natgillin/translations-raw huggingface dataset:
For så vidt angår uddannelsessiden, er det naturligvis hensigtsmæssigt med sam­råd mellem de ansvarlige for uddannel­sespolitikkerne ogen tilnærmelse mellem institutionerne.
We should also ask whether the recogni­tion of skills is an essential factor in this mobility. Other criteria (remuneration, the working and living environment) may be uppermost in the attitudes of employees and employers.
Men også på dette punkt må fællesskabsinstrumenternes anven­delighed og karakter præciseres, i særde­leshed når det drejer sig om at tilnærme kvalifikationer under aspektet kompe­tence, et koncept, som ikke altid er præ­cist defineret, hvilket yderligere vanske­liggør arbejdet med at opstille internatio­nale sammenligninger.
Even in terms of skills, employers ­ at least the large employers ­are likely to want to apply their own crite­ria for evaluation and investigation, for example as to the value of a given diploma.
Hermed kommer vi til de metodologiske problemer, der rejser sig i forbindelse med en europæisk kvalifikationsanalyse.
■ the situation on the German labour market, whose structure is geared more to trades than to companies and where trades are recognized and therefore easily trans­ferable.
Man kan for det første spørge om den fak­tiske indvirkning af princippet om ar­bejdstagernes frie bevægelighed på den internationale mobilitet.
The first obstacle to a comparative analy­sis of jobs and occupations is the infinite diversity in the division of labour, in other words the ways in which tasks are broken down among individuals, with wide vari­ations from one enterprise to another and from one country to another.
På baggrund af den ringe grad af intern mobilitet, der ak­tuelt gør sig gældende for størstedelen af arbejdstagerne, kan man forestille sig, at kun visse kategorier (især ingeniører og ledende personale) vil blive berørt i større omfang.
Apart from the differences noted in the workplace, we have already pointed out the differences in the manner of describing occupations as reflected in statistical nomenclature and job classification systems.
Det store pres kan risikere at komme fra tredjelande, men det vil rejse helt andre problemer.
Certain coun­tries have no system of their own and merely use an international classification such as the ILO's.
b) Det andet perspektiv vedrører mulig­heden for at overføre kvalifikationer, for så vidt angår arbejdsindhold: Er kvalifi­kationer opnået i et land gyldige i et an­det?
Others resort to a multiplicity of devices: to mention only the banking sector in France, there is noth­ing in common between the statistical clas­sification, which groups banking jobs into five or six categories, the Répertoire français des emplois, which lists 17, and the classifications specific to each branch of banking (agricultural credit, mutual credit, people's banks), which list up to about a 100.
Man kan fremsætte den hypotese, at det afgørende ikke så meget er forskellen mellem erhverv (tilbudsaspektet) som mellem de former, hvorunder arbejdsta­gerne erhverver sig kvalifikationer (efter­spørgselsaspektet).
How can an occupation be defined in any one country, then, and how can occupations be compared in several countries, unless in­depth research is con­ducted?
Dette problem vedrø­rende muligheden for at overføre kvalifi­kationer rejser sig såvel på internationalt som på nationalt plan.
Knowing that, despite the desire for progress with the social dialogue, the stand­ardization of collective agreements will not come about tomorrow, whether mi­grants' skills are taken into account de­pends on the goodwill of the two sides of industry.
I den sammen­hæng kan der henvises til den af J. J. Sil­vestre gennemførte komparative analyse (1986), der modstiller:
They do not need a Community instrument, but they must be interested in information on current regulations in other countries.
■ forvaltningen af de interne arbejds­markeder på de store franske virksomhe­der, der frembringer specifikke kvalifika­tioner, som vanskeligt kan overføres til områder uden for virksomheden
As for employers and above all workers, to be useful the information must be easy to access and consult ­ a problem, in view of the diversity and complexity of the institutions in the twelve countries.
Der er ligeledes grund til at spørge, om gensidig anerkendelse af kvalifikationer spiller en væsentlig rolle for mobiliteten.
This difference is partly the reason for the difficulty of restructuring in French indus­try.
Andre kriterier (løn, arbejdsmiljø og leve­vilkår) kan formodes at spille en større rolle for de ansattes og arbejdsgivernes holdning.
Despite the expansion of continuing training, it "still tends to adapt existing skills, reinforcing the specific nature of employees' skills in France" (Verdier, 1991 ).
■ og på den anden side situationen på det tyske marked, der snarere strukture­res i forhold til erhverv end til virksomhe­der; anerkendte erhverv, der følgelig let kan overføres.
For a better appreciation of the usefulness and nature of a possible Community meas­ure designed to facilitate mobility (pass­port, work record book, skills portfolio, index ofjobs), we should first consider the actual ways in which employers recruit and categorize the foreign workers they employ and the questions they and the social partners face.
I bevidstheden om, at harmoniseringen af kollektive overenskomster, trods øn­sket om at fremme den sociale dialog, ik­ke er lige om hjørnet, må det konstateres, at vurderingen afvandrende arbejdstage­res kvalifikationer afhænger af arbejds­markedets parters velvilje.
The solution adopted in CEDEFOP's work on job equivalence has been to bring rep­resentative partners together and ask them to arrive at an agreement on a common European definition.
De har ikke brug for et fællesskabsinstrument, men de må være interesserede i information om gældende bestemmelser i de andre medlemsstater.
The value of this definition is above all that it is the outcome of consensus and can serve as a reference framework, but it cannot reflect the diver­sity of actual situations that we have described.
Den største vanskelighed i forbindelse med en samenlignende analyse af ar­bejdsområder og fag er de uendeligt man­ge forskellige former for arbejdsdeling, med andre ord de måder, hvorpå arbejds­opgaverne fordeles mellem arbejdstager­ne, og på dette punkt er der meget store forskelle fra den ene virksomhed til den anden og fra det ene land til det andet.
c) The problems created by these two approaches to skills at European level are linked to a third: the recognition ­ or non­recognition ­ of the skills of workers from one country in another country.
Ud over disse reelle forskelle er oplysninger­ne om fagene, som tidligere nævnt, også yderst forskelligartet, hvilket afspejler sig i de statistiske nomenklaturer og i er­hvervsklassifikationssystemerne.
CEDEFOP has already done a good deal of work on the subject and we need not dwell on the concerns leading to that work: the guaran­teed free movement of workers, the provi­sion of information for the potentially job­mobile and for employers, the harmoniza­tion of training policy and the widely felt need for a common language.
Nogle lande har ikke et selvstændigt system, men anvender udelukkende den interna­tionale ILO­standardklassifikation.
Whether the aim is to find a single solution or multiple solutions to these problems, we are faced with two issues: how to state the objectives and how to choose the methods.
An­dre anvender flere forskellige klassifika­tionssystemer.
In terms of training, there is an obvious value in consultation among those respon­sible for policies, as well as in a rapproche­ment of institutions.
Som eksempel kan næv­nes behandlingen af erhverv inden for bankvirksomhed i Frankrig, hvor der ik­ke er overensstemmelse mellem statistik­ken, der grupperer disse i fem­seks kate­gorier, den franske fagfortegnelse, der opregner sytten, og endelig den enkelte afdelings egne klassifikationer (f.eks. de forskellige kreditforeninger, crédit agri­cole, mutuel, populaire), der hver især opregner omkring hundrede.
Here again, however, the value and nature of Community meas­ures have not yet been specified, espe­cially when it is a question of approaching skills from the viewpoint of competence, a concept whose definition is not always clear­cut, making international compari­sons all the more difficult.
Man må således spørge, hvori et givet fag be­står i et givet land, og hvordan man skulle kunne sammenligne erhvervene i flere lande uden dybtgående undersøgelser?
Looking at the low level of mobility of most workers within their own countries, it might be felt that only certain categories (engineers and middle manage­
Denne forskel bidrager til at forklare, hvorfor det er vanskeligt at gennemføre omstruktureringer i den franske industri.
Another solution is to start not with occu­pations but with tasks, and this is the solu­tion explored in CEDEFOP's experimen­tal job profiles project.
Trods udbygningen af efter­ og videreud­dannelserne holder denne industri »i vid udstrækning stadig fast ved tendensen til at tilpasse arbejdskraften til et bestemt ar­bejde, og den har forstærket den specifik­ke karakter af franske lønmodtageres kvalifikationer« (Verdier, 1991 ). Dette er afgjort en reel hindring for mobiliteten uanset lovforanstaltninger.
Based on the view expressed above on sectoral specificity, and making the initial assumption that there are sets of tasks corresponding to the creation of a product or the exercise of a calling, efforts are made to draw up a European matrix of tasks or sets of tasks.
c) De problemer, der rejser sig i forbindel­se med ovennævnte to analyser af kvalifi­kationsproblemet inden for Fællesskabet
Even so, this difficulty inevitably recurs when the second step is taken and the aim is to compare occupational structures in each
For bedre at kunne vurdere nytten af og de karakteristiske træk ved et eventuelt fællesskabsinstrument, der sigter mod at fremme mobiliteten (pas, erhvervsuddan­
The choice of methods requires us to con­sider the methodological problems posed by a European approach to skills.
■ Hvad der har at gøre med lovbestem­melser, navnlig hvad angår de lovregule­rede erhvervs ækvivalering af eksamens­beviser.
It is hard to see how such a comparison could be reduced to simple terms.
Hermed imødekommes behovet for en fælles ter­minologi, og man undgår de vanskelighe­der, der er forbundet med de mange for­skellige former for arbejdsdeling, som ud­gør et stort problem, når man baserer un­dersøgelsen på en sammenligning af fag.
It is also possible for the rapprochement of qualifications and classification systems to take place directly within undertakings or groups of undertakings, using the same job qualification methods, as proposed by consultants (forexample, the Hay method).
Det er svært at se, hvordan en sådan sammenligning skulle kunne reduceres til enkle ele­menter.
This would mean that harmonization would be based on private initiative, without waiting for Community guidelines or decisions.
Note redi­geret af O. Bertrand, M. Mobus, F. Pottier, C. Ro­mani og E. Verdier til Conseil national de la statis­tique, 1991.
Memorandum by O. Bertrand, M. Mobus, F. Pottier, C. Romani et E. Verdier, for the Conseil National de la Statistique, 1991.
■ Hvad der har at gøre med informering af en bred offentlighed; en sådan infor­mation er afgjort nødvendig, for så vidt angår uddannelsessystemerne og eksa­mensbeviserne; måske også hvad angår beskæftigelse, men behovene må præci­seres yderligere, såvel hvad angår fag og erhverv som uddannelser og kompe­tencer.
■ comparative studies, which are all the more useful if they are conducted in a systematic, homogeneous manner, gradu­ally helping to formulate a common lan­guage and serving as the foundation for other types of solution. All this, however, calls for efforts to synthesize and make the information transparent if the work is to be addressed to others besides technicians;
Jones, H. C. — Interview, Erhvervsuddannelse, 1/1990.
Vocational Training. 1/1990.
■ Hvad der har at gøre med komparati­ve analyser. Disse vil være mere anvende­lige, hvis opstillingen er systematisk og ensartet og dermed gradvis kan bidrage til udarbejdelsen af en fælles terminologi og fungere som fundament for andre ty­per svar.
A preliminary conclusion is apparent from this analysis: in view of the complex and specific nature of the concept of skills, it will be harder in this field than in others to move forward along the path to European unification by bringing in rules, standards and wholesale measures.
Med henblik herpå er det nød­vendigt at gøre opstillingerne overskueli­ge og læservenlige, så at de ikke kun hen­vender sig til sagkyndige.
A differential approach is more realistic than the quest for a global approach to all the problems.
■ Endelig hvad der har at gøre med sam­råd, dels mellem arbejdsmarkedets par­ter, og dels mellem uddannere, og som kan henføres til tidligere udført arbejde.
While it is not too difficult to identify such skills, their evaluation, meas­urement and comparison are quite a differ­ent matter.
En første konklusion kan drages af denne analyse: I betragtning af kvalifikations­begrebets kompleksitet og særlige karak­teristika vil det være vanskeligere på det­te område end på andre at nå frem til en europæisk enhed på grundlag af regler, bestemmelser og tunge foranstaltninger.
In matters of training, a mechanistic ap­proach to the relation between training and employment seems even less suitable on the European level than it is on the national level. Training policy cannot be short term; it must have broader aims.
En differentieret fremgangsmåde fore­kommer mere realistisk end en global en­hedsløsning.
Among those aims, it is legitimate to take into account the growing interest in skills, especially behavioural skills. But how is this to be done?
Contribution aux mélanges A. Tiano (endnu ikke offentliggjort).
Contribution aux mélanges A. Tiano (Inequalities of access to continuing training funded by employers.
For så vidt angår uddannelsessystemer­ne, forekommer en mekanisk opfattelse af forholdet uddannelse­beskæftigelse at være endnu mindre hensigtsmæssig på
■ statistical identification and classifica­tion, of interest primarily to the profes­sionals; one of the questions arising here is on the relations between the European System for the International Clearing of Vacancies and Applications for Employment (SEDOC) and a possible European adaptation of the ILO classifi­cation;
Artiklen forsøger gennem kva­liñkationsbegrebets forskellige betydninger at analysere det som den ansattes forbold til sin be­skæftigelse.
In this article the author looks at the differing meanings of the concept of "skills" and defines them as the work er's relationship with his work.
I ansættelsesforholdet står kvali­fikation ved uddannelse og ud­dannelse ved beskæftigelse i beskættigelsesbeslutningernes midtpunkt.
In the work relationship, skills are the focal point in determining the job done as a result of training and the training provided by the job.
I denne forstand forstår man også den i litteraturen fornemmede gradvise for­skydning af kvalifikationsbegrebet hen imod kompetencebegrebet.
worker's skills on the one hand, and the skills required in a job on the other.
Er det ikke selve grundbegrebet for rationelle ar­bejdsorganisationsteorier?
But how can the skills required in a job be defined if that job cannot be viewed in isolation from working qualities?
Det gæl­der i så høj grad, at overgangen fra kvali­fikation til kompetence ser ud til at passe godt ind i et forsøg på legitimering af den af hver enkelt indtagne plads.
Similarly, a worker's skills cannot be viewed purely as a body of knowledge, but only as the extent to which he relates to a job.
Ved kvalifikation forstås enten de nød­vendige evner til at besætte en stilling, det er det, den ansatte er i besiddelse af, eller de krav, stillingen stiller.
This is the explanation for the gradual, discernible shift in the literature away from the notion of "qualifications" and towards the notion of "expertise".
Der er altså dels tale om arbejdsderens kvalifikation, og dels om stillingens kvalifikationskrav.
Is this not the basic concept of rational theory on the organization of labour?
Kvalifikationen bruges til rang­ordning og til oprettelse af skille­linjer mellem lønmodtagerne. Ud fra dette synspunkt udtrykker den en social vurdering af ar­bejdsopgavernes differentiering.
Skills serve to create a workforce hierarchy and to establish distinctions among its members and, in this re spect, they stand for a social evaluation of the differences between jobs.
Det samme gælder, hvis man prøver på at sondre mellem erhvervskvalifikation og social kvalifikation.
Skills, then, are the relationship between the worker and his work, in other words the job relationship.
Hvis man anser den­ne skelnen for mulig, forudsættes det umiddelbart, at der kan findes en kvalifi­kation, der ikke er social og følgelig en na­turlig konsekvens af teknikken.
This being so, skill structures can be identified and we can look further: to the breakdown of workers within undertakings and in sectors of employment.
Kvalifikationen ligger altså i den ansattes forhold til sit arbejde, dvs. i beskæftigel­sesrelationen.
The same applies when one attempts to distinguish between vocational skills and social skills.
Under disse omstændighe­der kan man opregne kvalifikationsstruk­turerne, dvs. stillingernes indplacering og rangordning, som refererer til de ansattes fordeling på virksomhederne og inden for de forskellige aktivitetssektorer.
If this separation is seen as possible, the immediate assumption is that there may be skills which are not social and therefore naturally arise from techniques. niques.
Ved første øjekast er alle klar over, hvad der menes med kvalifikation.
At first sight, everyone knows what skills are.
Læger er mere kvalificerede end blikkenslagere og mekanikere, men ikke så kvalificerede som ingeniører.
Doctors are more skilled than plumbers and mechanics, less highly qualified than engineers.
Selv om der måske i visse tilfælde hersker lidt tvivl: Er f.eks. edb­folk mere eller mindre kvalificerede end tegnere? Her er der dog tale om en letkøbt generalisering af typen: Alle franske kvinder er rødhårede, tyskere er discipli­nerede og belgiere elsker pommes frites.
The relative standing of one category or another may be doubtful: are computer people more or less skilled than draughtsmen? - but there is an intuitive classification based on what is apparent, just as one could say that French women are redheads, Germans are orderly or Belgians like chips.
Kvalifikation betegner altså en proces, der ud fra beskæftigelsessituationer fører til gruppering af mennesker med efterføl­gende indplacering af dem for at differen­tiere dem ved rangordning.
By skills, then, are meant a process that helps to create groups of individuals based on employment situations, and then to classify them and differentiate among them by defining a hierarchy.
Da indplace­ringen bestemmer lønningerne og leve­og arbejdsvilkår står de også i midtpunk­tet af såvel de forskellige former for iden­tifikation og samarbejde, der knytter sig til arbejdssituationerne, som til de kon­flikter, der på samme tid samler og split­ter de ansatte.
To the extent that such a classification determines their earnings and living and working conditions, skills are also the focus for the forms of identification and cooperation associated with working situations, as well as for conflicts that both unite and divide the workforce.
Men allerede ved disse enkle udtalelser refererer man til forskellige analyseni­veauer.
By skills are meant the abilities needed to hold down a certain job, in other words a worker's inherent qualities or the abilities demanded by the job itself. We have the
Men er arbejdets historie andet end den sociale fremstilling af erhvervsaktiviteter og ­områder?
Yet what is the history of work if it is not the history of the social production of occupational activities and space?
I den industrielle revolu­tions første dage blev arbejdernes uddan­nelse til mekanisk arbejde beskrevet som et forsøg på at komme omflakken til livs og ved løn at få folk til at acceptere et be­stemt arbejde på spinderierne.
At the start of the industrial revolution, the stated aim of training men for mechanical work was to abolish vagabondage and, by offer ing a wage, to make people do a certain job in the spinning mills.
Belgiske parlamentariske dokumenter ') fra 1886 beskriver oprettelsen af husholdnings­skoler for piger som erhvervsuddannelse, fordi disse skoler tjener »til udryddelse af arbejderkvinders forestillinger om luksus og ødselhed ved at lære dem at klæde og ernære sig økonomisk og at bibringe dem familiesans for at dæmme op for moralsk og økonomisk uføre«.
In Belgium, Parliamentary papers' in 1886 described the schools where girls learned the domestic arts as providing occupational training, in that they served "to eradicate ideas of luxury and spending among women work ers, teach them economic ways of dress and nourishment and instil family values in order to combat moral and economic disorder"!
Året efter, i 1887, efter dampskibets opdukken, var belgisk fiskeri ude i en alvorlig krise. Det beslut­tedes da at oprette fiskeriskoler »for at højne fiskernes åndelige og moralske niveau«.
One year later, in 1887, the arrival of the steamboat brought about a serious crisis in Belgian fisheries, and it was decided to set up fishery schools "to improve the intellectual and moral stand ards of fishermen".
Et spørgsmål om ord
Secretary Genera I to the Institut de
I en sproglig undersøgelse af anvendelsen af ordet kvalifikation konstaterer Josiane
The aim in so doing is to legitimize skills over and above social relationships, in the final analysis to "naturalize" the hierarchies arising from those relationships.
Ved denne metode drejer det sig faktisk om et forsøg på at legitimere kvalifikatio­nerne ud over de sociale relationer, dvs. i sidste ende at give den deraf følgende rangorden »borgerret«.
The occupational is the social: as Jacques Rancière says, "a real cobbler is not some one who makes good shoes, it is someone
Boutet dets mange betydninger, som skyldes, at betegnelsen kvalifikation ude fra påtvinges de ansatte, der herefter be arbejder betydningen deraf for at opnå andre indplaceringer3).
Basically, the sociology of work has en joyed academic freedom in that - unlike Taylorism - it no longer reduces the field of skills merely to the technical things that the worker is assumed to do.
således indhøstet uformel kunnen.
A matter of words judge them.
Men har projektet til arbejdsorganisation af enhver art i grunden nogen sinde været anderledes?
You can be a semi-skilled worker, for example, but have a qualification, or you can acquire the grade of a skilled worker without having a qualification.
Den kvalifikation, der indrømmes ved er hvervsmæssig indplacering, er afhændelig.
Achieving a certain job status is not synonymous with being or not being qualified.
Bagefter kan man igen blive specialarbejder.
Being skilled is a quality peculiar to
Derved sikrer beskæftigelsesmarkedet en sammenhæng mellem arbejdspladsernes interne orden og samfundsordenen uden for virksomheden.
In analysing the use of the French word the individual, and is thus the field of qualification = "skills", "working status" qualification claimed.
Derved fremkalder arbejdsorganisationsformerne, som også er indplacerings- og aflønningsformer for stillingerne, under forskellige former to anerkendelsesprocedurer.
Everyone knows, as J. Boutet also points out, that it is not just qualifications that are needed to move upward.
Dels en formel og institutionaliseret anerkendelse, der omsættes i indplacering og aflønning, dels al den erhvervs mæssigt socialiserede og interioriserede kunnen 4).
Favouritism, arbitrary circumstance and luck also play their part.
At sætte kvalifikation i midtpunktet af en helhed af bestemmelser af beskæftigelsen ved uddannelse og af uddannelsen ved beskæftigelse fører til at forklare arbejds-
This arises from the fact that it is a label affixed on people from without, and those people then rework its meaning in such a way as to end up with other forms of categorization.1