natgillin/translations-raw huggingface dataset:
I første fase ud­veksles informationer om f.eks. erhvervs­uddannelsessystemer, løbende forsk­ningsprojekter, undersøgelsesresultater og statistiske data vedrørende erhvervs­uddannelsers søgning.
Cooperation in the evaluation of these programmes should be encouraged.
Forskning med henblik på uddannelses­programmer for lærere/instruktører.
Though the themes of the research com­ponent were the subject of agreement at Community level, the choice of the in­stitutes and/or project is the responsibili­ty of each Member State.
I anden fase udføres den fælles forskning.
One of the im­plications of this process is that the number of institutes per theme varies (as was demonstrated above).
Heri er indbefattet fælles brug af forsk­ningsinstrumenter, af samme metodik, udvikling og anvendelse af statistiske mo­deller samt af ensartede dataanalyse­metoder.
However, in certain circumstances, e.g. as part of the preparation or implementation of in­itiatives, it is necessary for the Commis­sion to have a good overview of the situa­tion on a Community­wide basis.
Dette emne er valgt, fordi de fleste med­lemsstater har indført særlige uddannel­sesprogrammer eller tilpasset de alminde­lige erhvervsuddannelser til behovet hos unge, der forlader folkeskolen uden kvali­fikationer, for at hjælpe disse unge til at gå ind i en normal erhvervsuddannelse og forbedre deres beskæftigelseschancer på længere sigt. Programmerne omfatter som regel en lang række målsætninger og metoder, de er fleksible og ofte tilpasset den enkeltes behov.
Those providing guidance to young peo­ple have to deal with challenges such as the rapid evolution of job­structures; the need to give appropriate attention to specific target groups — e.g. drop­outs — and to the European dimension of the future labour market.
Otte institutter er udpeget til dette emne, og alle deltager i de fem partnerskaber,
Member States nominated three in­stitutes of which two have signed a part­
Instruktører på virksomheder og lærere på erhvervsskoler har afgørende betyd­ning for processen til forbedring af er­hvervsuddannelsernes kvalitet.
Seven institutes were nominated for this theme. Three partnerships, involving five institutes, have already been signed.
Endelig har næsten alle partnerskaberne planer om at offentliggøre resultaterne af
In this context, it is relevant that the Council Decision of 1 December 1987 stipulated that particular attention
Der vil derfor blive »gran­sket« i medlemsstaterne for at identi­ficere
Therefore, exploratory reviews in Member States will be undertaken, to identify:
■ de institutioner på nationalt og regio­nalt niveau, der er involveret i planlæg­ningen af forskningsopgaver inden for er­hvervsuddannelsen
■ the institutions, at national and regional level, which are involved in plan­ning research on training issues;
■ de anvendte fremgangsmåder ved fastsættelsen af forskningsopgaver og prioriteter
■ the procedures used to identify research issues and to set priorities;
■ de grupper, der er involverede i konsultations­ og beslutningsprocessen
■ the groups involved in consultation and decision­making procedures;
■ de budgetter, der er til rådighed for den slags forskning
■ the budgets available for this kind of research;
■ mulighederne for at tilføje en »euro­pæisk dimension« til denne forskning, ef­ter de implicerede personers opfattelse.
■ the opportunities to add a European dimension to such research, as seen by the participants in the process.
Det er hensigten at lægge sidste hånd på de nationale oversigter inden udgangen af 1990 og forelægge en synteserapport i begyndelsen af 1991.
It is planned to finalize the national­level reviews by the end of 1990 and to pro­duce a synthesis report in early 1991.
D­3: Konsultation vedrøren­de prioriteringer inden for erhvervsuddannelsesforsk­ningen
D­3: Consultation on priorities in research on vocational training
Det bør ikke glemmes, at PETRA fortsat er et forholdsvis »ungt« program.
It should not be forgotten that Petra is still a relatively young programme.
Den første bølge af erhvervsuddannelsespart­nerskaber (aktionsområde A) startede de­res toårige aktiviteter i sommeren 1989.
The first wave of training partnerships (action area A) started their two­year activities in the summer of 1989.
Nogle måneder senere gik den første gruppe af forskningspartnerskaber i gang (aktionsområde D).
A few months later the first group of research partnerships got under way (action area D).
Selv om emnerne inden for forskningsde­len er aftalt på EF­plan, har valg af insti­tutter og/eller projekter været medlems­staternes ansvar.
As has been described above, in the first operational year of the research compo­nent, a good start was made with develop­ing cooperation at institute level by means of the research partnerships.
En af implikationerne ved denne fremgangsmåde er, at antallet af institutter pr. emne varierer (hvilket er fremgået ovenfor).
However, this type of cooperation, im­portant though it is, is somewhat reac­tive, as cooperation is only sought once research projects are approved or already in their execution phase.
Imidlertid er det un­der visse omstændigheder nødvendigt, f.eks. når det drejer sig om forberedelse eller gennemførelse af initiativer, at Kommissionen har det fulde overblik over situationen på EF­plan.
These latter models require the development of con­tacts and consultation between national, and possibly regional, authorities which are responsible for planning studies on vocational training issues.
Som det fremgår af de foregående afsnit, har starten i forskningsdelens første år været god med en samarbejdsudvikling på institutniveau ved hjælp af forsk­ningspartnerskaber.
In each Member State, an institute was invited by the Commission to carry out a state­of­the­art review on the procedures and mechanisms used to identify and res­pond to changing skills requirements.
Men denne form for samarbejde er, om end vigtig, så dog no­get reaktiv, for så vidt som et samarbejde ikke kommer i stand før forskningspro­jekter er godkendt eller allerede under ud­førelse.
In the national reports, attention will be paid to: the procedures used; the organizations involved in the process; their roles and responsibilities, etc.
I forbindelse med PETRA­forsk­ningsdelens tredje målsætning er det der­for hensigten at gøre et forsøg på at udvi­kle samarbejdsstrukturer af en mere proaktiv art, dvs. modeller der søger at udvide konsultation og kooperation i forskningsprojekters planlægningsfase.
The most important mechanisms will both be described and their perceived effec­tiveness assessed.
Sådanne modeller forudsætter udviklin­gen af kontakter og konsultationer mel­lem nationale, eventuelt tillige regionale, myndigheder der er ansvarlige for plan­lægningen af undersøgelser vedrørende erhvervsuddannelsesspørgsmå1. 1.
In the interviews with key­persons, an important issue will be the opportunity they see to add a Euro­pean dimension to these procedures; e.g. in what phase would it be possible, feas­ible and/or relevant to inform or consult with sister organizations, with similar responsibilities.
I den forbindelse er det relevant, at Rå­dets afgørelse af 1. december 1987 stipu­lerer, at særlig opmærksomhed bør vises »udviklingen af erhvervskvalifikatio­ner«, og at der som følge heraf er sat en foreløbig undersøgelse af »reaktioner på nationalt og europæisk plan over for skif­tende behov for erhvervsfaglige færdig­heder« (tabel 1, emne 1) i gang i efteråret 1989.
The national reports will be available in June 1990; the summary report by the end of 1990. Based on the results of the reviews, plans for follow­up activities related to the 'evolution of vocational qualifications' will be proposed.
Det er imidlertid aldeles klart, at PETRA er eksponent for en problemstilling, der tilkommer voksende betydning i Fælles­skabet, nemlig behovet for at forbedre er­hvervsuddannelsernes kvalitet, inklusive — og ikke mindst — grundunddannelser­nes kvalitet.
It is however quite clear that Petra reflects an increasingly important priori­ty in the Community, namely the need to improve the quality of training including particularly initial training.
Den foreløbige redegørelse vedrørende PETRA, som er udgivet af Kommissionen i begyndelsen af 1990, og den tekniske rapport som er nævnt oven­for, beskriver omfanget af nye politiske udviklinger og praktiske nyskabelser i medlemsstaterne.
The interim report on Petra, published by the Com­mission at the beginning of 1990, and the technical review referred to above, describe how much new policy develop­ment and practical innovation are taking place now in this field in the Member States.
Så meget des vigtigere er det, at evaluering og studier holder trit med de nye tendenser og praktikker, og at der på europæisk plan gøres et alvorligt forsøg på at etablere kooperationsstrate­gier inden for forskningen svarende til den voksende interesse, der findes for en samordning på området.
This makes it also the more impor­tant that evaluation and policy studies should keep up with the new trends and practices, and that a serious attempt should be made at European level to match the growing interest in collabora­tion over policy with strategies for cooperation in research.
I øjeblikket ved man forholdsvis lidt om de fremgangsmåder, som medlemsstater­ne anvender ved prioriteringen af forsk­ningsopgaver i forbindelse med erhverv­suddannelse samt hvilke ministerier, sty­relser og organisationer der er involveret
At the moment, relatively little is known about the procedures used in Member States to establish research priorities related to vocational training and about the ministries, departments and
Demografiske forandringer og arbejdsgivernes reaktion i Storbritannien
Demographic change and employers' response in Britain y 1994 there will be a million fewer 16 to 19 year-olds in Britain responding to this challenge — particularly the growing shortage of young people.
1 til 1984.
B compared with 10 years earlier.
disse år, mellem 1989 og 1994.
By far the steepest part of that decline is occurring now between 1989 and 1994.
Antallet af unge, der når skoleafgangsalderen, vil stige igen i anden halvdel af halvfemserne, dog uden at nå op på det niveau vi oplever i begyndelsen af dette årti.
The numbers reaching school-leaving age will rise again in the second half of the decade but will not return to the high levels seen in the early 1990s.
drastisk. Populært sagt er dette forhold blevet kendt under betegnelsen den »de mografiske tidsindstillede bombe«.
British employers will therefore see the labour market for young people much more competitive in the future.
Det var i forbindelse med denne rapport at man blev opmærksom på, at de britiske arbejdsgivere på daværende tidspunkt i stor udstrækning ikke var klare over, hvor stort problemet egentlig var.
They will also see the population of working age and the labour force growing very slowly and more concentrated in the older age groups.
Der blev gennemført en publicity-kampagne.
The challenge is not about a shortage of people as a whole.
For at finde ud af hvor vidt arbejdsgiverne nu var bedre informerede, og hvordan denne viden måtte have påvirket deres rekrutteringsstrategier, gennemførtes i for året 1989, altså året efter, en ny under søgelse.
Although unemployment has fallen shortly since the mid-1980s there are still over one and a half million unemployed in Britain.
De britiske arbejdsgivere vil derfor i frem tiden stå over for en skærpet konkurrencesituation på arbejdsmarkedet, hvad an går rekrutteringen af unge.
There are also about 7 million people of working age who are not in work or actively seeking work.
De vil endvidere opleve, at den erhvervsaktive befolkning og arbejdsstyrken kun vil vokse meget langsomt og fortrinsvis inden for de ældre aldersgrupper.
Estimates suggest that perhaps 1 in 4 of these (mainly women) would like regular employment.
Man vil se sig selv og det europæiske indre marked konfronteret med en voksende international konkurrence fra de ekspanderende økonomier omkring Stillehavet og de nye industristater i hele verden.
Finally, there is evidence that Britain does not make full use of other groups disadvantaged in the labour market such as its ethnic minorities and people with disabilities.
Udfordringen vedrører ikke en mangel på folk som sådan.
In terms of awareness, it found that 4 out of 5 employers had become aware that the numbers of young people were falling.
Selv om arbejdsløsheden er gået tilbage fra midten af 1980'erne, er der stadig over halvanden million ledige i Storbritannien.
As might be expected this awareness was stronger among larger firms but it was also stronger among service sector employers.
Der findes endvidere ca. 7 millioner mennesker i den erhvervsdygtige alder uden arbejde, og som heller ik ke aktivt søger et arbejde.
However, employers were less clear generally about what was likely to happen to the size and shape of the labour force as a whole.
Det anslås, at måske en ud af fire af disse (hovedsageligt kvinder) kunne tænke sig en regulær be skæftigelse.
In deed half of all respondents thought that the labour force would also fall as the number of young people declined.
En tendens i de senere år til at gå førtidspension betyder også, at der må være gode muligheder for at få ældre arbejdstagere til at blive i eller vende til bage til arbejdsstyrken. Endelig er der tegn på, at der i Storbritannien ikke fuldt ud gøres brug af andre grupper, som er dårligt stillede på arbejdsmarkedet, som f.eks. etniske mindretal og personer med handicap.
Perhaps most surprisingly, therefore, there is little evidence from the survey that employers were yet taking very active steps to look at alternative sources of recruitment for those occupations which they had normally filled by recruiting and training young people.
Den udfordring, som arbejdsgiverne står over for, er derfor endnu ikke en mangel på mennesker som sådan, men en man gelsituation inden for den gruppe, som hidtil er blevet betragtet som den vigtig ste kilde for ny arbejdskraft — nemlig de unge.
The challenge facing employers, therefore, is not yet one of a shortage of people as a whole but a shortage among that group — young people — which in the past they have looked to as their primary source of new labour supply.
Denne dobbelte effekt af den demografiske og beskæftigelsesmæssige udvikling
Before looking at what employers are do ing to respond to this challenge, it is worth noting that until very recently they were largely unaware that a challenge confronted them.
Inden vi går over til at se på hvad arbejdsgiverne gør for at reagere på denne udfordring, bør man notere sig, at de indtil for ganske nylig i det store og hele ikke har været klare over, at de stod over for en udfordring i det hele taget.
The skills required in the new era are also changing. Projections made by the In stitute of Employment Research at War wick University suggest that by the year 2000 the demand for managers, professional and technical workers will each grow by over 20% while, in contrast, the demand for plant and machine operatives will fall.
Med hensyn til bevidstgørelsen om for holdene er det konstateret, at fire ud af fem arbejdsgivere var blevet klare over, at antallet af unge var for nedadgående.
Among employers seeking to improve their attractiveness to young people a variety of methods have been adopted.
Som det kunne forventes, var denne be vidsthed mere udpræget i de store virksomheder, men den var også større blandt arbejdsgiverne i servicesektoren.
Many employers will, of course, be using more than one method.
Det var faktisk sådan, at halvdelen afalle svarene gik ud på, at arbejdsstyrken ligeledes ville gå tilbage i takt med nedgangen i antallet af unge.
The main ones are summarized in Table 1 below.
Det der måske kan overraske al lermest i den forbindelse er, at det ikke fremgår af undersøgelsen, at arbejdsgiverne i noget større omfang er begyndt at gå i gang med at finde alternative rekrutteringskilder til de fag, som de under normale forhold ville have dækket sig ind med ved at rekruttere og uddanne unge.
The combined effect of these demographic and occupational developments mean that employers will have to review their skill supply and retraining policies. This article summarizes research carried out to discover how employers are
I en rapport om »Unge og arbejdsmarkedet«, som er udgivet af National Economic Development Office og Styrelsen for Erhvervsuddannelserne (Training Agency) i foråret 1988, er der en henvisning til, at erhvervslivets behov for en bedre ud dannet arbejdsstyrke er stigende, alt imens antallet af unge er begyndt at falde
A report 'Young people and labour market', published in the spring of 1988 by the National Economic Development Office and the Training Agency had drawn attention to the fact that the economy's need for a better educated and better trained workforce was increasing at a time when the number of young people was beginning to fall rapidly. Popular ly, this became known as the demographic time bomb.
Tre ud af fire arbejdsgivere var således egentlig fortsat indstillet på at skulle konkurrere om den formindskede gruppe af unge.
It was this report that drew attention to the fact that at this time, Britain's employers were largely unaware of the scale of the problem facing them.
Kun en ud af tre arbejdsgivere var ligeledes ved at undersøge mulighederne for at få arbejdskraft fra alternative kilder.
A publicity campaign followed. To find out how much better informed employers had become, and how this knowledge may have influenced their recruitment strategies, a survey was car ried out a year later in the spring of 1989.
Arbejdsgivere (i %), der har taget neden­stående initiativer Bedre kontakter til skoler og er­hvervsskoler 49 Bedre erhvervsfaglige uddannel­sestilbud til unge 47 Ændrede lønninger og ydelser
■ widening recruitment sources; ■ re­skilling and retaining existing employees; ■ introducing new working systems.
35 32 32 17 for unge Bedre karrieremuligheder Nye udvælgelseskriterier Mindre krav ved ansættelsen
Among those seeking to widen their recruitment sources the most popular in­itiatives were aimed at attracting re­entrants to the labour market, mainly women.
Mere oplyste virksomheder — som udgør et mindretal i undersøgelsen — anvender mere innovative fremgangsmåder for at klare deres behov for arbejdskraft og fær­digheder. Bl.a. kan nævnes
This was mentioned by 28% of all employers but by over a third of employers in some industries such as banking, finance and business services; industries in which female employment is already strong.
■ udvidelse af rekrutteringskilder ■ omskoling og fortsat beskæftigelse af medarbejdere ■ indførelse af nye arbejdssystemer.
In contrast, it was among the manufacturing and construction sec­tor that employers were also looking to recruit older workers (over 50 years of age) — mentioned by 26% of all employers.
bejdere. Dette var mest almindeligt i produktions­ og distributionssektoren, men mindre hyppigt i andre service­sektorer.
Only 1 in 6 employers was taking specific initiatives to look to the unemployed as a source of new recruits.
En af grundene er måske, at alt for få virksomheder endnu ser rekruttering og udvikling af menneskelige ressourcer som en integrerende del af den korporati­ve strategi.
share initiatives, child­care schemes and alternative flexible working ar­rangements such as term­time contracts for parents with school­age children.
En undersøgelse af virksom­heder i forbindelse med en større studie vedrørende erhvervsuddannelsesaktivi­teter, som er udgivet af Styrelsen for Er­hvervsuddannelserne i 1989, viser, at kun 30% af de virksomheder, der gennemførte erhvervsuddannelse i 1986/1987, havde en uddannelsesplan, og kun 20% havde planer med klare mål­sætninger for uddannelsesaktiviteterne.
wider review of training activities and published last year by the Training Agen­cy, it was found that in 1986/87 only 30% of establishments who did any training had a training plan and only 20% had plans setting out forward targets for their training activities.
Nogle arbejdsgivere indfører nye arbejds­forhold for at tiltrække nye og holde på gamle medarbejdere.
Firms looking to improve the use of ex­isting staff were concentrating on in­itiatives to retain existing employees — mentioned by over a third of employers.
Det ser ud til, at man koncentrerer sig om at tilbyde mere deltidsarbejde og derved utvivlsomt tager sigte navnlig på gifte kvinder og ældre mænd, for hvem deltidsarbejde er spe­cielt attraktivt.
Perhaps it is not surprising that these in­itiatives were found more often in in­dustries which have had high levels of staff turnover in the past, such as distribution and hotels and catering.
Men kun få havde endnu været sælig aktive for at hjælpe kvinder med at vende tilbage til arbejdsmarkedet, f.eks. med tilbud om arbejdsdeling, bør­nepasning samt alternative fleksible ar­bejdsaftaler, såsom tidsmæssigt begræn­sede aftaler til forældre med børn i den skolepligtige alder.
Nine percent of employers had intro­duced 'career break' programmes as a means of helping to retain existing staff while a further 1 in 7 were considering this approach.
Blandt de virksomheder, der søger at ud­vide rekrutteringskilderne, går de fleste initiativer ud på at tiltrække personer, der søger ud på arbejdsmarkedet igen, for det meste kvinder.
A third of employers were taking in­itiatives to re­skill existing employees.
Dette anføres af 28% af alle arbejdsgiverne, men af over en tredjedel af arbejdsgiverne inden for brancher som bank­, finansierings­ og konsulentvirksomhed, dvs. områder hvor der i forvejen er mange kvinder be­skæftiget.
This was most common in the manufac­turing and distribution sectors but less so in other service sectors.
Der findes dog undtagelser, og både forskningen med henblik på den redegø­relse for erhvervsuddannelsesaktiviteter i Storbritannien, som er nævnt ovenfor, og case­studies vedrørende god praksis, der beskrives i »Defusing the Demogra­phic Time Bomb«, beviser at meget i vir­keligheden kan opnås ved et mere oplyst approach til spørgsmål om sikring af ar­bejdskraft og udvikling af menneskelige ressourcer generelt.
There are exceptions, however, and both the research for the wider review of train­ing in Britain referred to above and case studies of good practice illustrated in 'Defusing the demographic time bomb' provide evidence of what can be achieved in practice from a more enlightened ap­proach to labour supply issues and human resource development generally.
Virksomheder der agter at forbedre med­arbejdernes anvendelighed arbejder med initiativer til at holde på de ansatte, hvil­ket er nævnt af over en tredjedel af ar­bejdsgiverne.
The broad picture which emerges, therefore, has three features.
Måske er det ikke overras­kende, at disse initiativer frem for alt fin­des i industrier, hvor fluktuationen blandt medarbejderne hidtil har været stor, som f.eks. distribution samt hoteller og restauranter.
First, the majority of employers are now more aware of the decline in the number of young people than they were two years ago and of the importance of this to them in terms of their recruitment and skill supply strategy.
9% af arbejdsgiverne havde introduceret »sabbatåre­program­mer som et middel til at holde på medar­bejderne, mens en ud af syv blandt de øvrige overvejer et sådant tilbud.
Secondly, that strategy is still narrowly based and largely concen­trated on intensifying their competition for the fewer young people who will be available.
En tredjedel af arbejdsgiverne havde pla­ner om at omskole eksisterende medar­
Thirdly, there is little evidence, even among those who have adopted alternative strategies, that firms have yet grasped the full implications of demographic change.
Det billede som tegner sig udviser således tre hovedtræk. For det første er flertallet af arbejdsgiverne i dag mere opmærk­somme på, at antallet af unge er for ned­adgående, og hvad dette betyder for dem i forbindelse med rekrutteringsstrategier og sikring af færdighedsbehovet, end til­fældet var for to år siden.
One reason, perhaps, for this is that too few firms yet see recruitment and human resource development as an integral part of their corporate strategy.