natgillin/translations-raw huggingface dataset:
I de seneste år har man vist kvinders ud dannelsesbehov særlig opmærksomhed.
In recent years special attention has been paid to the training needs of women.
Der er blevet gjort fremskridt, når det drejer sig om at løse nogle af problemer ne. Dette særnummer ser på de aktivite
Progress has been made in overcoming some of the problems.
Cambridge: Huntington Publishers, 1984, 140 s ISBN 0 906 389 07 0 bejdsgiverne; de beskriver deres egne førstehåndserfaringer, de evaluerer og bedømmer kursernes virkning, de sammenligner dem med andre, og de kom mer med egne forslag.
Cambridge: Huntington Publishers, 1984, 140 pp., ISBN 0 906 389 07 0 first-hand experience, evaluating and assessing the effects of these courses, comparing them with others, and making their own suggestions.
Bogen slutter med forfatterens egne konklusioner om dette materiale, om sådanne kursers virkning, effektivitet og nytte, og drøfter konsekvenserne for planlægning og praksis.
The book ends with the author's own conclusions about this evidence, about the effects, the effectiveness and the efficiency of such courses, and considers their implications for policy and practice.
Bogen skitserer baggrunden for, hvor dan lærere lærer mest effektivt og beskriver pionerarbejde inden for særlige lærerkurser.
Training research.
Patentløsninger findes ikke...
There are no patent answers...
når det drejer sig om unge arbejdsløses erhvervsmæssige integration.
ensure the success of training and employment initiatives.
Nye projekter, der er tilpasset de specifik ke vilkår er nødvendige, hvis der skal gen nemføres vellykkede uddannelses- og be-skæftigelsesinitia tiver.
when the vocational integration of un employed young people is concerned. New, tailor-made projects are needed to
»Kvalifikation for alle« hedder den aktuelle CEDEFOP-undersøgelse.
Training for everyone '
— En værdifuld støtte for politiske beslutningstagere, praktikere og planlæggere i forbindelse med planlægning, organisation og gennemførelse.
This is the title of a new CEDEFOP study. — A valuable guide for policy-makers, practitioners and planners for the organization and implementation of relevant programmes.
Deltaljeret udarbejdede strategiforslag, kritiske beskrivelser af nye projekter in den for EF samt en omfattende informationsdel giver Dem tilskyndelser og beslutningskriterier, så Deres idéer bliver til bæredygtige koncepter og velgennemførte initiativer.
Detailed strategy proposals, critical de scriptions of new projects in the EC and a comprehensive information section offer you new ideas and criteria for your decisions and for the development of sound concepts and successful initiatives.
Skriv venligst til os, hvis De ønsker at bestille denne nye undersøgelse.
Write to us if you would like to r receive this study
CEDEFOP har i ti år arbejdet i medlemsstaternes og Kommissionens tjeneste inden for forskning, information, dokumentation i forbindelse med beskæftigelse af unge, uddannelse af voksne, sammenlignelighed mellem kvalifikationsniveauer og mellem erhvervsuddannelsessystemerne, uddannelse af handicappede osv.
For the last decade, CEDEFOP has pro moted and conducted research and has developed an information and documentation service on behalf of the EC Member States and the EC Commission, dealing, amongst others, with youth and work, adult education and training, com parison of qualifications and vocational träning systems, and training for disadvantaged groups.
Meddel os endvidere, hvis De er interesseret i at få tilsendt informationer om CEDEFOP's arbejde.
Please indicate whether you are interested in receiving other information on the work of CEDEFOP.
Det Europaelske Center for Udvikling af Erh vorvsuddannelse D-1000 Berlin 15 Bundesallee 22 Tlf.: (O 30) 88 41 20 Telex 1 84 163 eucen d Telefax: (O 30) 88 41 22 22
CEDEFOP European Centre for the Development of Vocational Training D-1000 Berlin 15 Bundesallee 22 Tel.: (O 30) 88 41 20 Telex: 1 84 163 eucen d Telefax: (0 30) 88 41 22 22
Pris i Luxembourg (moms ikke medregnet)
Prices (excluding VAT) in Luxemb 3urg
#* * * KONTORET FOR DE EUROPÆISKE FÆLLESSKABERS * Õí > * OFFICIELLE PUBLIKATIONER * * *
* ** OFFICE FOR OFFICIAL PUBLICATIONS * oo * OF THE EUROPEAN COMMUNITIES
Små og mellemstore virksomheder — åbne muligheder for erhvervsuddannelsen
Small and mediumsized enterprises:
Redaktion: Georges Dupont indhold, struktur
Dear Readers Interview with Mr Abel Matutes
Kære læser Samtale med Abel Matutes
Editorial staff: Georges Dupont content and structure
SVM: Endnu en opgave for Europa Eugène Muller
Marieke Zwanink technical production coordination
Erhvervsfaglig videreuddannelse som instrument for en anticiperende strukturpolitik
Continuing vocational training as an instrument of anticipative structural policy
Tilskyndelse og kvalificering — uddannelse for kvindelige iværksættere Sabine Hübner
Encouragement and training for would-be businesswomen Sabine Hübner
Produktionskooperativer: et særtilfælde? Jean Lemaître, Patricia Wastiau
Production cooperatives: a special case? Jean Lemattre, Patricia Wastiau
Skræddersyet uddannelse Duccio Guerra
Training made to measure Duccio Guerra
Centret er oprettet ved forordning (EØF) nr. 337/75 vedtaget af Rådet for De Europæiske Fællesskaber
The Centre was established by Regulation No 337/75 of the Council of the European Communities
De underskrevne artikler forpligter kun forfatterne og afspejler ikke nødvendig­vis Det Europæiske Center for Udvikling af Erhvervsuddannelses synspunkter
Reproduction is authorized, except for commercial purposes, provided the source is acknowledged
86­445), både på kommissionsniveau og på Centrets niveau.
In this edition of our bulletin we endeavour to inform you about the complexity of the problem and the measures which have been taken both by the Commission and by the Centre on the basis of the Commission's document (COM(86) 445 final).
somheder slet ikke er klare over deres sande uddannelsesbehov.
are not in fact at all clear about their real training needs.
Det skulle derfor strengt taget være nødvendigt at foretage en behovsanalyse, før man gik i gang med ud­dannelsestiltag, hvilket på EF­plan ville være ensbetydende med et møjsommeligt udredningsarbejde for at kunne tilgodese alle berettigede krav.
Every training scheme ought therefore to be preceded by an analysis of these needs, which at Community level would in fact mean examining each individual enterprise.
Denne tanke er aldeles urealistisk, men det er helt klart, at uddan­nelsen af undervisere eller virksomhedskon­sulenter bør fremmes.
This would, of course, be unrealistic, but it is a clear enough indication of the need to promote the training of trainers or advisers for the business community. munity.
Virkeliggørelsen af et europæisk indre mar­ked vil endvidere sammen med den planlag­te frie bevægelighed inden for EF fra 1992 åbne nye horisonter og nye markeder for de små og mellemstore virksomheder.
Furthermore, the completion of the 'European internal market' and the freedom of movement throughout the Community that is to come in 1992 will create new horizons and new markets for small and mediumsized enterprises.
Moder­ne produktionsmetoder og nye produkter har skabt en anden slags relationer virk­somhederne imellem, for ikke at tale om re­lationerne til storindustrien i form af under­leverancer.
New production methods and new products have resulted in new forms of relationship between firms, especially with large companies, in the shape of supply contracts.
I alle medlemsstaterne er de, der aktivt del­tager i erhvervs­ og samfundslivet, i stigen­de grad blevet klare over, hvilken vigtig rol­le, der tilkommer de små og mellemstore virksomheder i forbindelse med opgaverne omkring beskæftigelse, nyskabelser, ny tek­nologi samt forbedring af arbejdskvalitet og arbejdsvilkår.
In all the Member States those actively in volved in economic and social life are be coming increasingly aware of the important role to be played by small and mediumsized enterprises given the current problems in the areas of employment, innovation, new technologies and the improvement of the quality of work and working conditions.
På EF­plan har reaktionen været, at der er oprettet en SMV­Task For­ce, samt at der for første gang er udpeget en kommissær med ansvar for samtlige proble­mer omkring dette område.
At Community level this has led to the establishment of an SME task force and, for the first time in the Community's history, to a Commissioner being appointed to take responsibility for all problems af fecting this sector.
Vi vil afholde os fra at diskutere, hvordan man skal defi­nere SMV og hvor mange forskellige typer virksomheder, der findes i erhvervslivets se­kundær­ og tertiærsektorer.
We will waste no time discussing the definition of SME or the great variety of enterprises in the secondary and tertiary sectors of the economy.
På seminaret kom det endvidere for dagen, at SMV mangler informationer.
A third conclusion drawn at the seminar was that SME lack information.
Praktisk talt alle EF­dokumenter, der vedrører ud­dannelsesproblemer, omtaler specielt de små og mellemstore virksomheder i et eller flere afsnit, men vort arbejde og vore kon­takter viser, at dette hav af informationer ikke videregives og heller ikke forstås i tilstrækkeligt omfang.
In nearly all Community documents that concern training problems one or more paragraphs is devoted specifically to SMEs, but our work and contacts reveal that this wealth of information is not disseminated widely en ough and is not properly understood.
Derfor må det være en af EF's fornemste opgaver at etablere et informationsnet, hvis kontaktpersoner i de enkelte stater, regioner og brancher funge­rer som multiplikatorer for informationer­ne.
It must therefore be a priority task for the Community to create and operate an in formation dissemination network with staff acting as information multipliers in the various countries, regions and industries.
Et af de mest overraskende resultater fra det omtalte seminar var konstateringen af, at uddannelsestilbudet både til ledelsen og medarbejderne ikke formår at trænge igen­nem.
One of the most surprising conclusions to be drawn at the above-mentioned seminar was that the range of training opportunities both for executives and plant managers and for employees is scarcely able to penetrate the world of SME.
Samtidig blev det understreget, at et utal af offentlige og private organer be­skæftiger sig med uddannelsesproblemerne.
It was also emphasized, however, that many government, parastatal and private bodies are concerned with training problems.
Men disse organer virker hver for sig eller måske oven i købet i en indbyrdes konkur­rence.
But each works on its own or even in competition with the others.
Det må være en opgave for EF at få etableret rammerne for et samarbejde — det være sig på lokalt plan eller på branche­niveau — der kan tilfredsstille det faktiske uddannelsesbehov.
It should be for the Community to make provision — whether at local or sectoral level — for forms of cooperation that can meet the real training needs.
En erhvervsuddannelsespolitik, der tager sigte på at tilgodese netop det specielle kva­lifikationsbehov, som SMV's ledere, funk­tionærer og arbejdere har, står over for en række problemer, der ikke umiddelbart kan løses.
Nor shall we be considering the regional policy strategies designed to encourage the establishment of new enterprises.
Det forhold, at 80% af de nye virksomhe­der går konkurs inden for de første fem år efter etableringen, giver et fingerpeg om, at et eller andet ikke fungerer, som det skal, hvilket er fremgået af et seminar, som Cen­tret arrangerede i 1983 vedrørende uddan­nelsesproblemer i små og mellemstore virk­somheder.
The fact that 80% of new enterprises go bankrupt in their first five years would seem to indicate that something is going wrong.
Et andet resultat fra seminaret var en erken­delse af, at SMV og navnlig de små virk­
This was one of the conclusions drawn at a seminar on training problems in SMEs held by the Centre in 1983.
ERNST PIEHL Direktør for CEDEFOP
ERNST PIEHL Director of CEDEFOP
Som undersøgelserne viser, er der ingen di­rekte sammenhæng mellem virksomhedsle­delsens uddannelse og virksomhedens resul­tater.
As studies show, there is no unequivocal link between the success with which executives or plant managers complete their education and training and the success of a firm.
Der findes ingen uddannelse, der kan garantere succes, men vi har nu alligevel en fornemmelse af, at det igen bør påpeges,
No training guarantees success, but we still feel it necessary to refer once again to the importance of the initial and con
Samtale med Abel Matutes
Interview with Mr Abel Matutes
Medlem af Kommissionen for De Europæiske Fællesskaber med lån, investering og finansteknik; politik for små og mellemstore virksomheder samt SMV-Task Force som forretningsområde utilstrækkelig interesse fra personalets side osv. Hvad har De tænkt Dem at gøre?
Member of the Commission of the European Communities Credit, investment and financial engineering Policy on small and mediumsized enterprises (SMEs) SME Task Force
De har siden den 1. januar 1986 været den første kommissær med de små og mellem store virksomheders problemer som særligt forretningsområde.
Since January 1986, you have been the first Commissioner with responsibility for policy on small and mediumsized enterprises.
Har SMV'erne virkelig særlige behov?
Do SMEs really have specific needs?
Jeg er klar over, at SMVernes evne til at virke beskæftigelsesskabende bestrides i vis se kredse, der taler om flytning af arbejdspladser i stedet for oprettelse deraf.
I know that some people today question the job creation capacity of SMEs, saying that they redistribute jobs rather than create new ones.
Efter min opfattelse bør man se at komme ud over denne teoretiske debat og i stedet for se på realiteterne, se på, hvad der sker i Europa, i alle egne, selv de mindst udviklede.
I feel we should look beyond this theoretical debate and try to see what really happens. What is going on in every region of Europe, even the least developed?
For det første arbejder to tredjedele af samt lige lønmodtagere i Europa som sagt i SMV — hyppigt endda på helt små virksomheder.
First of all, as I have already pointed out, two thirds of Europeans in paid employment work in SMEs, many in very small firms.
Mens de større virksomheders personale fortsat går ned, ansætter de små stadig væk folk, og de tilbyder beskæftigelse til både unge, faglærte og arbejdsløse.
They have continued to offer work to young people, skilled workers and the unemployed. For the European citizen in a time of under-employment, this is an en couraging observation.
I underbeskæftigelsestider er det en meget opmuntrende konstatering for den europæiske borger, og så bør man ikke tage fejl: Her er der ikke tale om nødløsninger, idet SMV er at finde inden for sektorer med fremtid i, dér hvor der sker noget, også inden for de mere traditionelle sektorer, fordi de som re gel har vist sig bedst i stand til at reagere på markedsudviklingen, ændringer i efter spørgselen og til at tage den mest avancerede teknik i brug.
We must not be misled: the jobs they offer are not just stopgap solutions. Some small firms operate in the sectors of the future and may take advantage of opportunities that lead to greater things, even in the more traditional sectors, for they have often been more able to react to new markets, adapt to changing trends in demand and incorporate highly sophisticated technology.
De er og bliver det helt rig tige sted for erhvervelse af kvalifikationer, lærlingeuddannelse og uddannelse for såvel virksomhedslederen som for de ansatte.
They are and re main a domain in which skills can be ac quired and both employers and the employed can learn and train.
I betegnelsen SMV indgår ganske særligt ordet virksomhed.
In the term SME, the keyword is of course 'enterprise'.
Ved at give mig ansvaret for SMV-politikken har Kommissionen klart villet tilkendegive den betydning, den tillægger sin politiks mikroøkonomiske di mension.
In entrusting me with policy on SMEs, the Commission's clear aim was to demonstrate the importance it attaches to the microeconomic dimension of its policies.
Men det er klart, at ikke al politik udformes under tilstrækkelig hensyntagen til alle disse forskellige virksomheder, som heller ikke altid har mulighed for nærmere at redegøre for deres behov.
It is clear, however, that many policies are formulated without sufficient thought to all this flourishing diversity of industries, nor to the fact that the companies themselves do not always have a chance of clearly expressing their needs.
For det første slog det mig, da jeg for nylig læste om resultaterne af undersøgelsesarbejde, som for øvrigt CEDEFOP havde bidraget til, at eksperterne er af den opfattelse, at det omfattende indtryk af underinvestcring i erhvervsuddannelse fra SMV's side bør nuanceres for ikke at sige helt afvises.
First of all, recently I was very struck by a study — to which, incidentally, CEDEFOP had contributed — suggesting that this list of problems is not as serious as it might seem.
Således kunne man læse, at SMV i stort om fang investerer i erhvervsuddannelse, men de gør det på deres egen måde i en form, der i højere grad indgår i virksomhedens daglige produktionsaktivitet ved at koncentrere uddannelsen om konkrete momenter i deres udvikling.
According to the experts, the image that prevails of widespread under-invest-ment among SMEs is not so clear-cut, and is open to debate.
Det er det samme, som jeg har konstateret under tidligere virksomhedslederaktivitet.
A large proportion of SMEs, they say, in fact invest a good deal in training, but that investment is more closely integrated in day-to-day production work, while training is concentrated in specific phases in their development.
Men vil det sige, at erhvervsuddannelsen ikke volder SMV vanskeligheder?
This is some thing I noted in our previous work with heads of enterprises.
At der ikke skulle være brug for en særlig indsats?
Does it imply that vocational training raises no problems for SMEs and that no specific action is needed?
Nej, bestemt ikke.
Of course not.
For det første fordi den type uddannelse, der nøje følger behovene, viser, at SMV er dårligt rustede til at forudse udviklingen, og at de som regel også er alene om hele uddannelsesprocessen: Diagnosticering, programme ring og gennemførelse.
First of all, because the type of training that copes with the needs as they arise means that a small firm has no re sources on which it can draw to anticipate the future. Usually it tackles the whole process of training — diagnosis, planning the content of training and implementation — all by itself.
Det udgør hyppigt en stor økonomisk belastning og kræver et stort opbud af personale, uden at der derfor skabes sikkerhed for, at den præsterede ud dannelse er den mest velegnede.
In many cases the financial burden is substantial and an excessive de mand is made on employees, with no guarantee that the training imparted will al ways be the most suitable.
Hvis dette sker samtidigt på et stort antal SMV, kan der gennemføres store besparelser, og koordinering af spredte uddannelsesforanstaltninger kunne fremme SMV's udvikling, uden at det derfor behøver at gå ud over
If this is happening in many small firms simultaneously, it should be possible to make economies of scale by coordinating efforts. Local training ventures could promote the development of SMEs without ignoring their specific needs and without depriving them of their direct responsibility for planning their own efforts.
Et af de argumenter, der hyppigst fremføres som forklaring på nødvendigheden af en særlig politik for SMV, er, at de skulle være
One of the arguments commonly advanced to support specific policies in favour of SMEs is that SMEs create more jobs than larger companies. Is this true?
Jamen netop erhvervsuddannelsen på SMV nævnes tit som værende problemfyldt: Manglende kvalifikationer hos virksomhedslederen, uegnede uddannelsestilbud,
Vocational training in SMEs is often seen as raising a series of problems: lack of skills among the heads of firms, the inappropriate type of training in fact available, too little demand for personnel, etc. What are you planning to do?
disses særlige behov og direkte ansvar for definitionen af deres indsats.
They may encourage the reciprocal exchange of information I have mentioned and, by serving as an interface, help to bring small employers into contact with the training providers.
Ved at fjerne uddannelsen fra virksomhe­derne er der så ikke fare for, at SMV's be­hov enten ikke dækkes eller dækkes dårligt?
Efforts must be made to change the training environment to avert this risk.
dere selv overraskedes over hvor mange SMV, der samarbejdede med højere lære­anstalter, handelskamre, regionale uddan­nelsesinstitutioner osv. i forbindelse med udarbejdelse af erhvervsuddannelsespro­grammer og ­produkter.
The reason why many SMEs today are not turning to outside agencies for training, for instance the chambers of commerce, private in stitutes or universities, may be that they are programmes and products.
Der er altså frem­for alt tale om et oplysningsproblem, der skal skabes kontakt mellem parter, der tit har samme mål.
It is mainly a question of information, of bringing to gether partners who in the final analysis share the same objectives.
Jeg gentager, at det ikke så meget er indholdet eller kvaliteten af ud­dannelserne, der kritiseres, som de praktis­ke problemer, der knytter sig til den ekster­ne uddannelse: Afstand, tid ■— som virk­somhedslederen ikke har for meget af — beslaglæggelse af personale, som må tages ud af produktionen, medens lige netop SMV'erne ikke råder over nogen større ar­bejdskraftreserve, for slet ikke at tale om de kulturelle forhindringer, som man ikke må overse.
Above all, it is not so much the content or quality of training about which the small employer has doubts, but the technical constraints imposed by outside training: distance, time not entirely meeting the needs of small firms (and for a head of an undertaking, time is in very short supply), how a small firm with only limited reserves of manpower can manage while personnel are being trained. We shall not go into the psychological obstacles here, although they should not be ignored. nored.
Det er for at undgå denne fare, at man bør arbejde på udvikling af uddannelsesmiljøet.
— or perhaps that the heads of those firms have the impression that their needs are not being met.
Der er gi­vetvis brug for en gensidig informationsind­sats for at bringe dem, der giver uddannel­sen, sammen med dem, der benytter sig der­af, det vil sige virksomhederne.
There is certainly a need to promote a mutual exchange of information, to bring training agencies closer to the firms which might use their services.
I øjeblikket går de to parter nemlig fejl af hinanden.
They are two different worlds and often they know little about each other.
Det siges, at de højere læreanstalter er nærmere ved de store virksomheders problemer og omvendt, at SMV ikke altid i tilstrækkelig grad udnytter de eksterne uddannelsesmu­ligheder.
Universities are said to be more aware of the concerns of large companies, whereas SMEs have not always devoted enough thought to what external training agencies might have to offer.
Men når de tilskyndes til samar­bejde, går det i reglen udmærket — det har man set med Comett­programmet, hvis le­ daglige: Markedsinformation, lovgivning, standarder, fælles forskningsprogrammer, regionaludvikling og erhvervsuddannelse.
When they are en couraged to work together, however, it is usually a success.
Ud over denne ak­tion er vi i færd med at undersøge de mest effektive muligheder for at sprede denne in­formation, som er helt uundværlig, hvis man vil have en målrettet styring af erhvervsuddannelsesudbud og ­efterspørg­sel for SMV.
Besides this operation, we are considering the most effective ways of circulating in formation so that the supply of training for SMEs can be targeted to the demand.