natgillin/translations-raw huggingface dataset:
De indsamlede oplysninger viser klart, at efteruddannelse for mellemledere (og klart nok for overordnede ledere) generelt er af længere varighed, placeret i mere komfortable lokaler og undertiden mere sofistikeret med hensyn til indhold og metoder.
It combines training and support to em­ployer-employees in very small firms in the furni­ture sector, operating in a very demanding seg­ment of the market in which there is a highly so­phisticated concept of customer service through continuing training.
Det er generelt vanskeligt for de deltidsansatte at få adgang til at deltage i efter- og videreuddannelsesaktiviteter, da disse ofte foregår uden for arbejdstiden.
As the organization was constantly adapting to the changing market, a training body was set up in 1 987 to internalize vocational training which, to that time, had been carried out with external help.
Modydelsen for at deltage i uddannelse uden for arbejdstiden er under alle omstændigheder for ringe.
This represented a turning point for I4's training policy.
»kan det ske, at man ikke deltager, fordi man ikke arbejder om formiddagen« (UK5), men på den anden side:
I4's training body operates from within the national association of cooperatives, but mostly works for 14.
I 80% af casestudierne angives det, at salgspersonalet er omfattet af efteruddannelsesaktiviteter. Det er mere almindeligt i non food-handelen (88%) end i fødevarebutikkerne (68%), meget mere almindeligt i stormagasiner og kooperativer (100%) men mindre i de store supermarkeder, hvor der ikke er så mange ekspedienter (men de nævnes i 72% af eksemplerne).
With a view to the group's internal structure, the relationship of the training body with a specific shop is not a direct one, but works through the cooperative to which the owner belongs.
Hvad angår forretningsstørrelse, kan man konstatere, at de mindste - med op til 100 ansatte - sørger for uddannelse af salgsmedarbejderne, mens dette kun gælder for halvdelen af de største.
With the internalization of training, there was no break between the tradi­tional initial type of training for new members and refresher courses for a strategically very im­portant group: shop supervisors.
Tallene for stormagasinerne er meget lave, hvilket skyldes, at det ofte er salgsmedarbejdere, der betales ved, og at der kun er centrale kasser for enkelte varekøb.
Very recently, as has occurred with other compa­nies or groups, 14 has also started to put more emphasis on training groups other than members and supervisors, that is to say, all employees in direct contact with customers.
De multinationale selskaber er ikke de mest aktive med hensyn til efteruddannelse af disse grupper
It is also evident here that for "normal" employees, activities have
Der er givet oplysninger om efteruddannelse for deltidsansatte i 14 af de 55 omhandlede cases, men nogle af virksomhederne har ikke ansatte af denne kategori.
The case in question is B3, a small furniture firm with nine employees, including the parents and two sons.
De lave tal synes imidlertid at indicere, at der findes to opfattelser af deltidsansatte: som en marginalgruppe eller som en gruppe, der er en - fleksibel - del af virksomhedens permanente struktur.
It buys furniture, sells it to private indi­viduals, and installs it.
Sidstnævnte er potentielle emner for efteruddannelse, selv om det rejser nogle organisatoriske problemer.
They mainly work with a furniture wholesaler and make extensive use of the training provided by an organization which specializes in the furniture sector. The concept of
I nogle af virksomhederne er deltagelse i uddan nelse frivillig, og en stor procentdel deltidsansatte deltager:
training is an outstanding one because customer service is considered to extend to telephonists and, more importantly, to the furniture installers.
»Da det er vanskeligt for dem at deltage i uddannelsesaktiviteter, må disse komme til dem.
ployees, is based on those activities explicitly men tioned as continuing ones.
Hele uddannelsen er derfor baseret på fleksible moduler... og instruktørerne kan være til disposition for alle de ansatte i forskellige hold« (UK1).
They correspond to 50 of the cases studied (excluding the associations).
I de fleste case-studier er andelen af kvindelige ansatte over 70%, i nogle tilfælde 90% af personalet, og de udgør den dominerende gruppe inden for deltidsbeskæftigede, men ab solut ikke i de ledende stillinger.
We have also included the cases of staff with working experience, but no initial training, currently involved in continuing learning processes, all be it short-term.
Disse to træk, deltidsarbejde og få kvindelige ledere, er fælles for samtlige casestudier, og i nogle af disse oplyses det lidet overraskende, at kvinder er lavere lønnet.
We understand that in their work they have already acquired a certain level of initial training in 'learning by doing'.
Manglen på kvinder i ledende stillinger kommenteres f.eks. således:
Training and continuing training for different target groups Base: 50 cases, data in percentages.
I de små lokale forretninger, hvis kundeservice er baseret på et solidt produktkendskab, er det, når kvinderne på grund af arbejdsmarkedsforholdene arbejder på deltid, lige så vigtigt at uddanne denne gruppe ansatte som de fuldtidsansatte (eksempler i UK3 og UK4).
The back ground is that, since the target group among customers is changing, it is necessary to raise the qualifications of sales personnel in order to meet ever-increasing demands with respect to information, after-sales service, etc."
»Kvinderne, der udgør flertallet af de ansatte, viser kun ringe interesse for avancement.
Teaching procedures mainly involve practical training, with a manual and audio-visual aids, and also consider the importance of the employ ees knowing the two languages well.
Deres ambitioner begrænser sig til at præstere et godt stykke arbejde, hvilket giver dem mulighed for at kombinere erhvervsmæssig tilfredsstillelse med privatlivets krav« (L2).
All the courses are given in special premises, in a very pleasant atmosphere and surroundings.
Deltidsansatte er genstand for større opmærksomhed i stormagasinerne og i de helt store virksom heder (tallene er mere eller mindre sammen faldende i dette tilfælde: 50% af de største virksomheder har en uddannelse af denne type) og ligeledes i kooperativerne.
The multinational group X that we have studied in four countries, is also tackling its first strategic problem: the need for the participation of associated voluntary members in order to achieve a homogeneous sales concept throughout the group.
Adgang til uddannelse til forbedring af den erhvervsmæssige status er temmelig vanskelig at opnå for deltidsansatte, og i nogle virksomheder er en nødvendig betingelse herfor, at man er fuldtidsansat.
It is not surprising to see a high level of training activities in our sample, not only at an initial level, but also on a continuing basis, with greater attention paid to shop-assistants.
»Til trods for at der er lige så mange kvindelige som mandlige ansatte, er der kun halvt så mange kvinder i mellemlederstillinger, og de udgør kun 20% af de overordnede ledere.
The information gathered from the case descriptions clearly shows that continuing training for middle man agement (and certainly for top management) usually lasts longer, provides greater comfort, in terms of facilities, and is, at times, more sophisticated in its content and teaching techniques.
Denne uligevægt forekommer os at være et udtryk for afskaffelse af mulighederne for internt avancement eller en meget hård udvælgelsesproces for kvinders vedkommende (en kvinde lig ansats mulighed for at få en ledende stilling er ti gange mindre end for en mandlig ansat)« (F6).
Notwithstanding, if we accept that the cases in our sample show certain tendencies, we are no longer able to say that continuing training in re tailing is almost exclusively addressed to man agement (or to owner-members, in the case of associations). We must also say that it exists for cashiers (although predominantly initial training) and part-timers.
»Deltidsansatte deltager kun sporadisk i disse forfremmelsesorienterede programmer.
The greatest issue is the suitability of the pedagogical techniques and the availability of time.
De er ganske vist ikke direkte udelukket fra at deltage, men i princippet udnævnes kun fuldtidsansatte til ledelsesstillinger« (D4).
Small retailers with their limited staff, are not able to leave the work place to attend training activities, often not de signed for people with a low level of initial education.
»Efter virksomhedens opfattelse »medfører det forhold, at det er usikkert, om kvinder fuldt ud kan hellige sig det arbejde, der følger med en ledende stilling, at det er vanskeligt for dem at opnå en sådan stilling, især hvis de er gift« (El).
These restrictions require joint action from the owners/associations in order to find pedagogical [audio-visual aids, interactive TV, correspondence courses, etc.) and practical solutions to continuing training for these categories.
3.5.3 Uddannelse af etniske mindretal
3.5 Groups of employees as target groups
På den anden side er det paradoksalt, at to af de mest driftige virksomheder, der nyder det bedste offentlige ¡mage i Europa, hovedsagelig ledes af kvinder og har kvinder på de fleste ledelsesposter (16, E4).
In 80% of the cases studied, it has been said that continuing training exists for shop assistants. It is more common in non-food outlets (88%) than in food shops (68%), and far more common in all the stores and cooperatives involved (100%).
Danmark ser ud til at være det eneste eksempel på, at andelen af kvinder i mellemlederstillinger og overordnede lederstillinger svarer til deres andel af det samlede personale.
It is less prevalent in super/hypermarkets, where the number of shop assistants involved is not so high (but still 72%).
I vort eksempel materiale har vi fundet fire virksomheder, der udbyder særlige programmer for kvinder; NL 1, en supermarkedskæde, er en af dem.
As far as the size of the out let is concerned, it was seen that the smallest -up to 1 00 employees - involved all their shop as sistants in training, while the largest only in volved half.
Nogle cases fra Danmark, Nederlandene, Det Forenede Kongerige, Luxembourg og Belgien leverer oplysninger om, hvor stor en andel uden landske ansatte, der findes i de pågældende virksomheder, f.eks. i UK5, hvor 5,3% af personalet tilhører etniske minoriteter, og i NL1, med 2%.
We have defined continuing vocational training as an activity for people already in employment, financed totally or partially by the company, taking place during working hours and aimed at improving the worker's job-related skills. This definition can not be used exclusively in all cases.
Kun i sidstnævnte tilfælde er der truffet særlige uddannelsesforanstaltninger for denne kategori i form af et specialkursus for dem, har der vilje og evne til at deltage i et ledelseskursus, et uddannelsestiltag, der er iværksat i midten af 1992.
In our sample, there are companies in which there is no clear difference between CVT and other types of initial training given prior to occupying a given position (introductory seminars, trainees, officially established basic vocational training, etc.).
NL1 agter desuden at indføre et kursus for supermarkedsledere med titlen »multikulturel le delse«, der sigter mod at fremme samarbejdet mellem nederlandske og udenlandske ansatte. Der findes ikke andre eksempler på særlige foranstaltninger til fordel for etniske mindretal.
In the case of continuing training for cashiers, the difference in frequency is explained by the products and type of retailing.
Den kendsgerning, at disse er dårligt repræsenteret i mellemlederstillinger og selvfølgelig i overordnede lederstillinger, kan være et tegn på, at uddannel serne ikke er tilpasset deres muligheder.
The figures for de partment stores are very low due to the fact that very frequently it is the shop assistants them selves who take the cash and the central cashdesks are only used for specific buys.
Denne kampagne sigtede mod at ændre mænds og kvinders holdning og at få kvinder til at interessere sig mere for deres karriere.
flexible modules ... and trainers can be avail­able to all workers in different shifts." (UK1)
Mm· henvendelse til kvinder pr. post, opslagstavler i butikkerne, behandling af emnet på det interne tv-net, der præsenterer nyheder fra virksomheden hver uge, konferencer...
employees: in all three categories they are found to be below the average, especially with cash­iers and part-timers.
Den har udnævnt en funktionær til at overvåge overholdelsen af princippet om lige muligheder - en af de få irske virksomheder, der har fulgt en sådan fremgangsmåde.
According to the data available, it is the stock employees who are most frequently left out of any type of training in the retail trade.
Den har desuden iværksat et program vedrørende bedre karrieremuligheder for kvinder.
3.5.2 Training for parttimers
Sideløbende hermed arrangeredes aktiviteter sigtende mod at lette de kvindelige ansattes avancementsmuligheder, herunder bestemmelser om forældres fravær og karrierepolitik og børnepasning« (NL1).
In small outlets of a local nature, with a more complete concept of customer service and good product knowledge, and female parttimers em­ployed due to the characteristics of the labour market, the training of such workers is as impor­tant as training those who work full-time. (Exam­ples in UK3 and UK4).
Programmet sigter mod at bistå kvinderne med at bedømme og udvikle deres evner, personlighed og erhvervsmæssige interesser med henblik på bedst muligt at udnytte deres karrierepotentiel.
Parttimers make up a high percentage of the workforce in retailing, almost 50% in some coun­tries.
Programmet sigter ligeledes mod at hjælpe kvinderne til at identificere deres uddannelsesbehov med henblik på at forbedre deres erhvervsmæssige status og udforme deres eget aktionsprogram.
The future evolution of this category will be different depending on the development of the retail trade in each country and certain national features.
Endelig giver programmet deltagerne mulighed for at finde ud af, hvilke kompetencer de skal udvikle for at udnytte deres potentiale optimalt.
For the time being, it seems that this contingent of workers will continue to grow in countries such as Greece, Portugal, Spain, etc., whereas it is stabilizing in others like the United Kingdom or the Netherlands.
»I 1989 indførtes et uddannelsesprogram til forbedring af kvindernes avancementsmuligheder, et program, der indførtes efter aftale med virksomhedens centrale samarbejdsudvalg; virksomheden har desuden indført et slogan »Kvinder med Dl «, som bekræfter, at virksom heden officielt har engageret sig i at forbedre kvindernes erhvervssituation og fremme deres avancementsmuligheder; hovedsigtet hermed er at øge kvindernes procentvise andel af det ledende personale og iværksætte foranstaltninger til at skabe større sammenhæng mellem erhvervsaktivt liv og familieliv« (Dl).
With regard to access to promotional training, the situation is rather difficult for part-timers, as being a full-time employee is an indispensable requirement for some firms.
Som en leder af afdelingen for uddannelse og udvikling bemærkede, forholder det sig sådan, at hvis en mand bliver forfremmet, tænker han straks på næste trin i sin karriere, medens en kvinde i samme situation mener, at hun først skal stå sin prøve, før hun tænker på yderligere avancementsmuligheder.
Initial training is well-nigh general for these workers. But such is not the case with continuing training, far less with promotional training.
Uddannelsesprogrammer til forbedring af karrieremulighederne tilbydes de kvinde lige butiksansatte, og en del af dem har allerede deltaget i disse kurser.
Never­theless, there is a growing awareness among management of the need for training these em­ployees, who bear great pressure and are in di­rect contact with customers at critical moments.
I D1 er der nedsat en arbejdsgruppe, som i samarbejde med personalechefen beskæftiger sig med dette projekt, og hvert år undertegnes der dokumenter, der åbner mulighed for at omsætte projektet i praksis.
It is true that they are not directly exclud­ed from continuing educational measures as such, but in principle, only full-time employed persons are assigned for executive positions" (D4)
• Begge forældre gives mulighed for at tage en længere orlov for at passe børnene.
At all events, attending training activities out of working hours repre­sents an effort for which the compensation is not adequate.
• De mandlige og kvindelige ansatte, der tager en sådan orlov, får en række sociale og uddannelsesmæssige ydelser betalt af virksom heden i denne periode.
(UK5) but also, "The train­ing department came to realize that with the in­crease of part-timers, the 30 minutes on Tues­day mornings affected only eighty people... and it organized extra sessions during the day." (F4)
En del af disse programmer omhandler problemer i forbindelse med valg af livsform og sigter mod at få kvinder til at tænke over deres prioriteter og navnlig over, hvorvidt de arbejder for at gøre karriere eller blot for at bidrage til familiens indkomst.
The ethnic minorities employed in the retail trade are to be found in the countries in the Northern area of the EC. Some of the cases studied in Denmark, the Netherlands, Great Britain, Luxem­bourg and Belgium provide information about the proportion of foreign employees in their staff.
Kurset sigter mod at få kvinderne til at føle sig godt tilpas med deres valg af karriere.
Such is the case of UK5, where 5.3% of the staff belong to ethnic minorities or NL1, with around 2%.
Den indeholder også psykometriske tests, der hjælper deltagerne til at blive mere bevidste om deres egen situation og at identificere deres stærke og svage sider i forhold til den pågældende er hvervsaktivitet.
Only in the latter are there specific actions addressed to the groups, with specifically de­signed courses for those who would like to and have the capacity to be trained in management. These courses were to go into operation in the middle of 1992.
• Efter endt orlov, når børnene er blevet større, har de pågældende ansatte ret til en stilling svarende til den, de havde før orloven, om muligt på samme arbejdssted.
Likewise, NL1 will start a course for supermarket managers, called "Multi­cultural Management", which aims at stimulating cooperation between Dutch and foreign employ­ees.
• For at mødrene kan deltage i seminarer af flere dages varighed, foregår aktiviteterne på steder, hvor der er børnepasningsmuligheder.
There is information about continuing training for parttimers in 1 4 of the 55 cases, but we must bear in mind the fact that some of the enterprises do not employ parttime workers.
3.5.5 Eksempler på efter- og videreuddannelse for bestemte målgrupper
There are companies in which access to training is voluntary and there is a high percentage of part-timers:
• Med virksomhedens børnepasningsordning har enlige mødre mulighed for at tage børnene med sig.
In some, the lower wages paid to women as a consequence are also noted.
• I nogle butikker er der indgået en aftale om, at kvinder, der arbejder en aften om ugen, kan tage en taxa hjem i stedet for at benytte de offentlige transportmidler« (Dl).
"The ethos is that as these individuals would find it difficult to get access to training, this should go to them. All training so is based on
Der er sket mange ændringer i såvel form som indhold i lederuddannelsesprogrammerne og promoveringsprogrammerne, og vi skal senere komme ind på disse forandringer, navnlig i de tilfælde, hvor lederuddannelserne fokuserer på nødvendig-
support their promotion: the main goal consists in the increase of the women share with in higher management positions and in the development of measures aiming at a better compatibility of profession and family." (Dl)
Enten i form af plenummøder i kantinen med deltagelse af alle de ansatte, møder i smågrupper i uddannelseslokalet eller møder i butikken organiseret efter afdeling«.
Their ambitions are limited to doing good work which give them the opportunity to com bine professional satisfaction with the require ments of their private lives" (L2)
heden af at give ekspedienter og kassepersonale adgang til at deltage i uddannelsesaktiviteter, da det er klart, at for af et nyt uddannelseskoncept kan omsættes i virksomhedspraksis skal ledelsen først overbevises om konceptets effektivitet.
Dl has a work team engaged in the project, di rectly supported by the Human Resource Director, and documents are signed annually to en sure its implementation.
3.5.5.1 Uddannelse af kassepersonale
"While there are as many women as men on the employees level, only half as many of the supervisory level, and they constitute only 20 percent of management.
Plenummøder afholdes, når ledelsen ønsker at informere personalet om generelle emner ved­rørende virksomheden, m.m.
This imbalance seems to us to reflect the disappearance of internal promotion, or extreme selectiveness where women are concerned.
På undersøgelsestidspunktet var der i supermar­kedskæden Β 4 kun ét program, der var klar til at starte (af alle de programmer, som planen indeholdt): nemlig uddannelsesprogrammet om kundemodfagelse, i daglig tale kaldet uddannelse af kassemedarbejdere.
"According to the firm, the few guarantees of a total dedication on the part of the women for occupying responsibility positions, make their access to them difficult, even more if they are married" (El)
I de omhandlede stormagasiner afholdes der møder med 30 deltagere ­ ikke blot torsdag morgen, men også torsdag og fredag op ad dagen ­ hvilket i alt bliver til 160 deltagere om ugen.
These quotations are still reminiscent of certain society stereotypes and habits, which make women's access to professional careers very difficult. ficult.
• Udarbejdelse af lagerliste, forklaringer på transparenter og praktisk anvendelse og delta­gelse på stedet under vareoptællingen (3 møder).
It is a paradox, on the other hand, that 2 of the most commercially successful firms, both with an enhanced public image in Europe, are mainly di rected by women and have women occupying most of the managerial positions. (16, E4)
Målet er at motivere kassemedarbejderne og at understrege værdien af deres arbejde.
Denmark appears to be the only case in which the proportion of women in mid-top management positions is the same as it is in the sector as a
• Returnotasystemet i forbindelse med nedmær­kede varer (1 møde). • De ansattes udtryksmåde (1 møde) • Sensibiliseringskampagne vedrørende ad­færd over for kunderne (smil, goddag, farvel, tak) (3 møder).
We are going to give another of the rare examples of positive discrimination helping women's promotion, in this case we are looking at clerical officers.
Hvad kunden ser og hører ­ teoretiske aspekter.
From our sample we found 4 firms with specific programmes, of a different nature.
Emnerne er udseende (tøj, sminke osv.) og sprogbrug, med andre ord måden at tiltale kunderne på.
NL1, a super market chain, is one of them,
På grundlag af direktiver fra centralafdelingen (budskabets indhold) har uddannelsestjenesten udarbejdet støttemateriale.
The majority of IRL3's clerical officers are female and the organization, recognising very few of its senior and middle management team are women, has taken a number of actions to redress the balance.
Formålet var at udforme et attraktivt støttemateriale for ikke at støde personalet og fremprovokere en afvis­ning.
They have appointed an Equality Offic er - IRL3 is one of the very few organizations in Ireland to do so.
• En opgave gående ud på at identificere nøgleordene i kampagnen (smil, goddag, farvel, tak).
At the same time, activities were undertaken, intended to facilitate the career progress of female employees, which included regulations regarding parent leave, career policy and child care.
Fremvisning af en video om imødekommende optræden i et prøverum.
(NL1) and Dl, the third largest department store in Germany,