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Manitoba HR Trends Report

Manitoba

MANITOBA HR TRENDS REPORT FALL 2019 INTRODUCTION ...................................................................................................................................... 1 METHODOLOGY ..................................................................................................................................... 1 COMPENSATION ..................................................................................................................................... 2

COMPENSATION PHILOSOPHY 2 SALARIES 4 BENEFITS 5

DEALING WITH ISSUES IN THE WORKPLACE ........................................................................................ 6 WORKPLACE POLICIES 6 TRAINING 11 BULLYING AND HARASSMENT COMPLAINTS 13 TOOLS FOR REDUCING BULLYING AND HARASSMENT 14

LABOUR MARKET FORECAST ............................................................................................................... 15 HIRING CONFIDENCE INDEX 15 THE SIX MONTH OUTLOOK 16

LABOUR MARKET STATISTICS .............................................................................................................. 17 CURRENT TRENDS 17 TERMINATION CAUSES 20 TEMPORARY LAYOFFS 21 FILLING VACANCIES 22 HR TEAM RATIO 23

RESPONDENT PROFILE ......................................................................................................................... 24 ORGANIZATION SIZE 24 DEMOGRAPHICS 25

CONTACT INFORMATION .................................................................................................................... 27 ABOUT THE ORGANIZATION 27

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Manitoba HR Trends Report

Manitoba

INTRODUCTION This report serves as a reference tool for HR professionals and departments in Manitoba to make better-informed decisions using up-to-date workplace information. Taken in concert with best practices, the right labour market information can help human resources professionals improve the advice they provide.

CPHR Manitoba, CPHR British Columbia and Yukon, CPHR Alberta, and CPHR Saskatchewan have commissioned this study to supplement other sources of labour information available to their members and to provide benchmarks that can help human resources professionals make better decisions. This report details the results from CPHR Manitoba members. Results for Western Canada as a whole are available under a separate cover.

METHODOLOGY The Fall 2019 wave of this study was conducted by Insights West on behalf of CPHR Manitoba, CPHR British Columbia and Yukon, CPHR Alberta, and CPHR Saskatchewan. The survey was conducted online from June 10 to July 15, 2019.

Members of the four associations were invited to participate via email communication from their respective associations. In total, 1,320 Manitoba human resources professionals were sent a survey invitation. Respondents were screened to include members who:

• Are currently employed; and

• Have employees in Manitoba.

Among CPHR Manitoba members, a total of 122 human resources professionals participated in the survey, for an overall response rate of 9.24%. 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 122 (all survey respondents participating) is +/- 8.87% nineteen times out of twenty.

Throughout this report, where relevant and allowed by sufficient sample size, comparisons are made between different respondent subgroups, such as region and organization size. Where these differences are deemed statistically significant, they are indicated as follows:

Statistically significantly higher than comparison group(s)

Statistically significantly lower than comparison group(s).

Where available, results have also been compared to data from previous waves of this study. Waves prior to Spring 2019 were conducted by One Persuasion Inc.

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Manitoba HR Trends Report

Manitoba

COMPENSATION

COMPENSATION PHILOSOPHY The majority (62%) of Manitoba organizations have formal compensation philosophies.

Among those with a formal compensation policy, nearly all (92%) believe that their organization’s employees understand the basis upon which their pay and incentives are determined at least slightly, including two-thirds (68%) who believe their employees understand to a moderate or great extent.

Have Formal Compensation Philosophy

Base: Employed in HR function, excluding not applicable (n=97)**Small base size, interpret with caution.J1. Does your organization have a formal compensation philosophy?

Yes62%

No32%

Don't know6%

Understanding of Compensation Philosophy

*Small base size, interpret with caution.Base: Have formal compensation philosophy (n=60)*J1b. To what extent do you believe that your organization’s employees understand the basis upon which their pay and incentives are determined (the compensation philosophy)?

To a great extent

To a moderate extent

To a slight extent

Don’t know

Not at all

20%

48%

25%

2%

5%

Understand68%

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Manitoba HR Trends Report

Manitoba

Among Manitoba organizations with a formal compensation policy, half (50%) have had adjustments to their salary administration practices in response to the economic environment.

Just over half of organizations (56%) have a compensation framework to maintain competitiveness.

Salary Administration Adjustment

*Small base size, interpret with caution.Base: Have formal compensation philosophy (n=60)*J1a. In the past 12 months, have there been adjustments to the salary administration practices in response to the economic environment?

Yes50%No

42%

Don't know8%

Have a Compensation Framework to Maintain Competitiveness

Base: Employed in HR function (n=98)**Small base size, interpret with caution.J1a1. Does your organization have a compensation framework to maintain competitiveness?

Yes56%

No33%

Don't know11%

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Manitoba HR Trends Report

Manitoba

SALARIES The majority (65%) of Manitoba organizations expect the average base salaries at their organization to increase in 2020. Almost none (<1%) expect salaries to decrease.

Stay the Same

Don’t Know

Overall* 30% 5%

Non-unionized employees* 31% 6%

Management employees* 32% 4%

Unionized employees** 39% 5%

Expectation of Base Salary Changes

*Small base size, interpret with caution. **Very small base size, interpret with extreme caution.Base: Employed in HR function, excluding not applicable (n=155-339)J2. Do you expect the average base salaries for each of the following to increase or decrease at your organization in 2020?

IncreaseDecrease

65%

63%

64%

57%

<1%

1%

0%

0%

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Manitoba HR Trends Report

Manitoba

BENEFITS On average, Manitoba organizations pay 21% of salary in benefits, including pension contributions. Just under half (47%) pay 20% or more.

Manitoba organizations are most likely to renew their organization’s health and insurance benefit plan in their first quarter. Few (7%) renew in the last quarter, while more than one-third (36%) don’t know when they renew.

Average Percent of Salary Paid in Benefits

Base: Employed in HR function (n=197)J3. What is the average percentage of salary that your organization pays in benefits?

Mean21.0

0%2%

<5%2%

5% to <10%16%

10% to <20%33%

20%+47%

When are Health and Benefit Plans Renewed?

Base: Employed in HR function, excluding not applicable (n=84)**Small base size, interpret with caution.J4. In which quarter of the year does your organization’s health and insurance benefit plan renew?

Q124%

Q217%

Q317%

Q47%

Don't know36%

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Manitoba HR Trends Report

Manitoba

DEALING WITH ISSUES IN THE WORKPLACE

WORKPLACE POLICIES The majority of Manitoba organizations have sufficient policies in place to address the consumption of drugs and alcohol. Nine-in-ten (91%) have a policy covering the consumption of alcohol, more than three-quarters have policies covering recreational (81%) and medical (76%) marijuana consumption, and two-thirds (68%) have one for opioids.

Have a Sufficient Drug & Alcohol Policy for Specific Issues

*Small base size, interpret with caution. Base: Employed in HR function (n=80-82)*PP16. Do you currently have a drug & alcohol policy for your organization that in your opinion is sufficient to address...

Don’t know

5% Alcohol

6% Recreational marijuana

6% Medical marijuana

7% Opioids

91%

81%

76%

68%

0%

6%

6%

5%

Yes

No, but planning

Yes

No, but planning

Yes

No, but planning

Yes

No, but planning

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Nearly all Manitoba organizations have a policy in place for workplace harassment (99%), sexual harassment and assault (97%); a respectful workplace (94%) and violence in the workplace (92%). A smaller majority have a conflict resolution policy (63%).

Status of Various Workplace Policies

Base: Employed in HR function (n=85)**Small base size, interpret with caution.PP2. Please indicate the status of the following policies at your organization...

Workplace harassment policy

Sexual harassment and sexual assault

policy

Respectful workplace policy

Violence in the workplace policy

Conflict resolution policy

In place

Upcoming

In place

Upcoming

In place

Upcoming

In place

Upcoming

In place

Upcoming

1

3

7%

99%

0%

97%

0%

94%

2%

92%

5%

63%

17%

Currently developing Plan to develop in 12 months

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Manitoba HR Trends Report

Manitoba

Nearly all (98%) Manitoba organizations have a framework for how a complainant can formally report harassment or bullying in the workplace.

While three-quarters (78%) have policies in place for assessing who should investigate a complaint of harassment or bullying in the workforce, just half (49%) have a policy for when to bring in a third-party investigator.

Have Framework to Report Harassment or Bullying

Base: Employed in HR function (n=87)**Small base size, interpret with caution.PP3. Does your organization’s policy framework outline how a complainant can formally report harassment or bullying in the workplace?

Yes98%

No1%

Don't know1%

Have Policies for Investigations

Base: Employed in HR function (n=85)**Small base size, interpret with caution.PP5. Does your organization have a policy for each of the following?

Assessing who should investigate a complaint of harassment or bullying in the workforce

When to bring in a third-party investigator

Yes78%

No16%

Don't know6%

Yes49%

No40%

Don't know12%

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Manitoba HR Trends Report

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One-third (34%) of Manitoba organizations maintain compliance with the Canadian Psychological Health and Safety Standard. More than one-quarter (28%) don’t know if they comply.

Comply with Psychological Health and Safety Standard

Base: Employed in HR function (n=85)**Small base size, interpret with caution.PP4. Does your organization maintain compliance with the Canadian Psychological Health and Safety Standard?

Yes34%

No15%

I am not aware22%

Don't know28%

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Manitoba HR Trends Report

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More than four-in-five (84%) Manitoba organizations have taken one or more actions regarding harassment and bullying policies in the past twelve months, most commonly reviewing their violence, harassment, bullying or respectful workplace policies (72%). Just under half held training for managers on preventing violence, harassment, or bullying in the workplace (46%).

Actions Taken Regarding Harassment and Bullying Policies in Past Twelve Months

Base: Employed in HR function (n=85)**Small base size, interpret with caution.PP14. Which of the following actions has your organization taken in the past 12 months?

We reviewed our violence, harassment, bullying, or respectful workplace policies

We held training for managers on preventing violence, harassment, or bullying in the workplace

We reviewed our complaint investigation policies and practices

We held training for all non-management employees on preventing violence, harassment, or bullying in the workplace

We reviewed our reporting policies

We made changes to our violence, harassment, bullying, or respectful workplace policies

We introduced policies addressing violence, harassment, bullying, or a respectful workplace

We made changes to our complaint investigation policies and practices

We changed our reporting policies

We have taken no specific actions

Other

Don’t know

72%

46%

41%

41%

38%

35%

13%

12%

9%

7%

1%

9%

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Manitoba HR Trends Report

Manitoba

TRAINING

Four-in-five (81%) Manitoba organizations offer training related to respectful workplaces.

Two-thirds (69%) require employees to complete training related to respectful workplaces.

Offers Respectful Workplace Training

Base: Employed in HR function (n=85)**Small base size, interpret with caution.PP7. Does your organization offer training related to respectful workplaces?

Yes81%

No18%

Don't know1%

Require Employees to Complete Respectful Workplace Training

Base: Employed in HR function (n=84)**Small base size, interpret with caution.PP8. Does your organization require employees to complete training related to respectful workplaces?

Yes69%

No30%

Don't know1%

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Two-thirds (69%) of Manitoba organizations have trained in-house investigators who could investigate a complaint of harassment or bullying in the workplace.

Just over half (56%) of Manitoba organizations believe their people leaders are adequately trained to appropriately enact progressive discipline actions. Over one-third (36%) believe they are not adequately trained.

Have Trained In-House Investigators

Base: Employed in HR function (n=86)**Small base size, interpret with caution.PP6. Does your organization have trained in-house investigators who could investigate a complaint of harassment or bullying in the workplace?

Yes69%

No24%

Don't know7%

Have Adequately Trained Leaders to Enact Disciplinary Actions

Base: Employed in HR function (n=86)**Small base size, interpret with caution.PP9. In your opinion, are your people leaders’ adequately trained to appropriately enact progressive discipline actions?

Yes58%

No34%

Don't know8%

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BULLYING AND HARASSMENT COMPLAINTS

One-in-five (19%) Manitoba organizations saw an increase in workplace harassment and bullying complaints in the past twelve months.

One-in-ten (9%) were the subject of an Occupational Health & Safety investigation concerning harassment in the workplace.

Saw Increase in Workplace Bullying and Harassment Complaints in Past Twelve Months

Base: All respondents (n=83)**Small base size, interpret with caution.PP10. Has the number of workplace harassment and bullying complaints increased in the past 12 months?

Yes19%

No64%

Don't know17%

Had an OH&S Investigation In Past Twelve Months

*Small base size, interpret with caution. Base: Employed in HR function (n=66)*PP13. In the past 12 months, has your organization been the subject of an Occupational Health & Safety investigation concerning harassment in the workplace?

Yes9%

No89%

Don't know2%

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Manitoba HR Trends Report

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TOOLS FOR REDUCING BULLYING AND HARASSMENT Manitoba organizations view training as the most effective tool or action to reduce harassment and bullying in the workplace. When asked to rank the usefulness of a series of tools, the majority ranked prevention training (75%), followed by training around identifying harassment (68%) as the most or the second most useful. Over one-quarter ranked support during interventions, investigations and follow-up (28%) as the most or second most useful. Fewer than one-in-five rank any of the other tools or actions tested as the most or the second most useful.

Ranked 1-2 Average

Prevention training 75% 1.9

Training around identifying harassment

63% 2.7

Support during interventions, investigations and follow-up

28% 3.6

Assistance in designing policies, procedures and programs

15% 4.2

Resources for documenting cases of harassment

13% 4.2

Resources to assist in evaluating an existing program’s effectiveness in reducing harassment and bullying

10% 4.3

Ranked Usefulness of Tools for ReducingHarassment and Bullying

Base: Employed in HR function (n=67-71)**Small base size, interpret with caution.PP15. Please rank the usefulness of the following tools/actions to reduce harassment and bullying in your workplace.

51%

20%

12%

10%

6%

4

24%

44%

16%

4

7%

6%

17%

11%

19%

15%

18%

19%

3

8%

24%

26%

18%

19%

4

8%

13%

16%

31%

25%

1

8%

15%

28%

21%

25%

Rank 1 Rank 2 Rank 3 Rank 4 Rank 5 Rank 6

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Manitoba HR Trends Report

Manitoba

LABOUR MARKET FORECAST

HIRING CONFIDENCE INDEX The Hiring Confidence Index was created to measure how employers feel about hiring over the next six months. The index emphasizes how confident HR professionals are that they can hire the right people to fill open positions and incorporates views on expected growth in the number of positions. The scores have a maximum value of 100 and a minimum value of 0. Scores greater than 50 signify that HR professionals are more confident than they are concerned about hiring.

After remaining generally stable over the past three years, Manitoba’s Hiring Confidence Index has increased five points this year to 65.5.

Hiring Confidence Index

65.559.6 60.6 58.6 60.1 60.9 62.5 64.0

Manitoba

Jan-Jun 2019 Jul-Dec 2018 Jan-Jun 2018 Jul-Dec 2017 Jan-Jun 2017 Jul-Dec 2016 Jan-Jun 2016Jul-Dec 2019

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THE SIX MONTH OUTLOOK

Two-in-five (39%) Manitoba organizations expect their headcount to grow in the latter half of 2019, while the same proportion (39%) expect their total number of employees to stay the same over this period.

The proportion who expect a decrease (15%) has doubled compared to predictions for the first half of the year.

Three-quarters (74%) of Manitoba organizations expect to lose at least some employees in the next six months, while one-in-five (20%) are not able to estimate their expected losses. In terms of the number of employees, Manitoba organizations are more likely to expect to lose less than 10 employees (45%) than 10 or more (30%).

Increase by more than 5%

Increase by less than 5%

Stay the same

Decrease by less than 5%

Decrease by more than 5%

Don’t know

Expected Change in Employment in the Next Six Months

Base: Employed in HR Function, exclude n/a *Small base size; interpret with caution.C13. Over the next six months, how do you expect the total number of employees to change for any reason?

19%

20%

39%

12%

3%

8%

13%

27%

43%

3%

3%

9%

Increase39%41%

Decrease15%6%

Jan - Jun 2019 (n=102)Jul - Dec 2019 (n=75)*

1 to 4

5 to 9

10 to 24

25 to 49

50 to 99

100 to 249

250 to 500

None

Don’t know

Base: Employed in HR function *Small base size; interpret with caution.C14. In the next six months, how many people do you expect to lose in total at your organization?

Predicted Employee Losses in Next Six Months

32%

12%

16%

8%

4%

1%

0%

5%

20%

26%

15%

11%

7%

5%

2%

4%

8%

23%

<1045%41%

10+30%28%

Any74%69%

Jan - Jun 2019 (n=103Jul - Dec 2019 (n=74)*

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LABOUR MARKET STATISTICS

CURRENT TRENDS Half (51%) of Manitoba organizations report a net increase in employment over the past six months, unchanged from the previous wave.

Change in Total Number of Employees in Past Six Months

*Small base size; interpret with caution. Base: Employed in HR function C6. In the last six months, how has the total number of employees (full time and part time) in your organization’s employment changed?

Jan-Jun 2019 (n=82)*

Jul-Dec 2018 (n=106)

Jan-Jun 2018

Jul-Dec 2017

Jan-Jun 2017

Jul-Dec 2016

Jan-Jun 2016

Jul-Dec 2015

Increased

51%

42%

43%

34%

39%

42%

32%

33%

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Manitoba HR Trends Report

Manitoba

More than four-in-five (84%) Manitoba organizations reported a loss of permanent employees over the past six months.

One-in-five (22%) report the loss of contractors, although half of respondents (47%) say they either “don’t know” or “not applicable,” indicating that many of these organizations likely do not have contract employees.

Number Who Left Organization in Past Six Months

Base: Employed in HR function *Small base size; interpret with caution.C7. In the last six months, how many people have left your organization’s employment for any reason (retirement, downsizing, resignation, termination, etc.)?

Don’t Know/Not

Applicable

Permanent employees

15%

8%

Contractors47%

35%

1

8%

3

3

8%

32%

31%

3

4

47%

42%

19%

20%

84%

89%

22%

27%

100+ 50 to <100 10 to <50 <10

AnyJul - Dec 2018 (n=98)*Jan - Jun 2019 (n=74)*

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Manitoba organizations are far more likely to have hired new permanent employees over the past six months than contractors. A strong majority (87%) have hired new permanent employees in the past six months, while one-in-five (19%) have hired contractors.

Number of Recent Hires

Base: Employed in HR function *Small base size; interpret with caution.C10. In the last six months, how many people have joined your organization for any reason (new hires but exempting acquisitions, and mergers)?

Don’t Know

Permanent Employees

13%

15%

Contractors

43%

30%

1

3

1

1

5%

9%

8%

7%

13%

2

2

25%

16%

2

1

21%

17%

4

5%

22%

16%

11%

9%

87%

77%

19%

19%

100 to 249 50 to 99 25 to 49 10 to 24 5 to 9 1 to 4

Jul - Dec 2018 (n=96)*Jan - Jun 2019 (n=68)*

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Manitoba HR Trends Report

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TERMINATION CAUSES Resignation for a better opportunity (92%) continues to be the most common reason employees left an organization over the past six months, followed by for personal reasons (80%). Smaller majorities have left due to retirement (69%), termination for cause (65%) or without cause (58%).

The proportions who have left for a better opportunity and for personal reasons have significantly increased over the past six months.

Reasons for Leaving

Base: Employees left organization *Small base size; interpret with caution.C8. In the last six months, of the employees who have left your organization, how many have left for each of the following reasons?

Don’t Know

Resignation for a better opportunity5%

14%

Resignation for personal reasons7%

15%

Retirement2%

13%

Termination for cause4%

17%

Termination without cause6%

16%

Other15%

24%

1

1

2

1

4

18%23%

13%14%

45%

6%7%

6%8%

6%

73%47%

67%47%

61%53%

59%45%

52%43%

21%14%

92%71%

80%52%

69%60%

65%46%

58%52%

21%20%

100+ 50 to <100 10 to <50 <10

Jul - Dec 2018 (n=87)*Jan - Jun 2019 (n=71)*

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TEMPORARY LAYOFFS One-quarter (25%) of Manitoba organizations engaged in the practice of temporary layoffs in the first half of 2019. Results from this wave are similar to the latter half of 2018.

Jan-Jun 2019 (n=76)*

Jul-Dec 2018 (n=103)

Jan-Jun 2018

Jul-Dec 2017

Jan-Jun 2017

Jul-Dec 2016

Jan-Jun 2016

Jul-Dec 2015

25%

24%

28%

23%

24%

19%

14%

14%

Engaged in Temporary Layoffs in Past Six Months

Base: Employed in HR function *Small base size; interpret with caution.C12. Has your organization engaged in temporary or seasonal layoffs in the last six months?

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FILLING VACANCIES The majority (67%) of Manitoba human resources professionals are confident that new hires who fill vacant positions will have equivalent experience and qualifications. This is a significant increase from the first half of 2019, and a shift from the proportion who are neither confident nor worried. One-in-five (20%) are worried that new employees will not have equivalent experience and qualifications.

Very confident they will have equivalent experience and

qualifications

Moderately confident they will have equivalent experience and

qualifications

Neither confident nor worried

Moderately worried they will not have equivalent experience and

qualifications

Very worried they will not have equivalent experience and

qualifications

Confidence in Experience and Qualifications of New Hires

*Small base size, interpret with caution.Base: Employed in HR function C4. Over the next 6 months, how confident or worried are you that new hires to fill vacant positions will have equivalent experience and qualifications?

14%

53%

13%

18%

2%

7%

42%

26%

23%

1%

15%

37%

24%

21%

3%

Confident67%49%52%

Worried20%25%24%

Jan - Jun 2019 (n=141)Jul - Dec 2018

Jul - Dec 2019 (n=97)*

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HR TEAM RATIO Manitoba organizations have an average of 121 employees for each Human Resources employee, with a median of 100 employees for each HR employee. At the top of the scale, one-in-twenty organizations (20%) have a two hundred to one employee to HR professional ratio, while the same proportion (20%) have one-fourth the ratio, with less than fifty employees for every HR employee.

Ratio of HR to Other Employees

Base: Employed in HR function *Small base size; interpret with caution.C5. What is the ratio of HR employees to all other employees in your organization?

NET: 1:200

NET: 1:100

NET: 1:50

NET: 1:<50

20%

31%

30%

20%

21%

34%

24%

20%

Mean1:1211:142

Median1:1001:100

Dec 2018 (n=94)*Jun 2019 (n=71)*

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RESPONDENT PROFILE

ORGANIZATION SIZE For the purposes of this report, small organizations are defined as those having fewer than 100 employees (of all types), medium organizations as those having between 100 and 999 employees, and large organizations as those employing 1,000 or more employees. The average number of employees for organizations across Manitoba is 1,930, while the median is 250.

Number of Employees

Base: Employed in HR functionC2. How many people (both full time and part time) does your organization have in the province of {S1}.

All EmployeeTypes

Small<100

Medium100 to 999

Large1,000+

Employees

Small<100

Medium100 to 999

Large1,000+

Contractors/Temporary

Small<100

Medium100 to 999

Large1,000+

28%

49%

24%

28%

50%

23%

57%

9%

5%

25%

52%

23%

27%

51%

22%

63%

15%

4%

Mean1,9302,361

Median250250

Mean1,8482,278

Median230225

Mean142147

Median5

10

Dec 2018 (n=142)Jun 2019 (n=101)

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DEMOGRAPHICS Respondents were also distributed across a wide range of roles in the organization as well as sectors and organization type. Two-in-five (42%) have at least some unionization among their employees.

Organization Sector

Base: Employed in HR functionC3. What sector does your organization operate in? If you are a consultant to multiple firms, please select all of the applicable areas.

Manufacturing

Finance and insurance

Public administration and government

Professional, scientific, and technical services

Healthcare and social assistance

Retail and wholesale trade

Transportation and warehousing

Construction

Utilities

Hospitality and food services

Real estate, rental, and leasing

Education services

Agriculture and forestry

Arts and entertainment

Information and cultural industries

Mining

Other services

18%

15%

13%

12%

11%

11%

9%

9%

5%

4%

4%

3%

2%

2%

2%

0%

12%

19%

9%

10%

8%

18%

8%

10%

4%

2%

4%

3%

6%

6%

3%

1%

1%

15%

Dec 2018 (n=143)June 2019 (n=102)

Organization Role

Base: All respondents C1. Which option best describes your role in your organization?

Manager/Supervisor

HR Generalist

Director/AVP

Coordinator/Administrator

Vice President

Consultant

Specialist

HR Business Partner/Senior HR Business Partner

Student

Non-HR function

HR Instructor

SVP/C-level

Other

18%

15%

15%

8%

8%

7%

5%

5%

5%

1%

1%

2%

4%

26%

13%

13%

5%

4%

8%

11%

8%

1%

5%

1%

3%

1%

Dec 2018 (n=158)June 2019 (n=121)

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Type of Organization

Base: Employed in HR function C3a. My organization is a...

Private firm

Not-for-profit

Crown Corporation or Government Agency

Publically traded firm

Federal, provincial, or municipal government department

Academic institution

Canadian subsidiary of an internationally headquartered company

Union

50%

17%

10%

10%

10%

3%

2%

0%

45%

19%

10%

10%

9%

3%

2%

1%

Dec 2019 (n=143)June 2019 (n=101)

Organization Union Status

*Small base size, interpret with caution.Base: Employed in HR function C3b. Which of the following best describes your organization?

NET: Any Unionization

Does not have any unionized employee units/locations/environments

Has at least one unionized employee unit/location/environment

Is fully unionized

42%

58%

29%

13%

50%

50%

32%

18%

Dec 2018 (n=143)June 2019 (n=99)*

page 27

Manitoba HR Trends Report

Manitoba

CONTACT INFORMATION

For media inquiries, contact:

Laura Haines-Morrissette Director of Marketing, Partnerships & Membership CPHR Manitoba Phone: 204-943-0882 Email: [email protected]

For inquiries regarding the survey and analysis, contact:

Laura Haines-Morrissette Director of Marketing, Partnerships & Membership CPHR Manitoba Phone: 204-943-0882 Email: [email protected]

For inquiries regarding the methodology and survey tool, contact:

Daile MacDonald Research Director, Insights West Phone: 403-926-3192 Email: [email protected]

ABOUT THE ORGANIZATION Chartered Professionals in Human Resources of Manitoba CPHR Manitoba is the professional association dedicated to strengthening the human resources profession and upholding the highest standards of practice. We link members, businesses, and the general public to important HR issues and trends that are occurring provincially, nationally, and globally.

CPHR Manitoba is the exclusive certifying body in Manitoba for the nationally recognized Chartered Professional in Human Resources (CPHR) designation - the leading standard for HR professionals in Canada. The CPHR demonstrates HR expertise, experience and ethical management of today's human capital.


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