Training and skills development play a critical role in increasing Canada’s performance and productivity, however, both employers and workers have a different approach and perspective towards providing and participating in training. Moreover, employers and workers have different expectations from each other when it comes to training and it creates a situation which can be described as ‘contested terrain’. Training can easily become a point of conflict in the labour market between workers and employers. Employers, most of the time, look for valuable employees that already have required skill set or they indulge in a combination of leaning modes to provide training. On the other hand, employees expect to get trained from the employer and it is
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When all these factors are combined, one can see that training is a contested terrain.
Employers believe in critical importance of ongoing training for the survival of their business or firm. Employers use different learning methods for delivering training, which are often categorized as formal, non- formal, and informal, depending on whichever one benefits them the most. Dawson (2008) in his case study points out that employers mostly choose informal ways of training their worker, and the reason is that it reduces employer costs and increase productivity. However, most employers still look to hire employees that are already skilled and trained. This allows the employers and the firms to …show more content…
Sector councils have difficulty supporting employers because of the lack of commitment and funding. This lack of funding can mean that Sector Councils are not effective enough to play a large role within the industry. Gunderson (2011) has said, “budgets allocated to Sector Councils may enable them to develop standards for their sector or co-ordinate with education institutions, but it is not likely large enough to induce employers to subsidize more of the classroom training for their employees”. Because the skills learned through training programs of sector councils can be transferred to any employer within the industry, employers often are leery to invest in these councils. This is primarily because of the perception that trained workers would then be stolen by
When all these factors are combined, one can see that training is a contested terrain.
Employers believe in critical importance of ongoing training for the survival of their business or firm. Employers use different learning methods for delivering training, which are often categorized as formal, non- formal, and informal, depending on whichever one benefits them the most. Dawson (2008) in his case study points out that employers mostly choose informal ways of training their worker, and the reason is that it reduces employer costs and increase productivity. However, most employers still look to hire employees that are already skilled and trained. This allows the employers and the firms to …show more content…
Sector councils have difficulty supporting employers because of the lack of commitment and funding. This lack of funding can mean that Sector Councils are not effective enough to play a large role within the industry. Gunderson (2011) has said, “budgets allocated to Sector Councils may enable them to develop standards for their sector or co-ordinate with education institutions, but it is not likely large enough to induce employers to subsidize more of the classroom training for their employees”. Because the skills learned through training programs of sector councils can be transferred to any employer within the industry, employers often are leery to invest in these councils. This is primarily because of the perception that trained workers would then be stolen by