natgillin/translations-raw huggingface dataset:
Beslutningen om fra 1985 at udelukke unge under 21 år fra branche lønordningen, hvis mindsteløn fastsættes af wage councils, berørte således omkring en fjerdedel af de unge.
Thus, the decision to exclude the under 21s from remuneration cover in the sector from 1985 on, the minimum of which is fixed by the Wage Councils affected approximately one-quarter of young people.
ERHVERSUQDRNNELSE 2/94
VOCATIONAL TRAINING 2/94
... omdannelsen af YTS til YT (Youth Training) i 1990, ... tilfører rent faktisk systemet yderli­gere fleksibilitet ..." af lønsystemerne er endvidere blevet fremmet af støtteordninger til virksomhe­der, der ansætter unge til en lav løn (Young Workers Scheme/New Workers Scheme).
"The transformation in 1990 of YTS into YT (Youth Training} ... testifies to this development.
Det er imidlertid YTS og de ef­terfølgende YT­ordninger, der går længst i denne retning, for så vidt som de er baseret på en ændring af deltagernes fag­lige status.
to a change in the status of the beneficiaries.
De unge, der får status af uddannelsespraktikanter (trainees), får samtidig forringet deres faglige status og går stærkt ned i lon. der i övrigt fuldt ud afholdes af staten.
By becoming trainees, young peo ple suffer a major downgrading of their status, accompanied by a considerable fall in remuneration which, furthermore, is entirely the responsibility of the State.
60% af de 16­17­årige, der i 1990 kom ud på arbejdsmarkedet, var omfattet af denne ordning.
In 1990 approximately 60% of 16 to 17 year olds arriving on the labour market had passed through this scheme.
Af diagram 2 fremgår det, at si­tuationen for de 16­årige har ændret sig væsentligt med indførelsen af ovennævnte ordning, der har gjort et stort indhug i beskæftigelsen.
If we examine the development of the situation of 16 year olds (an analysis is made each year of the same age group), then they have been considerably affected by this scheme which has mainly encroached on employment (Graph 2).
"11991 iværksattes en ny foranstaltning på forsøgs­basis, Youth Credit, der efter planen i 1996 skal være den primære vej til erhvervsuddannelse for alle unge, der har forladt uddannelsessystemet. "
"In 1991 a new scheme was introduced, Youth Credit which was ex pected to become, between then and 1996, the main means of access to vocational training for all young people leaving the educational system. "
Følgerne af disse foranstaltninger for de unges overgang til arbejdslivet kan ikke gøres til genstand for en homogen be­skrivelse.
The effects on the occupational transition of young people in all these schemes can not be described in a homogenous man ner.
Individuelle særtræk med hen­syn til miljø og erhvervede eksaminer har indflydelse på de efterfølgende forlob.
The individual characteristics in re spect of social background, degree of success in exams, have an effect on the later paths.
Også lokale forhold (lokalt arbejdsmar­ked, den lokale TECs rolle) og aktivitets­sektor, hvor uddannelsen gennemføres, spiller en afgorende rolle for beskæfti­gelsesmulighederne: nogle sektorer, så­som byggeri og metalindustrien, har inte­greret YT i deres lærlingeuddannelses­forlob, medens andre, såsom servicefag­ene, byder på flere arbejdspladser, der dog klart er mindre kvalificerende.
In the same way the local dimension (local labour market, local TEC policy) and the sector of activity of train ing are determining factors in the conditions of access to employment. Some sectors such as building and metalworking have even included YT in their ap prenticeship cycle whereas others, such as services, offer more places but are clearly less skill generating.
I visse undersøgelser anslås det, at kun en tred­jedel af de unge, der deltager i beskæfti­gelsesfremmende foranstaltninger, op­nåede et uddannelsesbevis i 1991 (Work­ing Brief, nov./dec. 1993, nr. 49).
In 1991 some studies estimated that only onethird of trainees were actually awarded a diploma (Working Brief, November/December 1993, Issue 49).
Ind­virkningen på arbejdsløsheden blandt de 16­18­årige er radikal: siden 1988 har disse ikke kunnet registreres som arbejdsløse, for så vidt som de ikke har ret til at afslå en YTS­plads.
The effects on unem ployment amongst the 16 to 18 year olds are, from a certain angle, radical: the latter can no longer be legally recorded as unemployed since 1988 since they are not entitled to refuse a place on YTS.
Til gengæld er uddannelses­lønnen en smule højere end arbejdsløs­hedsunderstøttelsen.
How ever, payment of trainees is still only slightly higher than unemployment benefit.
Af nogle undersø­gelser fremgår det dog (Working Brief, april 1992), at ca. 50.000 unge ikke havde fundet en YT­plads seks måneder efter, at de havde forladt skolen i juli 1991. I
All the same, some studies (Work ing Brief, April 1992) mention the fact that around 50,000 young people had not found a place on KTsix months after leaving the education system in July 1991.
Uddannelsessystem og arbejdsmarked16­årige briter
Education system and labour market" British 16 year olds áioo
I arbejdsløse
I unemployed
^^ uddannelse "1 skole
^^ education "I school
Rubrikken "skole" betegner samtlige elever på sekundærtrinnet
Q The "school" column groups all pupils still undergoing secondary education.
Zi Rubrikken "videre uddannelse" omfatter unge. der studerer videre pa fuldtid eller deltid, dog ikke unge under YTS­ordningen. som går i skole i "colleges" (fagskoler).
J The "further education" column takes in all young people undergoing full-time or part-time studies, hut does not include young people on YTS, in colleges.
Rubrikken "YOP YTS/YT" omfatter deltagerne i beskæftigelsesfremmende ordninger, uanset om de deltager ikke deltager i virksomhedseksterne uddannelsesaktiviteter.
3 The column "YOP/YTS/YT" takes in participants in employment policy schemes whether they are or are not attending training outside the company.
"Arbejdsløse" er her ensbetydende med ungdomsarbejdsløse, men udelukkende dem. der har ret til arbejdsløshedsunderstøttelse.
Q "Unemployment" takes in young unemployed people but only those receiving unemployment benefit.
Fra september 1988 registreres de 16­17­årige, der har ret til at deltage i YTS. ikke længere som arbejdsløse, hvilket er årsagen til de brudte linjer, der i diagram­met kan registreres fra denne dato.
From September 1988 onwards, the 16 to 17 year olds who were considered as having a right to YTS have no longer been recorded as unemployed. This explains the breaks in series in the graphs from that date onwards.
Rubrikken "andet" omfatter hovedsagelig unge. der enten er i beskæftigelse eller er arbejdsløse, men som ikke er opfort som sådanne; omfatter ikke deltagere i YOP YTS/YT.
3 The column "other" mainly groups young people with a job. or without a job but not recorded as such: it does not include trainees under YOP'YTS/YT.
*** januar 1992 anslås antallet af 16-18-årige arbejdsløse til 103-000 (ibid).
The relative failure of these programmes in terms of qualification is accompanied by the growing fragility of employment of less skilled young people.
I såfald er der risiko for øgede spændinger mellem de nye krav til uddannel serne og det nuværende kvalifikationssystem, der er underlagt fragmenterede og kortsigtede interesser.
They are particularly affected by the phenomenon of substitution by other categories of la­bour who are equally low skilled, par­ticularly by women in part­time employ­ment in the services sector.
Disse programmers relative fiasko med hensyn til tilvejebringelse af kvalifikationer ledsages af ringere beskæftigelsesmuligheder for de dårligst kvalificerede unge, der i særlig grad er udsat for konkurrence fra andre lavt kvalificerede arbejdstagerkategorier, navnlig deltidsansatte kvinder i servicefagene.
"... there may be a risk of an increase of tension between, on the one hand, this new social demand with regard to training and, on the other, the system for the production of qualifications which is itself segmented and dominated by short­term dictates. "
Som følge af de ændringer, som produktionsapparatet for tiden gennemgår, bliver det stadig vanskeligere at absorbere massen af lavt kvalificerede unge, der går ud på arbejdsmarkedet i en tidlig alder.
The current changes in the production system make it increasingly difficult to absorb the large numbers of low skilled young people who arrive prematurely on the labour market.
Virksomhedernes ansættelsesstrategier over for unge vidner om nye kvalifikationskrav (Changing Policies Towards Young Workers, IMS Report 243, juni 1993).
The recruitment strat­egies of companies with regard to young people demonstrate new demands in re­ spect of qualifications (Changing Policies Towards Young Workers, IMS Report 243­fune 1993).
Der ser i øvrigt ud til at være en tendens til at forlænge skolegangen: i 1992 forlod kun en tredjedel af de 16-17-årige uddannelsessystemet mod halvdelen i 1989.
Furthermore, a move to ex­tend initial education seems to be emerg­ing: in 1992 only one­third of l6 to 17 year olds entered the labour market as against more than half in 1989.
Det er endnu for tidligt at sige, hvor vidt det drejer sig om et strukturelt fænomen, der er sammenligneligt med udviklingen i alle de andre industrilande.
It is too early to tell whether this is a structural phenomenon comparable to what has happened in all developed countries.
I så fald er der risiko for øgede spændinger mellem de nye krav til uddannelserne og det nuværende kvalifikationssystem, der er underlagt fragmenterede og kortsigtede interesser.
In this case, there may be a risk of an in­crease of tension between, on the one hand, this new social demand with re­gard to training and, on the other, the system for the production of qualifications which is itself segmented and dominated by short­term dictates.
Arbejdsmarkedets parters bidrag til beskæftigelse af unge
Training Head of the Vocational Training Section in the Institute for the German Economy, Cologne and editor of 'Information and vocational training "
Ehrvervspædagog. leder af erhvervs­uddannelses­afdelingen i Institut der Deutschen Wirtschaft Köln og redaktør for 'Informationen zur beruflichen Bildung"
The contribution of the social partners towards the integration of young people into the world of work:
Udgangssituationen
The initial situation
Et normalt erhvervsuddannelsesforlob udviser i almindelighed to væsentlige overgange mellem uddannelses­ og beskæftigelsessystemerne:
There are, however, consider­able differences between the various countries in the EU, with youth unem­ployment ranging from 38% in Spain to 20% in Belgium and 5% in western Ger­many.
Overgang 1: Fra den almene skole til en læreplads med henblik på erhverv.
Transfer 1: From a general education school to a training institution to prepare the indi­vidual for working life;
muligheder på arbejdsmarkedet. Det duale system i erhvervsuddannelsen gør det nemlig lettere at starte i arbejdslivet (Zedier. 1994, s. 14).
In view of the high level of unemployment in the Fed­eral Republic of Germany, many enterprises are hav­ing trouble this year em­ploying all the apprentices who have finished their training.
I oktober 1993 fandtes i Vest­tyskland 318.000 arbejdsløse mænd og kvinder under 25 år ­ dvs. godt og vel 60.000 flere end året før.
The social partners, employers' asso­ciations and trade unions are supporting these ac­tivities through appeals and special regulations in collective agreements.
I Østtyskland androg tallet af arbejdsløse unge i okto­ber 1993 i alt næsten 128.000.
Such regulations are de­signed to prevent a further increase in the level of youth unemployment and keep qualified young peo­ple and young adults in employment wherever possible.
Overgang 2: Fra erhvervsuddannelsen til arbejdslivet.
Transfer 2: From vocational training to employment.
Ved hver af disse to overgange står både den enkelte, erhvervslivet og samfundet over for forskellige tilpasningsopgaver (Mertens, 1976, s. 68 ff.).
At each of these points, the individual, the economy and society are faced with various coordinatory tasks (Mertens 1976, pp. 68 ff.).
Ved første ters­kel leder den unge efter et uddannelses­sted, dvs. en virksomhed eller en erhvervsskole.
At the first threshold, the young person looks for a training place, an enterprise or a vocational school.
Ved anden overgang, den såkaldte anden terskel, som er emnet for denne artikel, drejer det sig om følgende:
The second transfer, the so­called "second threshold", (the subject of this article), in­volves the following aspects:
På grund af den store ar­bejdsløshed i Forbunds­republikken Tyskland fal­der det mange virksomhe­der vanskeligt i år at over­tage alle lærlinge i et bes­kæftigelsesforhold efter ud­dannelsen.
Within the EU, the Federal Republic of Germany still offers the best chances on the labour market especially to young people since the dual system of vocational training facilitates their entry into the world of work (Zedier 1994, p. 14).
Arbejdsmarkedets parter, dvs. arbejdsgiverforenin­gerne og de faglige organi­sationer, støtter disse akti­viteter ved at appellere til virksomhederne samt indgå overenskomstmæssige sær­ordninger.
In October 1993 for instance, 318 000 men and women under the age of 25 were unemployed in western Germany, a good 60 000 more than in the previous year.
Ordninger af denne art skal forhindre, at ungdomsarbejdsløsheden vokser yderligere, og om muligt holde udlærte unge og unge voksne i erhverv.
In the same month, the number of unemployed young people totalled nearly 128 000 in east­ern Germany.
□ den uddannede faglærte arbejdskraft søgeren efterfølgende beskæftigelse, hvor vedkommende kan anvende de erhver­vedekvalifikationer, og
□ the newly­qualified skilled worker looks for subsequent employment in which he/she can use the qualifications he/she has obtained, and
J virksomheden har brug for faglært ar­bejdskraft for at sikre konkurrenceevnen på markedet.
□ the enterprise needs skilled workers to secure its competitiveness on the market.
"I alle tyske delstater er ungdomsledigheden steget, fordi mange uddan­nelsesvirksomheder for tiden personalemæssigt set er i klemme ..."
"Youth unemployment has increased in all German Länder because many training enterprises are currently under pressure with their human resources policies... "
Unge uden arbejde ­ Ledige under 25 år ­ i % af erhvervsaktive personer i denne aldersgruppe
Graph 1: Unemployed people under the age of 25 ­ percentage of gainfully­employed persons in this age group
□ I Østtyskland var i 1993 i alt 23.940 unge arbejdsløse efter læretiden ­ mere end dobbelt så mange som i 1992.
1993 in JLL
På denne baggrund regner Institut für Arbeitsmarkt­ und Berufsforschung med. at det virkelige tal for ledige efter udstået læretid i 1993 må være lavere.
The official figures issued by the Federal Labour Office illustrate how the level of post­training unemployment changed during 1993:
I forhold til antallet beståede afgangsprøver ­440.000 ­ registreredes i Tysklands vest­lige del 75.000 med afsluttet uddannelse som arbejdsløse, det er 17,1% (Schober, 1994).
□ In western Germany, 115,024 young people registered as unemployed after completing in­company vocational train­ing; this was nearly 28,000 or about 32% more than in the previous year.
Ifølge disse beregninger er situationen i Østtyskland endnu værre.
When evaluating these figures, we have to bear in mind that they also include young people who dropped out of voca­tional training or completed vocational training courses outside the dual system, such as at schools for the civil service or medical occupations.
Her vanskelig­gør den vedvarende afskedigelse af per­sonale i "Treuhand"­virksomheder og indslusningen af unge med en uddan­nelse, der ikke er gennemført på en virk­somhed, de unge faglærtes integration i et erhverv.
For this reason, the Institute for Employment Research pre­sumes that the real level of post­training youth unemployment in 1993 was lower than that indicated above.
Det anslås, at ca. 20.000 af de 80.000 deltagere i prøverne i 1993 blev arbejdsløse, hvilket udgjorde 25% af dem, der havde afsluttet en erhvervsuddan­nelse.
Of the 440,000 trainees who passed their final examina­tions in western Germany, 75,000 ­ i.e. 17.1% ­ registered as unemployed (Schober 1994).
I Vesttyskland er det især unge fra meget små virksomheder, der rammes af ledig­hed, men også lærlinge fra større virk­somheder, der for tiden må kæmpe hårdt på grund af den økonomiske krise eller tvinges til at rationalisere.
Although the re­cession is forcing enterprises to employ fewer of the apprentices they have trained, the alternative would involve lay­ing off family bread­winners (Geer & Hirschbrunn 1994, p. 10). Many enterprises which are not in a posi­tion to offer their apprentices permanent employment are trying to find interim solutions, however.
Det er virksom­heder med 2000 ­ 5000 ansatte, der som oftest har måttet afskedige deres lærlinge efter afsluttet uddannelse.
In a number of sec­tors they are receiving support from the competent social partners.
Præcise tal for, hvor mange der blev over­taget i 1993, foreligger fra Daimler­Benz.
If this is the state of affairs in western Germany, then the situation in eastern Germany is even bleaker.
Koncernen som helhed havde mulighed for at ansætte 75% af uddannelsesår­gangen 1993, der omfattede næsten 3000 færdiguddannede.
There, the in­tegration of young skilled workers into the workforce is being impeded by the continuing cuts in the number of people employed in enterprises administered by the Treuhand (the government agency set up to privatize the former East German combines) and the difficulties faced by young people who did not receive dual system training.
Kun ca. 6% fik ikke til­bud om fortsat beskæftigelse i virksom­heden.
It is believed that of the 80,000 trainees who took their final ex­aminations in 1993. around 20,000 did not find employment.
De resterende færdiguddannede faglærte havde besluttet sig for at gå i gang med et studium eller gå over i et andet firma.
This amounts to a quar­ter of all young people who completed vocational training.
EHHVERSUDDHNNELSE 2/94
VOCATIONAL TRAINING 2/94
Ledighed efter afsluttet erhvervsuddannelse fra 1984 til 1993 - Vesttyskland
Unemployment after completing incompany vocational training from 1984 to 1993 - western Germany
Heraf ledige med udstået læretid (uden
Number unemployed after completing in-
Antal uddannede (med bestået afgangsprove) i det duale system dem. der ikke fuldforte)
Proportion of newlyregistered unemployed examination in the company vocational training (noi including with completed dual vocational training (as dual system (Decemberl those who dropped out or others) a percentage of those who passed their ex aminations)
"De fleste virksomheder tilbyder tidsbegrænsede ansættelsesaftaler for at slå bro over beskæftigelsesvanskelighederne. "
"Even in economically difficult times, enterprises try to keep their trainees after they have passed their final examinations."
Efter 30 ugentlige arbejdstimer i det andet år når de i det tredje år op på den fulde overenskomstmæssige ugentlige arbejdstid. Lig nende ordninger praktiseres hos Volkswagen AG.
The remaining qualified workers decided to go on to university or change to an other enterprise.
Overførselsprogrammer: ikke ubegrænsede, men tidsmæssigt be grænsede ansættelseskontrakter (Rudolf Geer/Hans-Wolfgang Hirschbrunn, 1994, s. 7/8).
Many of the trainees who had completed their training were offered shortterm rather than permanent employment contracts, however (Rudolf Geer & Hans-Wolfgang Hirschbrunn 1994, pp. 7-8). Limited-term contracts is one of the interim solutions which many en terprises are using to be able to offer jobs to qualified workers rather than not em ploying them at all. Other possible in terim solutions are contracts for part-time work or transfer programmes. In western Germany, young people trained in very small or one-man enter prises run the greatest risk of unemploy ment.
Det tidsbegrænsede ansættelses forhold er en af overgangsløsningernes modeller, som mange virksomheder bruger for at kunne tilbyde den uddannede faglærte arbejdskraft en arbejdsplads og ikke sende dem ud i arbejdsløshed.
However, trainees from larger en terprises that are badly hit by the recession or are under great pressure to ra tionalize are also threatened with unem ployment. Most often it has been enter prises employing 2,000 to 5,000 people which have dismissed their apprentices after their examinations.
An dre modeller er deltidsaftaler eller overførselsprogrammer.
The statistics show a more favourable picture in the civil service and the banking and insurance sector, where only 4% to 5% of the newly qualified skilled workers have not been offered permanent employment.
Tidsbegrænset ansættelsesforhold:
Limited-term contracts:
"For mange virksomheder er deltidsarbejde ligeledes en mulighed for at be holde lærlingene efter den afsluttende prøve... *
Interim solutions of enterprises
De fleste virksomheder tilbyder tids begrænsede ansættelsesaftaler for at slå bro over beskæftigelsesvanskelighederne.
"Most enterprises are offering limited-term contracts to tide trainees over employment difficulties. "
Det er især unge mænd, der før eller se nere skal aftjene deres værnepligt eller civile værnepligt, der får tilbudt den slags aftaler.
Most enterprises are offering limited-term contracts to tide trainees over employment difficulties.
Lovgrundlaget er loven til fremme af beskæftigelsen (Beschäftigungsförderungsgesetz).
Such contracts are offered in particular to young men who have yet to do their military or community service.
Der er tale om ansættelser for en periode af højst 18 måneder. De unge kan sættes til at arbejde enten i deres fag eller inden for et helt andet område.
The basis for such limited-term contracts is the Employment Promotion Act, which envisages employment contracts for up to a maximum of 18 months with young people working either in the occupational field they have trained for or in another area.
"Når mulighederne for fortsat beskæftigelse i oplæringsvirksomheden er udtømte, formidles de færdiguddannede til andre virksombeder med personalebehov. "
AEG is one company that has made use of this opportunity and offered limited employment contracts to the 400 apprentices who completed their vocational train ing at AEG at the beginning of 1994.
Samtidig søger håndværksvirksomheder med lys og lygte efter faglært arbejdskraft, eksempelvis inden for VVS-området.
Even in economically difficult times, en terprises try to keep their trainees after they have passed their final examinations.
På denne baggrund udlåner stålfirmaerne deres medarbejdere, der er på arbejdsfordeling med nedsat løn og samlet i specielle enheder, til håndværksvirksomhederne 3 eller 6 måneder ad gangen.
Largescale enterprises such as BASF or Daimler-Benz, for instance, employed over 75% of their trainees in 1993 after they had completed their training.
Denne vej med tidsbegrænsede ansættelsesforhold er f.eks. AEG Aktiengesellschaft slået ind på.
Out of nearly 3 000 trainees who completed their training at Daimler-Benz in 1993.
Alle 400 lærlinge, der i begyndelsen af 1994 afsluttede deres er hvervsuddannelse, kunne på denne måde forblive i virksomheden.
75% subsequently gained employment in the enterprise (although there are no precise figures available for 1993)· Only about 6% of their trainees were not of fered a job anywhere in the enterprise.
ERHVERVSUDDANNELSE Ξ/94
VOCATIONAL TRAINING 2/94
Arbejdsmarkedets parters aktiviteter
Part-time contracts: six months.
"...støttes virksomhederne ... i form af udtalelser, appeller og overenskomst­mæssige særordninger. " hold.
"Part-time work is another way in which many enterprises can offer their trainees a job following their final examination..."
Derfor appellerer overenskomst­parterne til virksomheder og lærlinge om at undersøge, om den uddannede medar­bejder måske kan bruges på en anden ar­bejdsplads, når beskæftigelse i det udlærte fag ikke er mulig.
Part-time work is another way in which many enterprises can offer their trainees a job following their final examination in times of restricted employment opportunities.