natgillin/translations-raw huggingface dataset:
Dennesituationsinteresset iggeri,atdengivermul,ighedforatundgätotman Lukker sig inde i en enke[t modeL, og i at man kan findg en baIance, der er titpasset aktivitetstyperne, de ansattes kval.ifi kation og den for virksomheden eILer branchen karakteristiske sociate debat.
THE ROLE OF THE SOCIAL PARTNERS IN VOCATIONAL EDUCATION AND TRAINING INCLUDING CONTINUING EDUCATION & TRAINING ΓΝ IRELAND SUMMRRY REPORT
Den fOrste Lov om erhvervsundervisning stammerfra1930, medenserhvervsuddannetsestovenerafmeget senere dato,nemlig 1967.
Providing equality in the labour disadvantaged groups including women.
Der er säLedes et Lovmassigtgrundlag for arbejdsmarkedetsparters invoLvering i erhvervsuddanneLsen med ens , dette ikke er tiLfaLdet for undervisningensvedkommende.
Thus through involvement in manpower agencies the social partners have come face to face with a wider set of issues than was the case some twenty years ago.
(a) hjaLp og st9tte tiL unge, navnlig demmedringe kvaLifikationer, i forbindeLse med over gä ngen fra skoLe tiL arbejdsl.iv;
While legislation as early as 1930 made possible the involvement of the social partners in vocational education and was farsighted
Arbejdsmarkedet pa srterersä[edes gennemderes medvirkeni beskaftigeLses- det var tiLfaLdet for organer bLevet stiLLet over forfteresp6rgsmä1end,ca.tyve ärsiden
Representation could ensure that debates and discussions relating to education had an input from those with knowledge and experience of conditions within the enterprise and the world of work.
AF ARBEJDSMARKEDETS
Representation would give emphasis to the importance of transition from school to work.
Arbejdsmarkedet pa s r ters invoLveringi erhvervsundervisningog skaI sespäbaggrundafderes invoLveringi almindetighedi Landetsdkonomi og erhvervsLiv.
Such formal representation could help to facilitate the development of other (even possibly less formal) links between the social partners and educational agencies generally.
Erhvervs underv sn i ing
Vocational Training:
MedensLovgivningenaLLeredei 19 30 g a v muIighedfor arbejdsmarkedet pa s r ters invoLveringi erhvervsundervisningog sätedes varfremsynet, btev dederigennem skabte muLighederikke udnyttet, og medfäundtagetser betyder dette,atarbejdsmarkedetpasrterend ikkeidag erformett eLLer direkte invoLveret:
Separate provision has been made by government for different sectors of vocational training viz. manufacturing industry,
politiskeinteresser har domineretog 96r det stadig i ti[rettelaggetsen af erhvervsuddanneLsen F o. rf at terne erafden opfattetse,atderer mangegode h6jere grad bLiver reprasenteret grundeti[, at arbejdsmarkedet pa s rt er i formeLt og direkte:
Involvement of the social partners is strongest in the case of those sectors dealing with manufacturing industry and hotel, restaurant and tourism related training and their involvement in agriculture and fisheries is very limited even negligible.
(a) atkendetegneden direkte erhvervsuddanneLse; en sädanreprasentation v , i Ite tjene tiL interesse, arbejdsmarkedetpasrterhari
The actual involvement of the social partners in industrial training takes place through a number of mechanisms both statutory/executive and consultative.
(b) reprasentation kunne sikre,atderidebatter og diskussioner omundervisningindgikvidenogerfaringfravirksomhederneog arbejds-
The Labour Services Agency (FAS), the principal agency dealing with industrial education, provides a typical example of social partner involvement.
(c) representation viI Le under s tre ge betydningen af overgangenfra skoLe tiL arbejdsLiv;
The Agency has a Board of Directors comprising 16 ordinary members and a Chairman.
(d) en sädanformet reprasentation viLLe gore det Lettere atskabeandre(mäskeendog mindre form et Le ) forbindetse r meLlemarbejdsmarkedetsparter og undervisningsorganer i atmindeLighed.
Statutorily eight members of the Board are nominees of the social partners, one is a representative of youth organisations, two are elected by employees and the remaining five are representative of various government departments.
Regeringenhargennemfortsarski Lte foranstaltninger for örhvervsuddanneLsen i forskeILige sektorer, f.eks.fremsti LLingsindustrien, hoteL- og restaurations- pa virksomhedog turisme,tandbrug og fiskeri.
The functions of this new agency, set up in January 1988, which marked an important stage in the rationalisation and coordination of manpower services can be summarised as provision of training, retraining, employment schemes, placement and guidance services, helping local community groups and worker cooperatives to create jobs and assisting persons seeking employment elsewhere in the European Community.
landbrugog og kest invoLvereti de sektorerne frenstiILings'industri, h ot eL r res t au ra tion og turisme, medensderes invotvering ifiskeriermeget begranset, endog nasten uden betydning.
Apart from having a representative presence in the primary policy making forum of the Labour Services Agency (FAS) and the former Industrial Training Authority (AnCO), social partner representation has extended and still extends to a wide range of statutory and non-statutoory committees and groups involved in training.
Arbejdsmarkedet pa s rt er medvirkeri uddanneLse i industrien i en rekke mekanisme a rfbäde Lovgivende/udgvende ogrädgivende karakter.
It is important in this context to note, particularly when attempting to understand events from an overall European perspective, that this representation is one of external social partner presence and not a case of representation or involvement within the individual enterprises.
Labour Services Agency(FAS),den vigtigsteinstitution for uddanneLse i indu- strien, er et typisk eksempeLpä invotvering afarbejdsmarkedetpasrter.Denneinstitutionhar en bestyreLse med seksten medlemmeogr en formand. ffdLge vedtagten udnevnesotte med Lem m ea rf arbejdsmarkedetsparter, der er en representant for ungdoms organisationerne to , vaIges afarbejds-tagerne og de resterendefem er reprasentanterfra forskeLLigemini- mini- sterier'
Textiles, Clothing and Footwear, Food/Drink/Tobacco, Printing and Paper, Chemicals and Allied Products, Construction and Engineering. In addition there is social partner involvement regarding apprenticeship.
Arbejdsmarkedet pa srtersinvotvering idette organspoLitik- skabendehovedforumer säLedesbetydeLig.
The process of representation extends further to sub-committees and working parties set up by particular advisory committees and the whole area takes on a local dimension since Training Centres which are geographically dispersed in turn have local advisory groups with representatives of the social partners.
Dette nye organ btev opret-tetijanuar1988 og markeredeet vigtigt skridt i rationaLiseringen og koord'ineringenaf beskeftigeLse s instanser De .t s opgaver omfatter uddanneLse om, sk o ting , beskaftigeLse s program m e for, rm id Ling s- og vej- Ledningsservice,stotte tiL LokaLegrupperog kooperativer afarbejds-tagere i forbindeLse med skabetse af arbejds pLads e sam rt st6ttetitpersoner'der sgger beskaftigetse andetstedsi Det EuropaiskeFattes- Fattes- skab.
This local involvement counters to some extent the highly centralised system of control whereby decisions in relation to training can be perceived as being "handed down".
Denneeksterne repnasentationmanifesterer sigikkekun ireprasentationpäudva[gsniveau, men ogsä i invoLvering i Lovbestemte räOgivendeudvafg pä sektorptan.
Overall the involvement of the social partners differs depending on the sector involved.
Derudovererarbejdsmarkedetsparterinvotveretilertingeuddannetsen.
Where there is involvement it tends to be high in policy making and low in delivery and implementation.
DenneLokaLeinvolvering stärinogengrad ikontrast tit det yderst centraIiserede kontroL system, hvor besLutningervedrrrende erhvervsuddannetsekan opfattessonr bLive n det' givet videre nedeftert'.
Where it does occur it tends to be not bipartite but tripartite, that is, involving government and social partners.
Unders!geLsen er udfrrt af en arbejdsgruppe bestäende af N. CATALANO,P. F IOR EN TI NO TL .. FORLANI, P.GARONNA(koor-dinator),F.SALA,F1. SPATAFORAog D. VALCAVI.
The research was carried out by a group composed of ι
De vigtigste tOLgende: ti tpasningen tiL de krav, som firserne s miske og industrieLLe forhoLd betinger. torer, der fremgär af undersOgeLsen, er
Awareness of the crisis as a premise to change.
At Lose e I Lerforebyggekonf Li kterdomi nerersä [edes over den naturtige og reguLerende funktion, hviLket ikke fremmer uddanneLsesprocessen, som foregärgradvis meLLem uddanneIse s aktiv i - og arbejdsmarkedets par- og kontinuerLigt.
Awareness of the state of crisis in which vocational training anc partiVrpfrt-jnp jn t-rain-jng sfand appears, from the survey, to be widespread and critical.
Kontrasten teternes kontinuerl.ige proces bevi rker ringe ters kraft kortvarige og giver gennemsLags- overenskom- engagement sarLig grad i indtryk af t ät de Iovmassige sterne, aftaLebestemmeIserne, fremskridt, deLtageLsen for ja seLv strukturerne og institutionerne ikke har stor indf IydeLse pä de virkeLige processer,
Two are the discriminating features of this state of crisis: on the one hand, the insufficiency and in adequacy of existing participation, on the other, the absense of the role and of the participation of the social partners in many fields crucial to the training experiences, particulary those offering more prospects for the future.
Fagforeningernes forskningsinstitutter har bidraget vesenttigt her tiL. rrAfstandenil metLem dereprasenteredeindividerogde
The most important factors which emerged from the survey are the following:
3) reprasenterende institutioner inden reLationerne.
1) First of all, the "conflict-dependent" nature of participation, connected with contract deadlines or with the settlement of industrial disputes.
De enkeLte arbejdere for arbejdsmarkeds- og arbejdsgivere, som bruger uddanneLsesaktiviteterne, bLiver tit rene objekter og deLtager i kke subjektivt i uddannetsesprocesserne og forbLiver säLedes udenfor og uden indfLydeLse.
The conflict-solving or conflict-preventiye function of training prev.a.iliS over the physiological and regulating one and adapts itself with difficulty to a process such as training which takes place in a continuum following slow, gradual timing, and pace, that is the timing and pace of learning.
Den stigendeforgreningogdifferentieringaf de produktive industristrukturer, de nye smidige ordninger og de nye midLer tArer tiL, ät der oftere og oftere settes spOrgsmätstegn ved det reprasentative ia Ligefrem ved dets berettigeLse- , gennemskue, hvem arbej dsmarkedets systemsegnethed,Da detersvartat
The clash between the continuous process involved in training and the episodic character of the attention of the partners leads to a low incidence of influence and above all, creates the impression that agreements, the con tracts, the legislative achievements, even the structures and institutions of participation have little effect upon the real process which goes along its own. way.
1hvi L- ket ti Lsyn, samt navnLig hvem dei kke representerer, er det ikke Let at LOse de virkeLige interesse konfLik-ter med hensyn tiL uddanneLsesaktiviteterne, og der skabes afstand metIem de institutionetLe formidLere og parternes konkrete konfrontationsomräder, der tit er
They are seen as such, however, when they "exploit" the themes of training to fight more general battles of a political nature, when they do not take into account the specific aspects of the training question, and become the tools of ideological rigidness, of preconception, prejudice, of abstraction and super ficiality.
D skjuLt etLer k a mu f Leretafdenuformettepraksis.Denringefagtigebaggrundogkompetence med hensyntit
3) The "distance" between the subjects represented and institu tionalized representation in the industrialrelations system.
Pä grund kontroL kunnet af at mäLsatningerne med hensynkommer i fOrste rekke, har parter- beherske de tekniske sider af de deLtageLsen. tiL pol.'itisk ne ikke aLtid uddanneLsesmassige probLemer, de pedagogiske aspekter, de organisatoriske og institutionetIe aspekter, samt de 6 konom i ske og teknoLogi skeaspekterafarbejdsmarke-detsfunktion.Pädenandensidevokserproduktionssy-stemetskravom en specifik, t€knisk-teknoLogisk, ikke standardi seret skraddersyet uddanne Lse,deri kkedi rek-tetagersigtepäerhvervstivet.Denne stigende kompetence mangeL har ofte udviktet sig tiL en u mäde hoLde n og ukontro[ [eret overdrageLse af de konkrete uddanneIses- aspekter tiI ekspertert grofessioneLLe Ierere, de ansvarshavende for aktiviteter, hvorved man harfavori- seret haIve tOsninger et sted imeLLem "grunduddanneL- se" el.Ler "fagorientering" og den egentLige fagL'ige uddanneLse, hviLket er utiLfredsstiLLende pä begge pLaner.
The single workers and.single employers who avail of the training processes often remain mere objects rather than the subjects of participation in training processes, and remain outside and without influence. The growing complexity and diversification of the industrial production structures, the demand for and instruments of flexibility pose wLth growng insistence and increasing frequency the question of the adequacy of the representation system, when they do not question the very legitimacy of representation itself.
EndeLig de vanskeLigheder, der de Ltage Lsen,med hensynt i L at tede fornyeLserog forsAg, der
The lack of clarity as to whom the social partners represent, as to their mandate, as to its extent, as to what constraints of control and accountability they are subject to, and even more so as to whom they do not represent, does not facilitate the solution of the conflict of interests involved in training and leads to the belief that there is a broad rift between institu-
Dette punkt bAr beIyses med eksempter ( ikke udtOmmende), som undersdgetsenharbragtfrem-5-1 ) Det er pä vist (sammentign ogsä unders/geLsen ISFOL- CES0S), hvordan arbejdsmarkedsparternes roILe er sarIigt mangetf uLd, f orstvidtangärvirksomhedsuddannetsen.Den er dog vigtig i forbindeLse med de aftater pä virk-somhedspLan , derindgäsatdestorevirksomhederog iser i forbindeLse med atvorLige produktivi- og nedLegning af virksomheder, i ti tsIutn'ing som aLternativ ti l') c.I.G.-ordningen*) og koncerner, tetskri ser tiL (eLLer med hensyn tiL arbejdere med IavlmetLemkvaLifikationer. ät de nye tendenser indenfor vetkendt, symmetri sk modsat retning, henimod en virksomhedsuddanneLse ogsä i de smä
41so due to the prevalence of the aims of political control, not always do the partners appear able to master and therefore condition the technicalities involved in the training process, pedagogical matters, organization and institutional questions, and aspects connected with the economic and technological workings of the labour market. Besides, the demand by the production system for specific training of a technological-technical, non-standard, tailor-made nature,closely targetted for professional profiles and job prospects, is on the increase.· The growing gap in competence has often been transformed into an excessive and uncontrolled delegating, with regard to the concrete aspects of training, to the experts, to the "professional trainers", to the executives responsible for training, thus privileging measures "half way" between "basic education" or "the promotion of industrial culture" and strictly professional training, and thus inad equate at both of these levels.
Det er derimod uddanneLse gär opprioritering i af og meLtemstore virksomheder, i de nye sektorer eILer de sektorer, der er i udvikLing t o9 for arbejdere med en meLLemhOjkval,ifikation. Denne modsatning viser kLart, hvorLedes parternes konsoIiderede traditioneLLe rotte bremses og skades.
5) And finally, the difficulties met by participation in understanding, following and favouring innovation and the experimentations emerging in the training process.
og de = t arbejdet,
Nonetheless, it assumes weight and
i uddanneLsesprocesserne mä vare mindre konfLiktpraget og mere procesorienteret og kontinuerLig, mere specifik o9 fagrettet (ski LL specificity) og mindre grundtiggende genereI for at kunne pävirke det indr€ arbejdsmarked.
It is widely accepted, however, that new training trends are taking the symmetrically opposite direction towards re-evaluation of in - firm training even within the smaller to medium size firms, in new and up-and-coming sectors and for workers with medium to high level skills.
Desuden er diaLogen meItem arbejdsmarkedetsparter pävi rksomhedspLandet mest kri t i skeom- räde af arbejdsreLationerne hos de smä og m eL Lemstorevirksomhederr'imange virksomheder,iserindenforde smä ogme L Lemstorevirksomhedert??deri ngen arbejds- markedsreLationer pä virksomhedsptan, hvorfor deLtaget- ser hvis den virkeLig eksisterer, fALger uforme[[e kriterier, og undertiden sker det uden om fagforeningerne.
5-2) The relationship between training processes and the internal labour market« that is the organization of work, qualification systems, pay scales, career structures and internal mobility etc.
5-3) DobbeLtheden i ndenforerhvervsuddanne tsen,derpädenenesidebetragtessom eninvesteringimenne- sociate og poLitiske frem- som et middeL i virksom- skekapitaL og i arbejderens gangt 09 pä den anden side
Besides, the dialogue between the partners at firm level is the most critical area as far as the insuff iciency of the industrial - relations system is concerned.
"egentLig uddapneLse" og trbIot efteruddannetse friskningskursusr'.
there are no industrial relations at firm level and therefore participation, if it exists at all, follows informal and sometimes extra-tradeunion practices.
En meretekniskogmindre og op- f0Letses- i retning päpeger fuLd mäde at udtrykke denne forsket af uddanneLsens forsket Iige anvendeLsesmuLigheder i henhoLdsvi sdeteksternearbejdsmarkedogidetinter- nearbe_jsmarked.De mekanismer indenfor deLtageLsen, der eksisterer af ärsager, der aLIerede er gjort rede for, medfg?er et bedre samspiL meLIem arbeidsmarkedets parter vedrtrende uddannetse tiL det eksterne marked, den uddanneLse som indebarer stOrst sociat frig0reLse for arbejderne som enkeLtindivider 'ruti singoLirr (uafhengig af deres specifikke arbejdspLads)' hvi Lket imidLertid medfOrer at uddannetse/efteruddanneLse i stor udst rakni ngho Ldes udenfordei nst i tuti one L Le arbejdsmarkedsreLationer.
This explains the apparent contradictions that the case-study in the banking sector evidenced: that in those very internal markets where there is greater development, where training takes on an explicit industrialrelations significance, due to reasons of objective incidence, the role of the social partners often tends to be slight and marginal. There is, from this point of view, almost a trading off between the quantity and the quality of participation, between the quantity of negotiated or · consensual regulation required to make the internal market work and the conditioning presence of the social partners formally changed with negotiation power.
Dette fOr er dog tit mindst to modsatninger. pä den ene side kunne den traditioneLte ,tafvisning,, af uddanneLse som bLot produktiv investering fortoLkes som simpeL nOdvendig tOLge af det begransede fagforeningsengagement pä virksomhedsptan, eLLer rettere i de virksomhedsspecifikke (firm-speci- fic) forhoLd, som kendetegner det itaLienske system.
5-3) The double significance of professional training: on the one hand, as investment in human capital and in the social and political advancement of workers, and en the other hand as an instrument »f the firms' organization of production, is reflected in the counterpoising, used traditionally in tradeunion argumentations, between "true training" and "mere coaching or updating".
at styrke arbejdsmarkedsreIationerne fOrt tiL strukturerende indhoLd i uddannetsen tiL det eksterne marked (som det er tit f aLdet idet interne rnarked), idet det eksterne marked "nastenI opfattes som det interne marked pä grundLag af visioner om systemer og organisation, der efteraber de aLtomfattende ideoIogier.
mechanism, for the reasons already mentioned, allow for greater interaction in matters of training for the external market; that is training with a very high social-emancipation and civil content which the workers avail of as individual (Uti Singuli)i.e . independently from their specific skills. "Coaching" instead is considered largely beyond the scope of institutionalized industrial - relations mechanisms.
ResuLtatet er bIevet et overmtL af dettageIse i uddanneLse, da procedurerne for overenskomstmessig styring har tendens tiL at btive stive og fastLäsede pt det eksterne marked, samtidig med enmange I pä deItageIse, fordi arbejdsmarkedetsparter forbLiver i en marginaL position i forhoLd tiI det interne markeds strukture- ringsprocesser,oginkonsekvensen€Fratparterneen-dermed snarere at optgse uddanneIsesfor[6bets regLer (i kraft af markedets smidigg0reLse) fremfor at skabe og fastsatte nye regIer pä de interne arbejdsmarke- der.
This has .implied a limited amount of rules governing in-firm activities, with the institutionalized presence of the social partners limited to the larger firms and connected with general and not firm- specific questions and with social protection objectives. On the other hand, the urge towards strengthening industrial relations has led to loading MEL training with structuring contents (proper to
1) F0rst og fremmest er der en tendens tiL at vare kommet udover det "fo.rmeLLe niveaunr som bestär af de nationaIe og regionaIe Iovrammer eLIer af de koLl-ektive o- ve,renskomster og virksomhedsaftater.
(to meet the flexibilization requirements of the market) than the role they play in "re - regulating", that is, in establishing new rules to govern the internal labour market.
Arbejdsmarkedsparternes roL Lekom-merst Iedest i L at omfatte de sorski tte aspekter at ud- danneIsesaktiviteten, Lige f ra tiLretteLaggeLsen af indhotd og f ast Iaggel.se af mät tiL f inahsi:eringsmetoder,Ligef raf ast Laggel.se og kontroL af LasepIaner tiL ud- vatgeIse lvurdering af Lerere, eksamensudvatg oguddan-ne L ses standard er. Dette fors0g gär hovedsageI i g ud tra, at parternes rotIe begranses tit deLs programmering-mtt- setning, deLs kontrot-vurderingr fien der finder ogsä forsgg sted indenfor den traditioneLte medindfLydetse i uddanneIsesenheder, f.eks. i den grafiske sektor og i byggesektoren, som vakker stigende interesse, fordi man gnsker, at den direkte styring fra arbejdsmarkedsparternes side udvides tiL at gaLde i andre sektorer og pä andre omräder.
Parallelly to the growth of awareness of the crisis and of the difficulties, indications of positive outlets and of.innovating and experimental experiences are on the increase.
En tredie tendens g5r i retning af forgrening og differentiering (sektorvis, LokaL og territoriaL) af deLtage Lseniuddanne Lsessystemet.Konsekvensen af denne tendens BFr at tiLbudet tiIpasser sig en eftersptrgset, der er endret pä grund af de teknotogiske forandringer.
1) First of all there is a tendency to overcome the "formal" xevel of participation, which limits itself to defining the normative framework of national and regional legislation or of collective bargaining and to arrive, at company-level agreements.
Med den nOdvendige fastsatte Iseafmätforuddanne Lsesfor Lpbene, reducerer man muLighederne fgr en standardisering, mindsker udgangs- modeIternes vardi, fremhcver friheden tiL pLanIagning, den enkeLtes rotLe (arbejder og vi rksomheder), deLtagetsen pä Lokatt pLanr VekseLvi rkningen meLtem det offentLige og det private, og meLIem institutioner og markedet.
This way the role of the social partners has to face handling the specific aspects of the training process; from outlining the contents to foreseeing outlets; from methods of financing, to the organization of courses ;from the definition and control of curricula to the choice/assessment of teaching staff; from participation on the examination boards to establishing training standards.