natgillin/translations-raw huggingface dataset:
Som et nyt mål indførtes støtte til arbejdstagernes tilpasning til den industri elle udvikling og styrkelse af forebyggelsen af arbejdsløshed.
The first of these initiatives concerns Employ ment and the Development of Human Resources (NOW, HORIZON, YOUTH START). (...)
Støttemulighederne under ESF udvidedes endvidere til at omfatte personer, der var truet af langtidsledighed og udstødelse fra ar bejdsmarkedet (se faktarude).
The second initiative ADAPT is part of action concerning adaptation to industrial change. "
Hvis Den Europæiske Union skal kunne overleve på et internationalt marked med stadig hårdere konkurrence, er det nød vendigt med mere fornuftige investeringer i den menneskelige kapital, ikke alene hvad angår grundlæggende kvalifikationer, men også med hensyn til ad gang til livslang uddannelse.
These could in clude the development of in-company training structures, the drawing up of training plans, management development and mechanisms to anticipate labour market trends.
De unge vil ikke kunne få adgang til arbejdsmarkedet, og de beskæftigede vil ikke kunne fastholde deres stilling på det, hvis de ikke udstyres med de relevante basis kundskaber og motivation i skolerne og mulighed for efterfølgende at ajourføre og forny deres kvalifikationer og færdigheder. heder.
The particular difficulties faced by SMEs in addressing their own training needs in-house must also be taken into account.
"I perioden 1994-99 vil Den Europæiske Unions støtte til strukturpolitikken blive øget til 165 000 mio. ECU i 1994priser."
Distance training techniques and technologies in particular, open up cost effective and flexible training possibilities for employees of SMEs.
Dette kræver på sin side en større om strukturering af Unionens beskæftigelsesog uddannelsesstrukturer.
Ways to improve the quality and relevance of training supply also need to be developed.
En sådan om strukturering kræver ikke alene radikalt
Consideration could be given to the setting up
Ud over udvidelsen af ESF-midlernes an vendelsesområde betød strukturfondsreformen, at ESF blev et mere fleksibelt og politisk styret instrument, hvormed den mere effektivt og målrettet kan imødekomme ændringerne i arbejdsmarkedsbehovene og de konkrete udfordringer, som medlemsstaterne i den forbindelse konfronteres med.
The second initiative ADAPT is part of action concerning adaptation to industrial change. It has four closely linked aims; to assist workers, especially those threat ened with unemployment as a result of industrial change, to adapt to increasingly rapid changes in the organisation and structure of employment; to help companies increase their competitiveness, pri-
* * * skabe puljer af ekspertviden, som styrker den økonomiske udvikling.
"Experience from the past suggests that action is required in three key strategic areas: Overcoming under invest­ment in human capital, (...)
Under hensyn til anbefalingerne i hvidbogen er der fastlagt tre prioriterede om råder:
Ex­perience from the past suggests that ac­tion is required in three key strategic ar­eas: b) Strengthening management sys­tems Weak planning and programming systems impair the effective implementation of Structural Fund actions.
Forbedring af beskæftigelsesmulighederne for personer, der er udsat for langtidsledighed og udstødelse, gen nem fastlæggelse af en pakke af foranstaltninger, der gør det muligt at vende tilbage til arbejdsmarkedet.
Objective 5a Objective 5b development and structural adjustment of the less developed regions reconversion of regions or of the parts of regions seriously affected by the industrial decline fight against longterm unemployment and facilitating the pro­fessional integration of young people and of persons threat­ened with exclusion from the labour market facilitating workers' adaptation to industrial changes and to the changes in production systems accelerating the adaptation of agricultural structures development of the rural areas
For at optimere den menneskelige kapitals potentiale må der findes veje til at etablere effektive virksomhedsinterne efter- og videreuddannelsessystemer (prioritet 2). Disse kan omfatte udvikling af uddannel sesstrukturer, udformning af uddannelses planer, management og mekanismer til forudsigelse af arbejdsmarkedstendenser.
Concentration c ) Enlarging partnership and the role of local actors In addition to seeking closer inter-depart­mental cooperation, efforts are needed to promote a broader partnership involving NGOs, community bodies, local authori­ties, the social and economic partners and the private as well as the public sector to bring in new knowledge and expertise.
Fjernundervisningsteknologier åbner op for omkostningseffektive og fleksible uddannelses muligheder for ansatte i SMV.
Experience has shown the growing im­portance of the local dimension and of decentralised management.
Nøgleforanstaltninger vil omfatte støtte til indførelse af en unionsdækkende garanti for, at unge sikres en uddannelses plads, der fører til en anerkendt kvalifikation, eller en kombination af praktisk arbejde og uddannelse, foranstaltninger, der kan forebygge eller afhjælpe skole mæssige nederlag og hindre, at eleverne forlader skolen i utide samt støtte til at tilvejebringe grundlaget for at opbygge en velkvalificeret og tilpasningsdygtig ar bejdsstyrke.
... on priority questions and specific target-groups, by means of a regional approach ... with national and regional authorities, organisms respon­sible for the preparation and the implementation of pro­grammes ... by co-financing of national and regional programmes and
Erfaringen viser, at investeringsbeslutninger er dybt påvirket af overvejelser over arbejdsmarkedskvalitet, og "dusters" af forsknings- og udviklingsfaciliteter kan bidrage til at
Total budget of the Structural Funds for 1994-1999: ECU 1Π Π ECU 96 346 billion for the Objective 1. i.e. a concentration of 70% the Structural Funds on the Objective 1
Det første af disse initiativer omhandler beskæftigelse og udvikling af menneske-
Achieving optimum impact from the ESF requires both greater flexibility and strengthened evaluation.
Mål nr. 1 udvikling og strukturel tilpasning af tilbagestående regioner
the primacy of total productivity, human labour has undergone a further process of depersonalisation and desocialisation: the individual has become a corporate asset, a "human resource".
Mål nr. 3 bekæmpelse af langtidsledighed og fremme af erhvervsmæs­sig integrering af unge og personer, der er truet af udstødelse fra arbejdsmarkedet
First, human labour at both the individual level (the worker) and the collective level (groups and categories of workers) is no longer, whether within the business organization or within society as a whole, an active interlocutor in dialogue, negotiations, conflicts and agreements with capital (another "production factor") in its individual form (the capitalist) or its organized form (groups, categories of capitalists).
Grundlæggende principper
The human resource takes precedence over the human being
... med nationale og regionale myndigheder, ansvarlige organer for udformning og gennemførelse af programmerne
The second effect: stripped of all significance as a social subject, the human la bour resource became an object, fair game for being bonded in the service of pro ductivity and positioned outside any po litical, social or cultural context.
... gennem samfinansiering af nationale og regionale program­mer og projekter
"(...) human labour has undergone a further process of depersonalisation and desocialisation: the individual has become a corporate asset, a "human resource"."
EUROPfEISH TIDSSKRIFT arbejdsstyrkens kvalifikationer og endelig at foregribe og fremskynde udviklingen af nye job og nye erhvervsaktiviteter.
* those resources with a minimum of delay and additional costs, the more produc­tive that company will be, the more com­petitive it will become and the better will be the chances of the persons concerned of finding and keeping a job.
Bedre overvågning, evaluering og kontrol er påkrævet for at forbedre kvaliteten af samfinansierede aktioner.
the contemporary framework of the mar­ket economy, the human resource is a resource which is available everywhere, the only limits to accessing it and exploit­ing it with abandon being of a monetary nature (the costs).
En forbedret databehandling og kvantificerede indikatorer vil tilvejebringe mere troværdige referencerammer for måling af fremskridt ene.
"(...) having become a 'resource', human labour had ceased to be a social subject, henceforth to be organized by 'capital­enterprise' and the 'economy­society' (...)"
c) Udvidelse af partnerskabsnettene og styrkelse af lokale aktørers rolle
Like everyone else, we too were con­vinced of the correctness and pertinence of that postulate.
Styrkelse af manage mentsystemerne (...)
But reality presents other constellations too.
Disse prioriterede områder er i vid ud strækning blevet indarbejdet af medlemsstaterne i deres strukturfondsprogrammer for perioden 1994-1999, om end visse politiske, institutionelle eller proceduremæssige blokeringer for implementeringen stadig resterer. Tidligere erfaringer viser, at der er behov for aktioner på tre strategiske områder: a) Fremme af investeringen i menne skelig kapital
"Positioned ­ particularly aßen tn the theorising on the subject ■ at the centre of the battle for total productivity and total quality, the human re­source is organized, managed, upgraded, downgraded, recycled and, above all, abandoned by the enterprise. "
Der må anlægges et mere langsigtet per spektiv, som udmøntes i passende økonomisk investering i menneskelige res sourcer og en bedre balance mellem støtten til driftsomkostninger i forbindelse med uddannelsesaktiviteter og støtten til forbedring af uddannelsernes og beskæftigelsessystemernes kvalitet.
Although better qualified people have a better chance than less qualified people of finding work, unemployment is now increasingly affecting well and very well qualified people.
b) Styrkelse af managementsystemerne ne
The first snare is very efficient.
Ud over etablering af tættere samarbejde mellem afdelingerne må der gøres en ind sats for at fremme bredere partnerskaber, der inddrager ikke-statslige organisationer, lokale organer, lokale myndigheder, sociale og økonomiske aktører og den private og den offentlige sektor for at til vejebringe ny viden og ekspertise. Erfaringen viser den stigende betydning af den lokale dimension og en decentraliseret styring.
Like natu­ral resources and commodities or the new­comer resource information, the human labour resource has no voice in society and is no longer represented within soci­ety.
Udviklingen af gennemførelsesmekanismer, der fremmer nærhedsprincippet er særlig relevant for bekæmpelse af udstødelse, fremme at tilpasningen til de industrielle ændringer og ud nyttelse af de nye kilder til beskæftigelse gennem lokale initiativer, hvor en god del af erfaringen ligger uden for det offentliges område.
It has become a means whose monetarized usage and exchange value is determined by the company's balance sheet. Positioned ­ particularly often in the theorising on the subject ­ at the cen­tre of the battle for total productivity and total quality, the human resource is or­ganized, managed, upgraded, down­graded, recycled and, above all, aban­doned by the enterprise.
Dårlige planlægnings- og programmeringssystemer udgør en hindring for en effektiv gennemførelse af strukturfondsaktioner.
"It is in relation to the tool that bis continued pres­ence and/or replacement is determined (...) with the consent of trade union organizations, these having espoused the cause of productivity for competitiveness. "
Der er navnlig behov for bedre koordinering mellem afdelinger og mellem nationale og regionale myndigheder og andre relevante aktører.
His alternate reference point today is the ma­chine, usually a so­called "intelligent" machine, an intelligent tool, a robot.
Der må skabes større gennemsigtighed i tildelingen af støtte, og det må sikres, at indvirkningen på beskæftigelsen og kvalifikationerne rutinemæssigt tages med i betragtning, når der træffes beslutninger om støtte til infrastruktur- og erhvervsinvesteringsprojekter.
It is in relation to the tool that his continued presence and/or replacement is deter­mined; this not only with the agreement of government authorities (w­hose role, dictated by the deregulated, privatized. liberalized and competition­driven mar­ket economy, is to train and make avail­able to enterprise top­quality human re­sources) but also and in increasing meas­ure with the consent of trade union or­ganizations, these having espoused the cause of productivity for competitiveness.
"At opnå den optimale effekt af ESF-midlerne kræver både større fleskibilitet og bedre evaluering. "
But reality presents other constellations too. (...) unemployment is now increasingly affecting well and very well qualified people. "
At opnå den optimale effekt af ESF-mid-lerne kræver både større fleksibilitet og bedre evaluering. I en periode med in tensive strukturelle og industrielle forandringer, må programmeringen være dynamisk og ikke statisk.
Given the prevailing mindset, the result­ing postulate is clear: the better a com­pany is endowed, courtesy of the state's education and training efforts, with skilled human resources, and the better a com­pany is able, courtesy of tax incentives and government cash support, to deploy
Der må drages lære af den løbende evaluering, således at mindre effektive foranstaltninger standses i tide, og midlerne i stedet koncentreres om de vigtigste behov og de bedste til tag.
We are therefore seeing an increas­ing trend towards dissociation, especially in the developed countries of the Triad, in the United States and the United King­dom, which is segregating the "permanent workforce", accounting for some 20% of a company's total workforce, from the
Markedsøkonomiens fælder for fremtidens uddannelse: mere behov for kritik end for prognoser har i 16 år, indtil november 1994 ledet FAST-programmet (Forecasting and Assessment in Science and Technology) i Kommissionen for De Europæiske Fællesskaber.
* * * remainder of the workforce who are em ployed on the basis of thousands of special arrangements, the main characteristic of which being to transform the individuals concerned into a magma of human resources with a status which is highly unstable, precarious and vulnerable from all points of view.
Siden da har han været leder af den nye afdeling "Recherche Sociale" mentskoler og påbuddet om produktivi tet for enhver pris i stigende grad blevet upersonliggjort og afsocialiseret, idet det er blevet til en virksomhedsressource, den "menneskelige ressource".
has been made possible by - among other factors - the globalisation of modern in formation, communication and transport technologies, the impact of which, only now becoming apparent, will be much stronger once the famous global information and communication superhighways are in place.
At anstille betragtninger over en uddan nelsespolitik for de kommende år i en situation karakteriseret ved dels et strukturelt misforhold mellem økonomisk vækst og beskæftigelse (produktion af flere goder med stadig mindre anvendelse af men neskelig arbejdskraft) og dels stigende internationalisering af produktionen i liberaliseringens, dereguleringens og privatiseringens navn, er en yderst krævende opgave.
"(...) the priority attached to training and qualifications as the best admission ticket to the labour "market" is operating against the "human resource", imprisoning all those with no or limited skills in a snare of precariousness, instability and exclusion and those who are well or highly qualified in a snare of golden servitude to the needs of enterprise."
Man er da nødsaget til at bevæge sig ud over den forholdsvise be roligende beskæftigelse med at analysere data og forudsige udviklingstendenser og mulige problemer, for i stedet at tage fat på den mindre taknemmelige opgave at kritisere eksisterende vilkår og problemer, der er opstået som følge af valg foretaget af de grupper, der har magten i samfun det, inden for rammerne af de etablerede institutioner og fremherskende spilleregler. ler.
A new process of social stratification is now setting apart the segment of the skilled and highly skilled workforce who fail to find well paid, stable and guaranteed employment (the new "nobility" of excellent ability, education and competence) from all the remainder, mostly in dividuals with no or only limited skills, who at best might have the chance of getting a precarious, poorly paid and so cially stigmatized job.
Udskreget som et fremskridt (hører man ikke overalt, at "'de menneskelige ressourcer" er de vigtigste ressourcer, virksomheden og landet råder over?) har det men neskelige arbejdes udvikling fra "produktionsfaktor" til "ressource" fået to po litiske og sociale hovedeffekter.
This recent globalisation of economies has given a considerable kick to competition on markets which have become global, open and no longer offering the sanctuary formerly to be found behind "national frontiers".
For det første er den individuelle menneskelige arbejdskraft (arbejdstageren) og den or ganiserede (arbejdstagergruppe, klasse) ikke længere hverken i virksomheden el ler i samfundet generelt en aktiv dialog, forhandlings-, konflikt- og aftalepart over for kapitalen (en anden "produktionsfaktor") - det være sig den individuelle (kapitalisten) eller den organiserede (gruppe, klasse af kapitalister).
The globalisation of economies is therefore launching every company, every town, every region, every country into an open confrontation with other companies, towns, regions and countries in arenas from which will emerge triumphant, or at least as survivors, only the strongest, the most competitive, those with the oldest battle scars and those who were astute enough to prepare themselves in good time for the new scuffles associated with globalising markets.
Det aktuelle "misforhold mellem økonomisk vækst og beskæftigelse" og internationaliseringen af produktionen samtidig med en liberalisering, deregulering og privatisering af økonomien stiller planlægger ne af fremtidens uddannel sesstrategier over for en vanskelig opgave.
In other words, the priority attached to training and qualifications as the best admission ticket to the labour "market" is operating against the "human resource", imprisoning all those with no or limited skills in a snare of precariousness, instability and exclusion and those who are well or highly qualified in a snare of golden servitude to the needs of enter prise.
Min kritik er af dobbeltkarakter. Den er specifik, for så vidt som den vedrører de fire fælder, hvori den stadig mere liberale, deregulerede, privatiserede og konkurrenceorienterede markedsøkonomi har fanget uddannelsespolitikken - og ikke den alene.
To be competitive in a liberalised, deregulated, privatised and globalising market, every company is obliged, so the theory goes, to adopt a strategy of reducing production costs and improving the quality and range of its goods and services by making sure that it is present, either directly or vicariously by means of strategic alliance and cooperation agreements, on all the most solvent and profit able markets.
Men som "ressource" er det menneskelige ar bejde ikke længere et samfundsmæssigt subjekt, og det organiseres af er hvervslivet/kapitalen og samfundet/økonomien, der begge sigter mod - på grund lag af de lavest mulige relative omkostninger - at få "ressourcen" til at bidrage mest muligt til forbedringen af produktiviteten og virksomhedernes og landets konkurrenceevne.
One of the most efficient options open to companies for achieving this goal is that of making "aggressive" and intelligent use of human resources, especially those segments thereof which are at the various extremes: the best and the worst quali fied, the best and worst paid, the oldest and the youngest.
"(...) er det menneskelige arbejde (...) i stigende grad blevet upersonliggjort og afsocialiseret, idet det er blevet til en virksomhedsressource, den "menneskelige res source". "
The globalisation of markets, capital, and financial services in particular has taken place very forcefully and rapidly over the past twenty years in the wake of a US decree issued in 1974 liberalising the movement of capital.
I de sidste tyve år er det menneskelige arbejde under indflydelse fra manage
It complies with the logic of the war of global competition that policy for train ing and recruiting human resources is primarily directed towards:
Effekt nr. to: berøvet enhver betydning som samfundsmæssigt subjekt er menne ske-ressourcens arbejde blevet et objekt, der frit kan udnyttes i produktivitetens tjeneste, og sat uden for enhver politisk,
"It complies with the logic of the war of global competition that policy for training and recruiting human resources is primarily directed to wards: - training and utilising the best qualified man power at the most agreeable cost - opting out of offering training for unskilled and semi-skilled workers in favour of using the un skilled and semi-skilled human resources (...)"
EUROPfEISH TIDSSHRIFT social og kulturel sammenhæng.
EUROPEAN JOURNAL
Inden for rammerne af den aktuelle markeds økonomi er den menneskelige ressource disponibel overalt, idet de eneste grænser for adgangen til den og til de frieste former for udbytning er af monetær be skaffenhed (omkostninger).
The human resource has no alternative to adapting to the requirements of the company, to the constraints of the mar­ket and to the onward march of techno­logical progress.
"(...) som "ressource" er det menneskelige arbejde ikke længere et samfundsmæssigt subjekt, og det organiseres af erhvervslivet/kapitalen og samfun det/økonomien (...)" uddannelsesområdet, en ressource, som den kan udnytte på stedet uden ekstra omkostninger takket være skattelettelser og offentlig støtte, jo mere produktiv - hævder man - vil virksomheden være, og jo mere vil den forbedre sin konkurrenceevne, og jo større chance har de på gældende personer for at finde beskæfti gelse og beholde den.
□ training and utilising the best quali­fied manpower at the most agreeable cost (which is increasingly leading to strategies for relocating certain production activi­ties to sites anywhere in the world where skilled labour is available at very low cost; for example: the relocation of Swissair's accounts management to Calcutta).
Som alle andre har også jeg været over bevist om rigtigheden og relevansen af en sådan påstand, der delvis bekræftes af arbejdsløshedsstatistikkerne, som viser, at det især er de menneskelige ressourcer uden kvalifikationer, eller med ringe kvalifikationer, der rammes af arbejdsløshed, og at sandsynligheden for at finde (eller genfinde) et lønnet arbejde er større for personer med et højere kvalifikations niveau.
"National governments and their administrations, having decided that their main purpose is to create the "local" environment which is most favourable to their "national" compa­nies' competitiveness, accordingly opt for a policy designed to supply "local­national" companies with the human resources which are best suited and most easily adaptable to the requirements of a liberalised, deregulated, privatised, competition­driven global company. "
"Den menneskelige res source, der i teorien placeres i centrum for kampen for forbedret produktivitet og kvalitet, er i realiteternes verden en ressource, der organiseres, forvaltes, værdibestemmes, deklasseres, omskoles og frem for alt fyres af virksombeden. "
□ opting out of offering training for un­skilled and semi­skilled workers in favour of using the unskilled and semi­skilled human resources available in the poorest of the cheap­labour countries, often at extremely low cost (which has long since resulted in strategies to relocate opera­tions to countries in which the price of the human resource is less expensive by a factor of 30 or even 50 than in the most highly developed countries of the world).
Men i virkelighedens verden ser det ikke altid sådan ud.
The subjugation of man and labour to the imperatives of technology within the broader context of the imperative for glo­bal competitiveness has never been as total as at the present time.