natgillin/translations-raw huggingface dataset:
Indforelsen stottet for gen- dannelsen Lße4derblevfastsat og den tekniske og finanslelle ved lov i 1985t banede vejen nemforelsen af en langrakke progranmer I et samarbejde mellem bl.a.vlrksomheder ogrrlnstitutodo Enprego e Fornagäo Profissional"(I.E.F.P.),son underglkstorean- drlnger
is an indication of the limited experience of decision making in relation to social problems, both in collective negotiations and areas not in the centre of the industrial relationship system, such as vocational training.
11985 med vedtagelsen af enny statut.
In Portugal the structure of organisations representing enterprises is in two parts.
Rapporten skelner nellen tre hovedomräderlnden for portuglslske erhvervsuddanneIsessystem :
One part consists of the enterprise associations.' the four principal ones, which were formed over a 100 years ago, are traditionally responsible for economic, tax, customs and international problems and vocational training.
- det offentllge erhvervsuddannelsessystem; og arbeJdsnarke- det halvoffentllge system, son staten dets parter samarbejder on ; de pro- de private uddannelsesaktlonerr herunder bI.a. grammer, son arbejdsnarkedets parter gennenforer;
The other part consists of the employers' confederations for Agriculture, Trade and Industry, which were formed in 1975 and are the principal employers' associations for these three sectors.
Detandethovedomräde onfatter erhvervsuddannelsesprogrammer, son gennenfores af offentltge, prlvate eller kooperative lnstltutloner I henhold tll lov om erhvervsuddannelse I halvoffentligt regi (Iovdekret nr. 165/85) og Ioven om lerlingeuddannelse(lovdekretnr ,102/84).
Traditionally the organisation of workers in Portugal has been the responsibility of local trade unions, covering a small area with few workers with very little centralisation of organisation and functions. The two trade union confederations are the Confederação
ud over dlsse centre lndgÄs der ogaA sanarbe$dsaftaler nellen I.E.F.P. og andre organleatloner, Bon ned udgangspunkt I drros eget behov stlller forslag on aktloner pä
The fact that the majority are small and the system is not centralised helps to explain the lack of resources and new vocational training activities provided by the unions, although some of the larger ones traditionally provide refresher training and vocational training for their members; since 1986 trade unions and confederations have shown a growing interest in initiatives in this field.
1986 vardetlsardeetorevlrkaon-ogkooperatlver,derbenyttedeslglndgitdlaseaftaler.Lorllngeuddan- uddannelgesonrädet. heder, frgforenln6er af nullgheden f,or at neleen, udvldet derindtfirtes i1985,ogsom sldenerblevetkref,tlgtgonnonlnddregelsenafflerevlrkeonhe-
However, with regard to collective bargaining a survey relating to 1986 shows that vocational training is hardly ever a subject for negotiation and cooperation between the social partners.
Disse oustondlgheder har lkke blot bldraget tll, at lnteresgen 1 Portugal for erhvorvguddennelsen har voret atlgender nen har ogoä fort til, at vlrksonheder, fagforenlnger og andre organlsatloner nu t hoJere grad 6ver lndflydelse pä erhver vauddanneI seaoyatenet.
They have had little experience of initial training, except in relation to the Regional Committees for Vocational Technical Education (formed in 1983) and apprenticeship, management of which is
Udvikllngenafnyelnstrunentertl1atstlnulerelnitla-tiverpäerhvervsuddannelsesonrädet,gennem store bevtllinger af natlonale finansielle midler og fallesskabsnldler, har nlndsket de prlvat flnansierede aktloners andel af de sanlede aktloner lnden for erhvervsuddannelsernet nen santldig .er behovet for private inltlativer pä dette omräde blevetstorre,ldetdekortereerhvervsuddannelserogvirksomhedernesnereumiddelbarebehov udgoretomrä-de,som lkke er egnet til at bllve flnansleret gennem Den Europaiske Socialfond eller via andre offentllge budgetter.
nationally the responsibility of a National Committee, with regional responsibility in the hands of five Regional Committees formed from representatives of the trade union and employers' associations.
og orFanlsatlonsforholdene pä ar-
In the case of continuing training, the work of the social partners will be evaluated and their participation increased.
Ietlandmed enerhvervsstrukturrsotn t hoJ grad er praget af et meget stortantalsnäog mellemstorevlrksomhe-der(f1986 havde87fi afvirksomhederneunder20ansat-te),afspejlerarbejdsmarkedets organlsationsforhold, ät parterne har rlnge praktlsk erfarlng pä dette omräde der fsrst blev givet frit ved de dybtgäende andrlngerafsanfundet,derharfundetstedfra1974 og fren- r og derfor har parterne tkke varet vant tl1 at have beElut- nlngkraft i sociale sporgsnäI, hverken hvadangär selve de kollektlve overenskomgter eller mlndre centrale omräder i forholdet nellen arbeJdsmarkedetsparter, säsom erhvervsuddanneI sesonrädet .
When formulating legislation, the social partners are therefore requested to give their opinions on legislative projects relating to subjects such as vocational training. The organisation concerned is the Conselho Permanente da Concertação Social which, since it wishes to encourage dialogue and negotiation, is made up of representatives of the Trade Union and Employers' Confederations and the Government.
I Portugal har arbejdsglverslden en tvedelt struktur.
The Conselho was formed under Decree-Law no 74/84.
Pä den ene side eksisterer der en gruppe arbejdsgi.verforenlnger hvoraf de flre vlgtlgste er over 1 OO ärgamle-rnedenlangtradltlonforatbeskaftigeslgnedproblemer
Under this law participation by the aforementioned Institute of Employment and Vocational Training (IEFP) in the principle structure for implementing vocational training policy is increased.
afskononlakoglnternatlonalkarakter,skatte-ogtol,d-sporgsnälogerhvervguddannelse;pädenanden slde flndes der tre arbeJdsglyersammenslutnlnger lnden for landbrug, handel og lnduatrl, ekabt L 1975 son hovedorganlsatloner for dlsae tre sektorerr oB ifgtge portuglslsk lov har de ved lndgÄeleen repraaentere arbeJdsglverne overenskongter.
However, it is principally in the management of the Authorised Centres that the work of the employers' associations and of some associations representing workers is important. Of the 24 Centres of this type created so far only one has tripartite management, i.e. simultaneous participation by the two social partners, bipartite management therefore being the most common.
eneret tll at af kollglrtlve
ν - Summary of the final observations
I Portugal er der tradltlon forr at arbeJderne organlserer sl6 I lokale fagforenlngerr 6on kun drkker et ntndre geograflalt onrAde, ned et 1111e medlenstal og en decenüral struktur. Der er to hovedorganlsatlonerr hvoraf den ene, nConfederacffoOeral dos Trabalhadores Portugueses
Owing to limited space in a document of this nature, the second part of the survey has not been summarized.
3rZ fagforenlnger (etatletlk fra 1984). Deres rlnge stsrrelse og den decentrale strukturer naturllgvls en del af, forltlarlngen pA, at fagforenLngerne lkke har varet sarllgt sktlve pA erhvervsuddannelseeourädet.
In the building construction sector there are two Authorised Centres, with premises in Lisbon and Oporto, managed jointly by the IEFP and employers' associations in the sector.
Inldlertldharen undersogelse,derblevgennemfort over 1985, viat, 6t erhvervguddannelsen nasten lkke har varet lnddraget 1 de ttollekttve overengltonstforhandllnger og sanarbejdsaftaler pä arbejdsmarkedet.
There is one National Centre for the metalworking sector, with two branches, one at Oporto and the other at Lisbon. This Centre was formed by, and is managed by
I erhvervsuddannelseP lO.ArbeJsmarkedets parter
representatives of the Institute and the two principal employer's associations.
Portugal har flere kanaler for lndflydelse.Indenforgrunduddannelsen er denne lndf1ydelse dog ret 1i11e, bortset fra parternes deltagelse I ItConissdes Reglonals para o Enslno T6cnlco-Profisslonaltf (ae reglonale udvalg for den teknlsk-fagllge undervis- son blev opreütet 1 198tr oB I styrelsesrädet (Co- Nacional) for tarllngeuddannelsen, der er sanmen- reprasentanter for fagforeningerne og arbeJdsgl- nlng), nissäo sat af verorganlsatlonerne; pä reglonalt plan styres lerllngeuddannelsen af fen udvalg, hvor arbeJdsmarkedetsparter ligeledes er reprasenteret.
The principal training centre in the banking sector, the Bank Training Institute formed as a result of collective negotiation in the sector in 1980, forms part of the Portuguese Bank Association.
efter- parter og vldereuddannelserne efterhänden en starre spl1ler arbeJds- og nere anerkendt
Trade unions in the sector are represented on its Education Committee.
Säledeshardepälovgivnlngsomrädetmullghedforataf-glveudtalelsevedrorendelovudkastom bl.a.erhvervsud-dannelse.Denne horlngsret kanaltrseres gennen rrConselho Permanente da Concertagäo Soclalrt, et tresidet organ ned reprasentanter for regerlngen og arbejdsgiver- og arbejdstagersiden, hvls formäI er at fremme densocialedla- log og samordning- Dette organ blev oprettet ved lovde- kretnr.74/84.Med hensyn tiltlkkenpähvilerforvaltnlngen erhvervsuddannelsespoll- af onrädet forst og fren- mest denforomtalte
The first conclusion which may be drawn relates to the difficulty of introducing vocational training when educational requirements and the need for employment have to be satisfied; regulations have however been passed with the object of specifying the area to be covered by vocational training.
Arbejdsmarkedsstyrelse (I.E.F.P.), pä nati ona It pLan gennem styrende organer' oB Pä reglo- derdesuden harkontrolfunktlonrplangennem rädglvendeudvalg.
The extent of this problem depends on the role of the various public and private entities involved; it is obvious that the trend is to use the size of an enterprise as a criteria when considering its importance.
Af de ekelsterende 24 centre af denne arterderkunet,eon har en ledelee ned treeldet reprasentatlon, dve. hvor bÄde arbeJdaglver- og arbeJdaüagerslden er reprtsenteret pA ltge fod ned regerlngenS 1 de ovrlge er der en tosldet reprüsentatlon
effectiveness of the training policy since several entities have pointed out the lack of a structure responsible for submitting proposals for the policy about which the social partners were in agreement.
11. oet erikke mutigt idette korte sammendragat genglve rapportena en det hovedafsnltr son etuderer sltuatlonen I tre forskelltge eektorer byggeri, bahk og metaL,- son ervldtforskelllgeogsä ned hensyn t1Iudvlkllngenaferhyervsuddannelsenogdesoclaleparterslndf,Iydelseogdeltagelseherl.
At its last Congress UGT made a claim for "equilateral tripartitism" in the management of the IEFP (at present management is equally bilateral between the State and social partners) and for tripartite management of the Authorised and State Centres. On the employers' side the CIP asked for participation by its representatives on both the IEFP Executive Committee and the planning structures for vocational and technical vocational educat ion.
Byggesektoren har to erhvervsuddannelsescentrer bellggende henholdcvis I Llesabon og Porto son adnlnlstreres I folleaskeb af I.E.F.P. og byggeaektorena arbeJdsglveror- ganieatloner. l{etalonrädet har et center, son ned to underafdellnger t Llssabon og Porto dskker behovet I heLe landetr oB gon blev oprettet og ledes af I.E.F.P. og de to store arbeJdeglverorganleatloner.
With regard to overall management of the system, trade unions criticise the lack of coordination of vocational training, and propose a coordination department both for school training and training out of school hours.
I banksektoren er det vtgtlgste uddannelgeeoenter nlnstltuto de Fornagäo Banc{rlan, hvls oprettelse varet led 1 den kollektlve overenskomst pä onrädet I 198Or oB son adnlnlstreres af rfAeeoclagdo Portuguesa de Bancogrr. I ckolens ledelse er der reprüBentanter for fagforenlngerna.
Since they are in the best position to define needs of the respective sectors and therefore be responsible for management, the
Entingstärdog klart, nenllg at det har veret vanske- Iigt at lnddrage erhvervsuddannelsen 1 en samlet lndsate pä uddannelses- og beskaftlgelsesonrädet, skont der er gJort forsog pä at regulere onrädet og herunder deflnere de soclale parters ansvarsonräde.
employers support α decentralised system, with employers' organisations having the greatest participation possible .
Det frengär endvidere klart af rapportenr at der er behov for en nere konsekvent og effektiv lndsats pä det uddannelsespolltiske onräde, og det er fra flere slder blevet frenhevet, at der savnes et rädgivende organ ned reprasentanter for arbejdsmarkedetsparter, der har konpetence til at fremsatte forslag af uddannelsespolltlsk karakter.
Fundamentally there is conflict between trade unions and employers: the employers' associations do not agree with participation by the trade unions in the Authorised Centres while the unions want this participation.
15.De enkelteorganisatlonerharforskelllgeanskerned hen-syntl1denrolle,son arbejdsnarkedets parter skal spllle pä erhvervsuddannelsesomrädet. Fagforbundet U.G.T. kravede pä sin seneste kongres en parltetisk tresldet r€prasentatlon I I.E.F.P., son i dag harenparltetlskto-sidetreprosentatlonbestäendeafregeringensreprosen-
In spite of differing principles there are now Centres with this type of bipartite management, some involving the IEFP and employers' associations, others created by participation by the Institute and the unions only.
tanter og de eoclale parter; ligeledee krpver U.G.T. €r tresldet admlnlstration af de statsllge og prlvate uddannelsescentre.
Finally, there are two other major questions in Portugal. The first relates to finance, since in view of the total cost, the State plays α predominant role.
For. arbeJdsglvernes vedkonmende kan det navnesr at rrConfederagiloda Indristrla Portuguesatt kraver, at deres repracentanter fär süde I I.E.F.P.-s eksekutfvkonlter oB at de llgeledes für lndflydelse pA kureusplanlagnlngen lnden for erhvervsuddannelsen og den teknlskfagltgc uddannelae.
On this point there is discord between the social partners over the fact that the amount spent by the State comes from the single social tax paid by employers (24.5%) and employees (11%).
lled hen;yn tll den overordnede atyrlng af uddannelaessystenet knltlaercr f,egforeningerne den utllstrrkkellge koordlnerlng af erhvervsuddanneleen, og de foreslär etablerlng af, en koordlnerende lnctans med konpetence over hele erhvervEuddennolcegonrädet.
The second relates to the position of the social partners over the question of assessment of vocational training.
Pt trods af denne prlnctplelle holdnlng flndea der t dag uddannel,sescentre ned en tosldet ledelee begtäende af reprasentanter for I.E.F.P. og arbeJdsglverforenlngerne elLer fagf,orenlnger- ng.
UGT specifically criticises the frequent lack of criteria for assessing and certifying, while
Det andet aspekt vedrorer parternes holdnlng tll sporgs- näIet on evaluerlngen af uddannelsen.
the Confederation of Industry supports the need for constant systematic cost/benefit assessment of all training activities.
I 1988 lndfsrte regerlngen nye retnlngs- vedtaget nogle regler llnjer herfor, (lovdekret nr.
This year, 1988, the Government has approved new guidelines on the subject.
ARtsEJDSNARKEDETSPARTERSROTLE I ERHVERVSUDDAI*IHEt$EN I OET FORENEDEKONGERI6E qs r. q l ! q m q en C qi ! qnqr
THE ROLE OF THE SOCIAL PARTNERS IN VOCATIONAL EDUCATION AMD TRAINING IN THE UNITED KINGDOM
Dialogens form, indhold og funktioner er yderst varierede for sä vidt angär bäde formelle og uformelle kontakter.
The form, content and functions of dialogue, whether formal or informal, is extremely varied.
Det er ligeledes klart, et onsket om eller behovet for en dialog er svingende indenfor parternes organisationer og organisationerne imellem.
We also recognise that the commitment or need for dialogue varies within and between the social partners.
Generelt kan det sigee, at etatans aktiviteter gtr ud pä en form ior tilakyndeleet kooptation og skonomiek ststte for at involvere og pävirke arbejdsgiverne, og at de feglige organis6tioner inddrages pä virksomhedsniveau efter arbejdsgivernea skon, mens deresmedvirkenioffentligemekanismer omend accepteres,sädogbetragtessofifisrginaliforholdtil overenskomstforhandlingeproceduren. ttbejdagiverne bestemmer, hvorvidt forbundene skal inddrages, hvilket eom regel sker for at afbode felgerne af omatruktureringatiltag samt overtale staten til at give tilgkud til uddannelse.
For purposes of generalisation we could argue that: Government activity has taken the form of exhortation, co-option and financial subsidy in order to involve and influence employers; Trade Unions are involved at the discretion of employers at plant level and involvement in Government mechanisms, while accepted, is seen as marginal to collective bargaining procedures; Employers determine the involvement of trade unions, usually to alleviate the impact of restructuring, and have the facility to persuade Government to subsidise their training costs.
Der til skal sigee, at den alags fnnomener ikke ar eneotäende for Det forenede Kongerige, og at de genspejler de dynamiske, hurtigt skiftende forhold, som skabesafetkompliceretindustrisamfundistadigforandring.Mangfoldighedenborsesaom enmulighedforforandringerogudviklingogikkeaom enhindringherfor.
We would argue, however, that these characteristics are not unique to the UK and reflect the dynamic, rapidly changing and adaptive conditions predictable in complex industrial society which is continually restructuring. Having recognised this variety, we identify it as indicating opportunities for change and development rather than inhibiting change.
När der foresläs nye mekanismer for dialogen, eller när sädanne mekanismer alleredeeksistererrerdetnsdvendigtattagehojdeforparternesbehov med hensyntiltidrokonomitinformationogekspertise.Bortsetfradialogenkunne manogsäforestillesig,atderblevstiltetsarligetilskud rEedarbejderuddannelse for bäde faglige personalechefer og ttenestemend.
Where new mechanisms for dialogue are suggested or where mechanisms exist there is a clear need to consider the time, financial, information and expertise implications for each of the social partners.
Niveauethvorpädertreffesbeslutningerom tildeling af ressourcer er ogsä vigtigt. Det kan vere arbejdsmarkedsorganisationernes europeiske instit'utioner, nationale organer som for eksempel arbejdsgiverforeningen (CBI), samt landsorganisationen (TUC) og de enkelte fagforbund.
The level for making decisions on allocating resources is also significant.
Man kunneendviderestimulerediskussionog debat eller eller pä Iokalt plan ved at finansiere uddannelsestiltag studiecirkler for medarbejdere fra enten kun den ene begge arbejdsmarkedsparter som deltagere.Dette sidstnavnte initiativ viIIe med sikkerhedkunnestyrkeogfremme tendensen til at klarlegge uddannetsesbehov pE Io-kaLt pIan, som allerede eksisterer i UK. Gode praktiske erfaringer, undersogelser af konkrete tiltag og aktioner ville kunne fremme denlokalediskussion.
One might also consider stimulating discussion and debate at the local level by financing training or staff development workshops of a single or multi social partner status, in a 'bottom-up' approach. This latter approach would certainly reinforce and support the trend towards local determination of training need evident in the UK.
hovedtemaer,som borovervejesfdtman velger, hvordan der skal gribes ind for at indfsre forandringer og fremme dialogen, nemlig funktion, niveau og rctoder.
introducing change and support for dialogue.
Youth Treining Sohur-progrs,nmet er presenteret eom enreaktionpäungdomaarbejdaloeheden vedattitbydeungearbejdserfaring,derakullegoredem merekonkurrencedygtigepäarbejdgmarkedet.
The Youth Training Scheme was presented as a response to youth unemployment by offering young people work experience which would make them more competitive in the labour market.
- med hensyn komme en arrIig funktion for kvinder tll at
Career Breaks for Women contain a specific equal opportunity function in order to enable women to return to the labour market.
Carsar Brrelte for lolun har til et akabe lige mulighcder ind pä arbejdsmarkedet igen
In simple terms, VST grants were designed to facilitate productivity through restructuring.
Kortsagthsreigtetmed VST-bevillingerne vcret at forbedre produktiviteten gGnnst orstrukturering.
To achieve this objective skill shortages were overcome by employing and retraining graduates rather than members of the existing workforce.
For at opnä dctte er mangelen pä frrdigheder blevet efhJulpet ved at beskeftige og efteruddanne netop udl:rte unge ogikkeden eksisterendc (YTS) blev industrielle arbejdestyrko. Youth Training Scheme-proqrNnmot udviklet t.il at rfbrdc dcn skonomiake og omstruktureringe negative virkninger. Career tsl
The Youth Training Scheme (YTS) was developed to alleviate the adverse impact of economic and industrial restructuring.
Breaks blev udviklet for at omfordele muligheder til en forfordelt gruppe indenfor arbejdskraften.
who suffer disadvantage. The indication of these cases is that an equal opportunity initiative, such as Career Breaks, had a very low priority and, because of the relatively small number of wpraen eligible for the scheme, failed to provide adequate career opportunities for the vast majority of women in the Banking sector.
Resultaterne viser, at initiativet for at skabe Iige muligheder som Career Breaks har varet meget lavt prioriteret og heller de forventede karrieremuligheder for det af kvinder i banksektoren, idet der kun ver li.lle antal kvinder, aom opfyldteforudsatningerneiprogrammet.Detvarsimpelthennogle ikke har skabt store flertal et forholdsvis for at deltage I'high fIiers", der betragtedes som verendeen9odinvesteringtatopnäledendestillinqert til arbejdsstyrken. politisk tiltag hurtigt blevet
Simply, the scheme enabled identified "high fliers", those who were considered a good investment as they had been able to achieve a senior position, to be retained in the workforce.
YTS-programmet' mod offer for idetdehavdeveretistandsompädenne mäde forblevisom blevpresenteretsom etungdomsarbejdslosheden,er kortsigtedeokonomiske hensyn, og dets sociale rolle er blevet forvranget.
YTS, presented as. a yout1.- unemployment policy, has rapidly fallen victim, to the short-term economic imperative and the social role has been, distorted.
Dette var navnlig tilfeldet indenfor byggesektoren, hvor det sociale aspekt blev fremstillet som en trussel mod arbejdsgivet/arbejdstager-forholdetrder undergravede de faglertes
This was clearly the case in the Construction sector whereby a social role was presented as threatening industrial relations, diluting skill status and feeding the casual labour force.
Som folge statusogstyrkededenloseherafbevirkedeuddannelsestiltagatetstortantalunge blev sigte, arbejdskraft.med konkretselvstendige direkte uden at fä nogen organiseret oplering.
As a result training for. immediate need resulted in a large number o£ young people adopting self-employment status and receiving ηο organised training.
Den unget antal omkring samme udvikling, der marginaliserer et stort preger den mäde, hvorpä finansieringsreglerne YTS - prog rem mer ne erandret.Som folgeheraf er et st'ort sektor t den private antal uddannelsesprogrammer udenfor som erforholdsvisdyre,blevetnedlagtellertruesafnedleggelse.Uddannelserneidisseprogrammer kanvereligesägodeellerbedreendprogrammer,hvorvirksomhederneerinvolveret,men eleverneblivermarginaliseredeog stemplet beskef,tigelser'.
This has resulted in a large number of non-private employer related training schemes, which are relatively expensive, being closed or threatened with closure. The training in these schemes may be as good or better than employer ba.§ed schemes but the trainees are marginalised and stereotyped as 'unemployable'.
Forholdene i forbindelse med bäde YTS og Career Breaks er fremstilletpädenne mäde, fordi de begge er eksempler Pä, at den oprindelige hensigter forvrenget under gennemfsrelsen.
were wrong but simply to indicate that such policies are often under-resourced and have relatively low status in the eyes of those administering them.