natgillin/translations-raw huggingface dataset:
Uddannelsesmetoderne synes at være et af de områder, hvor der er gjort store fremskridt i virksomhederne, bl.a. gennem etablering af uddannelsestiltag i form af moduler, multimedieværktøjer og uddannelsesforløb på selve arbejdsstedet.
The Community survey indicates that only 58% of companies - i.e. far less than two companies in three - can be considered to be of the "training" type, irrespective of the kind of training provided.
Det erkendes, at arbejdstagere med meget ringe kvalifikationer udgør et problem.
Far below EUR 12 average (less than 1 firm in 3)
uddannelsestilbud til de små og mellemstore virksomheder.
It is therefore more difficult to obtain a corresponding picture of the situation in the three new member countries Sweden, Finland and Austria.
Andre medlemsstater har afsat et bestemt beløb på statsbudgettet til uddannelsesforanstaltninger i små og mellemstore virksomheder, men i mange tilfælde er virksomhederne ikke selv klar over, hvilke muligheder de har.
Nevertheless, the national reports these three countries drew up as part of implementing the Recommendation contain some data based on national statistics showing that:
Rapporten understreger, at der er brug for yderligere informationsformidling på dette felt.
Sweden and Finland are in the upper band of the first group of countries with participation rates greatly exceeding 40%'^; Austria is near the EUR 12 average.
Rapporten belyser også den indsats, der gøres for at imødekomme behov i forbindelse med omstillingsprocesser.
Therefore, annual participation in continuing training varies from one worker in eight for Member States where access is not so well
Arbejdsgiverne arbejder stadigt tættere sammen med uddannelsesleverandørerne for at
In EUR 15 terms therefore, the upper access band should be above 50%.
organisationer omkring udarbejdelsen af uddannelsespolitikker, og de bør udforske og videreudvikle hensigtsmæssige metoder med støtte fra de relevante organisationer på såvel nationalt plan som på fællesskabsplan.
Towards readjustment of priorities in vocational training policies
udvikle kursusforløb, der kan give de unge anerkendte kvalifikationer.
In EUR 12 terms, this rate varies progressively from 13% for firms with a workforce of from 10 to 49 employees, to 43% for firms with over 1 000 employees.
Ligeledes understreges det, at arbejdsgiverne deltager aktivt i integreringen af de arbejdsløse i form af flere og bedre tilbud om uddannelse.
This means that a worker in a company with over 1 000 employees is three times more likely to take part in some type of training than a worker in a firm with 10 to 49 employees.
Det gøres på mange forskellige måder.
The current and foreseeable economic, demographic and social developments in Europe make this issue much more important than it was when the Council adopted the Recommendation, even though only four years have elapsed since then.
Medlemsstaterne bør formulere hensigtsmæssige uddannelsespolitikker i samarbejde med arbejdsgiverne og støtte koordineringen og formidlingen af effektive metoder både på nationalt og europæisk plan.
This considerable disparity is greater in countries such as Italy (from 2% to 31%), Spain (from 7% to 45%), Portugal (from 5% to 32%) or even France (from 11% to 54%).
Arbejdsgivernes rapport fremhæver fem væsentlige aspekter, der anses for at være afgørende for at give bedre adgang til uddannelse: fastlæggelse af kvalitetsstandarder, anerkendte kvalifikationer, erhvervsvejledning, oplysning og motivering.
More specifically, although one major factor at the moment - and in the future too - is to have young people with better training entering the job market, companies can no longer view this as the main way of injecting new skills. On the contrary, training approaches must be radically changed, with increasing attention being paid to older workers.
Rapporten munder ud i nogle konklusioner og henstillinger, der opfordrer både arbejdsgiverne, medlemsstaterne og Kommissionen til at sætte ind på bestemte områder:
b) the proportion of 20-29 year-olds in the active population remained unchanged between 1960 and 1995 (at approximately 27%) but will drop to 23% in 2030.
Kommissionen bør gå sammen med arbejdsgiverne om at skabe bedre adgang til fællesskabsprogrammerne, reducere de administrative byrder, overveje mulighederne for bedre oplysning om og formidling af hensigtsmæssige metoder, fortsætte de igangværende drøftelser omkring erhvervsvejledning og kvalifikationer og med støtte fra arbejdsgiverne afholde seminarer om de mest effektive metoder.
Service sector activities, Banking, insurance, Post & Telecommunication, Water gas, Electricity showed higher percentage of workers undertaking training 57%, 53% and 49% respectively. This contrasts sharply with the very low participation rate found in service activities such as Hotels and Restaurants, where the corresponding figure was approximately one in five. In the industrial sector the participation rate never rose above 35%, dropping to 15% in Construction and 8% in Textiles. The median age divides the population into two halves.
En mere ambitiøs strategi for den Europæiske Union: adgang til kompetence
50- 59 year-olds currently account for one worker in five (20.8%) but this will increase to more than one worker in four (27.2%) in 2030.
2.1 STORE SKÆVHEDER INDEN FOR EU
Likelihood of access to training greatly depends on age
Siden Rådets henstilling blev vedtaget i 1993, er der indsamlet ny viden om de faktiske forhold med hensyn til efter- og videreuddannelse i Den Europæiske Union som helhed og i de enkelte medlemsstater.
This deformation in the age pyramid of the active population has direct repercussions on the development of continuing training.
De nye oplysninger kan danne grundlag for en nyorientering af debatten i Fællesskabet om dette spørgsmål.
As things stand now, the probability of gaining access to training falls sharply with increasing age.
De hidrører hovedsagelig fra to kilder:
In spring 1994 the likelihood of 35-44 year-olds receiving job-related training in the four weeks prior to the survey was no more than 5.8%.
Undersøgelsen af efter- og videreuddannelse i Europa blev gennemført i 1994 med 1993 som referenceår.
Change in the nature of work itself
De næsten 50 000 virksomheder, som blev interviewet, var udvalgt blandt virksomheder med over 10 ansatte uden for landbrugssektoren, offentlig forvaltning, sundhedsvæsen og undervisning samt private husholdninger med lønnet arbejdskraft og eksterritoriale organisationer.
Our societies must proceed along this path if individuals' access to continuing training is to be improved, but this immediately leads on to the question of individuals assuming responsibility for defining their own needs, choosing the routes to take and selecting the arrangements which suit them best.
I de virksomheder, som havde afholdt en eller anden form for efteruddannelseskursus for medarbejdere i 1993, blev der indhentet oplysninger om deltagerne og kurserne.
This should also make it easier to examine in greater depth an issue which, in some people's minds, is a fairly sensitive one -that of how far individuals should contribute (in terms of time and/or money) to getting the best out of such access.
Gennemsnitsniveauet efteruddannelse
Towards firms which graft on skills for training
Det første resultat, der falder i øjnene, er, at den generelle målsætning i henstillingen, hvorefter enhver arbejdstager skal kunne have adgang til erhvervsuddannelse lige så længe, den pågældende er erhvervsaktiv, forudsætter yderligere store fremskridt med hensyn til adgangen til efter- og videreuddannelse.
More and more firms are switching to the "learning environment" approach as the preferred way of enhancing skills in parallel with formalised training. Ongoing upgrading of skills therefore has a knock-on effect in the shape of changes in work organisation itself, job content and hierarchical structures.
Det fremgår således, at i 1993 - som var referenceåret for den europæiske undersøgelse - deltog kun godt hver fjerde arbejdstager (28%) i en eller anden form for efteruddannelse.
This scheme, launched in 1994, involves a personal education and training account. It forms part of a worker advancement scheme under the Upper Austrian federated budget instituted at the Land Government's initiative in collaboration with the social partners.
Store forskelle mellem medlemsstaterne
Towards a redivision of time
En mere detaljeret analyse af de enkelte former for uddannelsesforanstaltninger viser, at virksomhederne (det gælder ca. to tredjedele af de uddannelsesorienterede virksomheder)
The issue of time - and dividing it up between that spent working and that devoted to skill enhancement and training - is more delicate given the tentative nature of the debate about reducing and reorganising working hours.
Man kan således konstatere, at deltagelsesfrekvensen på årsniveau i relation til efteruddannelse varierer mellem hver ottende arbejdstager i de medlemsstater (Portugal og Grækenland), hvor adgangsmulighederne er ringest, og hver anden arbejdstager i de medlemsstater, hvor der generelt er langt bedre adgang (Sverige og Finland).
Nevertheless, certain company policies or certain agreements between the social partners make a link between rearrangement and/or reduction of working hours and time spent on training.
Virksomhedernes politik fordeler uddannelsesforanstaltningerne nogenlunde ligeligt på "købte" uddannelsesydelser udefra og uddannelsesforløb i selve virksomheden, hvilket er de to mest anvendte former for uddannelsestilbud.
Certainly, this approach is a "reservoir" of both flexibility and resources which ought to be explored.
1) er det afgørende for adgangen til uddannelse, at virksomhederne
It is important that the principle of creating a better balance between working and family life, which is of most relevance to women, is built in to whatever methods are adopted in this area.
Virksomhedens størrelse: en afgørende faktor
Skill accreditation the key factor
Deltagelsesfrekvensen i efteruddannelsesforanstaltninger er i de fleste medlemsstater direkte relateret til virksomhedens størrelse.
The aim is to give individuals the wherewithal for making progress in acquiring knowledge by measuring - in a supple and objective manner - the level they have reached.
Højere gennemsnitsalder erhvervsaktive befolkning
Backing from European citizens
I denne sammenhæng giver virkningerne af den befolkningsmæssige udvikling og den markante stigning i gennemsnitsalderen i den erhvervsaktive befolkning i de fleste europæiske økonomier anledning til nye problemer.
The Eurobarometer survey conducted in connection with the European Year clearly reveals European citizens' keen interest in lifelong learning. Seven Europeans out of ten wish to continue their education.
Man skal gøre sig klart, at denne udvikling vil få alvorlige konsekvenser, og at det er nødvendigt at ændre radikalt på den bestående opfattelse af, hvordan den nuværende kapital af færdigheder og kompetence skal fornyes.
More than 80% of men and 70% of women believe that education and continuing training will very likely improve their job prospects. However, on the downside, the survey also shows that barely one European in five had undergone training in the past 12 months.
Forskelle i uddannelsespolitikken enkelte sektorer
b) Time now ripe for action by those on the ground
Det forhold, at der vil komme stadigt bedre uddannede unge ind på arbejdsmarkedet, er en væsentlig faktor, men det bliver næppe den vigtigste kilde til nye færdigheder og ny kompetence for virksomhederne.
An increasing volatility of employment bears the risk that the investment in human capital, notably through training, required for longterm growth and competitiveness will not take place.
Der kan tværtimod forventes en drastisk ændring af uddannelsesbehovene med en gradvis forskydning over på ældre arbejdstagere.
A high skill, high quality, high productivity industrial strategy will enhance industry's competitiveness and employees ' employability..."
Der er tre forhold, der peger mod en sådan forskydning: a) servicevirksomhed, forsikringsselskaber, telekommunikation, elektricitetsforsyning deltagelsesprocenter, lønmodtagere, som for og og og højeste gælder sig bankvæsen postvæsen vand-, gas- findes de når det efteruddanner
And as regards lifelong learning directly, over 5 000 projects were undertaken, 2 500 events organised, 3 500 press articles published and 80 000 visitors to the Year's Internet site logged. The European Year really helped to lend a high profile to the issue of lifelong learning.
Andelen af 20-29-årige i den erhvervsaktive befolkning, som forblev nogenlunde uændret (ca. 27%) fra 1960 til 1995, vil være reduceret til 23% i 2030.
A passing mention should be made examples which illustrate efforts to find innovative and original solutions, e.g. the "Learning Boutiques" in Denmark, "Adult Learners' Week" in the United Kingdom and the "Train to Knowledge" in Finland.
I skarp kontrast hertil står en meget lav deltagelsesfrekvens i andre tertiære erhverv såsom hotel- og restaurationsbranchen (kun ca. hver femte medarbejder har deltaget i en uddannelsesforanstaltning). I industrisektoren kommer den højeste deltagelsesfrekvens ikke over 35%, og i byggebranchen og tekstilbranchen er den kun henholdsvis 15% og 8%.
Available findings show, among other things, that there is a threshold effect with regard to levels of education/training: completing higher level education or training only gives a marginal advantage in terms of protection against unemployment as compared with completing secondary level education.
Den danske rapport indeholder nogle særdeles interessante overvejelser omkring forholdene i små og mellemstore virksomheder på dette felt.
"Benchmarking the Competitiveness of European Industry" - COM(96) 463 final.
c) indhold og i de arbejdssituationernes hierarkiske relationer.
a very strong correlation between their having no (or low-level) qualifications and their chances of getting back into the job market.
Andelen af 50-59-årige, som i dag udgør hver femte arbejdstager (20,8%), vil vokse til mere end hver fjerde arbejdstager (27,2%) i 2030.
market flexibility combined with maximum use of skills and human resources. Seen in this light, continuing training can be viewed as a decisive factor in bolstering individuals' employability.
Ressourcerne til hænger
Towards a services economy
I denne debat om øget efteruddannelse er spørgsmålet om ressourcerne naturligvis helt afgørende, og det er særdeles interessant, at arbejdsmarkedets parter har valgt det som et af områderne af fælles interesse i drøftelserne i forbindelse med den sociale dialog.
The structural transformations taking place in Europe's economies moving them towards a service-based economy is also increasing the need for continuing training. As the Commission indicated in its Communication to the European Council
Det er klart, at skal man imødekomme behovene for øget kompetence, skal man ikke satse på en "skolegangsmodel", som blot gentages i det erhvervsaktive liv.
Analysis of the multiannual programmes adopted by Member States in applying the conclusions of the Essen European Council (December 1994) illustrates the efforts made by Member States to improve the quality and relevance of training for those in employment as well as for those without a job.
Som det fremgår af hvidbogen "Undervise og lære - På vej mod det kognitive samfund", åbner selve samfundsudviklingen for muligheder, der bør udnyttes: der bliver stadigt flere og mere forskelligartede "uddannelsesjob" og dermed uddannelsesressourcer.
Such analysis also shows that if raising the level and broadening the scope of workers' skills, notably those least qualified, can be considered as the most cost effective investment to prevent unemployment, it is not clear that enterprises and governments are sufficiently developing efforts to reskill those in work so as to respond to the growing demand for qualified labour.
Det drejer sig derfor om at give alle bedre adgang til disse ressourcer.
The Joint report on Employment also underlines the great effort still to be make for the employability of long tenn unemployed people of which only 7% at European Union level benefit from training activities.
I den nuværende situation falder sandsynligheden for at fa adgang til uddannelse meget markant med den pågældende persons alder.
The future of the European service sector depends very much on the quality and permanent nature of the services on offer.
I foråret 1994 var der kun 5.8 % af befolkningen i aldersgruppen 35 til 44 år, der udtalte at de havde fulgt en uddannelse i forbindelse med arbejdet i en 4ugers periode inden undersøgelsen.
In the Communication, the Commission pointed out that a key factor which distinguishes services from other sectors of the economy is that labour is generally the main input, adding:
Denne samfundsudvikling er afgørende for den enkeltes adgang til efteruddannelse.
"The development and renewal of human resources is essential to maximise the employment potential that sei-vices offer.
Den gør også samtidig den enkelte mere ansvarlig for afdækningen af behov og valg af uddannelses forløb og af velegnede metoder og hjælpemidler.
The ability of businesses to manage and release the potential of their workforce is critical for successful business development.
Samtidig er der et andet spørgsmål, der må afklares, og som af visse kredse opfattes som kontroversielt: spørgsmålet om den enkeltes bidrag (i form af tid og/eller penge) til de øgede uddannelsesmuligheder.
80% of high-growth businesses in Europe consider that employee training has played a crucial role in their success. Training will become even more important in the future
Østrig: Uddannelsesopsparingskonto (Bildungskonto)
The advent of the "learning society".
Arbejdet bliver af stadigt mere immateriel karakter, og denne tendens er irreversibel.
Current debates on competitiveness and employment are placing more and more importance on the question of competencies, alongside the efforts being made to reduce indirect labour costs for non-qualified work.
Alle job er præget af, at en større og stadigt voksende del består af planlægningsmæssige og kreative opgaver, styring af tegn og signaler samt brug af intellektuelle værktøjer.
After the Florence European Council had set out the terms of a strategy of continually raising the level of competencies as the central element of an integrated strategy for competitiveness and employment, the Dublin European Council identified investment in human resources as one its recommendations for taking forward the strategy.
Denne tendens er et centralt element i debatten om kompetenceudviklingen.
It is of fundamental importance for Europe to see this process through..
Ændringen i arbejdets indhold gør det vanskeligere at definere i relation til fag og funktioner.
Labour markets in Europe are still marked by relatively low mobility and decreasing recruitment of young people.
Ordningen er et led i et støtteprogram for arbejdstagere i delstaten Ober Österreich, som blev iværksat på initiativ af delstatsregeringen i samarbejde med arbejdsmarkedets parter. Arbejdstagerne har ret til at få 50% af udgifterne i forbindelse med en erhvervsuddannelse refunderet (dog højst 20 000 schillings).
Boosting the skills of the workers already in situ, who are on the front line of the socio-organisational changes now affecting enterprises, therefore forms a key element in competitiveness.
Spørgsmålet om tid - og fordelingen mellem arbejdstid og tid til uddannelse og forbedring af færdigheder og kompetence - er blevet endnu mere kontroversielt på grundlag
The Commission's Green Paper, adopted in July 1996, Living and Working in the Information Society: People First (COM (96) 389) sought to promote awareness and stimulate debate on the labour market and social issues involved in the Information
Arbejdsstyrkeundersøgelsen (LFS).
CSE(96) 6 linai of 27 November 1996.
livslang uddannelse.
reinforce their cooperation with a view to intensifying their efforts on vocational training.
Det må dog konstateres, at der i relation til visse virksomhedspolitikker og visse aftaler mellem arbejdsmarkedets parter er udpræget interesse for at koble omlægninger og nedsættelse af arbejdstiden sammen med øget tid til uddannelsesformål.
It recorded that there is universal agreement that the human resource base is fundamental in an Information Society, but there remains a skills gap and knowledge gap to overcome both in order to remain competitive and in order to promote equality and solidarity.
Det er udtryk for en stor og reel interesse for hele problemstillingen omkring livslang uddannelse.
The aim is to pinpoint the role knowledge could and should play in the years to come, so as to give Dutch citizens some idea of what the world will look like in 2010 and what they will have to know and be able to do in order to fit in to such a society.
Anerkendelse af kompetence som et afgørende element c)
We should not lose sight of the longterm aim, that of the learning society, the fundamental policy goal at the heart of all analyses of access to continuing training.
Mange originale initiativer Forskellige eksempler på initiativer, der blev iværksat i forbindelse med Det Europæiske År for Livslang Uddannelse, vidner om nyskabende originale løsninger, f.eks. de såkaldte uddannelsesbutikker i Danmark, Adult Learners Week i Storbritannien og kundskabstoget i Finland.
moving towards fostering learning skills (notably via more responsive partnership with economic life); achieving "learning employment", involving all people in work, especially those outside traditional full-time work in sizeable organisations; a special effort to re-integrate the unemployed through active policies for skills; and overall, the provision of a new architecture for lifelong learning, encompassing life inside and outside work (not forgetting life after retirement) and with a special emphasis on maintaining employability.
KONKURRENCEEVNE OG BESKÆFTIGELSE HAR FÅET ØGET VÆGT
Sweden: Commission Knowledge
Europa-Kommissionen foreslår i sin hvidbog, at der åbnes nye muligheder for anerkendelse og godskrivning af kompetence, som den enkelte kan gøre direkte brug af. Det er et nyt tiltag, hvis praktiske gennemførelse bør drøftes grundigt, men det er under alle omstændigheder meget vigtigt.
In 1995 the Swedish Government set up the Commission for Enhancement of Knowledge, its task being to define the goals pursued in enhancing knowledge nationally as part of a strategy founded on lifelong learning.
Det drejer sig om at give den enkelte mulighed for at gå videre med at erhverve viden og færdigheder på grundlag af en smidig og objektiv måling eller vurdering af den pågældendes niveau.
This Committee presented a preliminary report in which it presents the three pillars of its strategy: the training of young people, the development of skills and knowledge of adults, and lifelong learning.
Virkningerne af Det Europæiske År for Livslang Uddannelse
Starting from this premise, the White Paper indicated that the issue of access to knowledge and know-how would dominate developments in our societies.
Her skal peges på flere væsentlige elementer: a)
Therefore, the way individuals relate to knowledge must be thought through afresh.
Tilslutningen i den europæiske hefolking Eurobarometers rundspørge i forbindelse med Det Europæiske År for Livslang Uddannelse giver et klart indtryk af den europæiske befolknings store interesse for spørgsmålet om
With reference to the third pillar, the Committee proposes that each individual should have the possibility of participating in training through their whole life provided by the social partners. The State and local authorities should
Beskæftigelsens voksende omskiftelighed skaber risiko for, at den investering i menneskelig kapital i form af især uddannelse, som er nødvendig for vækst og konkurrenceevne på længere sigt, ikke vil finde sted.
The findings in this report on implementation of the June 1993 Council Recommendation should provide all players with new food for thought and discussion..