The Future of HR: Unlocking Talent Through Work Integrated Learning

06
Oct 2023
CPHR Alberta
188
A woman wearing a virtual reality headset is playing a video game on a computer.

Author : Alena Schock

Organizations and hiring professionals in Alberta are facing a growing challenge—bridging the skills gap required to thrive in the new work landscape. The Alberta 2030: Building Skills for Jobs initiative recognizes this need for skill development and growth in our province, and one way to achieve this is through increased work-integrated learning opportunities for current and future post-secondary students. This blog post will dive into the significance of this initiative and explore the top ten ways you can engage post-secondary students in your organization.

Alberta 2030: Building Skills for Jobs 

Alberta 2030 highlights the government's commitment to raising a skilled and adaptable workforce. Its goal is to ensure that Albertans have the skills and knowledge required to meet the demands of an ever-changing job market. A large part of this initiative is working with post-secondary institutions to create pathways for students to gain real-world experience through work-integrated learning. Different types of work-integrated learning include field placement, mandatory professional practicum, community service learning, project work, internship, and co-op. This initiative presents HR professionals with the opportunity to think about engaging students in different and meaningful ways.

Why Work-Integrated Learning Matters to Employers 

Employers engaging with students through work integrated learning is a win-win strategy for Alberta. Here’s why:

  1. Addressing the Skills Gap : Students can contribute specific skills to projects and help alleviate capacity pressures.
  2. Fresh Perspectives : Students bring innovative ideas and current perspectives to your organization.
  3. Talent Pipeline : A way to identify and nurture future talent.
  4. Relationships with Post-Secondary Institutions : Work-integrated learning must include an organization, a student, and a post-secondary institution. Connect with focused and driven talent and build relationships with the post-secondary institutions that foster new talent. 
  5. Diversity and Inclusion : Attract student talent from diverse backgrounds for a more inclusive workplace.
  6. Cost Effective : Address your hiring needs while investing in the community.
  7. Community Engagement : Demonstrate your commitment to community and social responsibility.

Ten Ways to Engage Students in Your Organization 

Once employers have brought talent on board, they can engage with work-integrated learning students to optimize their contributions. Here’s how: 

  1. Structured Work Integrated Learning : Develop well-defined paid or unpaid opportunities that align with your organizational needs.
  2. Mentorship : Pair students with passionate mentors who can guide and support their growth. This will also develop current employee’s skills. 
  3. Collaborative Projects : Involve students in real-world projects that give them hands-on experience and responsibility that benefit your organization in tangible ways.   
  4. Networking and Events : Host events like social mixers, panel discussions, or fireside chats to help your team connect with students.
  5. Open & Vulnerable Spaces : Encourage open communication and timely and regular feedback. This facilitates student learning and development and helps lead impactful work.
  6. Skills Development : Offer training sessions to enhance a student’s skills, team contribution and build your talent pipeline.
  7. Showcase Success : Share past/current student success stories to inspire your team and new hires.  
  8. Integration : Ensure students feel valued by promoting a welcoming and open culture. This has a positive impact on your current staff too.
  9. Flexibility : Like any employee, students want flexibility, like working from home or having a hybrid culture. In turn, students will be versatile, resilient, and responsive to change.
  10. Opportunities : To retain talent, consider offering full-time jobs to high-performing students after graduation.

The Alberta 2030: Building Skills for Jobs initiative provides a unique opportunity for employers to be forward-thinking and participate in developing Alberta’s future workforce. By embracing work-integrated learning and implementing these strategies, you will play an active role in closing the skills gap for your organization and keeping skilled talent in Alberta – a future for HR Alberta can get behind.

Author's Bio 

Alena Schock is a Marketing and Communications professional. She is passionate about storytelling for brands that enrich lives, food, travel, and her hometown of Calgary, Alberta. She is the Marketing and Communications Specialist for TalentED YYC , a pilot project championed by Calgary Economic Development. TalentED YYC provides free support to Calgary employers in developing student opportunities, accessing funding, and driving organizations forward with student talent. Connect with the team at TalentEDYYC.com

The views and opinions expressed in this blog post belong solely to the original author(s) and do not necessarily represent the views and opinions of CPHR Alberta.

The views and opinions expressed in this blog post belong solely to the original author(s) and do not necessarily represent the views and opinions of CPHR Alberta.



An Update from your Board of Directors – November 2025

By Jessica Jaithoo • December 4, 2025
As the governing voice of CPHR Alberta, the Board of Directors meets quarterly to provide oversight and guidance in several key areas. The Board, alongside CPHR Alberta operations, continues to deliver on the association's strategic priorities developed in the 2020 strategic plan. To ensure transparency between our Board of Directors, members and key stakeholders, we are sharing post-meeting messages to inform the steps taken towards advancing our profession and ensuring a financially stable association. The Board of Directors met on November 27, 2025, and is proud to share the strong momentum we are experiencing across our community. The Board’s key messages are as follows: Membership Growth As of September 30, 2025, we reached 7,213 active members, a 7% year-over-year increase, with the majority coming from student and emerging HR professionals. This growth affirms the momentum of our HR profession and the impact of our student engagement initiatives. Professional Development Member participation remains strong with 53 events held year-to-date, with 5,013 attendees across workshops, roundtables, webinars, and community sessions. Our complimentary events have played a key role in sustaining engagement and access to learning. Annual Conference The Annual Conference was a heavy focus for the association in Q3. The sold-out event continues to bring together our community for valuable professional development and networking opportunities, creating a strong foundation for 2026. Attendees reported high satisfaction, with over 370 in attendance, and a sold-out exhibitor hall. “The CPHR conference was incredibly educational and inspiring. The speakers motivated me, and it was an experience I’ll never forget. I really enjoyed it, grew closer to my team, and I definitely want to attend again.” – 2025 Conference Attendee The 2026 event will be held at the BMO Centre, in Calgary on June 2 and 3 – with increased capacity, expanded exhibitor space, and enhanced programming will elevate the experience for all HR professionals across Alberta, NWT and Nunavut. Self-Regulation The Board continues to assess the implications of Alberta’s Professional Governance Act (PGA), including: Advocacy, legal, and governance impact assessments are being commissioned. Preliminary recommendations from management will be brought to the Board in March and June 2026, leading to a formal decision. Further information will be shared, when ready.  Future Vision Approved: 2026-2028 Strategic Plan Our new 2026–2028 Strategic Plan will be rolled out in December to all members. The 3-year Strategic Plan, crafted from member feedback, market research, and collaboration with CPHR Canada – aims to strengthen our profession’s influence, amplifies leadership, and creates pathways for all members to thrive. Fiscal Responsibility Our Q3 financial review remains on track for a balanced year-end forecast. The 2026 draft budget has been approved – aligning resources with our strategic priorities while maintaining a disciplined and responsible financial approach. Board Governance Our board continues to focus on good governance practice, ensure stability, clarity, and accountability across our organization. FCPHR Nominations A reminder that the prestigious Fellowship Award is open for nominations! This national program recognizes Chartered Professionals in Human Resources (CPHRs) who have made exemplary contributions to the HR profession. Recipients are granted recognition as a Fellow of the Chartered Professionals in Human Resources (FCPHR). Click here to learn more about the Fellowship Award, including the guidelines and completing your nomination. You can also download a copy of the nomination form here. The next Board meeting takes place in March 2026, after which we will again share our key messages. If you have any questions regarding these key messages or the Board of Directors, please contact chair@cphrab.ca . We welcome your feedback!

Charting the Future of HR: CPHR Alberta’s 2026-2028 Strategic Plan

By Jessica Jaithoo • December 2, 2025
At CPHR Alberta, we believe that the future of work is being shaped by the decisions we make today. That’s why we’re proud to share our 2026-2028 Strategic Plan—a bold, member-informed roadmap that will guide our organization over the next three years. This plan is the result of a deeply collaborative process, led by our Board of Directors and developed in partnership with our operations team. It reflects the voices of our members, gathered through surveys and conversations, and is grounded in market research and aligned with the national priorities of CPHR Canada. Together, we’ve crafted a strategy that is responsive, forward-looking, and rooted in data. At its core, the plan is about strengthening the Human Resources profession and supporting the people who drive it. It reaffirms our commitment to building a resilient, inclusive HR community—one that is equipped to lead in a rapidly evolving workplace landscape. Our redefined vision and mission statements speak to this ambition, and our newly articulated values provide a foundation for how we work, connect, and grow. The strategic priorities outlined in the plan reflect the areas where we believe CPHR Alberta can make the greatest impact. They focus on elevating the visibility and influence of the HR profession, fostering innovation and leadership across our community, and deepening engagement with our members and partners. These priorities are designed to meet the diverse needs of our jurisdiction, from urban centers to rural communities, and to ensure that every CPHR has the tools and support to thrive. As we look ahead, we’re energized by the possibilities this plan unlocks. It’s a call to action—for our team, our Board, and our members—to work together in shaping the future of HR. Whether it’s through new learning opportunities, stronger regional connections, or amplifying the voice of HR in public discourse, we’re committed to leading with purpose and impact. We invite you to explore the full 2026-2028 Strategic Plan and see how our shared vision will come to life. Together, we’re building a future-ready HR community—one that’s connected, influential, and prepared to meet the challenges of tomorrow.

Become an HR champion!

By Bailey Beauchamp • December 1, 2025
Seeking CPHRs, Retired CPHRs and Public Board Members
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