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WORKFORCE MANAGEMENT The Spring 2019 wave of this study was conducted by Insights West on behalf of CPHR British Columbia & Yukon, CPHR Alberta, CPHR Saskatchewan, and CPHR Manitoba. The survey was conducted online from November 26 to December 23, 2018. A total of 1,106 human resources professionals participated in the survey, for an overall response rate of 8.94%. Survey responses to individual questions were optional. The margin of error of this survey varies depending on the number of completions each question received. The margin of error for a sample size of 1,106 (all survey respondents participating) is +/- 2.95% nineteen times out of twenty. Read the full report online at www.cphrmb.ca/HRTrends Total Familiar TRUTH AND RECONCILIATION COMMISSION Familiarity with Truth and Reconciliation Commission Calls to Action Reconciliation Strategy Included in Diversity & Inclusion Strategy BC AB SK MB 34% 29% 47% 44% are familiar with the fact that the Truth and Reconciliation Commission’s report included specific Calls to Action for the business community. 35% 11 % YES 9% 11% 16% 9% Separate Reconciliation Strategy from Diversity & Inclusion Strategy 11 % YES 12% 10% 16% 8% Typical Time to Plan Workforce Changes Performance Management Program is Effective Time to Fill Vacancies by Job Category Purposes for Performance Management & Their Perceived Importance 6+ Months 37% 3 to < 6 Months 28% < 3 Months 35% Administrative/ support staff Tradespersons/ journeyperson Professionals Technical staff Managers Executives 6 3 4 4 5 17% 7% 16% 20% 18% 22% 38% 53% 51% 60% 55% 59% 30% 39% 28% 15% 21% 12% 9% 1 yr+ 6 mon to 1 yr 3 to 6 mon 1 to 3 mon <1 mon Total Important Facilitating employee goal setting Encouraging increased productivity Informing career development planning As an employee engagement tool Informing succession planning Informing compensation and rewards 89% 88% 85% 83% 76% 73% 63 % Total Agree 73% 66% 60% 61%
