natgillin/translations-raw huggingface dataset:
3.2.2.3 Uddannelsescentre i virksomhederne og Irland, hvor de sociale parters deltagelse i udarbejdelsen af nye uddannelsesplaner er af senere dato og mere aktiv.
With the help of teaching centres and, on occasion working to­gether, unions and employers organize courses to mitigate the lack of training supply.
Også i Portugal tager man hensyn til organisationernes udtalelser i forbindelse med programmeringen af erhvervsuddannelsen. dannelsen.
Such would be the case of Greece, Portugal, Italy and Belgium.
I de lande, hvor den grundlæggende erhvervsfaglige uddannelse ikke er så systematisk i denne sektor, spiller arbejdsgiverorganisationerne og fagforeningerne ligeledes en vigtig rolle.
In many cases, companies have their own train­ing centres or permanent training structures or are carrying out projects with training centres (Bl, D5, D6, IRL3, 14, DK4, F2, F5, F6, NL2, GR4, UK6, LI, L2. DK2, E5, etc.).
Det ser ud til at være tilfældet i Grækenland, Portugal, Italien og Belgien.
This could be due to two factors: first, to the growing interest in product training, a characteristic of firms with what we have called a post-self-service sales concept and second, to the need for training middle and top managers in a more intensive and systematic way, especially in chains of shops, with the objective of introducing new, uni­form sales concepts.
I 12 tilfælde råder virksomhederne over deres egne uddannelsescentre eller er i gang med at etablere uddannelsescentre (Bl, D5, Dó, IRL3, 14, DK4, F2, F5, F6, NL2, GR4, UK6).
We find an example of such cooperation be­tween social partners in case NL3, a Dutch com­pany.
Størstedelen af de virksomheder, der har deres egne skoler og uddannelsescentre, findes i fødevaresektoren.
Stichting Opleidingsintitut voor de Distrib­utie (OVD) is a joint initiative, launched in the sector in 1 972 when there was no specific voca­tional training for retailing in the Netherlands.
Det kan skyldes to faktorer: dels den voksende interesse for uddannelse i produktkendskab, der er kendetegnende for de virksomheder der fører den form for salgspolitik, vi har kaldt »post-selvbetjening«.
At present, OVD is carrying out its activities through programmes provided by schools, under its supervision and direction.
Og dels nødvendigheden af en mere intensiv og systematisk uddannelse af det ledende personale, navnlig i butikskæderne med henblik på at indføre ensartede salgskoncepter.
Part of such pro­grammes involves in-firm training practice.
Det er klart, at virksomhedens størrelse og antallet af ansatte er afgørende for, om den har et uddannelsescenter eller en uddannelsesstruktur.
Obviously, the existence, or nonexistence of training centres or structures depends on the size of the company and its staff.
3.2.3 Arbejdsmarkedsparternes deltagelse
3.2.3 Participation of social partners
Fagforeningernes deltagelse i uddannelsesanliggender er i større eller mindre udtrækning temmelig almindelig i alle medlemsstaterne.
In some of these countries agreements between employers and unions, aimed at improving exist­ing schemes, have recently been reached at a national level. Such is the case in Italy.
Stichting Opleidingsinstitut voor de Distributie (OVD) er et fælles initiativ, der lanceredes i sektoren i 1972, på et tidspunkt, hvor der ikke fandtes en særlig erhvervsuddannelse for detail handelen i Nederlandene.
The participation of the retail workers trade un­ions in matters concerning vocational training is, to a greater or lesser extent, fairly common in vir­tually all countries.
På indeværende tids punkt viderefører OVD sine aktiviteter på grundlag af programmer, der formidles i de skoler, der hører under dette organ.
The same mechanisms, put in place by the afore­mentioned social partners, are also applicable to continuing training demands, mainly from those firms which cannot provide their own train­ing structure due to their size or dispersal.
En del af disse program mer modsvarer uddannelsespraktik på virksomheden. den.
Such is the case of NL3.
Italien, er der for nylig indgået landsdækkende aftaler mellem arbejdsgivere og fagforeninger med henblik på at forbedre de eksisterende programmer.
However, the involve­ment of unions on a national scale is developing an incipient culture among workers and their representatives concerning the importance of
Omfanget og virkningerne af en sådan fagforeningsdeltagelse er forskellig fra land til land.
Such participation is of different dimensions, lev­els and effects, depending on the country.
I nogle lande medvirker fagforeningerne på stort set alle niveauer.
In some, long-established schemes allow trade un­ions to be present at almost all levels.
I andre lande viser offentlige og private institutioner med ansvar for arbejdsstyrkens uddannelse stigende interesse i at medvirke i uddannelsesspørgsmål.
In others, the growing awareness amongst worker repre­sentatives of the importance of training is caus­ing a greater interest and increased demand for the public and private institutions responsible for workforce training to participate.
I Danmark, Tyskland og Nederlandene er der f.eks. en lang tradition for social dialog omkring iværksættelse af uddannelsesprogrammer i sektoren.
training and, as a result, interest in the subject is increasing daily in practically all countries.
Selv om stort set alle samarbejdsudvalgene er informeret om uddanelsesprogrammerne, og der i nogle tilfælde tages hensyn til de af dem udtrykte behov, er deres deltagelse i analysen af behovene og i beslutningsprocessen på virksomheds- eller butiksniveau endnu ikke særlig udbredt.
The changes in training policy for retail outlets have obviously had their effects on its implementation and are reflected not only in its target public, but also in the content and pedagogical techniques used.
Situationen er forskellig fra land til land på dette område.
Different situations are also to be found in this field.
Danmark og Tyskland er formodentlig de lande, hvor fagforeningerne deltager mest direkte i efteruddannelsesanliggender, på trods af at fagforeningsdeltagelse på virksomhedsniveau endnu generelt er yderst begrænset.
Denmark and Germany are probably the countries in which the unions are more directly involved in continuing training, though union participation at the outlet level is, on the whole, very limited.
salgsteknikker baseret på kundeservice og person lig betjening.
Content is keeping pace with the new realities of the market and its increasing segmentation with, for instance, special emphasis on products or sales techniques, based on concepts of customer service and attention.
Uddannelsesaktiviteternes indhold er desuden et svar på virksomhedernes nye behov, der er opstået som følge af ændrede handelspolitikker, ekspansionsprocesser eller omstruktureringer af organisationen.
In addition to this, the content of training activities also responds to the firm's needs, born from modifications to its policies, expansion processes, or other organizational restructuring.
Det samarbejder vedrørende fastlæggelsen af kvalifikationsbehov og uddannelsesplaner og fremmer særaktioner som programmmet »Kvinder i Dl «.
Product training extends to sales staff of all categories, as well as to product lines and department managers, although mostly in the food sector.
Uddannelse i produktkendskab udvides til at omfatte alle salgspersonalekategorier samt afdelingsdisponenter og -ledere, især i fødevaresektoren, men samme tendens genfindes i non foodsektoren, ¡sær inden for tekstil, el-artikler/elektronik, møbler og andre specialforretninger.
However, the same trend exists in non food, mainly in textiles, electronic-electrical appliances, furniture and other specialized shops.
Som følge af den voksende bevidsthed om uddannelsens betydning er der også en anden gruppe lande, hvor denne debat berører virksom hederne.
Such is not the case of Dl, where the works council has an outstanding role in training at a company level, and a section of the council is specifically dedicated to the issue.
Spanien og Nederlandene er to gode eksempler på fagforeningernes stigende engagement i virksomhederne, men de er ikke de eneste.
It collaborates with the definition of qualifications and training plans, and fosters specific actions, such as the programme "Women with Dl ".
I Italien, Frankrig og Det Forenede Kongerige er situationen trods en lang fagforeningstradition noget anderledes i øjeblikket; eventuelt på grund af en vis krise omkring den traditionelle fagforeningsbevægelse er arbejdstagerrepræsentanternes deltagelse mindsket, og der er afgjort ingen klare tegn på, at denne situation ændrer sig.
As a result of the growing awareness of training, there is a second group of countries in which the debate is reaching the firms. Spain and the Netherlands would be two good examples (by no means the only ones) of the increasing com mitment of the unions within firms.
Der er generelt sket en stigning i antallet af uddannelseskurser rettet mod salgspersonalet (marked, distributionsformer, butiks- og afdelings ledelse, markedsføring, nye salgsteknikker, administration m.m.) med særlig vægt på virksomhedens kultur og organisation.
An increase in general-purpose training has also been noted (the market, forms of distribution, de partment and shop management, merchandising, new technologies in sales, administrative matters, etc.).
I nogle virksomheder udvides aktiviteterne til også at omfatte bl.a. omkostnings- og avancepolitik.
It is addressed to sales staff, with a special emphasis on company culture and or ganizational features.
Denne tendens til at give salgspersonalet en modulopbygget basis uddannelse inden for butiksfagene, undertiden af flere måneders varighed, skyldes formentlig følgende faktorer: a. nødvendigheden af at afhjælpe grunduddannelsens mangler eller at gøre den mere ensartet; b. nødvendigheden af at planlægge fremtidige forfremmelser;
Some firms, with management policies in line with objectives, are extend ing their activities to costs, margins, etc. This ten dency towards providing a basic training in distribution, which sometimes lasts for several months and can be divided into modular units, seems to be the result of the following:
F6 udgør en undtagelse, da denne virksomhed i henhold til den franske lovgivning om virksom hedernes pligt til at betale et uddannelsesbidrag har oprettet sin egen uddannelsesforsikringsfond (Fonds d'Assurance Formation - FAF), der fører kontrol med uddannelsesudgifterne og ledes af et paritetisk udvalg ledelsefagforeninger.
In Italy, France and Great Britain, despite having a longstanding union tradition, the situation seems to be different at present.
Om end udvalgets funktion næsten udelukkende er af administrativ karakter, kan det kontrollere anvendelsen af uddannelsesinvesteringerne samt fremme en korrekt gennemførelse i virksomhederne af det uddannelsesprogram, der er udarbejdet på koncernniveau.
Possibly also due to a crisis in the traditional trade union move ment, the participation of worker representatives has decreased and there are no clear indications that the situation is going to change.
c. etablering eller styrkelse af virksomhedskulturen for at skabe større sammenhæng eller fastslå et bestemt virksomhedsimage.
a. the need to overcome the deficiencies of ini tial training or to make it more uniform.
»Fagforeningen spiller en rolle som vagthund i det centrale samarbejdsudvalgs uddannelsesudvalg med henblik på at sikre gennemførelsen af uddannelsesplanen« (F6).
b. the need to prepare the ground for future promotional needs.
Et af de ofte udtrykkelige mål med uddannelses programmerne for salgsmedarbejdere, en kategori, der traditionelt har meget ringe social prestige, er påskønnelse af disse ansattes funktion og af deres betydningsfulde rolle som bindeled mellem markedet og produktet i deres egenskab af serviceydere.
c. the introduction or extension of the firm's own culture, as a device for coherence in order to present the market with a chosen, unique im age.
Fagforeningerne forventer, at deres deltagelse vil øges med tiden, og at dette vil være af afgørende betydning for evalueringen af den virksomhedsinterne uddannelse.
Although its function is almost exclusively an administrative one, it can control the use of investment in training, and stimulate the correct implementation of the training programme designed by the company in the group's member firms. Likewise,
Med hensyn til managementuddannelsen for overordnede ledere og driftsledere, hvis nøgleelement er det ovenfor anførte punkt c, kan det konstateres, at der indføres flere og flere emner med relation til forvaltning og uddannelse af de menneskelige ressourcer.
"The union also plays this watchdog role to make sure that the spirit of the training plan is respected within the training committee of the central works' council" (F6)
Sammenfattende er de sociale parters deltagelse i uddannelsesanliggender i detailhandelen en ud bredt praksis, hvilket viser den voksende interesse for en sådan deltagelse fra alle de berørte parters side.
One of the most commonly explicit objectives of training programmes for sales staff, traditionally a category of low social prestige, is to appreciate their function and the important role they play as a link between the market, product and service supplier.
3.2.4 Uddannelsesindhold og -metoder
The trade unions believe that their participation will increase in the future and they will represent a key element in the assessment of training in the firm.
Men ud over at det ledende personale ofte uddannes til at fremme og iværksætte uddannel sesaktiviteter, gør decentraliseringstendensen dem ansvarlige for hele uddannelsesforløbet eller en del heraf, lige fra behovsanalyse til evaluering.
With regard to training based on administrative aspects, for middle and top management at sales points, to whom point c. mentioned above is a key element, it has been noted that there is an increasing development of the content matter referring to human resource management and training.
De indholdsmæssige aspekter søges tilpasset de nye markedsforhold og markedets stigende segmentering med vægt på produktkvalitet og
Apart from the fact that middle and top management is sometimes trained as supervisors, the trend towards the decentralization of training
To af de kooperativer, der er medtaget i case materialet, udbyder uddannelsesaktiviteter om handlende økologiske og miljømæssige problemer. mer.
To sum up, the presence of social partner associations for training in the retail trade sector is, in general terms, a widespread practice with the specific trends and situations discussed above.
• Modul 3: Hvordan man strukturerer en afdel ings varesortiment • Modul 4: Principper for etablering af afdelinger
• Module I : Simulation game on the working of a retail/distribution firm • Module 2 : Presentation of the general policy of the company • Module 3 : How to structure the range of prod­ucts of a department • Module 4 : Principles of merchandising • Module 5 : Orders, stock and inventory man­agement • Module 6 : Sale price, profit margins 20/80 • Module 7 : Profit margin and unknown loss.
• Modul 5: Styringsmekanismer, lagerforvaltning • Modul 6: Salgspris, grænseomsætning • Modul 7: Avance og ukendt nedmærkning
NL1 has a course for supermarket managers, with the following content, in its technical and leadership modules:
Kooperativet Dó er et interessant og temmelig enestående eksempel på en virksomhed, hvis erhvervsfaglige uddannelsesaktiviteter er tilpasset et nyt samfund, og som har oprettet en virksom hedsintern stilling som »rådgiver i miljøspørgsmål inden for detailhandelen« (Umweltfachkraft), som salgspersonalet kan få adgang til efter to en halv måneders kursus på heltid.
Cooperative D6 provides a very interesting and fairly rare example of new socially relevant sub­jects being taught in CVT. It offers an internal position as "advisor on environmental issues within the retail trade" (Umweltfachkraft), a po­sition to which sales staff can aspire after a two and a half month, full-time course.
Som virksomheden selv siger:
As the firm says:
NL 1 udbyder et kursus for supermarkedsledere i to moduler, et teknisk modul og et igangsættermodul:
"After having passed the course, the partici­pants should be able to advise the customers in a qualified way, and they should actively take part in the management of the range" (D6).
»Efter at have fulgt kurset bør deltagerne være i stand til at yde kunderne kvalificeret rådgivning og at deltage i disponeringen af varesortimentet« (GR 6).
Technical Modules NL1 management model Model personnel management Logistics management Commercial management Cost management Information management Management game
Kooperativet påtænker at oprette en stilling som rådgiver i alle afdelingerne i nærmeste fremtid.
In the near future, the cooperative intends to have one of these advisors at each outlet.
Indholdet af uddannelsesprogrammet ser således ud:
The content of the training programme is the fol­lowing:
Virksomheden F3 har et program for alle erfarne ledere, der ønsker at forbedre deres kvalifikationer eller at tilegne sig yderligere kundskaber.
Company F3 has a programme open to any ex­perienced manager seeking to improve his or her skills or acquire additional knowledge.
Indholdet i dette program ser sådan ud:
The content of this programme is:
Ud over denne uddannelse, der sigter mod stillingen som »Umweltfachkraft«, afholdes der endagskurser om de nye udviklingstendenser, f.eks. om de nye love, som Forbundsregeringen har indført om bortskaffelse af farligt affald (Abfall- und Entorgungsgesetze), og gennemførelsen af denne lovgivning.
• Introduction to ecological thinking • Assortment of goods and ecology within the food sector. • Degree of environmental friendliness, or other­wise, and health aspects of articles in the drugs and cosmetics sector. • Introduction to the functions of the "Umwelt­fachkraft" • Ecology and marketing • Selling and advisory service; putting it into practice • Environmental protection within the company.
Personaleforvaltning Økonomisk, juridisk og fiskalt miljø Virksomhedens overordnede politik
Economic and financial assessment Retailing strategies Marketing Finance and cost control Purchasing Logistics Management Economic, legal and fiscal environment General policy
Med bistand fra det allerede uddannede personale organiserer E3 uddannelsesaktiviteter, sigtende mod betjening af miljøbevidste forbrugere, og dets handelspolitik er i overensstemmelse med sådanne principper (E3 var således den første spanske detailhandels virksomhed, der ophørte med at sælge spraydåser indeholdende CFC).
As a continuous supplement to this form of further education, aimed at the position of "Umweltfachkraft", there are one-day courses on new develop­ments, e.g. the new laws passed by the Federal Government relating to refuse disposal and haz­ardous compounds (Abfall- und Entsorgungsgeset­ze) and the enforcement of the regulations.
E3, et spansk kooperativ, har en korrespondanceuddannelse, der henvender sig til ekspedienter og kassemedarbejdere, og som behandler fire områder på fire semestre.
E3, the Spanish cooperative, has embarked on a distance programme directed at sales assistants and cashiers. It develops 4 broad subjects over a four semester course.
Det første omhandler basiskundskaber (detailhandel og forbrug, forretningsmiljø, kunder, salgspersonalet og dets funktioner m.m.).
The first relates to a gener­al background knowledge (distribution and con­sumption, shop atmosphere, the customer, sales personnel and their functions, etc.).
Det tredje og det fjerde omhandler butiksledelse og ledelsesteknikker.
The third and fourth relate to shop management and manage­ment techniques.
Da det andet område, der handler om produktkendskab, er særlig interessant, gengiver vi indholdet nedenfor: for:
Because of its specific outlook, here we shall only make a brief mention of the second subject: "Getting to know the product":
Nedenfor gives der nogle konkrete eksempler på uddannelsesprogrammer.
It has a central consumer council, with consumer councils in each town in which it has re­tail outlets.
Virksomheden B2 har udarbejdet et ambitiøst program til udbedring af de ansattes manglende kendskab til, hvordan en detailhandelsforretning fungerer.
With the help of previously trained staff, E3 organizes activities addressed to those consumers who are especially concerned about the conservation of the environment, and its com­mercial policy is governed by such-minded princi­ples.
Programmet henvender sig til alle ansatte og består af syv moduler:
(E3 was the first Spanish retail company which refused to sell CFC sprays for example).
• Modul 1 : Simulationsspil om en detailhandels virksomheds funktionsmåde • Modul 2: Præsentation af virksomhedens over
We shall now provide examples of the content of specific training programmes.
Frugt og grønt Viktualier - Mejeriprodukter Slagtervarer Fisk og frosne varer Selvbetjening: Fødevarer Husholdningsartikler Tekstilvarer Elektriske husholdningsapparater apparater
Fruit and vegetables Cooked pork products Dairy products Butchery Fish and frozen products Self-service: Food
Didaktiske spil. Tre af de 55 omhandlede virksomheder- B2, E2 og 11 - anvender spil, der er tilpasset eller udformet til detailhandelen.
studied, B2, E2 and II make use of games which have been adapted or specially de signed for retailing.
Inden for samtlige områder behandles følgende aspekter: håndtering og opbevaring, arbejdsmetoder, præsentation, salg, styring, ledelse, markedsføring, kundeservice, garantier, tekniske og sundhedsmæssige forskrifter.
For all the sections mentioned above the follow ing areas are covered: handling and preservation, work methods, exhibition, sales systems, control, management, merchandising, customer service, guarantee service, technical and health regulations.
• Vekslen mellem teori og praksis, sidstnævnte på arbejdsstedet eller andre steder med tutorstøtte.
• Alternation of theory and practice, the latter at the workplace or other premises, with the help of tutors.
Den portugisiske virksomhed P2 har følgende emner på programmet, opdelt i fire moduler:
P2, the Portuguese company, in its programme directed at counter assistants, includes the following content in four modules:
Uddannelses- og kommunikationsaktiviteter i den daglige praksis i form af korte møder, hvor emner af fælles interesse drøftes.
• Daily training and communication activities, with short meetings to discuss matters of com mon interest.
Personlig kundeservice Kommunikation Adfærdsteknikker Forholdet virksomhed-kunde Time management
• Behavioural area The firm's image Customer type personalities Personalized customer service Communication Behavioural techniques Firm-customer relationship Time management
• EDB Basisbegreber Salgsstedsterminaler Funktionsmåde og vanskeligheder
Techniques, concepts and systems Sales area decoration and image The power of the message Scientific marketing
Hidtil har de fleste virksomheder begrænset deres aktiviteter til et enkelt land.
To date, the majority of retail entrepreneurs have limited their activities to one country only.
Et stigende antal virksomheder har imidlertid afdelinger i mere end ét EF-land.
How ever, there is an increasing number of companies with branches in more than one EC country.
Dette er der i planlægningen af nærværende studie taget hensyn til med inddragelsen af to af disse virksomheders butikker i forskellige EF-medlemsstater.
Account has been taken of this in the design of the FORCE study of the retail trade by the inclusion of shops of 2 such enterprises, located throughout the EC.
En af dem er kon cern X.
One of these is the X-group.
Kundeservicekvalitet Kvalitetskonceptet Vanskelige situationer
• Customer service quality Quality, its concepts Difficult cases
Oplæring i betjening af de nye teknologier foregår i de fleste virksomheder, når de nye systemer indføres (terminaler) og i almindelighed på den måde, at leverandørerne giver de ansatte en instruktion i betjening af udstyret.
Training on new technologies occurs in most companies at the time the new systems (P.O.S., scanner, etc.) are implemented and, generally, takes the form of lightening training activities, orchestrated by the equipment suppliers.