Six Pillars

MAHRC focuses its efforts in key areas that are referred to as Pillars:

  1. (a) Workforce Development
    (b) Workforce Development: New Hires Programs
  2. Leadership Development
  3. Career Development
  4. Career Awareness
  5. Supplier Development Program
  6. Strategic Partnerships (Like-Minded Organizations)

1. (a) Workforce Development

MAHRC supports the aerospace industry in Manitoba by partnering with industry and educators, enabling workers to have access to knowledge and skills that will keep the industry competitive.

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1. (b) Workforce Development: New Hires Programs

• MAHRC’s new hires program model incorporates successful components developed in partnership with stakeholders (including industry) and elements from major Manitoba post-secondary institutions programs. Key phases include: planning; promotion; recruitment; selection; pre-employment (attitudinal) training; technical training; work experience, and ultimately, employment.

MAHRC’s model for success: MAHRC’s Manager of Special Programs and an Aerospace Liaison Officer work directly with the company(ies), community groups, trainees and educational institutions to ensure that the needs of the employer(s) and future employees are being met. The Aerospace Liaison Officer works with trainees through all stages of training and then monitors each trainee’s success upon employment in order to support retention in the workforce.

For more information about New Hires training opportunities for employers please contact Barbara Bowen at (204) 272-2955.

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2. Leadership Development

Defined as: Building the capability of current and future industry leaders to accomplish their organizations’ missions by focusing on the care and performance of their people.

Date: To Be Determined

It is largely recognized and accepted by practitioners and researchers that leadership is important, and research supports the notion that leaders do contribute greatly to organization results. Leaders emerge from within the structure of the organization. Their personal qualities, the demands of the situation, or a combination of these and other factors attract followers who accept their leadership. A leader is a person who influences a group of people towards a specific result. It is not dependent on title or formal authority.


  • Leadership
  • Performance
  • Communication
  • Training and Development

March 24, 2015; 8:30 AM – 4:30 PM; 1000 Waverley Street, Winnipeg

Anyone who is a position where they have responsibility for others, and others report to them, is in a leadership position. To be an effective leader you require leadership competence. Leadership takes many forms. Two of the most critical functions of leadership are employee performance assessment and coaching. When professionally done, performance assessment and coaching are very closely linked. These two functions are not annual events; they are active and occur frequently.

The objective of this session is to examine how successful leaders use performance assessment and coaching to their advantage.


  • Leadership and Management: The difference and the link
  • Perception: The process of how leaders make observations, form a perception, and make conclusions about the world around them, and the people they lead
  • Perception Errors
  • Employee Performance Gaps: Who owns the situation and what can be done
  • Unwilling Employees
  • Planning and Providing a Performance Coaching Meeting with employees

Click Here to View the Complete Course Brochure

Registration: $330 per person. (Includes lunch). Contact Heidi Abraham, Executive Assistant at habraham@cesdservices.ca or call (204) 272-2957

3. Career Development

MAHRC partners with educational institutions to support the continued improvement of education systems and programs to support the aerospace industry. Some examples of our involvement include:

  • U of MB – Faculty of Engineering and Engineer Access Program
  • U of WPG. – Faculty of Economics and Business
  • RRC – Stevenson Campus – Strategic Council
  • CAHRD – Industry Advisory Committees
  • Tec Voc High School – Advisory Committee

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4. Career Awareness

MAHRC participates in collaboration partners to support the communication of aerospace careers. Some examples of our activities include:

  • Career Trek Phase I (grades 5/6) & Phase II (grade 9)
  • AAiM Day for Grade 6 students
  • Women in Science and Engineering
  • Space Camp
  • Manitoba Aerospace Endowment Fund
  • Video Development

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5. Supplier Development Program

Initiated in 2010, the Competitive Edge Supplier Development Program (CESDP) provides a framework to develop an organization’s capabilities. Using the 5 Level “Learner to World Class” Model, CESDP assessors can benchmark your company against the best in the world in 11 key business areas. At the end of the benchmark, you will know what your journey to world class looks like.

Companies enrolling in the CESDP benefit from a robust and systematic management system to develop and improve their companies as suppliers which includes:

  • Training and coaching support
  • Frequent process assessments to keep their journey on track

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6. Strategic Partnerships

Through our activities, we collaborate with many organizations to create synergy and get results that benefit the aerospace industry.

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