natgillin/translations-raw huggingface dataset:
Fremtidsanalyser har forskellig form, af­hængigt af hvilke typer virksomheder der ertale om, og hvilke omstændigheder disse er underlagt.
Enterprise is located at every moment at a point along a technological, cultural and social path; not everything is possible im­mediately.
En lille, nyetableret virksom­hed med en ringe andel af et marked, der ikke med sikkerhed kan aflæses på mellemlang sigt, vil ikke iværksætte de samme undersøgelser som et stort, velre­nommeret halvoffentligt firma med monopollignende status.
Training may help to speed up developments or to re­situate a route but is effective only in relation to contextual factors.
Det førstnævnte firma vil identificere sine nøgleressourcer, personer og/eller kompetencer, og så godt det lader sig gøre definere sit eksterne miljø.
Even when the direction in which it is desired to progress is known, it is not enough to leave this progression solely to training, making it the only vehicle.
Firmaet vil dernæst beskytte sig imod større risici (f.eks. via en reserveplan) og fastlægge faserne i sit udviklingsforløb med udgangspunkt i den centrale kompe­tencekerne.
A strategy involving a range of resources has to be formulated and the choices made in the various fields of human resource man­agement (personnel allocation, organiza­tion, payment and communication) must be in keeping with one another.
Dette firmas langsigtede forvaltningstiltag vil være begrænset til sådanne områder for strategiske investe­
■ While training may be placed at the service of employment, in thejoint interest of the individual and the enterprise, a number of factors are involved in this instrumental use of training.
Langsigtet forvaltning af beskæftigelsen og de menneskelige ressourcer defineres
This includes management training, some types of train­ing in working methods and recompense training.
Det store firma derimod har behov for en præcis status over nuværende ressourcer og stillinger.
The second reason is that changes in the conditions in which work takes place can­not simply, or always, be met by the skills and expertise offered by apprenticeship, even in its various forms.
En kollektiv strategi omfattende store personalekategorier er uomgængelig nødvendig, såvel når det drejer sig om at aflæse den nuværende situation, som med henblik på at analysere fremtidsperspekti­verne (demografi, vedtægtsmæssige for­fremmelser...)
Attitudes, "well­being" and motivations are often as im­portant. The answer does not then lie in the acquisition of qualifications by personnel but possibly in payment, organizational and communication policies and in par­ticular in the overall consistency of the various actions which make up human resource policy.
Den nedarvede stive arbejdstilrettelæggelse i sammenhæng med de tekniske og økonomiske krav om diffe­rentiering af arbejdsfunktionerne medfører, at fordelingen af arbejdsopgaver og ansvarsområder ikke er særlig stabil.
For instance, developing skills without recognizing them, and there­fore paying for them in one way or an­other, is unacceptable in our culture. In some cases, training has consequently raised more problems than it has solved.
For så vidt angår virksomhedens eksterne miljø, er markedets læsbarhed, firmaets domine­rende stilling og dets hovedaktionærs magtbeføjelser altsammen faktorer, der er forenelige med de virksomhedsinterne krav og behov.
To take another example: some enterprises simultaneously develop organi­zations which are more collective and pay­ment systems which are more individual. It is not possible to go in both directions at once and employees often perceive de­fects of this type in management systems more rapidly than their managers.
Resultaterne af den langsigtede planlægning vil først og fremmest være af kvantitativ karakter og tjene til at identifi­cere forholdet mellem behov og ressour­cer, mangel på eller overskud af arbejds­kraft.
Other types could also be pinpointed. To provide a fuller picture it would be neces­sary to cross these various aims with train­ing methods (formal training, on­the­job training and so on) and introduce the firm's timescale (short­ or long­term) for each type.
Beskæftigelse i form af en gruppe nærtbeslægtede stillingermå medtænkes som et grundlæggende forhold i enhveranalyse.
The main point here is to show that forward management, if it is to lay the foundations fortraining programmes, must provide different findings depending on the training approach being used.
Intern mobilitet udgør formodentlig et justeringsmiddel, der må gøres til genstand foranalyse.
Cultural factors, i.e. those relating to the value system of the enterprise, are also essential factors in change (7).
Karriereforløbene afhængerså­vel af, hvordan beskæftigelsesstrukturerne udvikler sig som af, hvor længe arbejdsta­geren har beklædt forskellige stillinger, dvs. de vil være stærkt betingede.
Such and such an enterprise handled a new techno­logical investment badly for the paradoxi­cal reason that it wanted its employees to participate in preparing for the new or­ganization, while its management style had been authoritative, non­delegatory and hierarchical for years. Considerable atten­
Disse forskellige typer undersøgelser for­syner uddanneren med informationer, der afgjort er anvendelige, men af forskellig karakter.
It is impossible to disregard the "mini­mum role" which many firms are still attributing, often wrongly, to training for the purposes of employment.
Nogle informationer kan være direkte vejledende for uddannerens stra­tegi, f.eks. når et behov er klart identifice­ret og det eksterne miljø ikke byder på overraskelser.
Whatever people may say at conferences, many sen­ior managers still "do not believe in" training and many consider training at worst as a burden and at best as an invest­ment with an uncertain return.
Men andre informationer omhandler sandsynlige eller alternative behov; beslutninger vedrørende antal del­tagere i uddannelsen, indholdet i uddan­nelserne og selve spørgsmålet om, hvor­når beslutningen skal træffes, må da gøres til genstand for yderligere undersøgelser.
Some firms which are not very forward looking some­times take this position because their hori­zons are limited to their own short­term interests.
I andre tilfælde er behovet i sig selv upræ­cist og flydende og vil ikke kunne indpas­ses i uddannerens sædvanlige reference­
The idea that firms must take responsibility for their employees is gain­ing ground, however, in many countries and should make this kind of position
En sådan oversættelse vil nødvendigvis forløbe i flere etaper og forudsætte særlige kompetencer.
Progress will need care and experimentation, some partners will change the way in which they perceive matters and everyone will learn.
det usikre resultat.
In all probability this will lead to a new division of power in enterprise.
Grænsetilfældeter det, hvor man ikke med rimelighed kan forudse den fremtidige udvikling med hensyn til arbejdsindhold og kvalifikationskrav.
these circumstances, a coherent advance model may be a point of reference and may help to provide consistency, it should never be a constraint.
En justering gen nem eksterne arbejdskraftstrømme kan da blive den eneste løsning.
Much forward manage­ment work has been criticized or forgotten for this reason: the management system must above all be adaptable.
Men en forud sætning herfor er, at arbejdsmarkedet giver sin tilladelse hertil.
Forward man­agement should help to calculate bearings, but unforeseen winds and weather condi­tions may make it necessary to tack about or head in a variety of temporary direc­tions.
I modsat fald er det uddanneren, der får til opgave at forvalte usikkerheden.
The position reached needs to be examined frequently, both to find out where this position is and to recalculate bearings.
Og dog er de tekniske uddannelsesmæssige krav tilgodeset.
Going beyond the simplistic link between forecasting and training complicates mat­ters considerably, but also provides con­siderable scope for the social partners.
Motivationen og evnen til at indgå i arbejds relationer, der passede til den valgte arbejdstilrettelæggelse, var på det pågældende tidspunkt ikke til stede i den pågældende gruppe arbejdstagere.
If forecasting resources were calibrated and irrefutable and had mechanical answers in terms of labour force adaptation policies, what would the role of the social partners actually be?
Uddannelseslederne må følgelig inddrages i fortolkningen af resultaterne og lige ledes i de forudgående metodeovervejelser i forbindelse med fastlæggelsen af en lang sigtet forvaltning.
To be more precise, in an investment op­eration, for instance, the rational se­quence would be to work out new organi­zational patterns then to train employees as a consequence of this, before new equip­ment comes into operation.
Dette vil sandsynligvis medføre en udvikling af deres fag.
Experience shows that this rarely happens.
Virksomhederne befinder sig til enhver tid på et bestemt punkt i et teknologisk, socialt og kulturelt udviklingsforløb; alt er ikke muligt på én gang.
Défi social. Enjeu éducatif, Presses du CNRS, Paris, 1989.
Det er nødvendigt at opbygge en strategi under anvendelse af flere midler og skabe sammenhæng mellem de valg, der er truffet på forskellige områder af forvaltningen af de menneskelige ressourcer, såsom placering af arbejdstagerne, organisation, løn og kommunikation.
The fact that forecasting methods have to be built up as a function of enterprises and their environments, that objectives can be achieved in various ways, that internal approaches to training differ and that timescales have to be continually recti­fied, opens up vast areas for information, discussion and negotiation.
Visse tilpasningsproblemer skyldes i højere grad misforholdet mellem organisationssystemer og lønsystemerend manglende uddannelse.
The problems discussed above show that it is very important for questions which do not have simple answers to be thought out in a collective way.
Et eksempel: nogle virk somheder udvikler på samme tid mere kollektive organisationsformer og mere individualiserede lønsystemer.
Larger numbers of partners have to work together to find information which is able to shed light on probable future scenarios.
Man kan ikke kræve to indbyrdes modstridende ting på én gang, og lønmodtagerne indser ofte hurtigere end deres ledere, at der findes misforhold af denne type i management systemerne.
If motivation is seen as a key factor in achieving objec­tives, it is then necessary to think about the ways in which employees are integrated into enterprise plans.
Det skaber ikke respekt for lederne men derimod skuffelse over at blive manipuleret afselvmodsigende kræfter. ter.
It is not enough to opt for an advance ideological approach in which provision is made for "worker par­ticipation".
Uddannelsen kan udnyttes i beskæftigelsens tjeneste til fordel for såvel den enkelte arbejdstager som virksomheden; men der ligger flere logikker under en sådan instrumentalisering af uddannelsen.
Pressures generated by real or induced urgency, participation in (or mediation of) individual power games and the fact that nobody ever has all the information make it necessary to re­arrange sequences in unforeseen orders and fre­quently to correct routes.
Alt efter hvilke mål virksomheden sætter sig i forbindelse med en langsigtet forvaltning, kan uddannelsen således komme til at spille yderst forskelligartede roller.
Moreover, organizations only really become systems of concrete action (in the sense of Crozier ( 1)) in actual production situations, i.e. too late, by definition, to allow for any preparation.
Den første grund hertil er, at der er visse operationer, der reelt ikke kan gennem føres, i hvert fald ikke inden for et acceptabelt omkostningsniveau.
Because its objectives and approaches are so diverse, vocational training provides a meeting place for partners representing different interests.
Hvad enten det drejer sig om uddannelse af ældre arbejds tagere, arbejdstagere med et meget lavt kvalifikationsniveau eller om at afhjælpe væsentlige mangler med henblik på tilpas ning, må det erkendes, at virksomhederne af forskellige grunde tøver eller viger til bage for de hermed forbundne udgifter og
Policy formulation makes it possible for people to put forward different points of view and initiate dis­cussion which rapidly goes beyond the sole issue of training.
Kulturelle faktorer, de faktorer, der vedrører virksomhedernes værdisystem, bidrager ligeledes væsentligt til forandringerne (7).
( I ) Presenting an alternative model in as simple a way is not as intellectually satisfying.
På en virksomhed erdet f.eks. gået galt med en ny teknisk investering af den para doksale grund, at virksomheden har ind draget lønmodtagerne i beslutningsproces sen vedrørende den nye arbejdstilrettelæggelse, selv om virksomhedens management-system i årtier har været præget af en
This probably explains the powerful and on­going attraction which the initial model exerts on those involved in this field. Nor does this seem likely to change: matters become much more complicated if the simplistic model of equivalence is abandoned (2).
Man kan for det første ikke se bort fra den birolle, som uddannelsens betydning for beskæftigelsen, ofte med urette, tillægges i mange virksomheder.
This interweaving of stages does not take place in chaos, but in sequences decided by managers who have to cope with the instability of their environment.
Erhvervsuddannelse 1/1992
Vocational trainin« 1/1992
En tredje logik er af teknologisk karakter.
Introduction ducted which weakens their inappropriate and strengthens their strong aspects.
Tilpasningen til den tekniske udvikling er en af videre- og efteruddannelsens klassiske funktioner.
local representatives of authorities, schools, employers and employees have been able to adapt the national system to a local need for support for a specific development in the labour market.
Da denne uddannelses form ofte er knyttet til indførelse af nye materialer i virksomheden, kan den integreres i den produktive aktivitet.
High-growth dynamics has been due to local systems of continuing training of this kind in a number of regions in western Europe.
Denne form for uddannelse iværksættes ofte af fabrikanten og er undertiden ikke engang opført på listen over de funktionelle ud dannelsestilbud.
From the past to the present: the primary, or theoretical, problem of re adjustment in vocational training
ling, skulle man krydse de forskellige målsætninger med uddannelsesmodaliteterne (formel uddannelse, uddannelse på arbejdsstedet,...) og for hver type medtage virksomhedens tidshorisont (kort- eller langsigtet).
From a primary, some might say theoretical, point of view, vocational training has acquired a fresh position in the process of economic development in recent years.
Det væsentligste her er imidlertid at vise, at for at kunne fungere som grundlag for uddannelsesprogrammer måtte en analyse vedrørende langsigtet forvaltning give forskellige resultater, af hængigt af hvilken uddannelseslogik der vælges.
Whilst its purpose used to be assumed to be supporting the redeployment of the workforce from one specialized routine task to another through a brief period of instruction, its new task is to ensure that the workforce has such a high level of skills that it can adapt flexibly to fresh challenges in a regular process of continuing training, in some cases while the work is being carried out.
ring med usikkert afkast. En sådan hold ning skyldes undertiden, at firmaer, der ikke er særlig udviklingsorienterede, kun ser på egne snævre og kortsigtede interesser.
However, perhaps this reorganization of the system of continuing training system is not so great when looked at from a practical point of view.
En bredere accept af virksomhedens ansvar over for dens lønmodtagere er imidlertid under udvikling i mange lande, hvilket må medføre, at ovennævnte holdning bliver undtagelsen, og at virksomheds interne uddannelser kommer til at spille en væsentlig rolle også i forhold til en eventuel ekstern mobilitet og til sårbarheden på arbejdsmarkedet.
In many countries the system of continuing training has been administered by and translated to a local or regional level. Although the limits have been defined by national government regulations, it has generally been possible to modify the systems in such a way that the
Der er således tale om to symmetriske bevægelser: anvendelse af forskellige metoder til analyse af langsigtet forvaltning resulterer i en diversificering af de former for resultater, der kan anvendes af underviseren, men sidstnævnte må for sit vedkommende tillige efterspørge forskel lige fremtidsanalysemodeller, afhængigt af den valgte uddannelseslogik.
Two examples of local applications of the national system of continuing training in Denmark illustrate how these local systems have been built up to fit in with a regional pattern of development which has helped both the population and firms to meet changing economic and social challenges.
Et andet, lige så udbredt koncept, er ud dannelse med integrativi sigte. Målet et her at sikre lønmodtagernes solidaritet med virksomhedens målsætninger og værdier.
Although the new challenges and requirements for increased flexibility necessitate a reorganization of local systems of this kind, it is far less dramatic in nature than might be expected from a primary or theoretical point of view.
Som eksempler kan nævnes uddannelse af ledende personale, uddannelse i arbejds metoder, men også uddannelse som belønning.
This does not mean that all the problems disappear if the systems are simply analyzed at a local rather than national level.
Forbindelsen til beskæftigelsen er indirekte, men reel: uddannelsen forbedrer ikke umiddelbart den ansattes færdigheder eller tilpasning til nye teknikker, men tager derimod sigte på at rationalisere forholdet mellem arbejdstagerne indbyrdes med udgangspunkt i koordinering, kontrol, kriseløsning og motivation.
An im aginary example illustrates how vocational training may have been administered locally in such a way as to reduce rather than support the ability of the local community to re-adjust in line with international challenges. lenges.
Hermed bliver der tale om en anden uddannelseslogik, der kan betegnes som justering af udsvingene i beskæftigelsen: nedlæggelse af arbejdspladser fritstiller lønmodtagere, der skal omplaceres i eller uden for virksomheden.
In the post-war period Ford and Keynes jointly shaped our ideas about industry and the State and the interplay between economics and politics.
Uddannelse kan tjene til at befordre sådanne omplaceringer.
Within this framework of ideas, the system of continuing training played a limited, but very clearcut role.
Det fremgår heraf, at en langsigtet forvaltning i denne sammenhæng spiller en afgørende rolle for til rette tid at kunne fastlægge beskæftigelsesmål.
Another function was to feed the new line and staff functions with special ized technicians who could take part in the bureaucratic coordination and organization of the split and taylorized work.
Men det er lige så indlysende, aten sådan anticiperende forvaltning er af lige så stor værdi for den lokale arbejdsstyrkes mulighed for eksterne omplaceringer.
In Denmark, political reforms imagined that it was precisely these training tasks that were solved at the beginning of the 1960s by establishing training courses for semi skilled workers and many of the new train ing courses for technicians.
Hvis man skulle give en udtømmende fremstil
Associate Professor and Chairman of Council at the Institute of Organization and Industrial Sociology, Copenhagen Business School, Denmark
Den sidste betragtning er den mest gene rende.
In Denmark the workforce migrating from agriculture, for example, had to be quickly trained so that it could perform the routine tasks of modern industries.
For at den "klassiske" model for sammenkobling mellem langsigtet forvaltning og uddannelse kan gøres gældende, må der anlægges en synsvinkel, der placerer forskellige operationer på en kronolo-
Another task was constantly to convert labour from one routine task to another, e.g. by giving training in the operation of new machines as economies of
CEDEFOP vilegeret mødested for deltagere, der re præsenterer forskellige interesser.
CEDEFOP scale increased mechanization or automation changed the requirements which had to be met by workers.
I for bindelse med arbejdet med at fastlægge politikker kan der udveksles synspunkter og føres debatter, der hurtigt vil bevæge sig langt ud over uddannelsesområdet.
The system of con tinuing training was the institution which was to increase the mobility of the workforce so that the demand for and supply of labour were broadly equal within the various labour sub-markets.
En langsigtet for valtning skal bidrage til at lokalisere pynter og skær, men uforudsete vinde og me teorologiske forhold kan gøre det nødvendigt at krydse i forskellige midlertidige retninger.
Must the State not turn to the firms to ask them to take on this regular task of con tinuing training, which only practice can create and the effect of which is concealed in the silent knowledge characteristic of experienced multi-artists?
Det er således nødvendigt gen tagne gange at beregne positionen, både for at vide, hvor man er, og for på ny at bestemme beliggenheden af et skær.
State reforms are without doubt needed, but what must they entail?
I for bindelse med en investering f.eks. vil den naturlige rækkefølge være først at definere den nye arbejdstilrettelæggelse og der næst at uddanne lønmodtagerne i overens stemmelse hermed, før de nye anlæg tages i brug. Erfaringen viser imidlertid, at dette skema sjældent følges i praksis.
Lively discussion has been taking place in recent years on these new skilled or multiskilled jobs, which are difficult to define, because it is apparently a requirement of the new jobs that they integrate skills which previously were spread both horizontally and vertically in the work organization.
Det er vanskeligt rent abstrakt at forudse en bestemt tilrettelæggelse af arbejdet, idet uoverensstemmelser og manglende samtidighed mellem operationens forskellige aspekter uundgåeligt vil medføre uforudsetejusteringer af tidsplanen, og opstartsfasen er altid en intens indlæringsfase, uanset hvor grundig forberedelsen har været.
These multiskilled workers must also be able to com municate directly with one another, so that the work organization between them is adapted directly and by self-organization when the frequent re-adjustments take place in production.
Det synes uundgåeligt at fokusere mere på beskæftigelse end på uddannelse og at udvide debatten mellem arbejdsmarkedets parter til navnlig at omfatte langsigtet for valtning.
Labour market policy was clearest in Sweden. In Sweden sharply rising wages were seen as the pressure which had to be con stantly exerted on the employers, who were therefore forced to mechanize and automate within the individual firm or industry.
En sådan udvikling åbneret bredt felt for "ingeneering af arbejdsmarkedsrelationer", som er meget lidt udforsket i størstedelen af EF's medlemsstater.
Firms and industries which could not keep up with this innovation had to close down and give way to firms and industries which had sufficient technological dynamism to pay for the high wages of the welfare state and the service which was to support its workers.
Det vil forudsætte omtanke, eksperimenter, for nogle aktørers vedkommende et synsvinkelskift og for alle en læreproces.
On the other hand, the State undertook responsibility for the workforce being capable of being moved - from one function to another in the firm, or from one firm to another, or from one industry to another.
En sådan udvikling vil sandynligvis medføre en ny magtdeling i virksomhederne.
It was a requirement for mobility which meant that the workers moved, between regions, be tween firms, between industries and be tween jobs within the individual firm.
At opgive den forenklede anticipationuddannelse-relation skaber meget kom plekse forhold, men også et stort spillerum for arbejdsmarkedets parter.
In the same way that the Swedish State gave support to moving the worker physically, the State was to make instruction available so that the worker could be trained in the simple new routines which a new job re quired.