Employment, health, safety and environment standards are harmonized across North America and internationally.
• Human resource management is viewed as a critical component of business growth strategies.
• Companies implement workforce and employment practices with unique benefits that attract and retain skilled and experienced personnel.

Challenges

• High rates of personal taxation make it difficult to compete with other jurisdictions for skilled and experienced personnel, particularly the United States.
• It is difficult to compete with offshore manufacturers that do not have the high labour costs nor the stringent health, safety, and environmental standards of Canadian companies.