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Even though the most severe waves of the COVID-19 pandemic appear to have passed, healthcare professionals are in high demand in Canada. In a field where there were already severe labour shortages, nurses, doctors, and other employees are quitting their jobs. Institutions that represent health workers across the nation are warning that Canada's health sector is collapsing two years into the pandemic. "Without prompt attention, there is little hope for the future." While public health regulations are being relaxed and Canadians are beginning to see the light at the end of the tunnel, the same cannot be said for healthcare professionals. Due to the shortage of healthcare professionals, Canada announced in June that it would be spending $1.5 million to support foreign-trained healthcare professionals in getting their credentials recognized in Canada. This move was made in an effort to attract more foreign nationals. More immigrants will succeed thanks to these services, which will also contribute to a better future for all Canadians.  Top Ten Best Healthcare Jobs in Canada are: 1. Hospital Administrator (NOC 0014) The positions range from supervisors overseeing a small staff to senior managers overseeing enormous hospitals and health authorities. The widest range of pay in the industry may be found among administrators in hospitals and other healthcare settings, including medical clinics, and managers in government agencies with responsibility for healthcare. Using a typical, 37.5-hour work week as a benchmark, data from Job Bank shows that the median annual salary for these healthcare managers in Canada ranges from a low of $38,961 to a high of $182,227. 2. Medical Administrative Assistant (NOC 1243) Medical administrative assistant positions are available across Canada, and Job Bank rates the employment outlook for these healthcare professionals as "good" for the following three years. Based on a typical work week, the median annual pay for medical administrative assistants ranges from $31,200 at the low end to $56,335 at the high end. 3. Medical Secretary (NOC 1243) According to Job Bank, there will be a shortage of about 4,000 medical secretaries in Canada by the end of the current decade in 2028. New employment opportunities for medical administrative assistants are projected to total 30,000 over the period 2019-2028, arising from expansion demand. According to data from Job Bank, the median annual salary for medical secretaries’ ranges from a low of $31,200 to a high of $56,335 for a standard work week. 4. Registered Nurse (NOC 3012) As of September 13, 2022, Indeed.ca job board showed 12,939 postings for registered nursing jobs across Canada, making it unlikely that there is a single hospital or clinic that isn't looking for a registered nurse. According to Job Bank data, for a 37.5-hour work week, registered nurses make a median salary of $51,246 per year at the low end and $94,321 per year at the high end. 5. Occupational Therapists (NOC 3143) The minimum qualification to begin a career in occupational therapy (OT) is a four-year undergraduate baccalaureate degree focused on occupational therapy academic programs, which also includes 1,000 hours of supervised on-the-job training. Between 2019 and 2028, there will be a national shortage of occupational therapists. The average salary is $41.63 per hour. 6. Medical Laboratory Technician (NOC 3212) The COVID-19 pandemic caused a huge increase in the demand for medical laboratory technicians as the number of coronavirus tests increased with each new wave of the crisis. However, there are other factors besides the pandemic that make lab tech positions in demand. Based on a standard work week, medical laboratory technicians in Canada earn median annual salaries that range from $36,172 at the low end to $78,000 at the high end. 7. Respiratory therapists (NOC 3214) They identify patients with heart or lung conditions and treat them, putting an emphasis on airway control. Respiratory therapists make an hourly median wage of $36, and there will be a labour shortage through 2028. 8. Dispensing Optician (NOC 3231) Dispensing opticians fit patients with prescription eyeglasses or contact lenses and coordinate the creation of the eyewear. The number of new job openings is predicted to be 14% greater than the number of job seekers between 2019 and 2028. The median hourly wage is $25.00. 9. Licensed Practical Nurses (NOC 3233) In the majority of Canada, licensed practical nurses have favorable employment prospects over the next three years. Based on a typical 37.5-hour work week, licensed practical nurses in Canada make median yearly salaries ranging from $42,900 at the low end to $64,798 at the high end. As of mid-September, Indeed.ca had 2,928 job listings for these healthcare professionals. 10. Home Support Worker (NOC 4412) As the Baby Boomer generation ages and the pandemic, sadly, has a devastating effect on a large number of people, there is a severe shortage of home support workers in Canada. According to Job Bank, in the ten years leading up to 2028, there will be 33,900 new jobs in Canada for home support workers. Based on a typical work week, the median annual salary for home support workers in Canada ranges from $26,247 at the low end to $45,006 at the high end. Since July, Canada has held six all-program Express Entry draws. As the number of ITAs rises, CRS scores continues to fall. IRCC invited 3250 Express Entry applicants to apply for permanent residency on September 14, 2022. The cut-off score for the Comprehensive Ranking System (CRS) was 511. The CRS requirement for the current draw is 5 points lower than the minimum cut-off score for the last all-program draw on August 31, which was 516. "Healthcare workers now face both massive system backlogs and a shortage of colleagues to meet demands," says the report. This is on top of severe exhaustion and burnout from working through two years of COVID-19. This is a fantastic opportunity for foreign nationals with healthcare experience, training, and education to immigrate to Canada.
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Expansion in immigration pathways should be the key priority to alleviate labour shortage in Canada.17/12/2021 The pandemic has aggravated Canada's long-standing labour shortages, and there is no easy remedy. In this context Trudeau unveils Canada's new immigration system priorities. According to the Canadian Federation of Independent Business (CFIB), labour shortages affect more than half of small Canadian organizations. These organizations may have been understaffed as a result of challenges in finding, retaining, or getting employees to work the required hours. As a result of these labour shortages, over one-third of firms reported cancelling or delaying projects, as well as rejecting down contracts and sales, in June. Additionally, the firms that report they have enough employees, but at a major additional expense owing to salary hikes, flexible hours, or recruiting bonuses, among other things. According to the CFIB, raising wages is not the solution because higher wages imply higher labour costs, which drive up prices and create inflationary pressure.  Finally, in order to overcome its labour shortages, Canada must tap into as many talent sources as possible, both in the short and long term. Canada now has over 1 million job openings and will continue to have labour market shortages as the country's 9 million baby boomers reach retirement age during the next decade. Since the 1990s, Canada's working-age population has been dropping, and future predictions predict that trend will continue. If nothing changes, Canada will have lost a huge portion of its working-age population by 2050. Addressing labour shortages will need a series of activities over a longer period of time. Improving in automation processes and enhancing the TFWP, may be done in the near run. The more focus must be on the long run labour shortages. This means that governments and businesses must do a better job of determining ways to link under-represented employment groups, newcomers in general, Indigenous peoples, people with disabilities, disenfranchised youth, and others, with relevant work opportunities. Governments have a role to play in alleviating labour shortages, solutions mostly lie with businesses improving salaries and training. But one solution is to expand immigration pathways for skilles workers either temporary or permanent – outside of Canada. Immigration programs can help businesses to overcome the labour shortages. Immigration programs aims to bring more employees into Canada more quickly while also ensuring a suitable fit between immigrants and the roles they fill. A better Immigration Program would be more accessible to a larger range of talents and industries, and would provide additional avenues to permanent residency. Canadian government should focus on increasing the number of pathways available to international worker, international students and temporary foreign workers via Express Entry. The COVID-19 epidemic has undoubtedly changed people's lives, causing governments, society, businesses, and individuals to rethink how they live and work. Even for adaptable and crisis-preparedness organizations, a crisis is not a novel scenario. However, the Covid-19 epidemic presented unforeseen problems of unprecedented proportions. Throughout the world, organizations that have been particularly badly struck by pandemics are facing risks to their existence and viability. During the year 2020-21, the COVID-19 epidemic affected worldwide labour markets. The immediate and frequently severe repercussions were that millions of people were furloughed or lost their jobs, while others quickly adjusted to working from home when workplaces closed. Many additional personnel were judged necessary and continued to work in hospitals and grocery shops, on trash trucks, and in warehouses, but with new measures in place to limit the spread of the novel coronavirus.  The future of labour following COVID-19, demands to look into many elements of the post-pandemic economy. China, France, Germany, India, Japan, Spain, the United Kingdom, and the United States: the mix of industries and workforce skills necessary in eight nations with different economic and labour market patterns. These eight countries account for over half of the world's population and approximately 60% of GDP. We discovered that employment in work domains with higher degrees of physical interaction are more likely to change after the epidemic, causing ripple effects in other work arenas as business models adapt in response. During the pandemic, the virus impacted negatively on the industries with the highest total physical interaction scores: medical care, personal care, on-site customer service, leisure and travel. Work environments with higher physical connection ratings are more likely to be unsettled in the long run, however interaction isn't the sole factor. Human resource management (HRM) is generally put at the core of this turmoil, due to the influence of COVID-19 on workers and the necessity for organizations to prioritize employee health and safety, as well as the requirement to adapt employees in a new context. Employee health and safety will lead to increased productivity, higher quality work, greater worker morale, and lower employee turnover rates, all of which will improve quality of life. As Human Resources continue to grapple with how to keep employees safe and informed, the following are some key considerations to help companies manage this pandemic situation: - Follow up the government advisories: Due to a large amount of inaccurate information based on fake news, rumors, individual assumptions, and perceptions, it is difficult for an employer to make good judgments. As a result, it is critical for an employer to keep up with current news and information in order to make better decisions. As a result, employers should keep an eye on official information platforms like government advisories from state and center. Local authorities’ official website to ensure that the information received is accurate and based on the facts. Employers must also keep their employees up to date on benefits, incentive kinds, salary, work environment, and other pertinent information. Communicate with your employees: Employers should communicate with their workers freely and regularly so that they have the information they need to stay informed and educated about the COVID-19 problems. It is unrealistic to expect that all employees will be well trained and given access to trustworthy information. Getting everyone on the same page will help to decrease the amount of ambiguity in messages or information coming from reputable sources. Employees also want information about their working conditions, compensation, benefits, and how the company will safeguard and support their well-being. Open and timely information can assist to develop trust and reduce the spread of false information, which might contribute to workplace anxiety. Allow the employees to be flexible. Employers must recognize that the epidemic has created a difficult environment for all parties involved, including workers. When a result, it's critical to recognize that employees' demands vary depending on their circumstances. For example, working parents with school-aged children may require additional time off as lessons are transferred to online platforms. This period of uncertain conditions will pass, but employees will recall how their bosses handled them after the virus threat had passed. A disgruntled employee may strive to disseminate negativity around the globe as a result of their employer's poor treatment of them. This might harm the company's reputation and make it more difficult to recruit and retain talent. Provide emotional support and secure environment for workers: Employers should offer a secure environment for workers to express their concerns regarding work-related issues such as emotional stress and mental health, as well as the risk of contracting Covid-19. This not only helps to build excellent employee relationships, but it also aids in early identification and identifying strategies to stop the spread of viruses, as well as overcoming mental health difficulties caused by emotional stress. Furthermore, when distant work and family life intersect, people struggle to cope with the stress that both responsibilities bring. This emphasizes the significance of employees' well-being, since they are struggling with anxiety as a result of the stress of balancing work and family life, as well as the Covid-19 epidemic. Employers put their faith in successful workers: Employees have succeeded for decades in environments where they are given autonomy over how they execute job and get regular constructive feedback. Employees are under a lot of strain when they move from regular office work to working from home, which leads to insecurity due to trust concerns. Employers must build confidence in their employees by showing that they care about their work and that they will perform to the best of their abilities even if no one is watching over their shoulder. As a result, companies should refrain from micromanaging their workers and instead begin to trust and assist them through successful collaborations. The underlying fact is that the Covid-19 pandemic is changing the nature of job as we know it, and these changes are likely to continue long after the virus is gone. As a result, HR professionals and businesses must educate their employees to embrace the organization's work-related possibilities in order to combat the Covid-19 pandemic.
The optimal consultant is one which has experience in the particular industry of its customers and can provide insight into how other industries have addressed analogue challenges or decisions. The most important reason for using consultancy services is that something significant to the organization or project is kept away for a substantial period due to an emergency or engagement. Obstructed staff, coming project deadlines, abrupt changes in project direction and other similar occurrences might affect your business unless you are prepared for it. Any knowledge necessary for your company should be kept close. However, in areas beyond your core emphasis for a particular project you occasionally require know-how. This is a classic situation, in which you can have an expert jump in, do your job and jump again in order to either get the missed knowledge (and take it time) that is hard for you in the future. Using or hire a consultancy services to recruit somebody as a permanent employee who will not only help you but will have good influence in your team in a small time. This will also save your permanent cost. The advantages of hiring consultants include: Unique solutions reflecting the client's situation and objectives. Speed, since the consulting personnel is not preoccupied by other important functions unlike in-house administration. Knowledge and effective solutions in the industrial/commercial sector of the client organization. The Benefits of using a Human Resource Consultant! Entrepreneurs have a number of opportunities to hire an external consultant, the most essential being the beneficial influence it may have on the company's future - you can save money with an HR consultant! You may outsource your HR services and utilize the HR Consultant on a required basis instead of engaging a highly compensated HR Manager. If you do not have an HR department, this may very beneficial. Consulting services for human resources may be recruited or employed on an hourly basis or ad-hoc basis, for the purpose of performing temporary jobs in the administration or HR. Either arrangement will benefit your company simply depending on the consultant's degree of skill. Since those HR experts have worked with a broad array of companies during their employment, your company benefits from such extensive knowledge and expertise. Below are few steps an HR consultant may benefit your company: Minimizing cost-per-hire - Effective recruitment consultants, specialized in recruitment and selection, offer organization owners guidance on the finest recruiting strategies and sensible employment. They will also help establish a recruiting and selection strategy that shows companies how to construct and conduct an interview that guarantees that the appropriate applicant arrives. Organizations are frequently not able to squander money with inefficient recruiting practices and so an HR consultant may eventually save your firm thousands by minimizing your costs by building a professional productive employee base. HR consultant helps organization in recruitment in following ways:
A human resources consultant can create an efficient performance management system by:
Common objectives of having HR consultant as trainer include:
Every business requires HR expertise, regardless of size. This can sometimes be difficulty for small firms, because many organizations do not have a professional HR staff however they still need to address employee’s problems as they emerge. Having an outsourced HR representative allows organization to leave HR operations in their power, while focusing on the overall business growth. We create access to specialized HR services which typically fall well inside the organization budget. We provide simple, practical and proven solutions to ensure that you have a finest assistance for growth of your business. Contact MAXIC ARROW team to see how we can help in recruiting, retaining and rewarding a cost effective team with cost effective solutions. The pace of gains in Canada’s job market slowed in August, as Statistics Canada reported the economy added 246,000 jobs, and other data that experts say suggests billions in government benefits isn’t stopping people from getting back into the workforce. Friday’s report, released just ahead of the Labour Day long weekend, marked the fourth consecutive month of gains after jobless claims spiked during COVID-19 lockdowns in March and April. That brings the overall employment number to within 1.1 million of pre-pandemic levels.  The vast majority of gains were in full-time work, which recorded a bump of 206,000, and which had been lagging behind gains in part-time employment, which rose by 40,000 from July. As well, the number of Canadians working less than half their usual hours — likely due to COVID-19 — fell by 14.6 per cent. That leaves some 713,000 people still working fewer hours, down from a peak of 2.5 million in April. “It’s still a challenge for many families and workers who are still off the job because people do want to get back to work,” said Hassan Yussuff, president of the Canadian Labour Congress. “These numbers this month, again, prove, one more time, workers are prepared to go back to work provided there is work for them to go back to.” Government spending has more than replaced the amount of lost income workers have seen through the pandemic. The latest figures for the Canada Emergency Response Benefit showing almost $72.6 billion in benefits paid out since its inception shortly after COVID-19 forced economic lockdowns in March, through to the end of August. The participation rate in August — a measure of all those employed or looking for work — is now within 0.9 per cent of where it was in February, a sharper rebound than many expected, said CIBC senior economist Andrew Grantham. Contact our team to get more detail and the complete list of jobs/occupations recently ☎ +91 (0) 11-47587090 ✉ [email protected] Follow us on
Why Recruitment Process Outsourcing (RPO) Has Become An Essential Part of HR services?
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