PhD Oral Exam - Alicia Piechowiak, Education

When studying for a doctoral degree (PhD), candidates submit a thesis that provides a critical review of the current state of knowledge of the thesis subject as well as the student’s own contributions to the subject. The distinguishing criterion of doctoral graduate research is a significant and original contribution to knowledge.

Once accepted, the candidate presents the thesis orally. This oral exam is open to the public.

Abstract

Research Problem: Manufacturing small to medium enterprises (SMEs) outside of the gateway cities of Montreal, Toronto and Vancouver are turning to immigrants and temporary foreign workers to fill a labour shortage. This study investigated their onboarding programs, strategies to attract, integrate and retain, this source of labour and their perceived efficacy from the perspectives of executives, managers/supervisors and immigrant and non-immigrant workers to identify stakeholders' support and training needs.

Research Questions:

What onboarding strategies do non-gateway manufacturing SMEs use to recruit train and retain immigrant employees with technical or trade skills?

What are the perceived challenges that non-gateway manufacturing SMEs encounter when trying to recruit, train and retain immigrant employees with technical or trade skills?

How do non-gateway manufacturing SMEs see immigrants as meeting their labour needs and what drives this vision?

What are non-gateway manufacturing SMEs perceptions of government policies, and the immigrant integration services available to them and what additional support do they need to successfully onboard immigrant employees with technical or trade skills?

What are the onboarding experiences and challenges of immigrants with technical or trade skills in non-gateway SME manufacturing companies?

Methodology: Four manufacturing SMEs from different regions in the province of Quebec participated. Three forms of data were collected. First, in-depth qualitative hermeneutical phenomenological interviews were conducted with six to eight employees per case, for a total of 28 participants. The interviews explored participants' experiences relative to immigration and workplace onboarding which contextualize their subsequent interpretations. Second, company onboarding and community integration service artefacts were collected. Third, field notes were taken during visits to the companies and communities.

Results and Conclusions:

Results indicate the onboarding programs are a cyclical learning process, framed by a culture of organizational learning, communication, and teamwork, and training is required for both incoming and existing workers. These strategies improve retention among immigrants, particularly those who value opportunities for learning and professional development.

The results can serve non-gateway manufacturing SMEs, Human Resources, local, provincial and federal policymakers and chambers of commerce and government and non-government organizations that serve immigrants and/or employers. Stakeholders can improve the attraction, economic and social integration and retention of immigrants through the two Bienvenue Onboard models that emerged from this study. The models, which are adapted to the respective needs of immigrants and temporary foreign workers, consist of seven cyclical steps: i) Prepare an action plan, ii) advertise and recruit strategically, iii) prepare existing and incoming staff, iv) offer workplace and job orientation programs, v) offer social integration support, vi) follow-up with further investments in people and vii) evaluate the onboarding experience.