natgillin/translations-raw huggingface dataset:
• Et spil »Find fejlen«!, hvori indgår en butiksafdeling med korrekt adfærd og en anden, der ikke følger sloganet: smil, goddag, farvel, tak. Fremvisning af en video om venlig og imødekommende adfærd ved kassen.
"Since 1989 a programme for women's promotion exists which has been reconciled with the general works council; in this respect a slogan of the enterprise "Women with Dl" expressing that the firm has bound itself publicly to grant special attention to women and
Som tidligere anført er der i vort eksempelma­teriale en klar tendens til at indføre nye uddannel­seskoncepter under inddragelse af nyskabende didaktiske løsningsmodeller, ligesom uddannel­serne koncentreres på arbejdsstedet og er af kort varighed.
The career development programme is intended to assist women in identifying and developing their own abilities, personality characteristics and occupational interests so that they can optimize their career potential within IRL3.
Generelt bestræber uddannelsestjenesten sig på at udforme uddannelsesmøderne på en sådan måde, at der appelleres til deltagernes kreati­vitet.
The programme also aims to help women to determine their educational and training needs in reaching their career objectives and it also assists them in writing their own personal action plans.
Man påtvinger dem ikke en bestemt løsningsmodel eller standardadfærd, men fører dem frem til selv at opdage løsningen på grundlag af de givne oplysninger. Der er tale om en aktiverende metode.
Finally, the career development programme provides participants with an opportunity to develop some of the skills needed for personal effective ness.
Et af de tidligere omtalte multinationale selskaber ­ stormagasiner ­ bruger en halv time om ugen til uddannelsesmøder for salgsmedarbejdere og kontoransatte.
As a senior manager in the training and development department observed, if a man is promoted he immediately starts thinking of the next upward career move while a woman in a similar position feels that he has to prove herself in the new post before setting her sights on the next promotion opportunity.
Vi citerer fra den franske virksom­hed F4:
The career develop ment course is open to female staff members in
I den mellemliggende halve time afholdes der uddannelsesmøder om perso­
the retail appliance shops and a number have al­ready participated on the course.
Emne: de forskellige afdelinger -drikkevareafdelingen: aperitif, cognac og spirituosa. tuosa.
Here the question is whether the customer is the "king" or not, and involves an analysis of different types of client contact, and the act­ing out of different situations. (B4)
Med indførelsen af supplerende møder i ugens løb vil den halve time tirsdag morgen i stadig højere grad blive brugt til uddannelse i de enkelte afdelinger.
Part of the career development course concen­trates on life style skills with the aim of helping women to think through their own priorities particulary whether they are working for a career or just purely to provide an income for their family.
Endelig sigter man mod et system med to ugentlige møder for alle ansatte...«.
3.5.5 Some examples of continuing vo­cational training for specific target groups
Og så fremdeles... i omkring to måneder, hvorefter den ansatte formodes at have tilegnet sig en del oplysninger.
A different approach to training is to centre it around the workplace and make training ses­sions brief.
Så begynder spillet: over en vis periode spiller ansatte af forskellig kategori Triforvial og giver dermed deres viden videre.
We shall now give some interesting examples of such endeavours.
3.5.5.4 Kortspil
3.5.5.3 The weekly thirty minutes
Spillebrættet har forskellige ruter af forskellig sværhedsgrad, der fører til målet. Hver spiller har fire brikker, som han skal føre i mål.
One of the multinationals we examined - a de­partment store company - carries out a weekly thirty minutes training activity sessions for staff, not only sales personnel, but also administrative and back office staff.
»Det vigtigste program, testet i 1991 og iværksat i 1992, henvender sig til alle ansatte uanset kategori.
"Every Tuesday morning, the store opens at 1 0 am instead of 9:30, but the entire staff comes in at the usual time.
I begyndelsen henvender det sig kun til ansatte med en arbejdskontrakt på ubestemt tid eller en midlertidig kontrakt.
During the extra thirty min­utes, training sessions affecting all the person­nel take place in various forms: plenary ses­sions held in the restaurant, small groups meet­ing in the training classroom, or in-store ses­sions organized section by section." (F4)
Programmet er et resultat af virksomhedens ønske om at indføre en effektiv uddannelse med få omkostninger.
Next we wish to provide some illustrations of the concepts of continuing vocational training imple­mented in the different case studies.
Spillet foregår på den måde, at spillerne efterhånden går ud af spillet.
In particular, we wish to present examples of target groups, which are becoming more important in the field of vocational training in the commercial sector.
Efter flere omgange er vinderen og hans to nærmeste konkurrenter tilbage, og de får store pengeeller naturaliepræmier«.
It is true that there have been many changes in the teaching and content of both managerial and pro­motional training.
En traditionel uddannelsesform virker ikke tiltrækkende på semikvalificerede voksne ar bejdstagere, fordi de er bange for, at de skal i gang med at studere og på grund af manglen på incitament, komplekser, manglende selvtillid og vanskelighed ved at koncentrere sig.
At the time of the study, supermarket chain B4 had only one programme (out of the whole plan) which was ready to start: training to welcome cli­ents (cash registe- department), more generally known as "cashier training".
I bevidstheden om denne situation har virksom heden lanceret et nyt produkt, baseret på et spil, der kan anvendes til alle typer ansatte ... med et indregistreret varemærke under navnet Triforvial...
In the large shops visited they hold not only Tuesday morning, but also Thursday and Friday daytime sessions for groups of about 30 people, thus they communi­cate with some 160 people per week.
Virksomheden har udarbejdet et spil kort med nøgleord og forklaring på disse ord, såsom varepræsentation, adfærd over for kunderne, juridiske spørgsmål m.m.
The general aims of this newly designed training programme are: to make the cashier sensitive to the impact a good welcome to clients can have and the different forms of welcome available, and to teach them how to cleverly tackle custom­er complaints.
Afdelingslederen vælger et kort hver dag og forklarer det til de ansatte i afdelingen, en forklaring, der efterfølges af en kort debat.
The idea is to motivate cashiers and reaffirm the value of their work.
Kortspillet kan suppleres, og de ansatte opfordres til at foreslå flere emner.
The course is compulsory to all cashiers and is given at the so-called "enrichment workshops", to groups of around 12 people.
Desuden kan de ansatte anvende dette spil som en håndbog til selvstudier.
The training course is held four times, lasts for half a day, and its content is organized in three modules:
Som navnet angiver, ligner det spillet »Trivial Pursuit«. »Programmet, der henvender sig såvel til ledere som til ufaglærte ansatte, omhandler følgende emner: markedet, butikken, de for skellige butiksafdelinger, fødevareartikler, administration og edb, lagerstyring og edb, personaleforvaltning, kunder...
"Since the beginning of the year, the following sessions have been organized: • preparation of inventory, via explanations on transparencies and practical applications, plus direct assistance on-site during inventory (3 sessions); • callback procedures for discounted goods (1 session); • employee dialogue (1 session); • awareness campaign on behaviour towards customers, known as SBAM (sourire, bonjour, au revoir, merci) (3 sessions).
Materialet er det samme i begge udgaver: kort, en slags spillebræt med brikker...
On the basis of directives from the home office concerning the basic message, the training de­partment created its own media.
Kortene er forsynet med et logo, der identificerer emnet, det samme, som forekommer på spillebrættet.
The goal was to come up with compelling materials that would not put off the personnel and lead to re-
Virksomhederne fastlægger sædvanligvis en årsplan for uddannelsesaktiviteter, omfattende prioriteringer, målgrupper og varighed.
The themes covered are: ap­pearance (clothes, make-up etc.) and lan­guage, this is how you should address a client.
I nogle af eksemplerne opstiller planen rammer for de følgende måneders uddannelsesaktiviteter.
They work with video simulations of cash register situations;
Emne: butikken - fordeling af varer i lokalerne: kølige steder, interessante placeringer. ger.
The supporting material for the game in its two versions is the same: Some cards, a board (sort of chessboard) with markers....The cards have a logo on them identifying the item, which is the same that appears on the board.
Nedenfor gives nogle eksempler.
Showing of video on courtesy at the cash register.
Et program af sådanne dimensioner er udtryk for, at kooperativet tillægger uddannelse stor betydning og har brug for en hensigtsmæssig uddannelses­tjeneste.
The cards will correspond to different items and will provide detailed information about them. The cards will be distributed accordingly to the logical process and period of learning.
Ud over de uddannelsesaktioner, der programmeres ved årets begyndelse, har koope­rativet en budgetpost, der gør det muligt at reagere på uforudsete eller særlige situationer på områder, hvor uddannelse kan afhjælpe problemet (den spanske landerapport).
The thirty minutes also can be used by the sec tion instructors or supervisors to train "their group around a particular topic that only applies to that section (displaying the lines, com ments on department sales, operational problems etc.) ...
nes grad af deltagelse i udarbejdelsen af pro­grammerne.
And this goes on...for about two months, at the end of which it is assumed that the employ ee has learned a certain amount of information.
Men der oplyses meget lidt om, hvordan man præsenterer uddannelsesplanen.
It is then when the game begins: for a fixed time within working hours, two or three hours a week, the employees - mixed up categories and positions within each level of the game, play the game on the board making use of their luck and knowledge.
Er det et dokument, der cirkulerer fra afdeling til afdeling eller tages opslagstavler i brug? forelig­ger der et dokument, der er tilgængeligt for alle, eller er det forbeholdt visse målgrupper?
"The most important programme, tried out in 1991, started in 1992, is addressed to all the employees whatever their category is.
Hvilke konkrete elementer omfattes af planen ud over den generelle uddannelsesstruktur?
At the start, it is only addressed to those employees with permanent and temporary contracts for permanent positions.
Er der udarbejdet skriftlige oplysninger om, hvordan man får del i uddannelsen, en detaljeret kursusbeskrivelse, præciseringer af adgangskravene?
The programme arises from the need on the part of the firm to introduce effective training at a low cost.
Disse spørgsmål er af allerstørste betydning for nærværende rapport, for så vidt som de vedrører spørgsmålet om, hvorvidt rapportens konklusioner kan overføres, og de bør undersøges i forbindelse med eventuelle efterfølgende undersøgelser, f.eks. i form af en vejledning.
The board shows different paths, in the shape of squares, varying and difficult ones, with stops and backward steps, which go towards the finish. Each player has four markers which he will have to take to the finish.
En formel præsentation og formidling af kendskab til uddannelsesplanen i virksomheden er afgørende for personalets for­hold til uddannelse og et udtryk for, hvor stor betydning virksomheden tillægger efter­ og vide­reuddannelse.
They throw the dice, and they will have to answer about the item shown with the logo in the square, and they will move forwards or backwards, or they will have to stay there depending on their answers, etc.
For så vidt angår det britiske stormagasin, fastlægges uddannelsesplanerne for det samlede personale gennem en udvekslingsproces mellem den lokale uddannelsesansvarlige, der vurderer behovene, og den centrale nationale virksomheds­leder, der udformer programmerne og undervis­ningsmaterialet.
The characteristic features of traditional train ing are not attractive for adult semi-skilled workers, because they are afraid of having to study, and because of the lack of stimulus and their complexes, lack of confidence, and their difficulties with concentration.
Butikslederne har mulighed for at foreslå uddannelsesmæssige initiativer.
Different games will lead to the winner, and to his/her two im mediate rivals.
Således er der i en af butikkerne iværksat et månedligt program for det samlede personale med henblik på at forbedre produktkendskabet og kundebe­tjeningen. Dette program omhandler f.eks. følgen­de emner:
Then they will get important cash prizes and in kind prizes for them." (E2)
De foreliggende oplysninger vedrørende uddan­nelsesplanerne viser, at disse normalt dækker et år og afspejler virksomhedens uddannelsesfilosofi.
The awareness on the part of the firm about those facts mentioned above encouraged them to develop a new product, based on a game, which can let them train all types of workers, ... patented under the name Triforvial. ...
De strategiske hovedproblemer, som uddannel­serne skal behandle, kommer til udtryk i program­mets hovedlinjer. Vi tager E3, et supermarkedsko­operativ, som eksempel.
Dl is also an interesting case with its daily 10 minute training sessions.
Januar: fødevareprodukter.
As can be deduced from its name, the game has something to do with "Trivial Pursuit".
En række opslag om emnet: »60 spændende historier om fødevarer« og sammenkomster med smagsprøver og cause­rier ved leverandørerne.
"The programme addressed to middle staff and unskilled workers deals with the following
Februar: »penge«, et møde om returnotasystemet, ukendt nedmærkning, m.m. Marts: »tekstilprodukter« med en intern modeop­visning.
The company has developed a set of cards with key words and the explanations thereof.
Uddannelsesplanen for 1991 omfattede følgende uddannelsesaktioner:
The 1991 training plan consisted of the follow­ing most important training opportunities:
Som det er fremgået, udarbejder nogle virksom­heder deres årlige uddannelsesplaner ikke alene for at opfylde løbende behov, men også med henblik på at fastlægge uddannelsesforløb og koncepter for de følgende år.
420 hours 80 hours of goods", "how to behave to the customer", "le­gal questions", and so on. The department man­ager chooses one card every day, it is explained to the members of his/her department and a short discussion ensues.
Det er tilfældet i en nederlandsk virksomhed, der fastlægger promo­veringsuddannelsesforløb (den nederlandske lan­derapport).
The set of cards may be added to and the employees are invited to pro­pose subjects to be included in the set. Further­more, the employees may use the set of cards as a self-access manual.
Virksomhedsledelse Oplæring i virksomhedsledelse Introduktion til virksomhedsledelse Uddannelse af butiksledere Driftledelse Ledelsesteknik Udviklingssamtaler Scannere Kulturelle ændringer i supermarkederne Tekstilafdelingen Non food­afdelingerne Fiskevareafdelingen Slagterafdelingen Viktualieafdelingen Program for nye medlemmer
Master in management Management learning Introduction to management studiesjI.G.E.) Training plan for sales directors Management functions Management techniques Preventive maintenance Scanner
Uddannelse af arbejdsløse: gennemsnitligt 500 timer pr. kursus for kassepersonale, salgsperso­nale inden for letfordærvelige varer, slagtervarer, non food­produkter butiksledere og viktualier.
Training for the unemployed: 500 hours per course on average for: cashiers, perishableproduct shop assistants, butchery, non-food shop assistants, shop manager, "charcuterie".
Dette eksempel viser en ny type uddannelsesplan, der eventuelt vil vise sig karakteristisk for den seneste fase i distributionsudviklingen: det gælder for flere og flere elementer i planen, at de ikke blot er en affotografering af aktuelle behov og mangler, men tillige afspejler virksomhedens samlede strategi, hvilket vil medføre tiltagende integrering med andre strategiske aktiviteter.
It is very rare to find cases in which no informa­tion on the planning of training is available, de­spite all of the differences between countries and firms, as our initial definition accounted for the selection of cases with a certain degree of con­solidation in their training programmes. The firms normally have a written one year training plan, mostly providing a specific list of the train­ing opportunities, target groups and duration.
Denne udvikling kan også registreres i den nye uddannelsesorganisation, som f.eks. i den italien­ske virksomhed (I 1), hvor aktiviteter på uddannel­sesområdet er tæt forbundet med produktkvalitet og henhører under samme direktørs ansvarsområ­de (italiensk landerapport).
At times the training plan will provide the frame­work for the specific training activities required for the coming months. Other companies run more global training plans covering a couple of years, and from one year to the next they decide on specific activities.
Et yderligere eksempel findes i det belgiske supermarked Β 4, der for nylig har udarbejdet en tre års plan for det samlede personale:
This is a broadly oriented training plan, reach­ing out to many people: around 1,000 people took part in continuing vocational training cours­es and another 91 0 in those for the unemployed.
Planen er meget åben og berører et stort antal ansatte: omkring 1.000 har deltaget i efteruddan­nelseskurserne og 910 i kurserne for arbejdsløse, hvoraf 700 er blevet rekrutteret af virksomheden
That is, is there any written information on how to obtain access to courses, is there a more extensive description of the courses, are the pre­conditions and requisites specified, and so on.
Skema - Intern uddannelsesplan
As has just been stated, there are enterprises
A Sælger
A Shop assistant
D Butiksleder
D Business manager
Grunduddannelse MMO/MDGO-MK Fuld tid
Level of initial education
Indhold
Course content
Som A, men mere dybtgående, plus produktkendskab
• Dealing with aggressive behaviour
Håndtering af agressiv kundeadfærd Salgsteknik og præsentation
• personal management planning and organisation
Driftsledelse Varebehandling Kundekontakt Information til ledelsen
As A. but more in­depth +product knowledge
Omfang af teoretis k del/kursus
Extent of theory/ training
• samlet antal dage • ugentlig
• total number of days • per week
Teoretisk del tilrettelagt af
Theoretical part organized by store manager store manager ■*
Virksomhedsdirektør Fagfolk
• store manager• specialists • training department
Lønmæssige følger Ingen
Partly in training centre, partly residential
Endnu ikke afklaret
Often the business manager of the branch
' I uddannelsescenter 2Dels i uddannelsescenter dels på stedet Ofte virksomhedsdirektøren
This programme is devoted to client relations.
En ny global uddannelsespolitik
Module 3: is the customer the "king"?
• forholdet til kunderne og mellemmenneskelig kompetence.
This could also find an expression in the new organizational solutions for training, as is to be found in the Italian case II, where training is currently closely linked to the quality department and does indeed share the same department head (see Italian report).
Uddannelsen gennemføres over en periode af over tre års varighed.
A solu­tion to this problem, is called the "resource" team.
På baggrund af virksomhedens nye salgspolitik indgår personaleuddannelse som en integreret del af denne politik.
The nev/ global training policy Given the new commercial strategy of the com­pany, it became essential to train staff as an in­tegral part of such a strategy.
Det primære mål er større professionalisme i salgsafdelingen og bedre kun deservice.
The main aim is: more professional sales and better client service.
Det sekundære mål vedrører forbedret driftsledelse.
The second aim is : improved management.
Et velkvalificeret personale er en uomgængelig nødvendig forudsætning for at nå disse mål.
And, in order to achieve these aims, it is essen­tial to have competent staff.
Dette er et eksempel på en ny og ambitiøs uddannelsespolitik sigtende mod et højt kvalifikationsniveau.
Each participant has their own training check booklet and a practical guide to fresh food.
Et af modulerne er helliget kom munikation og psykologi.
This is a booklet with a separate leaflet for each type of fresh food.
Nedenfor følger en beskrivelse af programmet:
This practical guide includes three major topics for each product:
Samtlige ansatte i koncernens butikker, dvs. 1.685 personer, er involveret i denne globale politik.
All the employees of all the supermarkets in the group are involved in this global policy, that is, approximately 1,685 people.
Alle er forpligtet til at deltage i uddannelse.
Training is com­pulsory for each and every one of them.
Direktionen satser ikke blot på at opfylde programmets målsætninger, men også at gøre uddannelse til grundlag for intern promovering.
The management not only hopes to achieve the objectives of the programme, but also that such training will provide a solid basis for internal promotion.
Der er fastlagt tre uddannelsesniveauer: a. Den nye uddannelse af kassepersonale
Three levels of training are to be organized:
• oplæring i produktkendskab
• Technical knowledge for product competence; d.
Dette program omhandler forholdet til kunderne og består af tre moduler: Modul 1 : præsentation, sprogbrug
• Correct use of computer and new materials for management competence;
De, der har gennemført kurserne med et godt resultat, kan rekrutteres af virksomheden som assistenter for butikslederen.
It comprises: - computer training; - human resource management; - general management - practical knowledge of foreign languages.
Uanset hvilket problem det drejer sig om, skal der i en butik altid være mulighed for, at kunden kan få kontakt med en ansat. En løsning består i at etablere en »ressourcegruppe«.
A system which is quite similar, but on a larger scale (due to the complexity of the firm, with a large number of different types of shops, etc.) is to be found in case study 13.
Det tilsvarende uddannelsesprogram består af tre dele:
However, here it is organized in a separate way, within the hierarchical structure of the firm:
»Hvis man forstår planlægning som en proces i tre faser: programmering, implementering og evaluering, må man konkludere, at denne proces stadig er yderst ufuldstændig i distributionssektoren ...
The Portuguese national report sums up the situation as follows: "Considering planning as a development processing which joins three stages, a preparatory one, a second of performance and a third of evaluation, we shall conclude that the vocational training planning is still very incomplete in the retail trade sector. ...
Mange kurser har kun været genstand for en yderst begrænset planlægning, det nødvendige minimum for at opnå EF-støtte, der er nødvendig for at implementere dem.«
An important number of the vocational training courses which were done, have been (and are) planned in a very limited way, the minimum to obtain the financial support of the state and/or the European Community and the inherent aspects for their performance."
• en teoretisk del, der finder sted på en erhvervsskole; • en del omhandlende forholdet til kunderne, der afholdes af de regionale arbejdsformidlingskontorer; • en praktisk del, der finder sted i virksomhedens butikker.
"For this purpose a permanent task force was set up consisting of a representative of the lead company, the head of personnel, and a representative of each operating company, usually head of personnel.