- According to the government's projections, BC will have 1.1 million job openings in the next decade. Some of these will arise as current workers retire, while others will reflect economic and population growth.
- 675,000 of the 1.1 million job openings over the period 2009 to 2019 are expected to occur due to retirements, while the remainder will be attributable to economic growth.
- In BC, more than three-quarters of new jobs are expected to require some type of post-secondary credential (a degree, diploma, or recognized trades qualification); today, 67 percent of the province’s workforce meets this test.
- Almost one in five people expect to retire after the age of 70, according to a survey of 1500 Canadians conducted in September, 2010. Only about 1/3 said they’d retire before 65.
- In Alberta, the Petroleum Human Resources Council has predicted up to 130,000 new workers will be needed in the coming decade, both to staff new jobs and replace retirements.
"Man's mind, once stretched by a new idea, never regains its original dimensions."
- Oliver Wendell Holmes
"The illiterate of the 21st century will not be those who cannot read and write, but those who cannot learn, unlearn, and relearn."
- Alvin Toffler
Centrepoint of View
The Centrepoint of View is our resource centre to help you stay informed with the latest talent trends, commentary, newsletters, articles, and book list to help you get where you need to go in today's dynamic work and business environment. We're continuously updating the page as new information becomes available, so be sure to check back often!
Today in Talent Management:Demystifying HR Getting talent right is getting business right. In order to meet business challenges, grow the organization, and keep customers happy, the right talent must be hired, retained, deployed, developed, and engaged. For the small to medium-sized enterprise, bringing the right resources to these important tasks can be a challenge. As growth happens, business owners and entrepreneurs may find themselves spending a significant amount of time on the challenges surrounding people strategy and process, which may not be the best use of their time or expertise. So, at what point does hiring a dedicated HR professional, or retaining the services of an outsourced HR service provider, become a worthy investment? Check out our white paper, Demystifying HR: A Primer for the Small to Medium Size Enterprise.
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| Click HERE for archived Newsletters and Articles. |
There are many excellent books on the subject of professional development, leadership, career management, and workplace trends. Here are some of the ones we recommend: |
Newsletters:
- Your 2012 Talent Strategy: A Work in Progress
- How to Build a Powerful Professional Network
- The Founder's Calling: Step Up or Step Aside
- The RecruitmentEdge Workshop: Putting Value Back into Your Hiring Practices
- Leading from the Underground
- When "Losing Bob" is More than Just "Losing Bob"
Featured Articles:
How modern is your mentoring? Like every other practice, mentoring should continually evolve and grow to match your organization's changing workforce. Check out this article to learn more.
Promotions are in short supply in most organizations today. And this trend will most likely continue. In fact, the lack of perceived opportunities is one of the major reasons employees choose to leave organizations, and one of the more serious challenges for business leaders. Learn how to address the issue here.
No career is a sure thing anymore. The uncertain, rapidly changing conditions in which entrepreneurs start companies is what it's now like for all of us fashioning a career. Read more here.
