RH Camionnage Canada est à la recherche d’employeurs désireux de créer et d’améliorer des lieux de travail accueillants. Les employeurs intéressés ont la possibilité de travailler en tête-à-tête avec des professionnels des RH et d’essayer les nouveaux modèles, outils et ressources développés par RHCC.

Les problèmes de main-d’œuvre du secteur ne cesseront de s’aggraver dans les années à venir. Les employeurs peuvent contribuer à remédier à cette pénurie en élargissant leur bassin de talents pour y inclure une plus grande diversité d’employés. Avec le vieillissement de la main-d’œuvre, les travailleurs sont plus susceptibles d’avoir des besoins en matière d’adaptation et de présenter des problèmes d’accessibilité supplémentaires.

• Soyez parmi les premiers à découvrir les nouveaux outils de RHCC et à faire part de vos commentaires.
• Vous aurez accès à des professionnels nationaux des RH reconnus pour leur expertise dans ce domaine, qui peuvent aider votre organisation à développer/affiner et faire avancer les politiques, et soutenir leur mise en œuvre.
• Vos commentaires contribueront à l’élaboration d’outils et de ressources de pointe spécialement conçus pour le secteur du camionnage et de la logistique.

Cette occasion est ouverte à tous les employeurs qui opèrent, en tout ou en partie, au Québec. Les entreprises peuvent être des flottes de petite taille, moyennes ou de grande taille, sous réglementation fédérale ou provinciale. Les participants des deux langues officielles sont les bienvenus. Jusqu’à huit heures de soutien individualisé de la part de professionnels des RH.

Les places sont limitées. Contactez-nous pour en savoir plus et présenter votre demande : [email protected]

La reconnaissance des compétences des camionneurs est devenue un sujet d’actualité dans le secteur du camionnage et de la logistique. De nombreuses tentatives ont été faites récemment pour décrire la manière dont nous reconnaissons le niveau de compétence des conducteurs : s’agit-il d’un métier qualifié, d’un métier Sceau rouge, ou d’autre chose ?

Quelle que soit la direction prise en matière de reconnaissance des compétences, nous savons tous qu’il faut du temps, de la formation et du soutien pour former un conducteur qualifié, sûr et compétent. De nombreux employeurs proposent la formation professionnelle (également appelée perfectionnement ou intégration) pour aider à combler les lacunes des conducteurs titulaires d’un permis, mais inexpérimentés. RH Camionnage Canada (RHCC) a sondé les employeurs au sujet de leurs programmes de perfectionnement et a constaté qu’il existe de nombreuses similitudes entre les sujets enseignés et évalués, mais qu’il manque toujours un ensemble commun et cohérent de normes de formation.

RHCC comble cette lacune.

RHCC a collaboré avec un groupe de travail national de 31 personnes entre janvier 2023 et avril 2024 afin d’étudier les moyens d’améliorer et de normaliser la formation professionnelle des conducteurs au Canada. Ce groupe — qui comprenait des associations provinciales et nationales de camionnage, des compagnies d’assurance, des organismes de sécurité, des écoles de formation, des employeurs et d’autres partenaires du secteur des transports — a identifié les ressources et les outils indispensables pour aider les employeurs et les autres parties impliquées dans l’élaboration et la mise en œuvre de la formation professionnelle des conducteurs. L’objectif est de garantir que ces derniers possèdent les compétences dont ils ont besoin pour réussir, être compétents et travailler en sécurité.

Au printemps, nous avons publié une série de 16 ressources clés qui aident les employeurs à mettre au point ou à améliorer leur formation professionnelle. Ces outils sont directement liés aux principales compétences des camionneurs identifiées dans la NPN, qui sont nécessaires dans la plupart des lieux de travail et généralement acquises par les conducteurs au cours des six à 24 premiers mois de leur emploi. Les outils apportent un soutien à la formation des conducteurs, ainsi qu’aux formateurs, aux accompagnateurs, aux mentors et aux évaluateurs.

Dans le cadre de notre travail de soutien au secteur du camionnage et de la logistique, nous savons à quel point il est essentiel de disposer d’un matériel de formation normalisé. Ces ressources soutiennent également d’autres objectifs principaux de l’industrie :

• Combler l’écart entre la formation des débutants et la préparation à l’emploi.
• Jeter les bases d’une approche nationale cohérente de la formation. professionnelle qui favorise directement le renforcement de la productivité et la mobilité de la main-d’œuvre.
• Accroître la reconnaissance des compétences et l’attrait de la profession.
• Produire des conducteurs mieux formés et plus sûrs.

Le RHCC poursuit son objectif stratégique de soutenir l’industrie dans le perfectionnement de conducteurs hautement qualifiés, productifs et sûrs. Nous invitons l’industrie à utiliser ces ressources pour améliorer le recrutement, la formation et le maintien en poste des conducteurs. Il est essentiel d’améliorer le parcours de formation des conducteurs qualifiés pour s’assurer que nous disposons d’une réserve de nouveaux conducteurs en mesure de répondre à nos besoins, non seulement aujourd’hui, mais aussi à l’avenir.

La série d’outils peut être téléchargée gratuitement en français et en anglais ici.

Craig Faucette est le directeur des programmes de RH Camionnage Canada, un organisme national à but non lucratif et une source fiable d’informations sur le marché du travail et de solutions de pointe en matière de ressources humaines pour la main-d’œuvre des secteurs du camionnage et de la logistique. Nous avons établi des partenariats et collaborons avec un réseau dynamique national-provincial-territorial qui comprend des associations d’industrie, des gouvernements et des professionnels de l’industrie, afin que le réseau canadien de transport des marchandises dispose d’une main-d’œuvre ayant les compétences nécessaires au monde d’aujourd’hui et de demain. truckinghr.com

Skill recognition for truck drivers has become a renewed focus in trucking and logistics. There have been many new attempts recently to describe how we recognize the skill level of drivers: are they a skilled trade, red seal designated profession, or something else?

No matter what direction skill recognition takes, we all know it takes time, training, and support to develop a skilled, safe, and competent driver. Many employers have Occupational Level Training (which is also called onboarding or finishing) to help fill the gap for licenced but inexperienced drivers. Trucking HR Canada (THRC) surveyed employers about their finishing programs and found there are many similarities across topics taught and assessed, but what still seems to be missing is a common and consistent set of training standards.

THRC is filling that gap.

THRC worked with a 31-person National Working Group between January 2023 and April 2024 to look at ways of improving and standardizing occupational level driver training in Canada. This group — which included provincial and national trucking associations, insurance companies, safety organizations, training schools, employers, and other transportation partners — identified resources and tools that are a crucial element to support employers and others involved in the development and delivery of occupational level driver training to ensure drivers have the competencies they need to be successful, skilled, and safe.

We released a suite of 16 resources in the spring that assist employers with developing or improving their occupational level training. The suite connects directly to key truck driver competencies identified in the NOS that are needed in most workplaces and typically acquired by operators in the first six to 24 months of employment; the tools provide support for training drivers, as well as trainers, coaches, mentors, and assessors.

In our work to support the trucking and logistic industry, we know how crucial it is to have standardized training material. These resources also support other key industry goals:

• Bridging the gap between entry-level training and employment readiness
• Providing the foundation for a nationally consistent approach to occupational level training that directly supports increased productivity and labour mobility
• Increasing skill recognition and attractiveness of the occupation
• Producing better trained and safer drivers

As a strategic goal, THRC continues to support the industry in developing highly skilled, productive, and safe drivers. We invite the industry to use these resources to raise their bar in recruiting, training, and retaining drivers. Enhancing the pathway to developing skilled drivers is essential to ensure we have a pipeline of new drivers to continue to meet our needs not only today but into the future.

The suite of tools can be downloaded for free in French and English through this link.

Craig Faucette is Chief Program Officer of Trucking HR Canada, a national, non-profit organization and the trusted source for labour market intelligence and advancing industry-leading HR solutions for our national trucking and logistics workforce. We collaborate, partner, and work with a dynamic national-provincial-territorial network, including industry associations, government, and industry professionals to ensure Canada’s freight transportation network has the skilled workforce required for today and into the future. truckinghr.com

“People buy into the leader, then the vision.” — Leadership Expert John Maxwell

Many people believe that if the cause is good enough, people will automatically follow no matter who is leading. But that’s not always how it works — people who take time to get the relationships right are often the ones who inspire us to follow them and their vision.

According to David Irvine — trusted leadership expert and author — the vision is a good start, but you must care about the people involved at least as much as you care about the cause. If you don’t, people will feel used and will eventually shut down, disengage, resist, or quit.

Irvine says it is increasingly clear that if leaders don’t get the relationships right, nothing else matters.

THRC has partnered with David Irvine to deliver a three-part webinar series this fall that is tailored to our sector. The goal of these cost-effective customized sessions is to deliver practical insights and tools that can be used to create a workplace that has greater resilience, clearer purpose, and foster a sense of belonging.

Here is what he says are three essential components for relationships in leadership:

It’s that simple. You can’t fake it. It’s either there or it isn’t. If people know you care, they’ll support you even if you make mistakes. If they know you don’t care, it won’t end well.

You might get compliance as a boss, but it takes a true leader to get commitment. And you won’t get commitment if people don’t genuinely think you care and support them.

Notice your talk ask/tell ratio with people around you. It’s a good sign when you’re spending at least twice the amount of your time listening than you are talking. People will open up and provide input if you demonstrate your willingness to learn from everyone.

Empathic listening will come easier if you sincerely care about the answers to the questions you ask.

When it comes to leadership, ability matters. But inner qualities matter more. To demonstrate your inner qualities, you need to get comfortable with yourself and get past the gimmicks, fads, and flavours of the month and be real with everyone in your organization.

Join the growing list of employers for our Leadership webinar series this Fall. This is a unique, three-part webinar series led by David Irvine. You can bring your team together for three one-hour sessions, plus 30 minutes of Q and A, all for one group participation fee.

Making our industry better starts with all of us being the best leaders we can be. And, because our event is virtual, there is no participation limit. We’re making it even easier to include more of your team: it’s just $39 per additional location.

When you register before September 30 for all three sessions, you also get access to a bonus session, Psychological Safety: The One Thing That Changes Everything.

Find out more and register here.

Angela Splinter is CEO of Trucking HR Canada, a national, non-profit organization and the trusted source for labour market intelligence and advancing industry-leading HR solutions for our national trucking and logistics workforce. We collaborate, partner, and work with a dynamic national-provincial-territorial network, including industry associations, government, and industry professionals to ensure Canada’s freight transportation network has the skilled workforce required for today and into the future.

“The key to building a great culture is to recognize that ordinary people want to do extraordinary things. Your job as a leader is to create an environment that supports this to happen.”

Sean Durfy, Former President and CEO, WestJet

Building a respectful workplace is one of the best things we can do to create a welcoming workplace — one where people feel valued, able to be their true selves, and want to perform.

Valuing respect involves demonstrating it. It is about putting words into action.

So how can we, as leaders, action respect?

According to David Irvine — trusted leadership expert and author — respect must be modelled, especially by those in positions of leadership.

THRC has partnered with David Irvine to deliver a three-part webinar series this fall that is tailored to our sector. The goal of these cost-effective customized sessions is to deliver practical insights and tools that can help us all build better workplaces — and creating a culture of respect is a great place to start.

Irvine tells a story about working with an organization to define their core values. When the process was complete, respect was at the top of the list.

“Now, how are we going to be accountable to ensure that everyone in this organization behaves respectfully?” he asked the leadership team.

At that point all the heads went down and no one made eye contact.

“What about Frank? He’s one of our senior leaders, and we all know he is one of the most disrespectful people in the company,” one executive said.

“What are you going to do about it?” Irvine asked.

“We can’t fire him,” the CEO explained. “As the director of sales, he single-handedly brings in more money than the entire sales team combined.”

“You don’t have to fire him,” Irvine said. “But if you keep him, you need to put a line through the value of respect and replace it with ‘profit.’ Because that is what you show you value. Values are the actions that are supported in an organization.”

After much deliberation, they decided to fire Frank. After that, the entire sales team stepped up and started to create results as they never had before. They finally felt the executive team was actually going to start getting real.

Here are five ways Irvine says you can make respect real on your team:

1. Decide that respect is important enough to make it a priority. Be sure everyone understands what you mean by respect and why it matters in the workplace.
2. Be able to describe what respect means to each person in their roles — with meaningful, practical, behavioural details.
3. Define the expectations of each person regarding respect; explicitly negotiate and agree to behave respectfully to each other.
4. Define a violation process. If anyone knowingly or unknowingly dishonours or violates an agreement, be specific about how it will be dealt with. Help everyone in your organization feel safe to discuss with anyone, at any time, any of the details when they don’t feel respected.
5. Include discussions of personal responsibility so that “disrespect” does not turn into a weapon to prevent the ability to have tough conversations.

Join our growing list of employers for our Leadership webinar series this Fall. This is a unique, three-part webinar series led by David Irvine. You can bring your team together for three one-hour sessions, plus 30 minutes of Q and A, all for one group participation fee.

Making our industry better starts with us all being the best leaders we can be. And, because the event is virtual — there is no participation limit.

When you register before September 30 for all three sessions, you also get access to a bonus session, Psychological Safety: The One Thing That Changes Everything.

Find out more or register here.

Angela Splinter is CEO of Trucking HR Canada, a national, non-profit organization and the trusted source for labour market intelligence and advancing industry-leading HR solutions for our national trucking and logistics workforce. We collaborate, partner, and work with a dynamic national-provincial-territorial network, including industry associations, government, and industry professionals to ensure Canada’s freight transportation network has the skilled workforce required for today and into the future.

We’ve been sharing news recently about the updated National Occupation Standard (NOS) for commercial transport truck operators which was released in the spring. This important work also includes a suite of tools developed to support employers and others with their occupational level training (OLT), commonly referred to as finishing training or onboarding.

The content in the suite of 16 key resources is informed by the NOS — the leading document created by industry for industry. The NOS identifies the competencies that are needed in most workplaces and typically acquired by operators in the first six to 24 months of employment, so the tools support the industry as they train drivers, as well as trainers, coaches, mentors, and assessors.

The resources and tools are designed to bridge the gap between entry-level level training and employment readiness. They help trainers, coaches, mentors, and assessors meet the training needs of their workplace and also help in developing materials to meet the specific needs of the employer, industry, and commodities involved.

The content from the NOS has been divided into two sections: knowledge and practical. One document outlines what a driver needs to know, while the other has what a driver needs to be able to do by the end of an occupational level training program.

The resources also include:

• Guides for designing and reviewing OLT that meet the unique needs of employers in our industry.
• A knowledge exam bank and practical driving assessment in customizable templates for use throughout OLT to assess knowledge and performance.
• Tools to build the capacity of instructors, coaches, and mentors to support driver training.
• Training guides with a standard approach to instructing tractor-trailer inspection, tractor-trailer coupling and uncoupling, tractor-trailer backing, and on-road driving that include tasks required for instructing learners and help for the instructor to identify correct performance and possible errors.
• NOS Supplements with additional occupational competencies needed to successfully operate commercial vehicles on steep inclines or while operating flatbed vehicles.

Developing these tools and making them available is part of Trucking HR Canada’s work to support improved training for all size fleets and drivers on their training journey. A consistent approach will help reduce costs for driver training for all and improve driver recruitment and retention, making our industry more attractive for career seekers across the county.

You can find all the resources as free downloads in English and French here.

Skills and training remain one of THRC’s 5 key strategic goals, supporting our work in ensuring that Canada’s road transportation network has the skilled workforce needed for today and into the future.

This work supports industry in developing highly skilled, productive, and safe drivers.

The work started in 2015 with the development and release of our National Occupational Standard (NOS) for commercial vehicle operators.

Occupational standards serve many practical purposes. Technically, they define the knowledge and skills required and specify what a job incumbent needs to know and do to successfully carry out the functions of a specific job in a typical work environment. They are voluntary and are useful for a host of audiences — including training providers, HR professionals, employers, and governments — as well as others interested in developing training programs, curriculum, skills evaluations, knowledge tests, and more.

Last year, we led a national collaborative effort to update and build on our NOS work – work that has served as the foundation for Mandatory Entry Level Training (MELT) driver training programs across the country. This work’s primary focus was to improve and support occupational level training in the industry.

Occupational level training takes place after licensing and is usually provided by the employer to enhance a new driver’s skills to meet their company’s needs, road, and safety standards.

The current lack of skill recognition for commercial vehicle operators — truck drivers — means that the industry does not have the same access to training funds that other industries with skilled occupations have. While the lack of funding is one factor, the lack of consistency and consensus with driver training is an even bigger one.

As a means of addressing this, THRC worked with a 31-person national Working Group between January 2023 and April 2024 to look at ways of improving occupational level driver training in Canada. This group — which included provincial and national trucking associations, insurance companies, safety organizations, training schools, employers, and other transportation partners — led the charge in updating the NOS, and then identified the resources and tools to support employers and others involved in the development and delivery of occupational level driver training.

The subsequent development and design of 16 key resources support the industry in ensuring our drivers have the competencies they need to be successful, skilled, and safe.

Additionally, these resources support other key industry goals of:

1. Bridging the gap between entry-level training and employment readiness
2. Providing the foundation for a nationally consistent approach to occupational level training that directly supports increased productivity and labour mobility
3. Increasing skill recognition and attractiveness of the occupation
4. Producing better trained and safer drivers

And, by financially supporting this work, the Government of Canada is doing its part to help the industry move forward. Continued support will depend on how we leverage and use these government investments.

And the industry at large can leverage these resources to raise the bar in driver recruitment and retention. With our most recent labour market information (LMI) forecasting a need that could exceed 40,000 drivers between now and 2030 – this remains a crucial business imperative. Which means that increasing the attractiveness of the occupation should be too.

This suite of free, downloadable tools is available in French and English, and can be accessed through this link.

And I encourage you to read this article by our Chief Program Officer, Craig Faucette as he provides more details on how these resources and tools can be used to support the industry in raising the bar in driver training.

I think it goes without saying that attracting and retaining the right people has measurable impacts on our business. When we get it right, we often know early on and can see the benefits for our whole operation. When we get it wrong, the impacts can be strong and long-lasting, and there’s not always a quick fix. It is in these situations when we know we need to do more.

We need to invest.

According to David Irvine – trusted leadership expert and author – creating a culture of belonging can help us do just that.

He says belonging is a fundamental human need; everyone from the smallest child to the highest-powered CEO needs to feel they are noticed, are valued, and that they make a difference.

As leaders, fostering a sense of belonging can have a bigger impact than we may think.

THRC has partnered with David Irvine to deliver a three-part webinar series this fall that is tailored to our sector. The goal of these cost-effective customized sessions is to deliver practical insights and tools that can be used to create a workplace that has greater resilience, clearer purpose, and foster a sense of belonging.

Here is what Irvine has to say about helping people in your organization feel like they belong.

People really don’t care how much you know until they know how much you care. Do you know what matters to the people in your organization? Do you care about the people you work with? Do you care about their personal lives?

You can’t fake caring — people can tell when you do. Truly showing you care can improve relationships, communication and productivity, as well as recruitment and retention for your organization.

Every relationship has an ask/tell ratio — the balance of the amount each person talks and listens in any interaction. Assess the ask/tell ratio in your relationships. You can demonstrate investment in your relationships by spending at least twice as much time listening as you do talking.

Ask team members meaningful questions such as, “What do you like about your job? What do you not like about your job? How I can I better support you when you come to work? How can I better support you when you are away from your job?”

Servant leadership is different from pleasing leadership. Instead of trying to make everyone happy by giving them everything they want, serving leadership means clarifying your expectations and committing to give them what they need to be successful.

Your direct reports need to feel that you are working for them, not the other way around. Caring and listening are key components of being a serving leader.

Encouragement means believing in people and doing everything you can to make everyone around you smarter and better. Rather than draining energy, intelligence and capacity by pretending to be the smartest person the room, to be encouraging means sincerely valuing the opinions of others and conveying your confidence in their ability to succeed.

Belonging helps us feel that we make a difference, just because we are here. You can foster that sense of belonging by helping people find their unique talents and contribute to the success of the organization; they will know their unique abilities genuinely contribute and make a difference. When you align the needs and values of a team member with the needs and values of the organization, you’ll never have to motivate them again — and you’ll open the door to loyalty and retention.

Our Leadership webinar series is a unique opportunity to bring leaders (and aspiring leaders) in your team together for cost-effective professional development: three one-hour sessions plus 30 minutes of Q&A (optional) with David Irvine for one group participation fee.

When you register before September 30 for all three sessions, you also get access to a bonus session, Psychological Safety: The One Thing That Changes Everything.

Join us this fall as David Irvine helps us all become better leaders — for our organizations and for our industry. Find out more/register: here

Trucking HR Canada is seeking employers looking to build and enhance welcoming workplaces. Interested employers have an opportunity to work one-on-one with HR professionals and try new THRC-developed, templates, tools and resources.

The sector’s labour challenges will continue to be more acute in the years’ ahead. Employers can help address the shortfall by expanding their talent pipeline to include a wider variety of employees. Our aging workforce means that our workers are at an increased risk of needing accommodations and presenting with additional accessibility challenges.

You will ….

• Be the first to preview new THRC materials and provide your feedback.
• Have access to national HR professionals recognized for expertise in this area, who can help your organization develop/fine-tune and move forward policies, and support implementation.
• Watch as your feedback contributes to the development of cutting-edge tools and resources tailored specifically for the trucking and logistics sector.

This opportunity is open to any employer including small, medium and large fleets, federally regulated employers, provincially regulated employers, and more.

• Open to French and English-speaking participants.
• Commitment over 6 months (July-Dec 2024).
• Up to 8-hours of individualized support from HR professionals.

Spots are limited. Contact us to find out more and apply: [email protected]

If people don’t feel safe to be who they are at work – to make mistakes or ask for help – they are less likely to invest, participate fully, or be their best on the job. To quote Maya Angelou “People won’t remember what you said or did, they will remember how you made them feel.”

As leaders, we can help create the kind of workplace where people feel safe and do their best. And – this is where we can invest.

THRC has partnered with leadership expert and author, David Irvine, to deliver a three-part webinar series this fall that is tailored to our sector. The goal of these cost-effective sessions is to deliver practical insights and tools that can be used right away to create a workplace that has greater resilience, clearer purpose, and renewed courage.

Here is what David Irvine has to say about psychological safety.

Great leaders today know that the key to creating a high-performing company is to inspire trust, engagement, and accountability through psychological safety.

So how do you know if people feel safe? How do you know whether people fully trust you as a leader? How do you know if people are secretly looking for another job because of their relationship with you? David Irvine shares an example he heard from a friend who worked in the oil patch 30 years ago:

“Anyone who has worked on the rigs knows that the typical boss in that world is a brutal, kick a** individual. It isn’t uncommon that the first mistake you make is the last.

But my friend’s boss was, in his words, a “generation ahead of himself.” If you made a mistake, he would carefully go through what happened, discuss your rationale for your actions, and talk about what you learned. Then he would respectfully go through a list of the expectations and how you could make improvements going forward. At the end — and this is what stood out for my friend — he would shake your hand. It was clear that you were trusted, respected, and expected to be accountable.

Every morning, he had the team gather for a 15-20 minute informal coffee. This was a chance to learn something about what was going on in people’s lives away from work, and for him to get to know his team. If guys came in hungover or half-drunk he would respectfully send them on their way.

This leader had an authentic way of creating a safe and respectful place to work — even though he wouldn’t use those words. His approach wasn’t about techniques or gimmicks or management fads. It came from his human goodness. It was his presence not his position.

This man set the benchmark for my friend’s leadership philosophy for his entire career. The impact on his life and his leadership lasted a lifetime. Leaders truly create ripples that extend for generations.”

What can we learn from this story? Basically, it’s that there are many techniques to connect with your team, but creating psychological safety in the workplace begins with being a good person. And that we can all become better leaders by being better people.

Learning to be a better person takes a little bit of work, but it can be done. Once you learn to connect in more meaningful ways, listen, and lead with authenticity, you’ll start demonstrating and inspiring psychological safety for everyone around you.

Our Leadership webinar series is an exceptional opportunity to bring leaders (and aspiring leaders) in your team together for cost-effective professional development: three one-hour sessions for one group participation fee.

When you register before September 30 for all three sessions, you also get access to a bonus session — Psychological Safety – The One Thing That Changes Everything.

Join us this fall as David Irvine helps us all become better leaders — for our organizations and for our industry. Find out more here