Solutions & Results

Ingenia believes in working collaboratively with our clients to design strategies that are easily implemented, measured and maintained. We are known for creating teams specifically tailored to the project at hand. Whether you require development of workforce strategies or training, we work to understand your unique situation and design the team and solution around your specific needs.

Ingenia Services & Client Snapshots:

Develop Workforce Strategies

NORTHWEST TRANSMISSION LINE LABOUR MARKET PARTNERSHIP

The Challenge – Creating a Human Resource Strategy for Northwest BC.

The Solution – Ingenia reviewed existing labour market research on Northwest BC, then conducted additional research, a survey and 36 in-person and telephone interviews as well as community information meetings. Ingenia also interviewed organizations in Canada and Australia that had already developed and implemented similar strategies.

The Result – The Strategy advocates coordination and cooperation among government, training organizations and industry to address workforce needs and develop regional training for trades occupations. See Sample Ingenia Report - Client NTL

CENTRE FOR WORKPLACE SKILLS

The Challenge – Identifying current practices in worker adjustment.

The Solution – Beginning with a literature review and a search for adjustment practices that included a re-training component, Ingenia developed a list of contacts and then prepared 10 case studies through 50 interviews with government, adjustment centre staff and union officials across Canada.

The Result – The final report included a comparison of best practices and current practices in Canada related to training and workforce adjustment. See Sample Ingenia Report - Client CWS

ASIA PACIFIC GATEWAY SKILLS TABLE

The Challenge – What are effective strategies to support supervisor development in trucking, marine and construction industries?

The Solution – Ingenia conducted a literature review, then telephone interviews with over sixty supervisors and managers and educators on the gaps in available supervisory training. We also prepared five case studies from Canada and internationally, through additional interviews, and reviewed documents to find three others. We prepared a final report outlining action steps for the three sectors.

The Result – APGST is using Ingenia's report to develop further programs for supervisors in the Gateway industries.

PETROLEUM HUMAN RESOURCES COUNCIL

The Challenge – How do you attract, retain, and develop workers in remote parts of Canada?

The Solution – Working with Petroleum HR Council (PHRC), Ingenia developed a recruitment and retention model. Ingenia interviewed over 120 people in-person, including most major exploration, service industry, and pipeline firms. On-site visits were made to Fort St. John, Dawson, Fort McMurray, Edmonton, and Calgary. The company collected 16 best practices in support of recruitment and retention from firms inside and outside the upstream petroleum sector.

The Result – Representatives within the industry responded positively saying the model is a useful tool for recruitment in general. PHRC has received major funding to pilot the model in selected companies.

Design and Develop Custom Courses

ENVIRONMENT CANADA

The Challenge – Training environment scientists from across Canada in water quality assessment techniques.

The Solution – Working with Pottinger Gaherty Environmental Consultants, Ingenia developed two highly technical classroom courses on assessing water quality, and all associated materials.

The Results – Classroom courses were received positively by participants. Environment Canada engaged Ingenia to complete additional classroom and online courses.

BC HYDRO

The Challenge – Electric utility, BC Hydro, had 700 employees to train on specialized power management software.

The Solution – Working with Ingenia, BC Hydro produced pre-recorded e-learning programs, using virtual classroom and animation software. The goals were to reduce strain on management and help desk resources, save travel costs and ensure consistent training on key corporate initiatives.

The Result – 76% of those who took the online courses said they would do so again. “E-learning is a really effective method of training! It allowed me to get up to speed more quickly than traditional training because it took so much less time. The automation on the screen and discussion via headphones were a great combination. Much better than a manual.” Participant’s comment on course.