Retail Business Strategies Post-COVID USA and Canada

Regional differences in employer-sponsored training in Canada could be attributed to industry mix rather than regional culture or policy. According to the 2019 Survey of Innovation and Business Strategy, employers in Quebec and Ontario are more likely to provide job-specific training to their employees than those in other parts of Canada, particularly the Atlantic provinces. While 80% of Quebec enterprises and 79% of Ontario businesses reported offering job-specific training, only 69% of businesses in the Atlantic provinces did. Ontario and Quebec have a higher concentration of businesses in industries that require specialized knowledge, such as utilities, banking and insurance, and professional, scientific, and technological services.In June 2022, Quebec and Ontario were responsible for 61% of all Canadian employment in utilities, 70% in finance and insurance, and 66% in professional, scientific, and technical services.64 Quebec's training levy law, which requires enterprises with payrolls of $2 million or more to invest in training, could have an influence.

In the sections that follow, we look at the impact of Quebec's training levy

The COVID-19 pandemic has resulted in increased investment or training programs in specific areas compared to pre-pandemic levels. The pandemic has had a considerable impact on a number of industries, including manufacturing, wholesale trade, hospitality, and foodservice. greater training actions and intentions could be due to excessive staff turnover, greater technology use, or changes in company operations.65 66 67 The Canadian Survey on Business Conditions asked about pandemic-related training goals. Manufacturing companies are more likely than other industries to prioritize on-the-job training (27% vs. 20%) and new position training (20% vs. 13% overall). Almost 25% of construction and wholesale firms intend to improve on-the-job training for their employees in the coming year. Businesses in the wholesale trade (16%) and hospitality and food services (16%) are more likely than all other industries (13%) to provide employee training for new roles in the coming year. According to a prior poll, during the outbreak, companies in industries such as manufacturing, accommodation, and food services struggled to find resources to train new and existing staff. Employers in these places may struggle to carry out planned training efforts.Employers with low resources may provide less training for their employees. However, not all businesses were negatively affected by the outbreak. The data acquired during the outbreak show major disparities between provinces and territories. 

Companies in Nunavut and Québec reported having more trouble obtaining time and resources

To train new and existing staff than in other provinces or territories.Employers provide training depending on employee dependability, accountability, and longevity, as well as the requirement for ongoing skill development (68–70). Although out of date, the 2012 PIAAC provides information on training options for Canadian workers, including differences based on degree, skill, job arrangement, and age. 54% of Canadians who completed the PIAAC reported receiving employer-sponsored education. The 2020 Employment and Skills Survey reported almost the same amount. This figure is 5 percentage points higher. Employers are more likely to invest in training their full-time staff. 43-46% of part-time employees reported receiving employer-sponsored training, compared to 53% of full-time fixed-term employees and 63% of full-time employees on indefinite contracts.Employers prioritize long-term relationships with employees when investing in training because it takes a large amount of time, resources, and produces unpredictable results (73).Using a second question from the 2012 PIAAC dataset, we may look into the frequency of training by age. Canadians aged 25 to 54 were the most likely to participate in on-the-job training sessions in the preceding year (38-40%). The youngest generation (16-24) and the oldest cohort (55-64) had lower attendance rates for on-the-job training (34 and 23 percent, respectively).Although the evidence is unclear, we believe that younger respondents may have lower engagement rates because they are studying or working part-time or temporarily. 

Older respondents may report lower rates of on-the-job training due to shorter time limits and pre-existing 

Abilities.ships. Although there is a 20 percentage point difference in training attendance between part-time, fixed-term employees (43 percent) and full-time, indefinite employees (63 percent), part-timers are not completely overlooked. Nearly two-fifths of full-time employees do not receive any training, which is lower than the OECD average (49%) but higher than those in top European countries like Denmark (65%), Finland (64%), the Netherlands (62%), and Norway (61%). This percentage is slightly lower than in the United States, where 56% of respondents said they had employer-sponsored training. ories. In the second quarter of 2022, 55% of Nunavut companies and 44% of Québec enterprises reported trouble finding time and resources to train current employees, while 52% and 48% reported difficulty training new staff. More than one-third of businesses in other provinces failed, and Québec's mandatory training plans may exacerbate the problem. Firms in Québec face additional challenges due to a legislative duty to train employees that other jurisdictions do not have.  The pandemic has prompted further training programs. Retail firms (11%) reported fewer intentions to train employees for new positions than organizations in other industries (13%). Retail businesses confront significant resource training challenges, but unlike other industries, they have struggled to address them.

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