Industry Partnerships promotes business and industry-related human resource development to create a highly skilled, knowledgeable and adaptable workforce in Manitoba.
Industry Partnerships (MB)
Manitoba Education and Training
Industry Partnerships promotes business and industry-related human resource development to create a highly skilled, knowledgeable and adaptable workforce in Manitoba. Industry Partnerships' focus recognizes that a highly-performing workplace is directly linked to meeting business goals and improving bottom-line results.
From training strategies and human resource needs assessments to supporting corporate investment in skills and training, Industry Partnerships partners with key stakeholders in business, industry, labour, education and government to ensure Manitoba’s workforce is equipped for success – now and in the future.
Types of Assistance
- Sector Council Program – Cost-shares with sector councils and industry associations long-range human resource planning and workforce skills training and development in priority sectors of Manitoba’s economy. These organizations bring together representatives from industry, labour, education and other key stakeholder groups to encourage joint planning and information sharing. They also support partnerships to develop and deliver training that addresses changing competitive needs and maintains Manitoba’s position in the local, regional and global marketplace.
- Industry Expansion – Assists companies that are locating operations in Manitoba, or expanding or retooling existing operations, by contributing to their investment in skills training and development of employees to support these changing operations. Funding assistance is tailored to each company and is based on the creation and sustainability of quality jobs and their impact on the Manitoba economy. Funding is negotiated and supports costs related to workforce training and development with consideration given for costs associated with integrating new staff into an organization. Funding is not available for ongoing routine business costs, research or scoping activities and activities that have already occurred.
- Workforce Development – Provides a comprehensive approach to human resource management and workforce training and development tailored to a company’s specific requirements. Partnerships include needs assessments and assistance with the development of strategies to address issues such as recruitment, retention and succession planning. Cost-shared supports are available for employee skills training to increase productivity, adapt to changing technology, encourage team work and in other areas that support business needs. Wage subsidies are also available to help eligible employers with their staffing requirements by providing temporary support to assist in on-boarding an unemployed job seeker who lacks work experience and who may require other supports to gain full-time, sustainable employment.
- Essential Skills – Assists employers in identifying the essential skills requirements of their workforce, and to develop and implement appropriate training to address gaps. Training is tailored to the needs of the company and can be delivered on-site in the workplace or through Workplace Essential Skills Training (WEST) centres located in Winnipeg, Winkler, Swan River, Flin Flon, The Pas and Thompson or through the Training to Employment Pathways (TEP) Initiative. TEP provides training to address skill shortages, up-skilling or re-skilling opportunities; assist apprentices to continue/ enter apprenticeship programs and achieve journeyperson and inter-provincial Red Seal status; and prepare northerners for employment opportunities in their communities.TEP is delivered in partnership with Aboriginal communities, northern service providers, government agencies, school divisions and businesses.
- Recognition of Prior Learning (RPL) – Supports the development and implementation of RPL in Manitoba workplaces. RPL identifies and recognizes the skills and knowledge a person has acquired not only through formal training, but also on the job, at home and in the community. Recognizing prior learning can reduce training and certification time, motivate employees to access further training and credentials and enhance an organization’s understanding of the capabilities and potential of its workforce.