1 ENDLESS CAREER POSSIBILITIES. RecruitmentRetentionTraining ResearchCoordination.

1ENDLESS CAREER

POSSIBILITIES

?

Recruitment Retention Training

Research Coordination

Changing Demographics

1980

1982

1984

1986

1988

1990

1992

1994

1996

1998

2000

2002

2004

2006

2008

2010

2012

2014

2016

2018

2020

0%

5%

10%

15%

20%

25%

30%

35%

40%

45%

50%

15-24 45+

Source: BC Stats

Delta Hotels and Resorts®

Fertility Rate Across the World

declining population stable population

growing population rapidly growing population

Overall Demand from Other Industries

Mining17,000

LNG 100,000

Oil & Gas3,100 – 4,100

Construction54,500

Forestry25,000

Other Labour Market Challenges

• Negative public image of hospitality

• Seasonal nature of jobs

• High number of regional, remote and rural businesses

• High number of small businesses

Opportunity for stronger HR and training culture

• Reputation for limited supervisor/management training

Projected Growth

Food & Beverage Services43,410

Recreation & Entertainment20,530

Accommodation Services18,920

Transportation14,130

Travel Services4,440

British Columbia Supply/Demand

2010 2011 2012 2013 2014 2015 2016 2017 2018 2019 2020

-15,000

-10,000

-5,000

0

5,000

Shortage

Addressing Labour Challenges

Retain Existing Workers

Become Better

Employers

11

The 21 Key Drivers of Engagement

SAY

STAY

STRIVE

ACTION AREAS

Drivers of Engagement

BEHAVIOURS

Engagement

2012 Delta Hotels and Resorts: 76%

Hotels, restaurants and leisure: 68%**

14

Social Media Feedback

Addressing Labour Challenges

Retain Existing Workers

Increase

Training

Become Better

Employers

16

17

A Personalized Approach to Training…

Addressing Labour Challenges

Retain Existing Workers

Raise Awareness

about Tourism Careers

Increase

Training

Become Better

Employers

19

20

Addressing Labour Challenges

Retain Existing Workers

Raise Awareness

about Tourism Careers

Increase Productivi

ty

Increase

Training

Become Better

Employers

Delta’s Balanced Scorecard

22

• Time to Hire• Turnover Rates

• External vs. Internal Hires

• Succession plan

• Say• Stay• Strive

• Accident Rates• COR participation• Valuing Healthy Minds assessments

Safety and

Wellness

Employee Engageme

nt

Talent Attraction Index

Talent Bench-

strength

24

High expec

t-ations

High auto-nomy

Low Stress

Autonomy and Mental Wellness in the Workplace

High expec

t-ations

Low auto-nomy

High Stress

Addressing Labour Challenges

Retain Existing Workers

Raise Awareness

about Tourism Careers

Increase Productivi

ty

Expand Recruitment

to Target Under-

Represented Groups

Increase

Training

Become Better

Employers

26

Addressing Labour Challenges

Retain Existing Workers

Raise Awareness

about Tourism Careers

Increase Productivi

ty

Expand Recruitment

to Target Under-

Represented Groups

Expand Recruitmen

t Provincially

& Nationally

Increase

Training

Become Better

Employers

Expand Recruitment to Target

Foreign Workers

28

What’s in it for you?

30

View from my office in Kelowna #nofilter