Online Certificate Program in Wood Products Manufacturing Management

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Wood Manufacturing Council /Conseil des
fabricants de bois
TORONTO TRAINING BOARD
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Introduction

• WMC is the human resources sector council for the
  advanced wood products industry.
• Le Conseil des fabricants de bois est le conseil
  des ressources humaines dans le secteur de pointe
  de la transformation des produits du bois.

Photo Superior Millwork
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History Our Roots

• Next evolution of NEI
• Contribution Agreement Signed August
• 2001.
• Minister Stewart announced the support
• at the Wood Working Machinery and
• Supply Show 2001.
• Office opened in late February 2002.
• First Permanent Board elected in
• September 2002.

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SECTOR COUNCILS

• Currently 30 operating Councils and more
  coming.
• 50 of labour force
• HRSDC Support
• Permanent Organizations
• Business
• Education
• Labour
• Others
• Neutral / Co-operative

Photo Kitchen Craft
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CONSEILS SECTORIELS

• Aquaculture
• Mining Industry
• Tourism
• Cultural Sector
• Apparel
• Biotechnology
• Plastics
• Construction

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CROSS SECTOR / SECTOR-LIKE ORGANIZATIONS

• Canada Career Consortium
• Association of Canadian Community Colleges
• AboriginalHRDCC
• Canadian Apprenticeship Forum
• The Alliance of Sector Councils

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MAJOR FUNCTIONS/ ROLES

• ? LMI
• ? Solutions
• ? Strategies

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Labor Market Information

• Qualitative and Quantitative Employment and
  Skills Information
• LM trends, supply/demand imbalances,
  current/emerging employment opportunities

• Profiles, trends, future requirements, forecasts,
  opportunities, needs

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Situational Analysis

• Examination of the major characteristics of the
  Canadian advanced wood products manufacturing
  sector, with special emphasis on human resources
  issues.
• Comprehensive review of the literature and
  statistics for the period 1990 to 2002.

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General Remarks (Study Findings)

• Economically Healthy Recent Growth all
  Industries (1990-2002).
• Significant Change in the Last Decade.
• More Rationalized.
• More Export Oriented.
• Firms Small vs. International Competitors.
• Highly-Fragmented, Wide Scope.
• Asian Competition (China).
• Maturation After Significant Change.

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Issues Identified

• HR Issues Are Major Concern
• Losing Competitiveness Due To Poorly Trained
  Staff / Management
• New Technology Significant Impact
• Increasing Dependence on Highly Trained Staff
• Research / Education / Training Not Keeping Up
  with Competitors.
• Specialized Areas (CNC/CAD) Have Most Skilled
  Shortages.

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Management
Issues Identified

• Perceived Lack of Training Programs
• Near Crisis Enrollment
• Promotion Needed
• Co-ordinated Effort

• Weaknesses at Both Production and General
  Management Level.

Marketing

• Lack of Professional Marketing.
• Impacts
• Market Knowledge
• Profitability

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State of the Sector Manufacturing by Province
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Sector Study

• A comprehensive research study that provides the
  basis for an industrys future human resource
  planning strategy.
• Improved understanding of human resource
  problems, issues and skill requirements.
• Sector-wide consensus concerning HR priorities
  and next steps.

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SECTOR STRUCTURE / DEMOGRAPHICS

• 9,122 Establishments In Sector
• 6,191 Small Shops (68)
• 2,637 Small Scale Enterprises
• 237 Firms of 5 to 500 Employees
• 14 Firms over 500 Employees
• Fragmental, Small Scale Structure

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UNIT 5

• How Much Labor / What Skills Needed
• Labour Force Supply Work Force Skills Available
• Apparent Deficiencies Implications For Skills
  Training Needs
• Training
• Small Shops

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Job1 Attraction-Promote Careers in the Sector
Positives

• Most of the sector is growing (furniture is
  downsizing re-structuring) sustainable jobs
  growth
• For those already in the industry, there are many
  attractive jobs. Many new entrants are
  pleasantly surprised at the job and career
  prospects (but most are unaware of them).
• Many existing programs exist (e.g. Careers in
  Wood Phases 12). The industry is addressing the
  problem (the current pace and intensity wont
  fill the supply gap). However, HR needs are on
  the radar scope.

Negatives

• Sector has a negative image among most key groups
  targeted for recruitment.
• ARR rates (attraction, recruitment and retention
  rates) are low and will not meet future volume on
  skills.
• Sector lacks a cohesive image. Too many diverse
  sub-sectors exist, that are not pulled together
  under a single banner i.e. the wood
  manufacturing industry (does little to indicate
  and exciting career path for new entrants).
• Playing with descriptive words for the sector,
  such as advanced manufacturing or value-added
  serves only trade associations, ESTTT providers
  and consultants. Its not an effective turn-on
  for the target audiences.
• Sector is highly fragmented (9,200 prospective
  employers) and poses challenges for branding.
• Average pay rates are low, but reflect the old
  jobs. Without changes in business models many
  small shops cant offer competitive
  rates/benefits or attract the skills sets they
  need to bring about changes.

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Job1 Attraction-Promote Careers in the Sector

• Develop a National Branding program (3rd Phase of
  Careers in Wood)
• Target Specific Labour Market Groups -
  Technical and leaderships skills strategy -
  Women - First Nations - Schools
  (accelerate WoodLINKS program)
• Collaborate with Other National Provincial
  Associations to Establish an Enhanced National
  Process for Identification Action re Critical
  Skills Shortages (CSMs)
• Develop a National Communications Strategy for
  Careers/Attraction
• Create National Annual Awards Event to
  Recognize Excellence in the Promotion Process

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WMC

• Attraction/Recruitment Efforts

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Recruitment/Career Information
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Industry Recruiters

• Training Manual and Presentation
• Training Manual is printed and distribution has
• begun.
• Presentation is complete and several industry
• representatives have now used it successfully.

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Presentation

• Who / What is AWPP Sector
• Issues / Challenges
• Skills Needs

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Presentation

• Myths / Misconception
• Role of Canadian Forests
• Historically
• Economically
• Socially
• Environmentally

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Presentation

• Sustainable Forestry
• How we use our wood
• Technology
• Products

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Presentation

• Photosynthesis
• Jobs
• Opportunities for Women
• Training Programs
• Career Resources

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Recruitment / Career Information
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Recruitment Tools
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Careers In Wood Phase II

• Project Structure
• Marketing Communications Strategy
• Research Component
• Web Site Development

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Marketing Strategy Components

• Situation Analysis
• Target Audiences
• Positioning
• Career Promotions Strategies
• Action plan

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Target Audiences

• Youth
• High School Students
• Community College Students
• Aboriginal
• Adults in Transition
• New Canadians
• Men
• Women

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Career Promotions Strategies
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Research Component

• Industry Profile
• Career Road Maps
• Occupational Profiles
• Educational Profiles

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Industry Profile

• Interpret the current state of the AWP sector.
• Outline the size of the industry, distribution of
  the AWP businesses across the country, number of
  employees in the sector, occupations involved,
  and social trends related to sector employees.

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Career Road Maps

• Database of information to guide career seekers
  to the sector.
• Will include occupation category and titles, pay
  rates, related education, related experience,
  essential skills, and geographic location.
• Based on the industry profile, occupation
  profiles, and essential skill-related materials.
  
• To provide clients with a means to assess
  occupations they are suited for based on their
  current experience and education levels.
• This system can also help them learn what
  additional skills, experience, or education they
  need to gain in order to progress in their
  careers within the sector.

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Career Roadmaps
Why wood? It is very tactile, warm and you can
make large things
Nouri Tchebeli, Woodworker Age Group 31 to
35 Education Sheridan College in Brampton, ON
Current Employer Straight Line Designs I am a
highly skilled and creative woodworker who
designs and creates custom wood furniture and art
for our clients.
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Career Roadmaps
Choices for a career roadmap Step 3
Based on your choices, you are qualified to work
at the following types of positions in the AWP
sector With some more education and/or
training, you could be qualified to work at the
following types of positions in the AWP
sector Tell me about how I can gain
more education and/or training With some
more experience, you could be qualified to work
at the following types of positions in the AWP
sector Tell me about how I can gain
more experience To continue with this
assessment, press the enter button below
(This box would list all the occupations the
user may be qualified to perform in the AWP
sector)
(This box would list all the occupations the
user may be qualified to perform in the AWP
sector with more education and/or training)
EDUCATION
(This box would list all the occupations the
user may be qualified to perform in the AWP
sector with more experience)
EXPERIENCE
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Occupational Profiles

• Interviews were conducted in various cities
  across the country, in person and via telephone.
  
• At the conclusion of the process, profiles were
  produced for 56 exceptional employees who were
  nominated by representatives of 20 sector
  businesses.
• The occupational profiles will be used in the
  next phase of the project to create examples of
  achievement that can attract new workers to the
  sector or act as examples of success that future
  employees can emulate.

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Occupational Profiles
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Educational Profiles

• The profiles will provide a higher level of
  awareness concerning institutions that provide
  education and training related to the AWP sector.
  
• A list of 30 institutions has been selected, and
  information is being collected from each
  institution.
• Profiles will be used to provide information to
  future employees on how they can gain education
  and training directly related to the AWP sector.

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Recruitment Activities
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Career Promotions Strategies

• Strategy 1 Clarify the overall image of the
  industry.
• Strategy 2 Explain the kinds of jobs in wood
• manufacturing
• Strategy 3 Leverage existing career promotions
  efforts
• Strategy 4 Create partnerships
• Strategy 5 Assess the feasibility of targeting
  
• Aboriginal Canadians
  as a source of
• employees for the
  wood manufacturing sector

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Career Focus Program
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Career Focus Program

• 25 Interns
• 6 Provinces
• Wood Processing Grads from Conestoga, UBC CAWP
• Designers, Business, Website Experts

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WPP Affinity Group

• Partnership with ACCC.
• Includes Universities.
• ACCC
• Expertise, Experience.
• Communication Facilitation.
• Common Issues
• Recruitment, Promotion.
• Articulation.
• Resource Sharing.
• 14 WPP Schools At First Meeting.

Photo ACCC WMC School Meeting
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WoodLINKS

• PROGRAM OVERVIEW

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BACKGROUND

• Established 1996
• Dedicated to promoting awareness of wood
  manufacturing industry and career opportunities
  provided

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BACKGROUND

• Developed wood manufacturing education and
  certification program
• Intended primarily for senior high school
  students
• Gives students knowledge and practical skills

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BACKGROUND

• Students who successfully complete program are
  awarded WoodLINKS certification

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PARTNERSHIPS

• Key component is partnership between schools and
  local wood manufacturers
• Program is tailored to local industry profile

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CURRICULUM

• Introductory Wood Products Manufacturing
• Advanced Wood Products Manufacturing
• Ensures appropriate skill set for entry level
  employment in the wood products industry

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COURSE CONCEPTS

• Personal skills (communications, teamwork,
  safety stress management)
• Business skills (identifying products,
  marketing, distribution management)

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COURSE CONCEPTS

• Manufacturing skills (materials, processes,
  management)
• Citizen skills
• (human and natural resource management)

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CERTIFICATION

• Standardized final examinations (Introductory and
  Advanced)
• Recognized by industry and post-secondary
  institutions

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OPERATING GUIDELINES

• Ensure consistent delivery of learning outcomes
• Award certification to students who achieve
  industry standard
• Work with schools to develop appropriate delivery
  model

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PROPOSED PROGRAM
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What Are National Occupational Standards?

• Describes the skills and knowledge needed to
  perform competently in the workplace. Helps
  companies and individuals plan their skills
  development and maintain their competencies.
  Voluntary, but their introduction to the
  workplace will greatly benefit both employers and
  employees.

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Occupational standards help industries to define
and achieve the following goals

• Recruit, develop and maintain a skilled
  workforce
• Ensure that occupational requirements are
  equitable
• Increase competitiveness and productivity
• Facilitate mobility of labour within Canada
• Identify and communicate human resources and
  training needs
• Create instructional programs
• Upgrade employee skills
• Develop accreditation / certification process

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Literacy And Essential Skills Project

• Set of Skills Used In Most If Not All Occupations
  (Enabling Skills)
• Learn Technical Skills
• Perform Required Job Tasks
• Adopt To Workplace Change

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Essential Skills Includes

• Computer Use
• Continuous Learning
• Other Information
• Thinking Skills
• Problem Solving
• Decision Making
• Critical Thinking
• Job Task Planning / Organizing
• Significant Memory Use
• Finding Information

• Reading Text
• Document Use
• Writing
• Numeracy
• Oral Communication
• Working With Others

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Key Issues

• Introduction and Use of New Technologies Driving
  Need For More Advanced Basic Skills
• Need To Upgrade Basic Skills To Participate in
  Upgrading Trade Skills
• Improved Communications Skills, Critical
  Thinking/Problem Solving Skills Required For
• Reporting
• Communications with Clients, Colleagues
• Team Leaders, Fore persons, Supervisors

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Essential Skills Recommendations

• Work together to Increase Awareness / Promote
  Essential Skills
• Develop Sector Wide Strategies For Recruitment /
  Retention Of Workers
• Support Development of Pre-Employment Programs
  That Take ES Into Account
• Support Development of Assessment Tools and
  Processes
• Support Provision of Essential Skills Training

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On-Line Management Training

• Development of A Comprehensive Management
  Training Program.
• For Small Firms
• Advance The Skills of Their Existing
  Managers/Owners
• For Larger Firms
• Standardized, National Training Program For
  Manager-Track Employers
• Cross-Train Managers From Outside Industry

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Proposed Program

• Series of Short Modules Potentially Leading To A
  Post Secondary Certificate
• 150 Hours of Core, 30 - 40 Hours Elective Courses
• 2 Years To Develop
• Demonstrate On-Line Is Best Delivery Mechanism

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Sample Module Topics

• Equipment justification, replacement and costing
• Facilities layout and flow
• Production scheduling, planning and inventory
  control
• Work measurement, performance and benchmarking
• Quality management and control
• Yield measurement, utilization of waste,
  recycling and environmental control
• Cost accounting and performance analysis systems
• Human resources, motivation and supervision
• Information technology and its role in modern
  business systems
• Business finance
• Marketing and new business development
• Industrial design and new product development

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Training Needs Assessment

• Availability / Appropriateness of Related Online
  Courses.
• Appropriate Delivery Methods/Desired Topics
• Gauge Potential Uptake
• Possible E-Learning Strategy

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Rise - Objectives

• Develop / Promote Skills Based Occupations.
• Create Formal In-House Training Programs.
• Foster Long Term Retention of Skilled Workforce.
• Build National Training Network For Skills
  Development.
• Develop Accreditation Structure to Certify
  Companies / Qualify Educators.
• Identify / Develop Comprehensive Training
  Curriculum.
• Prepare Skilled and Technical Individuals For
  Adoption of Advanced Technology.

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Rise - Objectives

• Machining
• Panel Saw
• Drilling
• Edge Banding
• Router / Shaper
• Table Saw
• Finishing
• Automated Finishing
• Hand Spraying
• Sanding
• Automated
• Hand Sanding
• Tool and Preventative Maintenance

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CONCLUSION