The Saskatoon Industry-Education Council (SIEC) Summer Youth Internship Program, running July 9 to August 17, held its annual Celebration Luncheon at Marion Graham Collegiate in Saskatoon yesterday (August 15).
Congratulations to the 68 students and 50 businesses that participated in this year's program. Special thanks to Chili's Saskatoon and to The Rook and Raven for the three culinary interns they hired for the summer.
Traditionally, most interns are hired in the construction trades, but with cooks and other food and beverage staff increasingly in short supply, we're sure to see more restaurants participating by next year.
There's no better way to start preparing your future employees than by hiring them as interns while they're still exploring career options. And there's no better way to hire interns than by working with our friends and partners at SIEC, because of the preparation, support and workplace mentoring that is available to them.
The SEIC recruits Grade 11 and 12 students from the three school divisions in the greater Saskatoon area. STEC recruits food service employers to participate in the program.
Thursday, August 16, 2012
Wednesday, July 4, 2012
SIEC Summer Youth Internships get cooking
The paid internships run from July 9 to August 17. Now in its eighth year, the program attracts 54 companies mentoring more than 80 youth. These companies will have paid more than $900,000 in wages into this program since the start. At least 25 youth participants will also gain Apprenticeship credits which can be used towards graduation from high school, while other interns will also complete the Saskatchewan Youth Apprenticeship certificate. The highlight of the program is the Summer Youth Internship Celebration luncheon on August 15.
Historically, construction trades take most students, but for the past three years there has been growing interest to train future cooks as the hospitality industry faces a shortage of skilled labour.
Students get hands-on experience, allowing them to investigate career options. They get relevant experience, evaluations, specialized training, and job coaching. Employers can see how the students fit into their businesses, often keeping the students on the payroll after their internships end.
The SEIC recruits Grade 11 and 12 students from the three school divisions in the greater Saskatoon area. STEC recruits food service employers to participate in the program.
In fact, if you own or operate a restaurant or other business that prepares and serves food, perhaps you'd like hire an intern next summer. You'd be expected to pay the student at least minimum wage, providing valuable summer employment for your intern, but unlike hiring inexperienced staff off the street or through classified advertising, you and your intern receive SYIP support that includes Food Safe and other safety training and a job coach who helps the student integrate into your workplace.
The kitchen and operations manager at one popular Saskatoon restaurant and lounge, who hired his first intern last summer, said that "the program sounded like a really good opportunity for the student and for us."
Hiring high school students is a good place to start, he said, because they haven't developed any habits that might make them unsuitable for a particular employer. Last year's intern is still working at the restaurant.
Friday, June 29, 2012
How to keep employees during a labour shortage
Earlier in June, the Canadian Tourism Human Resource Council released its labour supply and demand study titled, The Future of Canada’s Tourism Sector. I posed a question on the STEC Facebook Page at the time. (If you're game for a little bit of fun, go visit our Facebook page before reading any further and try out the little quiz I posted there on June 6. In it, I've asked you to take a guess at rating the top non-wage benefits that help employee retention.)
This study quantifies the implications of long-term demographic and economic trends on labour supply and demand in Canada’s tourism sector, and outlines potential labour shortages over the next 20 years by industry, by province, and by occupation.
The CTHRC study warns of a looming 20-year labour shortage. Saskatchewan is among five provinces to be especially hard-hit, with a projected shortage equal to 1,227 full time jobs within a year. By 2030, that shortfall could rise to 7,396 unless businesses begin to act now.
In shortest supply: chefs, other kitchen workers, entry-level counter staff and housekeeping room attendants.
The report outlines strategies for tourism employers to improve their labour supply, including non-wage benefits that are most attractive to Canadian workers and that are most likely to help employers retain their workforce.
While preparing the report, the CTHRC surveyed 1,000 workers - employed or looking for employment - and asked them what non-wage goodies would either keep them with their current employers or entice them to work with one employer rather than another. The resulting 23 benefits - especially the top 10 - might surprise you. There's a different top 10 depending on whether or not you make over $100,000 a year, whether or not you already have a job, and how old you are.
For Canadians who are currently employed, here are the most important non-wage benefits keeping them with their current employer:
In other words, if you're looking to retain staff, you should carefully consider providing these highly rated benefits to employees if you are not already.
In the middle are the non-wage benefits that might or might not matter to employees. These vary greatly in importance, depending on employees' current income and age! You'll need to do your homework and have a good understanding of your employees as individuals before you make decisions about these benefits:
At the very bottom of the list, of least interest to employees:
If you're currently putting most of your effort into those benefits at the bottom of the list, you likely aren't having much of an effect on employee turnover. That's not a good thing in the face of a labour shortage. Of course, if you're not doing anything on any of these lists, that's even worse!
I've been looking around at various employee recognition/retention programs that are offered to employers. Surprisingly, most "turnkey" programs focus on benefits at the bottom of the scale - the freebies, discounts, "perqs" and other stuff that employees don't particularly want or care about and that doesn't make any difference in helping employers retain their staff. These programs all but neglect the most important non-wage benefits near the top of the list.
A lot of employers subscribe to group benefit plans separately from other retention programs, and that's something that every employer should consider, no matter how big or small. But there's still a large gap in non-wage benefits that employers need for workforce retention. Professional development, whether formal or informal, is the biggest unfulfilled demand in most small to medium businesses, and it's one area where a little investment can pay out big results. It sounds complicated, but it doesn't have to be. It's basically a matter of making sure that employees are given the opportunity to develop the skills and knowledge to do their jobs and serve their customers well. It might mean helping employees earn professional certification as front line workers, supervisors or managers. It could involve encouraging employees to apprentice toward journeyperson in a tourism or other trade. It could be as simple as enrolling in half-day or day-long workshops in customer service, responsible liquor service, or sales techniques. Just as important as the training or development is the follow-through. Don't give your employees the tools to do their jobs better and give customers more satisfaction and then expect everyone to keep doing things the way they were always done.
As we get closer to a serious labour crunch, employers are going to have to take a much closer look at their retention practices. Hanging out a "help wanted" sign just won't help any more.
This study quantifies the implications of long-term demographic and economic trends on labour supply and demand in Canada’s tourism sector, and outlines potential labour shortages over the next 20 years by industry, by province, and by occupation.
The CTHRC study warns of a looming 20-year labour shortage. Saskatchewan is among five provinces to be especially hard-hit, with a projected shortage equal to 1,227 full time jobs within a year. By 2030, that shortfall could rise to 7,396 unless businesses begin to act now.
In shortest supply: chefs, other kitchen workers, entry-level counter staff and housekeeping room attendants.
The report outlines strategies for tourism employers to improve their labour supply, including non-wage benefits that are most attractive to Canadian workers and that are most likely to help employers retain their workforce.
While preparing the report, the CTHRC surveyed 1,000 workers - employed or looking for employment - and asked them what non-wage goodies would either keep them with their current employers or entice them to work with one employer rather than another. The resulting 23 benefits - especially the top 10 - might surprise you. There's a different top 10 depending on whether or not you make over $100,000 a year, whether or not you already have a job, and how old you are.
For Canadians who are currently employed, here are the most important non-wage benefits keeping them with their current employer:
- vacation time of more than two weeks.
- health and dental plans.
- short- and long-term disability benefits.
- employee life insurance.
- registered pension plan.
- flex time/flexible hours.
- formal professional development.
- informal professional development.
In other words, if you're looking to retain staff, you should carefully consider providing these highly rated benefits to employees if you are not already.
In the middle are the non-wage benefits that might or might not matter to employees. These vary greatly in importance, depending on employees' current income and age! You'll need to do your homework and have a good understanding of your employees as individuals before you make decisions about these benefits:
- Group RRSP.
- Employee discounts/free services.
- Sales bonuses and/or commissions.
- Company car/mileage allowance.
- Profit-sharing plan.
- Maternity/parental leave.
At the very bottom of the list, of least interest to employees:
- cell phone/smart phone.
- fitness club membership.
- telecommuting/home-based work.
- on-site fitness centre.
- association memberships
- job sharing.
- tickets to events.
- bus or subway passes.
If you're currently putting most of your effort into those benefits at the bottom of the list, you likely aren't having much of an effect on employee turnover. That's not a good thing in the face of a labour shortage. Of course, if you're not doing anything on any of these lists, that's even worse!
I've been looking around at various employee recognition/retention programs that are offered to employers. Surprisingly, most "turnkey" programs focus on benefits at the bottom of the scale - the freebies, discounts, "perqs" and other stuff that employees don't particularly want or care about and that doesn't make any difference in helping employers retain their staff. These programs all but neglect the most important non-wage benefits near the top of the list.
A lot of employers subscribe to group benefit plans separately from other retention programs, and that's something that every employer should consider, no matter how big or small. But there's still a large gap in non-wage benefits that employers need for workforce retention. Professional development, whether formal or informal, is the biggest unfulfilled demand in most small to medium businesses, and it's one area where a little investment can pay out big results. It sounds complicated, but it doesn't have to be. It's basically a matter of making sure that employees are given the opportunity to develop the skills and knowledge to do their jobs and serve their customers well. It might mean helping employees earn professional certification as front line workers, supervisors or managers. It could involve encouraging employees to apprentice toward journeyperson in a tourism or other trade. It could be as simple as enrolling in half-day or day-long workshops in customer service, responsible liquor service, or sales techniques. Just as important as the training or development is the follow-through. Don't give your employees the tools to do their jobs better and give customers more satisfaction and then expect everyone to keep doing things the way they were always done.
As we get closer to a serious labour crunch, employers are going to have to take a much closer look at their retention practices. Hanging out a "help wanted" sign just won't help any more.
Thursday, June 21, 2012
Sweet deal for VIC managers
If so, we'd like to remind VIC managers that they can download copies of emerit National Occupational Standards for Tourism Visitor Information Counsellor and Tourism Visitor Information Supervisor.
The standards are ideal for training and orientation. Developed by the Canadian Tourism Human Resource Council (CTHRC) with input from employers and workers, emerit standards make it easier for you to prepare your staff and volunteers for their roles in your operation. Trained staff help boost visitor satisfaction, generate more business in your community, and inspire word-of-mouth referrals.
If you don’t already have the current emerit National Occupation Standards, download your free copy today (or order a printed copy for your office for $45). In addition to Tourism Visitor Information Counsellor and Tourism Visitor Information Supervisor, you might also be interested in Tour Guide and Heritage Interpreter.
You can download the standards from the emerit website. Look for the link on the right-hand side of the page for the free download.
For Tourism Visitor Information Counsellor, for example, you'll get a 44-page PDF booklet that provides a general job description and outlines the key attitudes, knowledge and skills a person needs to do the job. It also covers subjects such as tourism awareness, the role of the tourism/visitor information counsellor, communications skills, interacting with partner agencies, office routines, safety procedures, assisting people with special needs, product and service knowledge, selling, and handling payments.
Free USB key for first 20 VICs to request one!
If you are one of the first 20 Visitor Information Centres to ask for one, we will send you a free STEC 1GB USB flash drive. Each two-tone, blue and metallic, folding USB flash drive is emblazoned with the STEC logo and comes already pre-loaded with the emerit National Occupational Standard for Tourism Visitor Information Counsellor. We only have 20, and when they’re gone, they’re gone. We’re sure you won’t want to miss out! If you work at a Visitor Information Centre, simply post a comment below this blog post. Be sure to include the name and address of your Visitor Information Centre, so we'll know where to send your flash drive, as well as a link to your website.
Monday, May 28, 2012
Millennials in the workplace
Join STEC for a Lunch and Learn Seminar, presented by Darcy Acton, STEC's Manager of Industry Human Resources Development
- Tuesday, June 5
- 11:45 a.m. to 1:00 p.m.
- Saskatoon, SK
Hiring: The Next Generation
From Baby Boomer to Gen X, employers have had to learn how to hire and motivate the best workers.
Now, the Next Generation, Millennial Generation or Generation Y, is joining the workforce.
This technologically savvy, socially active generation strives for work-life balance, with an optimistic view of the future.
Discover what it takes to woo and wow Millennials. Learn practical tips for hiring and inspiring a young, involved workforce.
Only $35/person
For more information or to register by phone: (306) 933-7186 or 1-800-331-1529.
Email stec.training@sasktourism.com
Registration deadline: Friday, June 1, 2012.
Friday, May 18, 2012
Why you keep showing up for work (hint: it's not because of the money)
Have you noticed that whenever you ask someone, "How are you doing?" the answer is always "Fine", or some variation of that? It's one of those automatic responses we all give, and all expect. You don't really give it that much thought. Workplace gurus and entrepreneurial consultants advise that the best answer is an enthusiastic "Fantastic!!" But, really, it's still the same automatic response. No one actually says how they're really doing (try it some time, just to see what happens).
If you ask people what they think motivates others to work, more often than not their response is automatic, too. They'll say, "money." Maybe they say that because it's what they've always heard, or maybe because they think it's what they're supposed to say. (Or, maybe they're hoping that saying so in front of the boss will land them a nice raise!) It's just one of those automatic responses. But, when pressed to think about it, most people know that money is a poor motivator.
Last month, the Canadian HR Reporter blog reported on research by PsychTests AIM Inc. (company news release), about what motivates people to do their best at work.
Here are the top five things that keep people motivated at work:
Number one on that list above is what strikes me as interesting, not because people think customer focus is important, but that it's more important than all the other motivators. That really shouldn't come as a surprise. Helping someone else achieve their goal is at the heart of a lot of human motivation. When you look at it that way, you see that value in all five of the motivators above: working toward a common purpose makes people feel like they are achieving something meaningful.
That doesn't mean money isn't important. It may not motivate people to do better, but poor compensation certainly motivates people to leave a job.
If you ask people what they think motivates others to work, more often than not their response is automatic, too. They'll say, "money." Maybe they say that because it's what they've always heard, or maybe because they think it's what they're supposed to say. (Or, maybe they're hoping that saying so in front of the boss will land them a nice raise!) It's just one of those automatic responses. But, when pressed to think about it, most people know that money is a poor motivator.
Last month, the Canadian HR Reporter blog reported on research by PsychTests AIM Inc. (company news release), about what motivates people to do their best at work.
Here are the top five things that keep people motivated at work:
- Being customer focused.
- Having a challenging work environment in which you can achieve something meaningful.
- Being able to inspire others.
- Working in a company or field that provides identity and purpose.
- Having fun, working in a position or corporate culture that is entertaining.
Number one on that list above is what strikes me as interesting, not because people think customer focus is important, but that it's more important than all the other motivators. That really shouldn't come as a surprise. Helping someone else achieve their goal is at the heart of a lot of human motivation. When you look at it that way, you see that value in all five of the motivators above: working toward a common purpose makes people feel like they are achieving something meaningful.
That doesn't mean money isn't important. It may not motivate people to do better, but poor compensation certainly motivates people to leave a job.
Wednesday, May 16, 2012
Think about tourism careers during Saskatchewan Tourism Week
 |
| Shearwater Tours, Saskatoon |
Already, we're projecting a shortfall of about 1,600 people to fill tourism jobs this year. That demand for workers is only going to get worse, because travel and visitor spending is increasing faster than other consumer purchases, meaning even more tourism work for fewer tourism workers. For workers, this is a great time to be in tourism, because you can basically write your own ticket to a job.
That doesn't mean the work is easy - far from it, because international competition for travellers and customer expectations for service have never been higher - but there is no better time to find rewarding work and careers in tourism, especially in Saskatchewan. Take a gander over at our sister Saskatchewan Tourism Saskatchewan Facebook page or the Tourism Saskatchewan website to see everything that our province has for visitors. Our tourism businesses are among the best you'll find anywhere (they have to be, because people are able and willing to travel anywhere to get the experiences they want).
So, while things are looking pretty rosy for workers, businesses have to offer not only the kinds of experiences that can attract ever-more-discerning customers, but also nurture the kinds of workplaces that attract and keep the best employees. That's a tough challenge for everyone, and no business is in a position to be able to meet that challenge alone. We all have to pull together to develop a qualified and motivated tourism workforce, a workforce that's well trained and well rewarded for the contribution that everyone makes to our economy.
Monday, May 7, 2012
Keeping track of employee training needs
How do you know what training your employees need? How do you know if their training is up to date?
We'd like you to take a moment to give us your feedback about a simple, quick tool that we hope will make it easier for you plan and track your employee training. We're not asking you plan anyone's training, or asking you for any personal information. This is just a short survey to help us develop the planning tool.
The survey is designed for business owners, supervisors and managers. Please take a moment to visit this link and take the survey. Your feedback is important. http://www.surveymonkey.com/s/2JX8T5N
We'd like you to take a moment to give us your feedback about a simple, quick tool that we hope will make it easier for you plan and track your employee training. We're not asking you plan anyone's training, or asking you for any personal information. This is just a short survey to help us develop the planning tool.
The survey is designed for business owners, supervisors and managers. Please take a moment to visit this link and take the survey. Your feedback is important. http://www.surveymonkey.com/s/2JX8T5N
Wednesday, May 2, 2012
Nominate someone you know as "Tourism Ambassador"
I bet you know someone who makes a tremendous contribution toward tourism in Saskatchewan. Maybe it's someone who makes every customer feel like a million bucks. It could be a coworker who inspires professionalism among everyone in the workplace. Perhaps you know of an instructor who has made an outstanding contribution to tourism or hospitality education. We want to hear your suggestions for this year's "Tourism Ambassador" awards at the 19th Annual Saskatchewan Tourism Professional Recognition Dinners, June 11 in Saskatoon and June 13 in Regina. Nominations are accepted until Friday, May 11. Download the nomination form (PDF).
Nominations are open in each of the five industries that make up the tourism sector:
Nominees for an Ambassador Award must meet the following criteria:
If you have any questions, please contact:
Awards may not be given for all industries in every year. Last year's awards were presented for Accommodations, Recreation and Entertainment, Food and Beverage, and Educator of the Year.
Nominations are open in each of the five industries that make up the tourism sector:
- Accommodations,
- Food & Beverage Services,
- Recreation and Entertainment,
- Transportation, and
- Travel Services, as well as
- Educator of the Year.
Nominees for an Ambassador Award must meet the following criteria:
- be Certified in a tourism occupation,
- be active in tourism,
- embody the values of Certification, and
- exhibit an ongoing commitment to professionalism in tourism.
If you have any questions, please contact:
Lesley Welter
Saskatchewan Tourism Education Council
Suite 102, 202 Fourth Avenue North
Saskatoon SK S7K 0K1
Phone: (306) 933-7188 Fax: (306) 933-6250
Toll Free: 1-800-331-1529
Email: lesley.welter@sasktoruism.com
Awards may not be given for all industries in every year. Last year's awards were presented for Accommodations, Recreation and Entertainment, Food and Beverage, and Educator of the Year.
Tuesday, May 1, 2012
2013 Employer of Choice applications now open
Hurray, hurray!
First of May!
Employer of Choice
opens today!
(Ok, so the rhythm is off a bit, but the rhyme works.)
Visit www.steceoc.com and register to qualify as a Saskatchewan Tourism Employer of Choice for 2013. Applications are now open until November 30. But don't procrastinate. The application will take a bit of time, so start now to make sure you can help celebrate the 2013 Employers of Choice next spring.
See the 2012 Employers of Choice, and find out more about becoming an Employer of Choice, by visiting the STEC.com website.
Monday, April 23, 2012
2012 Employers of Choice awarded at SHHA conference today
In other words, you start by creating a great workplace. Getting the Employer of Choice designation is the independent recognition that you have the kind of business that attracts the best employees and keeps them for the long haul.
This year, we're recognizing nine organizations as Employers of Choice. The fact is, there are many more employers in Saskatchewan that would qualify, if they would sign up and work through the application. That takes a bit of work, what with the questionnaires and surveys and all. We know that. But that work helps your business validate the good practices that you already have, and the detailed audit report prepared by our in-house human resource professionals helps you identify areas that can make you even stronger. Plus, we're there to help you with the tools and resources to engage in human resource "best practices" in every way. With potential shortage of up to 1,300 skilled tourism workers by the end of this year, and 6,500 within the next 13 years, that's a good reason to be recognized as the kind of employer that people want to work for. It's just one more "plus" that helps you attract good workers when everyone else is hanging out their "help wanted" signs.
So, if you haven't registered at the STEC Employer of Choice online portal, why not take a moment to sign up and get started. Registrations open May 1 of each year, and close November 30. (You can sign up to register for the site today - you just won't be able to start work on the EOC process until May 1). That gives you seven months to complete the employer questionnaire and employee surveys. Sign up early, because you should plan on taking several weeks, not all at once, but a little at a time over that seven months, to work through it all.
Monday, April 9, 2012
A little sunshine on an April morning
Thanks, Gayleen, for taking the time at the end of the workshop to provide some wonderful feedback and comments (and for providing permission to share them with our readers).
Several schools in Saskatchewan offer our Service Best in High Schools workshop. When you consider that most young people get their first jobs in tourism or hospitality businesses, the training effectively prepares them for summer employment, part-time work as students, and ongoing work in jobs where good customer service counts, including retail. (So, tell me of any job that doesn't require some kind of customer service, whether that's in a retail or "selling" business or in an office that requires you to interact effectively with colleagues!) Diefenbaker Destination Developments recently organized our Service Best Teacher In-Service workshop to certify high school teachers to provide Service Best in schools throughout the Lake Diefenbaker Tourism Destination Area. We even had one teacher travel down from Blaine Lake to take the training so that she could deliver Service Best in her high school.
Would we like to see more schools deliver Service Best? You bet! Consider how most of us learn about how to behave on the job. We learn mainly from experience, by watching how others are treated. If you can remember how you were treated as a high school (or younger) student when you went into local businesses, then you know that our youth don't often experience exemplary customer service. So, how do you learn to provide good customer service if you never experience it? That's why we've got Service Best in High Schools.
Subscribe to:
Posts (Atom)