Project Background

The Food Processing HR Council (FPHRC) is currently undertaking a new project titled "Food Processing Worker Attraction and Retention - Phase I".

The primary objective is to find beneficial ways and means for students considering a career in the food & beverage processing industry to actually "experience" what it is like to be employed in the sector while they are still being educated. The idea is to determine what has and hasn’t worked in terms of co-op and other programs and bring together those successful elements into a framework that will have the best chance of success with potential employers in the sector to meet the needs of educational institutions across the country.

Phase I of the project consists of conducting a needs and gap analysis to determine which elements from existing programs and/or models have been successful in helping to create awareness amongst students and potential employees to seek employment in the workplace.

The needs analysis will focus on the following components:

1. Experiential Learning:

• Level of employer support - nationally and regionally;
• Interest by educational authorities - schools and/or boards in proximity to potentially participating employers;
• Value in approaching selected communities with a mix of urban and rural providing potential for addressing cultural (immigrant) issues; and partnering with Aboriginal communities;
• Research existing experiential models including school-to-work; co-op programs and apprenticeship, etc.;
• Investigate partnerships, best practices, experience in this area, such as the Education Sector Council Partnerships Project;
• Literature search
• Recommendations regarding development approach.

2. Mentorship:

• Determine level of awareness among industry stakeholders regarding mentorship tools and methods, including coaching, job shadowing, pairing, counseling, peer review, etc.;
• What are perceived needs and gaps that industry would like to have addressed;
• Existing programs, tools etc. in use throughout the industry;
• Models or tools already developed by other industries, Sector Councils, etc. - potential partnerships;
• Identify best practices - linkages to experiential learning;
• Literature search;
• Recommended approach.

3. Education Community Outreach:

• Determine extent to which industry stakeholders, including firms, associations, etc. are currently approaching schools, colleges, universities and other training institutes;
• Ascertain what the requirements of industry are for a strategic approach and associated toolkit to effectively reach out to students;
• Identify what tools, materials, mechanisms might already be in place or previously developed that could be adapted for use by the Food Processing Industry, such as the materials developed by the Wood Manufacturing Council;
• Literature search, including publicly available documentation through electronic, web-based and other media;
• Recommendations for development of an outreach strategy/process and toolkit to assist industry stakeholders reach out to students throughout the education community - a generic model that could be replicated in any region, geographic or cultural community.

4. Cultural Diversity:

• Determine the extent to which cultural diversity impacts on or influences productivity and effective human resources management in the food processing industry’s workplaces;
• Discern the need by industry stakeholders for a program or tools to help address issues influenced by different cultural backgrounds;
• Research existing programs, initiatives and tools developed by the industry or other industries, groups, etc., building on the previously developed Food Processing Industry cultural diversity toolkit;
• Recommendations for moving forward to develop a national industry-wide cultural diversity strategy and associated tools for use by industry stakeholders.

Ultimately, the project will provide the basis for more effective future human resources planning by the food and beverage processing industry. The consultation process at a national level with industry stakeholders and other organizations will benefit this initiative greatly by allowing FPHRC to connect with other established programs/systems already in place, hence avoiding duplication and/or building upon best practices.