natgillin/translations-raw huggingface dataset:
mälsctningen var forkert, ikke fär tilstrekkelige at ofte vil ikke sige, sädanne tiltag men alene,reseourcerringeverdi forholdevia rädighed, samt at de tillaggee dem,der skal administrere dem.
For example, one has to question the commitment to equal opportunity in the Construction sector whereby women have a very low presence.
For i i tilstrcbes kun findes der virkelig alt imens der eksempel kanmanligemulighedermegetfäkvinder sporge, hvorvidt byggesektoren, faget.Konkluaionenmä ver6,atdeskonomigke ogpraktiekeaspektervedsädanne tiltagbsrvurderesrealistisk,hvilketvileige,atderkrevesflerereaaourcer,men ogeä uddannelse af de perBoner, der ekal gennemfere programmerne.
The conclusion to draw from this is that the resource and implementation implications of such policies should be recognised, which suggests more resources but also requires staff training for those concerned with implementing the scheme.
Yirekottrndor;t,atderforatmindake mulighedernefor en forvrengning af uddannelsestiltagene udarbejdes en klar fremetilling af arbejdsmarkedsorgenisationernes rnäIestningcrr og at der atillee de nodvendige reaEourcer til rgdighöd for et oikre, at digae mülsrtninger erkendes og ststtes af de personer, der er ansvarlige for gennemferelsen.
We recommend that : in order to reduce the distortion of training policy, policy objectives of each of the social partners should be clearly stated and appropriate resources allocated to ensure that these objectives are recognised and supported by those responsible for the implementation.
Forholdene i UK erkendetegnetvedlokaleaktiviteterfrivilligbaeia,idetmangärudfra,atdeterarbejdsgiverne,som erbedstegnedetilatpäpegeuddannelaesbehov,ogatoverenskometforhandlinqerer r$t
The UK case has indicated the emphasis given to locally determined activity on a voluntary basis, on the assumption that training needs are best determined by employers and that collective bargaining is the preferred machinery for change.
* ces C om ms i s ion) har etableret og den, der findes i bevis pä fagforbundenes manglende et virksomhederne, er indflydelse.
by MSC and that within the plant, is the lack of influence experienced by trade unions.
For sä vidt angär overenskomstforhandlingerne spiller forbundene en reaktiv, formidlende roIIe. I de regionale organer (Area lt lan po w er Boards)erderesi ndf LydeLse reakt iviformafenvetoret.Ptvi rksom-hederneert ident i t at overväge uddannetsen begrenset.
In the case of collective bargaining trade unions have a reactive, alleviative role.
Et kritisk punkt for forbundene pä lokalt planer säledes den ekspertise,tideno9ressourcerne,dererti1rädi9hedfor at kunne pävirke eller bestemme uddannelsensindhold.Foratfremme aktiviteternevardetnoknodvendigtat centralisere en del af stottetiltagene i selve forbundet i form af informationsafdelinger og tekniske eksperter samt tilbud af uddannelseskurser for lokale tillidsrepresentanter.
A critical issue then is the expertise, time and resources available to trade unions at local level to influence or set the training agenda. Advocating this activity may, however, require that some support is centralised at the National office of the trade union in the form of information units and technical experts and the provision of training workshops or courses for local officers.
När tillidsrepresentanter fra arbejdspladserne skal et af problemerne, at tiden de kan Som nevntiforbindelsemedmaskinindustrienerforudsatningerneomend enerkendelseaffordelene inddrages i arbejdet, er räde over er begrenset. undersogelsen indenfor for tiden ret ugunstige, de store arbejdsgivere' vedendialogmäske kanfindesblandtsom f.eks.
It is clear that if plant level officers are to be involved then a critical issue is the time available to them. As we mentioned in the Engineering case the climate of opinion is against this, although evidence of the benefits of dialogue may be available amongst large employers, eg.
Austin Rover og Lucas.
Austin Rover and Lucas.
en stsrre hilset med erkender, at
Other, national, observers have also expressed the desire for more activity by trade unions in order to increase the pressure for greater investment in training by employers.
En mulighed for, at fagforbundene kunne spille rolle i uddannelsesdiskussionen, ville blive glade af en rekke faglige reprasentanter, der
Th caveat to all these comments was a recognition of the limited resources available to trade unions.
Yi Doko;rsndrror, at staten bsr udfolde flere bestrebelser for at fä fagbevagelaen representeret og inddraget i uddanneleeedialogen, aamt stillede nedvendige reasourcer til r0dighed.
consideration should be given by Government agencies to trade union representation and the resources implications of meaningful involvement should be recognised and supported by Government.
Enanden mulighedpälokeltdialogmellemperterne.for ekeempel inden branche.
Another option at the local level would be to organise dialogue between the partners, perhaps on a sector basis.
Udviklingen af dialogen pä lokalt alle parter. For for
Developing further the dialogue at local level would appear to have benefits for all the social partners.
I indeberefordele"tomend begrensede- for en bestemt plan forekommer det fsrste har bäde undereogelser viet, at uddannelseachefer og faglige repfEsentanter har et onske om et blive bedre infornreret om do uddannelsesmuligheder, der kan tilbydes af eksterne institutioner som brencheuddannelseanevn ( ITB'er ) olf l{SC, r Informationsmangelen p & lokalt plan fremgär klart af den negative reaktion pä den landsomfattende kampagne for voksenuddannelse (Adult Training Campaign). informationen vedrsrende og uddannelsesbehov arbejdemarkedets
Firstly, admittedly limited, investigations have unearthed a desire by training managers and trade union officers to be better informed of the training facilities available from external agencies such as the ITBs and the MSC. This failure to disseminate at the local level is evident from the disappointing response to the national Adult Training Campaign.
Yi rekornanderer, at uddannelsesmuligheder
This will require additional structures and resources applied to key sectors of the local economy.
Commission uddannelsesmyndigheder og Manpower Services og de fagtige mä inddragessämmen med arbejdsgiverneorganisationer.
leave trade union involvement to the discretion of MSC, local education authority and college staff.
Endviderefremhevesarbe,jdsgivernesrolleidebestäendedialogmekanismersom f.eks.
Finally, given the distortion of policy, there is a case for increasing staff development for MSC staff at the local level to include an awareness of the nature and content of local dialogue.
Local Employer Networks og Non-Advanced Further Education Local Development PIanst mens arbejdstagerorganisationernesinddragelseer de Ioka Ieuddanne Lsesmyndighedersskan.Päbaggrundafdenfortsat overIadt t i L trlSC's, og skolepersonalets eksisterende myte oflr at fagbevegelsen er imod forandringert er det usandsynligt at en opfordring til at vere med vilblivefremsat.Endeligvilledetibetragtningaffejltolkningenogforvrengningenaf.denpolitiske filsCrs om dialogens m3[satning vare af stor medarbejdere pä lokalt betydning at opIyse plan mere udfsrligt
The objective of such local level activity woud be to facilitate and enhance the dialogue through the provision of structured support, which would question stereotypes, myths and assumptions, inform the social partners, clarify ambiguities in policy and identify opportunities for development. The action research activity implicit in this suggestion is one which the European Commission has adopted in the past, and training workshops are commonly associated with Commission directives.
Formälet pä lokalt gennem med ensädanindsatsogforbedredialogen at til lette at form og indhold. plan skulle vere mälrettet stotte overvinde informere forudfattede meninger, i mälsetningen De aktiviteter,desammetiltag stereotyPerr myter og arbejdsmarkedetsparter t oq finde frem til muligheder der tages sigte pä med som EF-Kommissionen belyse uklarheder For forbedringer. dette forslag, er forbindes tidligeresom regel hargennemfort,oguddannelseskursermed kommissionsdirektiver.
We recommend that : staff development workshops and action-research projects be initiated by the EC (perhaps via local MSC administrative structures) in order to clarify and improve the nature and content of dialogue between the social partners at the local level.
bäde form og indhold.
associations.
I rapporten beskrives de seneste udviklinger pä brancheniveau. fra Iovfestede tiI frivillige uddannelseaorganer.
Such marginalisation of trade unions is also evident in our Engineering case, although at the discretion of ITB staff.
I forbindelse med de frivillig; arrangementer er det overladt til arbejdsgivernöa skonl hvorvidt fagbevcAelsen skal inddrages.Denne marginalisering af fagbevegelsen bt. a. af vore undereegelaer indenfor trtkininduet det her er personalet i brancheuddannelsesnevnet, fremgärr i en,onendsom er den afgorende faktor.
The presence then of trade union representatives on the remaining ITBs (with the exception of the CITB) appears to be for the purpose of gaining information and advocating greater investment in training.
Faglige repreaentanters tilstedeverelse i de resterende brancheuddannelBean.vn (med undtagelse af CITÖ har tilsyneladende det formäl at sksffe informationer og opnä sterre inveeteringer i uddannelse.
The trade union role at this level appears to be constrained by the priority given to collective bargaining at plant level.
Fagbavrgelsene rolIB pü dette niveau forekommer atvarebegrcnsetaf,atoverenskomstforhandlingerpävirksomhedsniveauhar prioritet, trn rLl,igrvrL brr inddr.grtsGn i flSCrs arbejde yttrs atrrre for rt etimulera dialogen udover tilstedevtreleen i brancheuddanneleesnavnene og de voksende uformolle feglige kontakter.
Nevertheless, for the purposes of stimulating dialogue, one can argue for a greater MSC involvement, beyond attendance at ITBs and informal links with trade unions which develop incrementally.
Etableringcn ef en fornlt dirl,og nrttün trtd.rbrjdrrr frr fl$C og faglige representanter ville lette udvekelingen af de informst,ioner og Eero pirterne mere lydhore overfor andreg problemer. Frlleaudvalgene og -rädener som er typiske Som for byggeindustrien, skyldes denne branches struktur.
The creation of formal dialogue between MSC staff and trade union representatives would facilitate information exchange and sensitise each partner to the concerns of the other.
folgeherafermulighedenforatkopieredieeeof,ganer megetbegronoct.l{enformolledialogstrukturer,aom l,l5C satterigang,kunne mäske give resultater.
However, formal structures for dialogue, initiated by MSC, may offer benefits. This would require MSC to move towards the specific training and labour market concerns of industrial sectors implicit in changing skill requirements and the organisation of work.
Det vilte forudsotte, at MSCgik ind i industribranchetnes Bpecifikke
Simply, we see the sector level as an opportunity for MSC to develop its role as a facilitator of corporate debate.
med ser MSC uddannelses- og arbejdsmarkedsproblemer i forbindelse endrede ferdighedskrav og arbejdets organisation.
a trade union involvement as part of the development of its training policy and programmes and as a stimulant to corporate debate.
Vi med andreordbranchqniveauetsom enmulighedfor,atudviklersinrollesom formidleridenkorporativediskussion.
Careful coordination with the activities of the new National Council for Vocational Qualifications will be required where these are not the direct vehicle for MSC initiative.
Vi rekommanderer, at Manpower Services Commission satter sig mere ind i specifikke industrisektorers uddannelsesproblemer og samtidig inddrager fagbevegelsen som en de I af dens uddannelsespolitik og udviklingen af programmerne, samt for at stimulere den felles diskussion.
Just as the sectoral level debate is pre-empted by local/plant level activity and priorities the value of national debate and agreement is open to question.
Tiltagene bor koordineres omhyggeligt med det Erhvervsuddannelsesräds (Nat,ional Council for med mindrede
One function is post hoc endorsement or rationalisation of local activity.
Mens diskussionen pä brancheniveau er afhengig af aktiviteter og prioriteter pä lokaIt henholdsvis virksomhedsniveau, er verdien af nationale debatter og overenskomster et omstridt sporgsmäI.
Some observors suggest that the attention of firms/employers to national agreements is low, partly because reaching agreement at national level can be a slow process.
En af funktionerne er den efterfalgende godkendelse eIIer rationalisering af lokale aktiviteter.
Similarly, in a period of rapid economic change, solidarity amongst trade unions is stretched to breaking point.
En anden eratvereopinionsdannende.Entredieeratlegitimeredeltagernes'f.eks
The pace of change, then, is determined by individual employers/managers, as the bargaining power of trade unions is low.
(TUC) arbejdsgiverforeningens (CBI) og landsorganisationens roller. Hvorvidt de lokale ,'aktsrertt respekterer eller efter nationale erkleringer er tvivlsomt.
We recommend that : public procurement policy be recognised and utilised as a policy instrument for stimulating investment in training.
Bäde CBI'5 og TUC'a rolle og betydning i uddannelsesaporgsmäl ber settes i perapektiv.
The role and prominence of both the CBI and TUC in training matters should be put into perspective.
CBI'g uddennelseeafdeling har 10 medarbejdere (den tilevarende danske organisation har 26 medarbejdere).
The CBI Education and Training Department has 10 staff (contrasting with 2 6 staff in the equivalent Danish organiation).
Uddennelsesefdelingen hos TUC hrr 2 medarbejdere.
The TUC Education Department has 2 staff.
Medarbejdernes antal viser, hvor begrensede rnuliqhederne et forst eette preg pä uddannelsessporgsmä1, og eamtidig at uddannelse prioriteres lavt.
The purpose of presenting the level of staff resources is to indicate the limited potential for impact on training and education issues and implicitly the low status attached to training.
Pä baggrundaf r at medlemsskabet i CBI er frivilligt, samt forbundenes Iose tilknytning tiI TUC mä politiskehensigtserkleringerfra disse to organer" behandlesmed forsigtighed.
Given the voluntary membership of the CBI and the loose affiliation to the TUC the statements and policies emanating from these two 'representative' bodies should be treated with caution.
statens og kommunernes(interne) personalepolitik og offentlige (eksterne) tilskudsordninger det sterkeste argument for at fä udvalg for serlige uddannelses at pä dagsordenen. 0verhusets anliggender har konstateretr at kontrakter frembyder en mulighed for forsvarsministeriets at optage en ktausul om uddannelsestilbud.
with the private sector. As we pointed out above, legislation to impose a levy on companies to invest in training may have a significant impact as a symbolic gesture or perhaps even as a threat, but conformance is not ensured and even conformance may simply stimulate creative accounting within companies.
När virksomhederne tvinges tit at tilbyde uddannelse, kan dette endvidere blive brugt som en undskytdning for at reducere uddannelsen yderligere i den oFfentlige sektor, fremfor at omdirigere ressourcerne til andre modtagergrupper. Men derertrodsaltmange dertalerfor,atbädedetoffentligeogindustrienbarinvesteremere.
Furthermore, forcing companies to train could be used to justify a further reduction in public sector training rather than redirecting resources to alternative client groups.
Sporgsmäletom kvalifikationer og hvordan oq hvilke personer, der udvelges til at btive uddannet, vil vere et vigtigt emne fordialogenmellemparterne.
The issues of skill quality and how and which people are selected to receive training would remain as a significant subject for dialogue between the partners.
et Iovbestemt med de dennebaggrundvardetonskeligtrofr derfandtesuddannelsesudvalgiallevirksomheder,udstyretnodvendigeressourcer.
From this perspective a statutory training committee in each firm, supported by the necessary resources, would appear to be desirable.
behandlesporgsmälom fordelingen af uddannelsesmuligheder pä medarbejderne pä arbejdspladsen eller indenfor koncernen.
We recommend that : training committees at plant or firm level be set up in order to confront the issue of the allocation of training opportunities to the workforce within the plant or firm.
I mangel af systemer til vurdering og udvikling afpergonale er et lovbestemt system af uddannelsesudvalg at foretrekke.
In the absence of staff appraisal and development systems, a statutory system of training committees is desirable.
Under alle omstendigheder bsr et uddannelsesudvalg, der omfatter faglige representanter, vrre en forudsetning for, at en virksomhed ken blive anerkendt som uddannelseested for YTS el ler JTS.
At the very least a training committee, on which trade unions are represented, should be a necessary condition of a firm being an accredited training organisation for YTS or JTS.
En oplagt mulighed for at pävirke opinionsdannelsen Iigger hos EF- Kom m ia s ionen ogdeneorganer.Dog er EF's indflydelse pä medlemgetaterne og arbejdsgiverorganisationerne pä europrisk og netionalt plan for sä vidt angär forholdet til lsnmodtagersiden nok temmelig ubetydelig.
One obvious mechanism for influencing the 'climate of opinion' is the European Commission and its agencies.
Erfaringerne i forbindelee med Vredeling-forslagetsigernogetom de blive
However, the limits to the influence of the EC on member states and European and national level employer organisations in the industrial relations field may be very small.
- vanskelighedcr der findea.
The experience of the Vredeling proposal indicates the difficulties.
Efter interventioner gennem retningslinier atdsmme vildirektiver alt eller
The indications are that intervention through guidelines or directives will be resisted.
] afvist. Dette bekreftee i en nylig rapport af en representant for den britiske naekinindurtri (Enginecring EmpLoyers Federation EEF) vedrorende fagbevegelsens inddragelse i forbindelee med indfsrelseafnyteknologi.EEF og fignende organisationer i andre medlemsstater har gennem UNICE (som er arbejdsgiverforeningernee europeiake sammenalutning) med bestemthedafvisttankenom retningslinier
This is confirmed in a recent account by a representative of the UK's Engineering Employers Federation (EEF) on the issue of trade union involvement in the introduction of new technology. ( 1) The EEF and similar organisations in other member states, through the Confederation of European Industry (UNICE), have consistently rejected the idea of guidelines for dialogue. Such guidelines are resisted on the basis that they are formulated by organisations relatively remote from plant level developments.
Sädanne retningelinierefviseemed denstdeerformul.eretaforganisationer,derstärdenudvikling,derskerpäarbejdspladserne.
This response suggests that a development in the social partners dialogue is unlikely to be achieved through legislation without a great deal of difficulty. Legislation, moreover, would have to confront the difficulty of compliance.
for en dialog. begrundelse, ret langt fra tffi
Consequently, while discussion on directives and legislation may influence the 'climate of
Man forsvarerderveddentraditionelleoverenskomstforhandlinger.
opinion', and are therefore useful, influence through persuasion, example and support should also be considered.
Reaktionenviserklart,atenudviklingafdialogenmellemarbejdsmarkedetspartergennem lovgivningkunvilkunneopnäsmed store vanskeligheder.
This could take the form of developing and disseminating 'good practice' as a means of sensitising the social partners to the benefits of dialogue.
En Iovgivning indeberer endvidere problemet med at fä den gennemfsrt i praksis. FolgeIig vil en diskussion om direktiveroglovgivningmäskekunnepävirkedenoffentligemeningogderforvarenyttig,men detborogsäovervejesatpävirkegennem overtalelset praktiske eksempler og ststteordninger.
In addition, one would expect support for local representatives of the social partners in the form of access to information and expert advice.
udviklingskurser har finansieret et europeisk udarbejde og
We recommend that : a European Programme of development workshops be instigated to identify and disseminate 'good (dialogue) practice'.
Vi rekonmanderer, at der ivarksettes program af udviklingskurser, der skal
These workshops should be supported by resources, information and expertise to enable social partners to attend and benefit.
I de foregäende afsnit er funktion og niveau for at gribe ind eller lette dialogen mellemarbejdsmarkedetsparter beskrevet.
information influence and control.
Vi har endvidere belyst nogle muligheder for en indgreb og dialogfremmende tiltag. indfare nye strukturer forudsetter vurdering af, hvad der er snskefigt
Consequently suggestions for, and criticisms of, mechanisms are inevitably contentious as they imply a criticism of the status quo.
Enbeslutningom atetvalgpäbaeisafoggerligt.Forsä vidtangärdiskuseionerom fremgangsmäden, omfatterdenstrukturellesidesporgsmälom adgangtil,indflydelsegenneminformationsamtetyring.Som folgeheraferdet uundgäeligt,atkontroversielle,Den overvejende forslagtilogkritikafmekanismer er idet de indebarer kritik af etatus quo. - traditionelle - holdning iDet forenede
The prevailing, and traditional, attitude in the UK, which is held by Government, Trade Union Congress, Confederation of British Industry, employer associations and trade unions, is that collective bargaining at plant level offers the most appropriate level for dialogue.
Pä denne bsggrund er det indlysende, at strukturer for en kommeind under rsmmer.
From this statement it is clear that structures for training dialogue will not pre-empt collect bargaining frameworks.
Imidlertid kan en at klarIagge problemer og lette dialogom uddannelse ikke vil overenekomstforhandlingernes uddannelsesdialog hjelpe tiI udvekslingen af informationer og ekapertise, hvilket kunne pävirke diskuesionerne omkring overenskomstsporgsmäl.
Training dialogue, however, may help to confront issues and facilitate the exchange of information and expertise which could influence discussions in the collective bargaining area.
Mens det er umuligt at sige, hvilke 'rstrukturer" der er bedst egnede til at iverksette og fremme dialogen mellem parternet er det klart, at der ekeisterer en rakke strukturer i praksis, og at en handlingspakke eller et handlingsprogram viIIe omfatte et antal bäde formelle og uformelle optioner.
While it is impossible to state which 'structure' is best suited to generating and facilitating dialogue between the social partners it is clear that a range of structures exist in practice and that a package or programme of action would include a number of options, both formal and informal. We present some examples below.
Der skal nevnes nogle eksempler.
Facilitating 'Agents'
Et Iignende incitament kunne vere offentlige tilskudsordninger samt kontraktlige bestemmelser, idet kontrakter i den offentlige sektor (bäde fra decentrale og de lokale myndigheder) kunne indeholde krav om uddannelse og dialogstrukturer. b) Vi har konstateret, at parternes professionelle medarbejdere udgiorde et I'uformelt netverk" for dialog.
A similar inducement could be provided through public procurement policies and contract compliance whereby public sector contracts (both central and local Government agencies) made training and structures for dialogue a requirement of the contractor.
medarbejdere" til hver til "udvikling af de blev dirigeret vi mener, at pengemidler kunne gote nytte, säfremt c) afparternesamtanvendtikombineredeuddannelses-ogudviklingskurser.Isädanne kurser, eller konferencert kunne ogsä parternes reprasentanter deltage.
b) We noted that the professional staff employed by each of the social partners provided an 'informal network' for dialogue. We consider that 'staff development' funds could be used to good effect if directed at each of the social partners and in combined training and development workshops.
Vi har omtalt mangelen pä informationer' som er tiI rädighed for arbejdsgivernes og lonmodtagernes Iokale reprasentanter.
c) We have commented on the lack of information available to employers and trade union representatives at local level.