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PROMOTING WORKPLACE INNOVATION TO FOSTER LEARNING AT WORKKatharine MullockLabour market economistDirectorate for Employment, Labour and Social Affairs, OECD
Demand for jobs and skills is changing.
Technological change
Population ageing
Globalisation
Changing skill demand
Increased need for up-
and reskilling
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High risk of automation Significant risk of change
The impact of technology on jobs is sometimes exaggerated, but
many jobs will change.
Share of jobs with significant (50-70%) and high risk (>70%) of automation
Source: Nedelkoska and Quintini (2018), Automation, Skills Use and Training, OECD Social, Employment and Migration Working Papers, No. 202; Data for 2015 or latest available
Information-processing and problem solving skills are in shortage,
while skills associated with manual and routine tasks are in
surplus.
Skills in shortage and surplus, Canada, 2015
Source: OECD Skills for Jobs database.
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Knowledge Abilities Skills
Alignment with labour market
needs
Training that has the desired
impact
Adequate financing
OECD Priorities for Adult Learning dashboard
High coverage
Inclusive participation
Flexibility & guidance
Urgency of investing in adult learning
• Assess how well skills are used in workplaces in Canada.
• Review and showcase initiatives by workforce development bodies to promote better skills use and learning in workplaces in Canada. – Ontario: Local Employment Planning Councils
– Newfoundland: Workforce Innovation Centre
• Develop recommendations on how examples of international good practice could be adapted to Canada
Objectives of Canada adult learning review:
Skills use is associated with higher productivity.
Labour productivity and the use of reading skills at work (adjusted for literacy and numeracy proficiency)
Source: OECD Skills Matter (2016); Survey of Adult Skills (PIAAC) (2012, 2015).
… higher wages,…
Wage returns to education, skills proficiency and skills usePercentage change in wages associated with a standard deviation increase in skills proficiency, skills use at work and years of education
Source: OECD Skills Matter (2016); Survey of Adult Skills (PIAAC) (2012, 2015).
… and higher job satisfaction.
How education, skills and skills use relate to job satisfactionPercentage-point change in job satisfaction associated with a standard deviation increase in skills proficiency, skills use and work and years of education
Source: OECD Skills Matter (2016); Survey of Adult Skills (PIAAC) (2012, 2015).
• Tight labour market, aggravated by
population ageing
• Record high job vacancy rate (3.3%)
A growing share of employers report difficulty filling vacancies,
and many of them report that applicants lack required skills.
Manpower Talent Shortage Survey, 2018
About 52% of adult workers train annually, which is high by
international standards.
Participation in formal or non-formal job-related learning, adults age 25-64, OECD countries, 2012
Source: Survey of Adult Skills (PIAAC) (2012, 2015)
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Canada also has the most highly educated labour force among
OECD countries, but 38% of workers are over- or under-qualified
for their jobs.
Share of adults aged 25-64 who are mismatched to their jobs
Source: Survey of Adult Skills (PIAAC) (2012, 2015)
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40%
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Underqualification Overqualification Field of study mismatch
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Use of reading skills at work, 2012
Adults also need opportunities to use their skills in the workplace.
Canadian provinces and territories
Source: Survey of Adult Skills (PIAAC) (2012, 2015). Note: 16-65 year old population.
OECD PIAAC countries
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How work is organised, jobs are designed and people are
managed matters for skills use
High Performance Workplace Practices
(HPWP)
Work organisation and job
design:
• Teamwork
• Autonomy
• Task discretion
• Mentoring
• Job rotation
• Applying new learning
Management practices:
• Employee participation
• Incentive pay
• Training practices
• Flexibility in working hours
Also referred to as “workplace innovation”
Without exception, workers who benefit from any degree of HPWP make greater use of numeracy, writing, reading, ICT and problem-solving skills than those who do not.
HPWP explain a large portion of variance in skills use across
individuals
Contribution of High-Performance Work Practices and other factors to the variance of skills use at work
Source: Survey of Adult Skills (PIAAC) (2012, 2015)
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Use of reading at work Use of writing at work Use of numeracy at work Use of ICT skills at work Problem solving skills atwork
Firm size Occupation Industry High-Performance Work Practices (HPWP) Skills proficiency Country fixed effects
HPWP is associated with 12% higher likelihood
of employees engaging in informal learning,
and higher returns to training.
(Fialho, Quintini and Vandeweyer 2019)
Some 28% of firms in Canada employ HPWP at least once a week,
with variation across provinces and territories.
Share of jobs that employ some type of HPWP on a weekly basis, 2012
Source: Survey of Adult Skills (PIAAC) (2012,2015)
Canadian provinces and territories
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OECD PIAAC countries
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• Low awareness among employers of innovative practices and their benefits
• Poor access to evidence-based methods and resources capable of
supporting organizational learning and innovation
• Time and cost limitations
• Managerial skills gaps
Firms face various challenges to implementing HPWP
International examples: Raising awareness about benefits of
HPWP and building the evidence base
• Support research to develop the
evidence base around workplace
innovation
• Showcase benefits via online databases,
learning platforms and diagnostic
surveys
• Offer seminars and conferences for
employers
Europe: The European Workplace Innovation
Network (EUWIN) is a Europe-wide network
that disseminates evidence-based reports on
the benefits of workplace innovation via online
tools and platforms, regional workshops and
social media.
Finland: The Liideri Programme funds
development and research projects focused on
employee-driven innovation, new forms of work
organization and management practices.
International examples: Funding projects within firms
• Provide tailored consulting services to
individual firms
• Provide consulting services to networks
of employers (e.g. in the same sector or
supply chain)
• Target support where most needed or
where most potential for uptake
Scotland: Scottish Enterprise recruits a
network of ten firms and equips them with
expert consultants who guide them through a
process of workplace change from diagnosis to
implementation.
Australia: The Partners at Work Grants
Programme offers competitive grants to firms
to fund consultancy services to support
workplace change and training programmes.
Singapore: Under Enterprise Training
Scheme, firms apply for public subsidies to
support consultancy projects to improve skills
utilization.
International examples: Role of social partners
• Instrumental in building support for
HPWP initiatives
• Collaboration between employers and
unions in promoting HPWP is often
voluntary but sometimes mandated in
legislation
Denmark: The Danish Confederation of
Trade Unions (LO) compiled a report of best
workplace practices that support employee-
driven innovation as a source of inspiration for
companies and political decision makers.
New Zealand: The Workplace Productivity
Reference Group which consists of
representatives from unions and employer
groups was set up to advise government on
workplace productivity issues and to help
implement its HPW strategy.
Questions
• What challenges do employers face in creating positive learning
environments within workplaces?
• How does the NLWIC support employers in overcoming these
challenges? What do you see as the strengths of the NLWIC?
• To what degree are employers, government, education and training
institutions working together to promote learning and skills use in
workplaces?
• Do employers participate in networks to provide collective training
solutions or to share best practices?
Thank you
Find us on:
Website - http://www.oecd.org/employment/skills-and-work.htm Blog - https://oecdskillsandwork.wordpress.com/
Find out what the future holds for your job:
Productivity growth in Canada lags behind competitor countries
Annual growth in GDP per hour worker, 2003-2018
Source: OECD Statistics; OECD Productivity Database
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