natgillin/translations-raw huggingface dataset:
Ovennævnte tendens medfører i nogle tilfælde, at uddannelsesansvaret decentraliseres og placeres på regionalt plan eller på butiksplan, hvor der i så fald udnævnes en uddannelsesansvarlig.
There are also other patterns based on study groups set up in different areas, which have to ensure that training needs are consistent with the goals of the company plan and that the training content is well-suited to the operatives' needs.
På lokalt plan beskæftiger man sig især med fastlæggelse af behov, planlægning og iværksættelse af uddannelsesaktioner, medens ansvaret for ind hold og udarbejdelse af undervisningsmateriale ligger hos den centrale ledelse.
Identification of needs may go together, in some cases, with the formalization of procedures and practices and with the formulation and updating of job descriptions.
Uddelegeringen af uddannelsesbeføjelser til de lokale ledere og disses prioriteringer kan undertiden komme i konflikt med de mere kortsigtede økonomiske målsætninger.
For instance, this process may involve a number of specialists and of supervisors from the. stores.
Rapporten beskriver flere programmer, der sigter mod at skabe bedre forfremmelsesmuligheder for de kvindelige ansatte og hjælpe dem med at lokalisere og videreudvikle deres evner, personlige egenskaber og faglige interesser med henblik på at optimere karrieremulighederne.
In other instances, training needs are assessed at annual individual interviews with all staff members.
Der er desuden et par eksempler på uddannelsesmøder for kasseassistenter.
In still others, needs are assessed by an overall revision of per sonnel management policy with the help of individual consultants.
I flere lande er fagforeningernes og de ansattes deltagelse i uddannelsesplanlægningen og i kontrollen med dennes finansiering lovfæstet.
In a number of firms, it could be defined as a post-self-service era, com bining as far as possible the advantages of selfservice (for the customer and the firm) and of per sonal service (for the customer).
De spiller klart nok en mere aktiv rolle i forbindelse med grunduddannelsen, navnlig i de lande, hvor der ikke findes en særlig faguddannelse inden for detailhandel; der er eksempler på, at arbejdsmarkedets parter i fællesskab har taget initiativ til at etablere eller forbedre uddannelsesprogrammer.
This has clear implications for training, the function of which is quite different according to the concept of selling and to the product sold.
Det er ikke muligt på grundlag af undersøgelsen at sætte tal på disse aktiviteter eller at vurdere uddannelsesinitiativernes virkninger, for så vidt angår antallet af personer, der har deltaget i uddannelse.
It is worth under lining that a number of the firms surveyed had no training organization at all until recently, when new measures were taken to set up training de partments and training centres, to define plans and objectives and to develop curricula.
For så vidt angår efter- og videreuddannelse ser situationen en smule anderledes ud; selv om der er stigende interesse for dette område, og det hidtil har været et mindre konfliktpræget område, er fagforenings- og personalerepræsentanterne sædvanligvis ikke direkte involveret i planlægning og programmering (i hvert fald ikke på butiksniveau).
The sur vey shows that in 70% of the cases reviewed there were thorough organizational changes during the last seven years, many of them during the last two years.
4.1.6 Målgrupper og adgang til uddannelse
88% of the companies had a training department in 1985.
Deltagelse i uddannelse er ofte frivillig, men udvælgelsen af deltagerne henhører normalt under den overordnede ledelse.
In a number of retail firms surveyed, the business strategy had recently changed, either towards a higher quality of product and service, or towards different groups of customers, or towards creating a new image.
Den nye strategi, der sigter mod uddannelse af personalet som helhed, indebærer de facto pligt til at deltage.
This has gone mostly together with a new emphasis on the education and train ing of the staff, especially of shop assistants.
I nogle tilfælde kan der konstateres en vis modvilje mod en sådan deltagelse fra ledelsens side (arbejdsbyrde, manglende interesse), og undertiden også fra de ansattes side (f.eks. på grund af risikoen for at miste løntillæg).
This type of training includes together an appropriate knowledge of the products and the attitudes and behaviour which are consistent with the image that the company would like to enhance.
Selv om antallet af selvstændige erhvervsdrivende til stadighed mindskes, repræsenterer disse dog
A significant and widespread trend concerns the tendency to internalize training, which is now the responsibility of the company itself, rather than of outside firms or training centres.
• korte møder, hvor emner af fælles interesse drøftes på arbejdsstedet.
mon (in 80% of the case studies), particularly in food shops, but to a lesser extent in super/hypermarkets, where they are a minority.
Et interessant tiltag består i at åbne forretningen en halv time senere en gang om ugen og bruge tiden til at holde et uddannelses- og informationsmøde for hele personalet.
So far cash iers have received lesser training and stockroom clerks would seem to be the category most frequently left out of any type of training.
Uddannelsesprogrammerne er sædvanligvis mo dulopbyggede.
One aspect of internalization is the creation of internal training institutes or universities offer ing a range of programmes to the staff of the company (or of the network of small shops).
Indholdet svarer, navnlig for salgspersonalets og mellemledernes vedkommende, til de nye markedsforhold, og der lægges særlig vægt på produktkendskab, serviceorienterede salgsteknikker og kundevenlig adfærd.
An other one is the new role assigned to managers and supervisors in the delivery of training: a role which requires an appropriate training and which may be conflicting with their other duties.
Programmerne imødekommer ligeledes virksom hedernes konkrete behov med hensyn til ændringer af virksomhedspolitikken og organisatoriske omstruktureringer.
Internalization of training programes runs the risk of becoming too specific to meet the broader needs of both the employers and employees.
Casestudierne har kun tilvejebragt spredte og utilstrækkelige oplysninger om udgifterne til uddannelse.
The new emphasis on training as part of a global commercial strategy implies normally more attention for the training of all employees.
Ca. en tredjedel af de omhandlede virksomheder ligger ikke inde med oplysninger desangående.
Thus, several companies are expressing a new concern for the training of parttime staff, who bear great pressure and are in direct contact with customers at critical moments.
For de øvriges vedkommende er de fremskaffede oplysninger ufuldstændige, og nogle relaterer udgifterne til lønsummen, andre til omsætningen og atter andre til antallet af ansatte.
There are two in stances of courses designed specifically for ethnic minorities or for "multicultural management". ment".
Der kan ligeledes konstateres en tendens til at lade personaleuddannelsen omfatte virksomhedskultur og -organisation. I nogle firmaer omfatter uddan nelsen mere generelle emner, såsom omkostningspolitik, avancer m.m.
The report describes several programmes de signed to encourage women's promotion and to assist women in identifying and developing their own abilities, personality characteristics and occupational interests, so that they can optimize their career potential.
I eksempelmaterialet er der to virksomheder, der i deres programmer har medtaget miljøproblemer.
There are also a few examples of training sessions for cashiers and checkpoint clerks.
Det er kun i Frankrig, hvor det ved lov er fastsat, at virksomhederne bidrager til de ansattes efter- og videreuddannelse, at der forefindes statistikker for såvel hele landet som for den enkelte virksomhed.
Internalization may well go together with a fair amount of decentralization of training responsibilities at the regional or store level, where there may be a training supervisor.
Der kan registreres følgende hovedtendenser: uddannelsesudgifterne i detailhandelen er lavere end gennemsnittet på landsplan; de er højere i store virksomheder end i små; de er steget i løbet af de seneste år; de er højere i de i undersøgelsen repræsenterede virksomheder end i sektoren som helhed.
At the local level, training needs are identified and the delivery is planned and implemented, while the central level is responsible for the preparation of contents and of teaching materials.
De nationale rapporter synes at vise, at disse iagttagelser gælder for størstedelen af de europæiske lande.
With the del egation of authority for training to the local man agers there may, however, be some conflicts of priority with more short-term economic objectives. tives.
Det er interessant at bemærke, at selv om teknologien spiller en stadig større rolle for konkurrenceevne og administration, indtager dette emne en yderst begrænset plads i uddannel sesprogrammerne.
They obvious ly play a more active role in the area of initial training, particularly when there is no specific training for retailing ; there are instances of joint initiatives by social partners to create or improve training programmes.
Det skyldes, at betjeningen af datamater er blevet meget enkel.
Access to training is often voluntary, but the identification of potential trainees is in most cases the reponsibility of management.
Kun det ledende personale har brug for et kursus i tilpasning af basisprogrammel.
The new approach aiming at the training of the whole staff involves de facto an obligation to participate.
Virkningerne af informationsteknologiens udbredelse er mere indirekte, nemlig en mere avanceret og strammere organisation, der kræver et kvalificeret personale med et bredere kendskab til arbejdsmiljøet.
In several instances, it is reported that there is some reluctance on the part of supervisors to send their employees for training (commercial pressure, lack of interest), but also sometimes on the part of employees themselves (for instance, possible loss of bonus for salespersons).
Decentraliseringen medfører ofte, at detaljerede undervisningsplaner og pædagogisk materiale udarbejdes i uddannelsesafdelingen til brug for de overordnede ledere og afdelingslederne. Det tilstræbes at give uddannelsessystemet multiplikatoreffekt, således at hvert niveau i hierarkiet uddanner det underliggende niveau.
With regard to continuing training, the situation looks somewhat different: although interest for the subject seems to be constantly growing and it has been, until now, a less conflicting area, unions' and employees' representatives are usually not directly involved (at least at the outlet level) in the planning and programming.
Størstedelen af virksomhederne havde intet at sige herom.
4.1.7 Contents and methods Curricula are usually conceived in a modular way.
Kun nogle få anførte, at der havde fundet en evaluering sted fra kursusdeltagernes side eller kom ind på spørgsmålet om relationen mellem arbejdsmæssig placering eller forbedret faglig status og deltagelse i uddannelse.
Particularly for sales personnel, and also for their supervisors, training contents are meet ing the new realities of the market, usually with special emphasis on products and on sales techniques based on the concepts of customer service and attention.
En af virksomhederne anførte, at man var i færd med at analysere dette komplekse problem, der kun kunne behandles globalf og indirekte.
They are also responding to the firms' particular needs related to changing policies and organizational restructuring.
Undervisningsmetoderne følger de generelle tendenser på uddannelsesområdet.
An increase in training of sales staff on the company's cultural and organizational features has also been noted.
De ansattes arbejdssituation betyder, at de generelt er mere motiverede for en praktisk behandling af deres daglige problemer end for en skolepræget undervisningsform.
Some firms are extending their training to more general subjects, such as costs, margins and so on.
Derfor finder uddannelsen kun sjældent sted i undervisningslokaler, men som regel på arbejdsstedet.
Two firms in the sample had included in their programmes ecological and environmental issues.
• selvstudier på grundlag af korrespondancekurser, håndbøger og audiovisuelt materiale;
4.1.6 Target groups and access to training Although their relative share is constantly de creasing, independent workers still represent 20 to 30% of employment in retail trade (80% in Greece).
Den generelle konklusion af undersøgelsen må være, at der stadig er meget at gøre med hensyn til tilvejebringelse af systematiske oplysninger om uddannelsessituationen i detailhandelen.
But this is beginning to change, particularly when they belong to voluntary chains: in this case, the training of owner-members has become one of the strategic, key questions for the future. Train ing is seen as an important factor of group cohesion.
Det har ikke været muligt med det relativt beskedne eksempelmateriale vi råder over, og det er målet for den kommende EF-statistik.
It may be a means to achieve more homogeneity and efficiency, through joint definition and application of homogeneous procedures, organization principles, selling concepts and management methods.
Men de særlige forhold, der gør sig gældende inden for detail handelen, og den uformelle karakter af en stor del af uddannelsesindsatsen kan gøre en sådan undersøgelse særdeles vanskelig.
Nevertheless, problems remain as many owners of small shops feel that they cannot spare any time for training or do not see the need to be trained.
• vekselkurser med lange praktikperioder og tutorstøtte, som ¡sær anvendes til uddannelse af det ledende personale;
In larger firms, it is for shop assistants (salespersons) that training opportunities are more com
prioritering af erhvervsrettet uddannelse og fastlæggelse af nationale erhvervskvalifikationer i Det Forenede Kongerige;
managers or supervisors require a specific train ing for the adaptation of standard software.
• relativt større problemer med at finde kvalificeret personale i Tyskland, Nederlandene og
The impact of information technologies is more indirect : they imply a more sophisticated and more rigorous organization which can work only with competent people having a broader understand ing of their work environment.
Differentiering af kundekredsen og forbedret kundeservice er to vigtige faktorer, der skaber nye uddannelsesbehov og -politikker i virksomhederne.
Only a few could refer to the evaluation of the training courses by the students themselves, or to the relationship with the final assignment or the promotion of trainees.
Sideløbende hermed peger udviklingen i virksomhedskulturen i stigende grad på nødvendigheden af efter- og videreuddannelse.
One of them indicated that it was giving due consideration to this com plex problem, which has to be seen essentially in a global and indirect way.
• statens forholdsvis større rolle i fastsættelsen af regler og retningslinjer og i bidraget til finansieringen af personaleuddannelse i Frankrig;
Decentralization often implies that detailed plans and teaching aids are prepared by the training departments to be used by managers and super visors at the local level.
Arbejdsvilkårene, såsom arbejdstid, lave lønninger, stor personaleudskiftning, manglende stabilitet i ansættelsen og karriereudsigter er altsammen faktorer, der har ¡nflydelse på etableringen og gennemførelsen af uddannelsesprogrammer ne.
It is attempted to set up a multiplier system whereby each level of the hierarchy trains the lower one.
På trods af de enkelte landes særtræk kan de virksomhedsinterne uddannelsesinitiativer gruppe res omkring tre tendenser:
This could not be achieved with the comparatively small sample surveyed and it is the objective of the future EEC statistical survey.
På baggrund af de seneste års demografiske udvikling kan detailhandelen risikere at komme til at mangle arbejdskraft, en tendens, der allerede gør sig gældende, i hvert fald hvad angår ledende personale og faglært arbejdskraft.
But the particular context of the retail sector and especially the informal nature of much of the training activités will demand specific actions to be taken.
• de, der baserer sig på grunduddannelsen som den vigtigste kvalificeringsstrategi inden for forvaltningen af de menneskelige ressourcer.
Pedagogical methods are following the general trend in training.
Denne politik er længst fremme i de lande, der har et veludviklet sektoruddannelsessystem eller et dualt uddannelsessystem, hvori virksomhederne spiller en aktiv rolle i grunduddannelsen og tilpasser denne til deres særlige behov, sådan som det er tilfældet i navnlig Tyskland og Danmark.
The cultural context contributes to the fact that the staff is essentially motivated for a concrete approach of their daily problems and not for an academic one.
• de, der baserer sig på et samarbejde mellem virksomheder, enten via sammenslutninger og organisationer eller samarbejdsnet mellem virksomheder på grundlag af fælles indkøbsorganer eller franchisevirksomhed.
This explains why there is little classroom and face-to-face training and much on-the-job training.
Denne politik er mest udbredt i de små virksomheders mest dynamiske sektorer og ville afgjort være egnet for de lande, der har en stor andel af små virksomheder.
Five types of pedagogical methods have been identified:
Inden for en konkurrenceorienteret strategi med vægt på kvalitet er salgspersonalet blevet en strategisk vigtig gruppe, da det er dem, der udmønter salgskonceptet i praksis over for kun derne i kraft af deres adfærd og kundskaber.
• self-learning, through correspondence courses, textbooks or audio-visual materials ;
Det gælder ¡sær store virksomheder, som har de nødvendige ressourcer til selv at tilrettelægge uddannelse, i særdeleshed gælder dette for de virksomheder, der har valgt af satse på de højere markedsudsnit.
The growth, a recent development in many instances, of the number of training activities in the firms within the sector, and the change to a more strategical role of training within the firm's human re sources policy.
• kulturelle faktorers betydning for overvægten af små familievirksomheder i Grækenland;
• business games (three firms in the survey) ;
• hurtig forøgelse af antallet af multinationale virksomheder i Portugal;
• sandwich courses, with longer periods of practical experience with the help of tutors.
På baggrund af ovenstående kan der drages visse konklusioner vedrørende den fremtidige udvikling på området.
Both trends are in line with the new conditions of competitiveness in the sector and with the evolution of the firms' market strategies.
For det første må afstanden mindskes mellem efter- og videreuddannelsestiltagene i virksomhederne og de eksisterende grunduddannelsessystemer. nelsessystemer.
Simultaneously, cultural changes between employers and employees, which confer a rising relevance to continuing training, also act as stimuli for the development of training ac tivities.
• mange nyskabende og avancerede filtag i Irland;
• short meetings to discuss common interest matters in the work environment.
• et relativt højere uddannelsesniveau og større interesse for uddannelse i Danmark;
An interesting experience is the practice of delaying the open ing of the store for half an hour every week and of providing a training and information session intended for all the staff during this period. riod.
For det andet er nødvendigheden af at oprette partnerskaber mellem små virksomheder med henblik på at udforme et uddannelsessystem, der svarer til deres behov, nu meget mere presserende
Employment conditions, such as working hours, low wages, staff turnover, employment stability and career prospects are factors which influence the implementation of training programmes.
end tidligere på grund af den øgede konkurrence, disse virksomheder udsættes for.
4.1.8 Cost and efficiency Case studies brought only scarce information on the cost of training.
dokument: »Memorandum om uddannelse i detail handelen« (oktober 1988).
About one third of the firms surveyed had no information available.
Dette dokument om handler de vigtigste spørgsmål vedrørende ud dannelse i denne sektor og pointerer de mest interessante elementer for begge parter.
Data collected in the others are incomplete: some of them relate the expenditure to the amount of wages, others to the sales, others to the number of em ployees.
For det tredje viser de store virksomheders tendens til at placere uddannelserne på virksomhederne, at arbejdsgiverne tillægger personaleuddannelsen stor betydning som led i virksomhedsstrategien.
If we bear in mind the new demographic trends, a shortage of labour available for retailing is likely to exist in the future, and it has already been detected, at least for management and skilled jobs.
Om end det ikke nødvendigvis er tilfældet, indebærer denne tendens en risiko for, at der satses på overdreven tilpasning til de mest umiddelbare behov i stedet for en kvalificerende grunduddannelse, hvilket kan forringe arbejdstagernes mulighed for at filpasse sig et marked i stadig udvikling, ligesom det kan risikere at nedprioritere de ansattes erhvervsmæssige interesser. resser.
If the retail trade sector wants to re main attractive to the skilled workforce in the next few years, it will have to enhance its image by providing wider possibilities of training and a professional career and by improving its working conditions so that the expectations generated with regard to continuing training do not change to frustration, which would increase in turn the staff turnover.
I betragtning af de konstaterede vanskeligheder med at definere efter- og videreuddannelsesaktiviteterne forekommer det nødvendigt med en mere indgående analyse af uddannelseskravenes særlige karakter i detailhandelen.
It is only in France that, as a result of the legislation on the contribution of companies to the train ing personnel, statistics are available at the national level as well as in the firms surveyed.
Nogle af disse krav er af generel karakter (adfærdsrelaterede kompetencer og bredt kendskab til principperne for handel og ledelse).
The national reports indicate that these findings could apply to most other European countries.
Nærværende studie har understreget nødvendig heden af at lade uddannelse indgå som led i en mere vidtspændende politik for forvaltning af de menneskelige ressourcer.
The question concerning the evaluation of the economic returns and more generally of the re
En vurdering af mulighederne for at overføre erfaringer og forsøg må naturligvis tage hensyn til såvel nationale forskelle som forskelle mellem virksomhederne.
In a strategy of competitiveness and quality, shop assistants have become a strategically important group in the transfer of the sales concept to customers through their own behaviour and knowledge.
I den sammenhæng kan handelsstrategi og salgskoncept vise sig at være vigtigere end virksomheder nes størrelse, i hvert fald for mellemstore og store virksomheders vedkommende, medens situationen for de små selvstændige butikker selvfølgelig er speciel.
This requires the involvement of all the staff in training activities, which means that the sector will have to improve the attention devoted to segments of staff which have traditionally received
Andre er specifikke og kræver kun en kortvarig og uformel introduktion (produktkendskab, virksomhedens image), hvilket rejser problemet med certificering af uddannelsen.
• those grounded on the internalization of train ing activities.
For stor vægt på alt for specifikke programmer og alt for kortvarige uddannelsesmøder ville være i strid med hen stillingerne i Det Europæiske Memorandum om Erhvervsuddannelse, der er udarbejdet af de sociale parter i detailhandelen. Memorandum mets henstilling om fastlæggelse af normer for mindstekrav til uddannelse forekommer relevant i denne sammenhæng.
This is more in line with the policy of large firms which have the necessary re sources to organize their own training activities, mostly among those firms which have chosen a strategy of high segments of the mar ket, with a view to reducing the high costs of external training and in order to better adapt training to the firm's general policy.