natgillin/translations-raw huggingface dataset:
Virksomheds­overskridende findes Den Paritetiske Fond for Fagforeningsmæssig og Faglig Uddannelse i Bankvæsenet.
The Joint Training Fund for the Construction Industry (Paritair Fonds voor Vakopleiding in de Bouw) monitors, supports and guides virtually all training activities, both initial and continuing.
Her kan ar­bejdstagerorganisationerne frit dispone­re over halvdelen af pengemidlerne til fagforeningsmæssig uddannelse, den an­den halvdel er afsat til faglig uddannelse og forvaltes paritetisk.
The Fund's endeavours tend very much to benefit the education system and only to afar lesser extent construction firms themselves: for example, it is helping to extend secondary education and training in building, but construction firms have little confidence in the products of such training and prefer to take on people with the appropriate highlevel forums.
I byggesektoren, i det mindste for så vidt angår murerarbejdet, dominerer
Unions and training only the employers have a direct employers have confidence in the institu
Erhvervsuddannelse 2/19
Vocational training 2/1988
• de enkelte byggevirksomheder, hovedsagelig små og mellemstore foretagender, er ret selvstændige små lukkede verdener med deres egne uskrevne love og regler uden nærmere udformet politik på området udvælgelse, oplæring og livslang ud dannelse;
Where training initiatives are deter­mined, wholly or in part, by consulta­tions between employers and unions, there is a strong likelihood of differentia­tion by sector, sub­region or a combina­tion of the two; the alternance training projects are limited to two provinces, for example, while the industrial training contract has so far been adopted in only five sectors.
• den stærke konkurrence mellem virk somhederne kvæler lysten til at indlede et samarbejde om erhvervsuddannelse; somme på behovene for erhvervsuddannelse i deres sektor.
This differentiation in vocational train­ing gives rise to a need for a coordinating agency.
Metalsektoren er pioner og tendensskaber for erhvervsuddannelser på branche niveau.
separately, in vocational training in Belgium.
I Belgien har man i den senere tid kunnet iagttage følgende tendenser på erhvervsuddannelsesområdet, for så vidt angår fagforbundenes og arbejdsgivernes rolle (i fælleskab eller hver for sig).
The role played by employers' organiza­ employers' tions and trade unions in vocational training, both formally and informally, is the unions
arbejdsmarkedsparternes paritetiske til tag klart i erhvervsuddannelsen.
(working increasing. Where a new training need arises the two sides both involve themselves directly and participate with the government in planning, implemen­tation, monitoring and, sometimes, fun­ding.
Den Paritetiske Fond for Faglig Uddannelse i Bygge- og Anlægssektoren (FVB) følger, støtter og supplerer næsten alle uddannelsestiltag, både skolemæssige og efter følgende.
An example is that of the various experiments in part­time training and working, in which industry has played a major role, even competing with the state.
FVB's arbejde kommer især undervisningen tilgode og i langt mindre grad byggevirksomhederne selv.
Looking to the future, we can expect the various parties involved in vocational training to learn from the experience of recent years that cooperation is more fruitful when it is based on properly established joint institutions, with clear 'rules of play', rather than on ad hoc col­laborative arrangements.
Et eksempel: FVB støtter udbygningen af 16-19-åriges undervisning i byggefagene, men byggevirksomhederne har ikke me gen tillid til absolventernes kunnen, de ansætter personer med faglig erfaring.
Consultations between employers' organizations and unions cover issues of vocational training, as witness the discus­sions that led to the legislation on paid educational leave and those concerned with industrial training contracts.
Lederne af mindre virksomheder, der bygger parcelhuse, er ofte ikke klar over de muligheder, som FVB, RVA og de næringsdrivendes uddannelser byder på.
However, the tradition of collective bargaining rather than cooperation sometimes stands in the way of collabora­tion on training initiatives.
Tre faktorer skaber kløften mellem ar bejdsmarkedets parter, der samarbejder paritetisk i FVB, og byggevirksomhederne: hederne:
In addition it is easier to achieve long­term continuity if plans are first developed quietly and by experts, and then tested in dialogue between employers and unions (as happens in the National Manpower Service or the Metal­Processing Industry Training In­stitute) than if too much depends on repeated consultations in which the various parties are unwilling to reveal their positions.
Metalforbundene og arbejdsgiverorganisationen FABRIMETAL er opmærk
Eventually this differentiation must imply the communities' growing apart in the field of vocational training.
Arbejdsmarkedets parters formelle og
A number of trends are currently making themselves felt in the involvement of unions and employers, jointly or
erhvervsuddannelsen uformelle rolle i bliver større.
'Trade self­management' — key importance of the social partners for vocational training in Denmark
Udvikling af et effektivt system for er hvervsuddannelse med hensyntagen til både arbejdsgiver- og arbejdstagerinteresser kræver mere end en aftale om mål sætning, målgrupper, lærlingevedtægt og finansielle spørgsmål.
Government has in the course of time changed from merely sanctioning the solution to actively supporting it, in­cluding much financial aid.
Gennemførelse og administration af erhvervsuddannelsen kræver infrastruktur og know-how, sagkyndigt personale, som i nogen grad distancerer sig fra modsætningerne mellem de berørte parter.
A theroretical analysis seems to show three main types of social solutions to the problem of supplying trade and industry with a suitably qualified work­force.
Når der opstår et nyt behov for erhvervsuddannelse, tager arbejdsmarkedets parter selv sagen op direkte, og myndighederne inddrager dem også i planlægning, gennemførelse, kontrol og undertiden finansiering heraf.
In Denmark there is a long, firmly established tradition of the social part­ners — the labour market organizations — playing a key role in both the planning, formulation and execution of both youth and adult vocational training.
Et eksempel: den vigtige rolle, endog i konkurrence med myndighederne, som arbejdsmarkedets parter spiller i de forskellige forsøg med del tidsundervisning og -arbejde.
This is called 'trade self­management' and is widely regarded as a desirable and democratic tradition.
ringen efter sprogsamfund til, at sprogsamfundene fjerner sig fra hinanden på erhvervsuddannelsesområdet.
The first main type is to the effect that the problem of qualification can on the whole be solved by business and industry itself, through the firms' ability to organize apprentice or similar training for the new intake to their work­force — and also being able to handle the necessary continuing training of their employed labour.
Vallonien og Flandern reagerede f.eks. forskelligt på forlængelsen af undervisningspligten, hver med deres egne projekter, ordninger og kollektive arbejdsaftaler.
Within youth vocational training, the tradition is 50 years old and the formal start of cooperation with equal represen­tation of employers and employed can be dated with the passing of 'laerlingeloven' (the law concerning apprentices) in 1937.
Særlig når erhvervsuddannelsestiltag er stærkt af hængige af eller medbestemmes af samrådet mellem arbejdsmarkedets parter, finder man ofte en stærk differentiering ef ter sektorer eller sub-regioner eller en kombination af de to, f.eks. er vekseluddannelsesprojekterne begrænset til to provinser, og den industrielle lærlinge kontrakt er foreløbig begrænset til fem sektorer.
[AMU­ system] ) — the key importance of the the firms are unable individually to han­ dle the tasks of general training and skills social partners has existed for about a quarter of a century and can be dated training, but recognize that the problem
Det ser endvidere ud til, at kontinuiteten fremover lettere kan opnås, når planerne først udformes på rent sagkyndig måde og derefter forelægges samrådsparterne til prøvelse, således som det sker i RVA eller INOM, end når for meget afhænger af gentagne samråd, hvorunder de for skellige parter ikke er villige til at lægge deres kort på bordet.
The third main type is to the effect that vocational qualification is mainly a public or national concern, where the vocational training schemes take place as school training in the great majority of cases. In this model, aims of youth voca­tional training other than conferring the actual job­relevant skills have a greater chance of success.
Parternes samråd er opmærksom på uddannelsesproblematikken (f.eks. samrådet som førte til loven om betalt uddan nelsesorlov; forhandlingerne om indu striens lærlingekontrakt).
from the passing of the law concerning must be solved jointly. This can take place through organization on an in­ semi­skilled worker training (Loven om specialarbejderuddannelse) in 1960.
Arbejdsmar kedsparternes tradition for forhandlinger i stedet for samarbejde hæmmer deres samarbejde om erhvervsuddannelsestiltag.
Background to the social­partner cooperation model in Denmark
Differentieringen af erhvervsuddannelsen gør behovet for en koordinerende in stans mærkbart.
Three main types of social solutions to the qualification problem
Undervisningssystemet forsøger at påtage sig denne rolle (f.eks. med projekterne vedrørende undervisningspligtige unge).
What have been the decisive factors resulting in the social partners, the organizations, bearing so much of the responsibility for those training schemes
En formaliseret paritetisk struktur (med repræsentanter for myndighederne og arbejdsmarkedets parter) kan også optræde som koordinator. dinator.
As already indicated, developments have placed Denmark within the second main type of solution models for the problem of vocational training.
Decentraliseringen med overdragelse til sprogsamfundene af erhvervsuddannelsesspørgsmål og tillige af arbejdsmarkedsparternes rolle ledsages af en vi deregående differentiering, der ser ud til at fremme samrådsorganernes virke, men samtidig at hæmme samordningen på højere niveau.
The purely firm­based type of solution has already suffered adverse conditions owing to the overwhelming pre­dominance of small and medium­sized firms in Denmark.
Et eksempel er konkurrencen mellem det nationale VBO og det regionale VEV om indflydelse og funktion inden for det efter sprogsamfund op delte RVA.
Very few firms have been big enough — also historically — to conduct their own systematic vocational training.
I sidste ende fører differentie
Technological Ir stitute in Tåstrup
Affremtiden forventer vi, at erhvervsud dannelsens parter af de seneste års erfaringer vil drage den lære, at samarbejdet er mere frugtbart, når det bygger på en udbygget paritetisk organisation med klare spilleregler, end når det foregår på ad hoc-basis.
What is more likely is that an organiza­tion­borne solution can be built up in cooperation with the trade union on the other side, and that this solution will at least be sanctioned by the Government. This has been the characteristic feature of the Danish model — in which the
Danmark er der en langvarig og solid tradition for, at de sociale parter, ar bejdsmarkedets organisationer, spil
constantly been tabling parliamentary bills for draft laws aimed at supervision of the infirm part of apprentice training.
I hvor staten over tiden er gået fra blot at sanktionere løsningen til aktivt at under støtte den, herunder med omfattende økonomisk støtte.
It encountered fierce resistance from both the non-socialist parties and employers and their organizations.
I en teoretisk analyse forekommer der at tegne sig tre hovedtyper af samfundsmæssige løsninger på problemet med at forsyne erhvervslivet med en adækvat kvalificeret arbejdsstyrke.
number of apprentices have been trained.
ler en central rolle både i planlægning, udformning og gennemførelse af såvel ungdoms- som voksenerhvervsuddannelserne. Denne tilstand betegnes som »det faglige selvstyre«, og det opfattes bredt som en ønskværdig og demokratisk tradition. dition.
However, the growth of industrialization in the early 1900s resulted in the skills of trained workers no longer matching very well the skilled-labour requirements of the larger and more industrial-type firms which, owing to the nature of their production process, certainly had a use for fully trained skilled workers, but found it difficult to train apprentices themselves.
Den første hovedtype er, at kvalificeringsproblemet stort set kan løses af erhvervslivet selv, ved at virksomheder ne er i stand til at organisere lærlingeuddannelse eller lignende for nytilgangen til deres arbejdsstyrke og også magter at varetage den nødvendige efter- og videreuddannelse af den beskæftigede arbejdsstyrke. styrke.
However, the Social Democratic Party in Denmark did not obtain — and also began to realize that it possibly never would obtain — an absolute majority in parliament; consequently, models had to be sought for solving the problems of ap prentice training other than by forcing through a solution via legislation.
I denne model har andre mål med ungdomserhvervsuddannelsen end træningen af de direkte arbejdsrelevante kvalifikationer en større chance for at sætte sig igennem.
And since the interests of this category of employers correspond to the employment opportunity for adult skilled workers, the engineering and metal-workers' union was also interested in this kind of regulation.
Indenfor voksenerhvervsuddannelserne — arbejdsmar kedsuddannelserne (AMU-systemet) har de sociale parters centrale betydning ca. et kvart århundrede bag sig og kan dateres fra vedtagelsen af loven om specialarbejderuddannelse fra 1960.
The regulation would mean, of course, that the qualifica tions of the future engineering and metal workers were aimed at the skill re quirements of the large and growing work-places and, in general, would en sure that the apprentices were trained and not merely used as cheap labour.
Tre hovedtyper for kvalificeringsproblemets samfundsmæssige løsning
Training in out-of-date or shrinking trades could also be regarded as exploitation or 'wrong training', of course.
Baggrunden for socialpartnersamarbejdsmodellen i Dan mark
Within engineering and other metalusing industries, this led to the setting-up of the 'Apprentices Committee of Engineering and other Metalworking In dustry' in 1929, with equal representation of employers and employees.
Hvilke faktorer har været afgørende for, at ansvaret for erhvervskvalificerende uddannelser i Danmark i så høj grad er
This explains why the 'third solution' — public or governmental handling of voca tional training — was not considered.
Som allerede antydet har udviklingen placeret Danmark indenfor den anden hovedtype af løsningsmodeller for erhvervsuddannelsesproblemet. Hvorfor det ikke er blevet en af de to andre hovedtyper skal søges begrundet i det følgende.
This model of alliance between the more advanced groups among the employers and the trade union came to be the model for development also outside engineering and the metalworking industry.
Det kan ske ved, at man på branche- eller fagbasis organiserer sig, og finder økonomiske og praktiske modeller for løsningen af en branches fælles samlede behov for nyrekruttering af kvalificeret arbejdskraft og at efter- og videreuddannelse ligeledes er opgaver, der løses på fællesskabsbasis.
Its task would be to ensure the quality of apprentice training within the metalusing trades, through the formulation of rules for the infirm part of apprentice training, rules for guidance and training of apprentices and requirements as to the machinery equipment of workshops and the nature of the production process.
Videnskabelig medarbejder ved Aalborg Universitetscenter, midlertidigt ansat ved Teknologisk Institut i Tåstrup.
By this means it was ensured that those employers who were 'consumers' of trained workers had some check upon the relevance of skilled workers' qualifica
Mere sandsynligt er det, at en organisationsbåret løsning vil kunne opbygges i et samarbejde med de modstående fagforbund, og at denne løsning i det mindste sanktioneres af staten.
The problem of ensuring good quality ap prentice training was common to the whole labour movement.
Dette har været det karakteristiske for den danske model
Since World War I the Social Democratic Party had
Den rent virksomhedsbaserede løsningstype har allerede på grund af den over vældende dominans af små og mellem store virksomheder i Danmark haft dårlige betingelser.
Implementing actual public regulation proved to be impracticable through parliament, and a solution was therefore considered which was based upon the model for cooperation between the social partners established within the engineer ing and metalworking sector in 1929.
Yderst få virksomheder har — også historisk — været store nok til at kunne drive en selvstændig og systematisk erhvervsuddannelse.
It formed the model for the 1937 law con cerning apprentices, which made it possible generally to introduce rules in all trades for infirm training — with a two-
hele arbejderbevægelsen.
worker from finding a use on the labour market for the skills acquired, has been limited.
Ret konstant havde Socialdemokratiet siden 1. ver denskrig fremlagt lovforslag, der tilsigtede at opnå kontrol med virksomhedsdelen af lærlingeuddannelserne.
The question of contractual obligation is connected with collective agreement cover — which explains why dynamic, organized competition exists between various parts of 'trade selfmanagement' in meeting new qualification re quirements.
Det stødte på indædt modstand, både fra de borgerlige partier og fra arbejdsgiverne og deres organisationer.
But it would be wrong to regard this alone as an expression of competition between the unions, as problems of demarcation.
De mange små og håndværksprægede virksomheder har betydet, at der blev ud dannet ganske mange lærlinge.
In more recent years, a feature of this has been the strong expansion of initial voca tional training, which must be regarded as an essential part of the background to the increase, from about 23% in 1975 to about 40% in 1984, in the proportion of youths starting an actual alternance training course.
Men ud viklingen af industrialiseringen i starten af 1900-tallet indebar, at de færdigudlærtes kvalifikationer ikke længere stemte så godt med behovene for faglært arbejdskraft hos de større og mere industrielt prægede virksomheder, som på grund af karakteren af deres produktionsproces nok havde brug for færdigudlærte fag lærte, men havde vanskeligt ved selv at uddanne lærlinge.
In most cases it will be clear which body with equal representation is responsible for formulating responses of training policy to new skill requirements in an in dustry.
Da Socialdemokratiet i Danmark imidlertid ikke fik— og også begyndte at indse at de muligvis aldrig ville få— absolut parlamentarisk majoritet, måtte man se sig om efter andre modeller for at løse lærlingeuddannelsesproblemerne end ved at gennemtvinge en løsning via lov givning.
The acceptance of use of the necessary tax funds for this purpose is undoubtedly also assisted by the important role of 'trade selfmanagement' in all phases of vocational training policy, resulting in large groups from the employers' side and from the tradeunion side actively participating together in vocational training.
de færdigudlærte, fik en vis kontrol med relevansen af de faglærte arbejderes kvalifikationer.
thirds majority in the equal-representation committees, which means that representatives from both sides of in dustry must agree to a proposal before it can be adopted.
Og da denne arbejdsgiver gruppes interesser svarer til beskæftigelsesmuligheden for de voksne faglærte, var metal-fagforbundet også interesseret i en sådan regulering.
In addition, however, the same groups' active involvement in vocational training policy is significant in another way.
Reguleringen ville jo indebære, at de kommende metalfaglærtes kvalifikationer var indrettet mod de store og voksende arbejdspladsers kvalifikationskrav og generelt sikre, at lærlingene blev uddannet og ikke blot udnyttet som billig arbejdskraft.
For the Danish tradeunion movement, it has resulted in training being conceived as a crucial factor in safeguarding employment, qualitatively and quantitatively.
Som udbytning eller »falsk uddannelse« kunne oplæring i forældede eller skrumpende fag selvfølgelig også betragtes.
The 1960 law concerning semi-skilled workers (Specialarbejderloven), which introduced vocational training for workers not fully trade-trained, was thus also built up on the principle of 'trade selfmanagement', with the social partners on the two sides as both initiators and ad ministrators of the system.
Det forklarer hvorfor »den tredie løsning«, en offentlig-statslig varetagelse af erhvervsuddannelserne, ikke kom på tale.
It is also the underlying reason why more controversial economic policy questions are dealt with not by 'trade selfmanagement' in the proper sense of the term, but by the main organizations and parliament, for questions of policy.
Denne alliancemodel mellem de mere avancerede grupper blandt arbejdsgiver ne og fagbevægelsen kom til at danne for billede for udviklingen også udenfor me talindustrien.
The main background to this model of compromise and negotiation for management is a vocational training policy which ensures qualifications widely usable on the labour market and high labour mobility.
Dets opgave skulle være at sikre kvaliteten af lærlingeuddannelserne indenfor metalfagene ved at opstille regler for virksomhedsdelen af lærlingeuddannelsen, regler for vejledning og oplæring af lærlingene og krav til værkstedernes maskinelle udrustning og produktionsprocessens karakter.
Within apprentice training, the contractual obligation plays a key role for mediation between individual labour markets in production and training. When a trade union has an agreement within a particular skilled labour market, what is also involved is that young persons under 18 years of age can be engaged by a firm only
Herigennem sikredes det, at de af arbejdsgiverne, der optrådte som »aftagere« af
original controversial 1937 law concern ing apprentices, which established the framework for 'trade self-management'.
Problemet med at sikre lærlingeuddannelsernes kvalitet var nemlig generelt for
Owing to the contractual obligation, it has been possible to preserve occupational breadth and to ensure sound in
Da gennemførelsen af en egentlig offentlig regulering viste sig parlamentarisk ufremkommelig, orienterede man sig i stedet mod en løsning, der byggede på det mønster for samarbejde mellem arbejdsmarkedets parter, som var etableret in den for metalområdet i 1929.
These are what the labour market needed, but they would not necessarily have been secured if equal-representation regulation of ap prentice training had not existed. Through this, the problem of 'wrong' training schemes, preventing the trained development which catered equally for the two social partners.
Det danne de forbillede for 1937-lærlingeloven, som
Later on, the consequence was that the partners were jointly
hvor det potentielle beskæftigelsesfelt er smalt og lidet kvalifikationskrævende.
labour markets will in any case be threatened.
involveret i og fik en afgørende indflydelse også på den stadigt voksende skoledel af uddannelserne, som siden 1975 fuldt ud har været offentligt skattefinansieret.
the Bricklaying Trade (Murerfagets Faellesudvalg) has the role of collective master craftsman and provides all-round training on the work sites of the bricklaying trade.
Kontraktpligtspørgsmålet har sammen hæng med overenskomstdækningen, hvilket giver forklaringen på, at der her sker en dynamisk og organiseret konkurrence mellem forskellige dele af »det fag lige selvstyre« om at imødekomme nyopståede kvalifikationsbehov.
'Trade selfmanagement' mediating between training, industry and technology policies mobility.