natgillin/translations-raw huggingface dataset:
Der er en speciel henvisning til de specifike muligheder for uddannelse inden for Fonds d'Humanisation de Conditions de Travail (Fond til arbejdsvilkårenes menneskeliggørelse). skeliggørelse).
One is taken from the Flemish-speaking area, the other from the French-speaking area; the scene of one is a production unit owned by a large multinational group, that of the other is the headquarters of a large Belgian undertaking; in one, job restructuring has been in progress for several years, whereas in the other the organizational changes are still at the introductory stage.
Kapitel II indeholder en beretning - uden tvivl ufuldstændig, men ikke desto
In both cases, however, training and changes in the organiz­ational system go hand in hand. *
mindre repræsentativ - ora måden, på hvilken nye former for arbejdsorganisation optræder i undervisnings- og uddannelsesprogrammerne, der drives af universiteter og højere læreanstalter for samfundskundskab og økonomi, forskellige uddannelsesinstitutioner, arbejdsgivernes organisationer og fagbevægelsen,
The Institut Européen pour Concepteurs Industriels (Strasbourg) was commissioned by the European Foundation for the Improvement of Living and Working Conditions (Dublin) to conduct a research project covering six member states of the Community (Federal Republic of Germany, Belgium, France, Great Britain, Italy, Netherlands) on the current state of relation­ships between training and new forms of work organization, and with the Foundation's agreement it called upon the Office Belge pour l'Accroissement de la Productivité (OBAP) to report on the situation in Belgium.
I Kapitel III fremsætter vi nogle generelle observationer om rollen, uddan nelse spiller.
The Belgian contribution to the overall project is contained in this report, in the preparation of which we have adhered to the resolutions adopted at the meeting of the various national researchers held at Roissy on 10 April 1978.
Disse er baseret på en undersøgelse af femten tilfælde i forbindelse med introduktionen af nye former for arbejdsorganisation i belgiske virksomheder.
The OBAP was the organization selected by the European Foundation for a previous project, concerned with Belgian experience in the field of new forms of work organization, and the pages that follow contain extensive references to the report on that project (1).
Det ene er taget fra det flamsktalende område, det andet fra det fransktalende.
The present report is in two parts.
Det ene vedrører et produktionsanlæg, der ejes af en stor multinational selskabsgruppe, og det andet er hovedkvarteret for en stor belgisk virksomhed. I det ene eksempel har jobrestruktureringen stået på i flere år, hvorimod de organisationsmæssige ændringer i det andet stadig befinder sig på det indledende stadium.
In Part One we seek to define the context and nature of training related to new forms of work organization as we have observed them in Belgium.
I begge tilfælde går uddannelse og ændringer i organisationssystemet imidlertid hånd i hånd.
In particular, current provisions
NYE FORMER FOR ARBEJDSORGANISATION
PART ONE : THE CONTEXT AND NATURE OF TRAINING RELATED TO NEW FORMS OF WORK ORGANIZATION
KAPITEL I; LOVGIVNING OG KOLLEKTIVE OVERENSKOMSTER
CHAPTER I : LEGISLATION AND COLLECTIVE AGREEMENTS
Dette kapitel fremsætter enkelthederne vedr, en rakke muligheder for videre­gående undervisning og erhvervsfaglig uddannelse i henhold til den aktuelle belgiske lovgivning og kollektive overenskomster.
This Chapter sets out details of a number of provisions on continuing education and vocational training contained in current Belgian legislation and collective agreements.
Vi '¿rtdersøger, _hvorvidt disse kan anvendes eller ej red introduktionen af nye former for arbejdsor­ganisation.
We shall examine whether or not they are applicable in the introduction of new forms of work organization.
Det vil ses fra starten, at den kendsgerning, at en mulighed er brugelig, ikke nødvendigvis betyder, at den anvendes, når en organisations­ændring føres Ud i livet. :'·,■.;: ;,.r.c.;.¿· :■■ > :· r,-. s,.:;no
It may be observed from the outset that the fact that a provision is usable does not necessarily mean that it is applied when an organizational change is put into effect. Nevertheless, this approach should offer an insight into the specifically Belgian context in this field.
T._VIDEREGÅENDE_UNDERVISNING_(1 )
ÇONTÎNUING^DUCATION (1)
De to støtter i belgisk lovgivning vedr, uddannelse"'for arbejdere'er ikke særlig relevante for emnet, vi beskæftiger oe med, d,v,s, fremme;'■ afV^ny/er?[, former for arbejdsorganisation.
The two pillars of Belgian legislation on continuing education for workers are of little relevance to our present subject, i.e. the promotion of new forms of work organization.
­ Loven af 10, april 1973 tilstår arbejderne kredit til sociale udviklings­ l formål. Loven gælder for heltidsarbejdere under ­AO år, ­der. modtager ·"
the Act of 10 April 1973 granting time credits to workers for the purpose of social advancement, applicable to full-time employees under the age of 40 attending social advancement train­ing (part-time courses), employers' courses, part-time courses in the plastic arts,
erhvervsfaglig uddannelse og almen undervisning.
25): "The Act on time credits bridges the gap between vocational training and general education.
Principielt får arbejderne herigennem mulighed for at vælge retningen for deres uddannelse, lige gyldigt om denne er relevant for deres karrierer eller ej".
In principle it allows workers to chose the direction taken by their training, whether or not it is directly relevant to their careers".
I praksis udnytter kun et lille antal arbejdere tidskreditterne og folk, der gør det, motiveres ofte af et ønske om at forbedre deres status i deres virksomheder. somheder.
In practice only a minority of workers take advantage of time credits and those who do so are often motivated by a desire to improve their status in their companies.
Tidskreditterne i fagforeningernes uddannelser er imidlertid blevet udnyttet og bruges stadig med fremme af arbejdets menneskeliggørelse for øje, idet nye former for arbejdsorganisation - som vi skal se i det følgende kapitel -ofte omfattes af uddannelsesprogrammer, der drives af fagforbundsorganisationerne. Instrumentet, der gav mulighed for disse tidskreditter, var den nationale multifaglige overenskomst vedr. Bocial planlægning af 15. juni 1971 (punkt 7):
However, trade union training time credits have been and are still used for the purpose of promoting the humanization of work in that, as we shall see in the following chapter, new forms of work organization are frequently included in the training programmes run by trade union organizations.
,fUd fra interessen i at forbedre uddannelsen for arbejdere i både menneske lig og erhvervsfaglig henseende, erkender undertegnede deres ansvar på dette område og er enige i at undersøge former for en fælles aktion, de eventuelt kunne anvende til dette formål.
"Concerned with the improvement of training for workers in both human and vocational terms, the undersigned recognise their responsibility in this field and agree to examine forms of joint action which they could take to this end.
Med sigte herpå og under hensyn til den betydelige rolle, bedriftsråd, sundheds- og sikkerhedsudvalg eamt fagforeningsrepræsentanter sidder inde med, mener undertegnede, at arbejdstagernes repræsentanter - under tilbørligt hensyn til den driftsmæssige organisations krav - bør tilstås tiden og faciliteterne, der kræves til udførelsen af deres opgaver under de bedst mulige forhold.
With this aim and having regard to the important role of works councils, health and safety committees and trade union representatives, the undersigned are of the opinion that, due consideration being given to the requirements of operational organization, employees' representatives should be given the time and facilities needed for the performance of their tasks under the optimum conditions.
Dette kan bl.a, ske ved at tilstå dem orlov uden tab af betaling til at overvære kurser og seminarer, der sigter på at forbedre deres økonomiske, sociale og tekniske kundskaber med deres rolle som arbejdstagernes repræsentanter for øje, idet sådanne kurser og seminarer afholdes i den normale arbejdstid og arrangeres af undertegnede landsorganisationer eller fag forbundene, der er medlemmer heraf·
This could be done, inter alia, by granting them leave without loss of pay to attend courses and seminars aimed at improving their economic, social and technical knowledge for the purposes of their role as employees' representatives, such courses and seminars being held during normal working hours and organized by the undersigned trade union confederations or their member trade unions.
Betingelserne for at tilstå en sådan orlov skal specificeres i overenskomster, der afsluttes i fælleeudvalg eller - dersom der ikke findes et fællesudvalg -på virksomhedsniveau»·,»"·
The conditions for the granting of such leave shall be specified in agreements concluded within joint committees or, in the absence of a joint committee, at company level...".
I alle tilfælde kan indflydelsen af videregående undervisningsordninger som beskrevet foroven ikke udvides længere end til rækkevidden af diskussioner vedr* introduktionen af nye former for arbejdsorganisation eller kritik af disse·
At all events the influence of continuing education schemes as described above cannot extend beyond the scope of discussion of the introduction of new forms of work organization or criticism of them.
Erhvervsfaglig uddannelse, som vi herefter agter at overveje, er den form for uddannelse, der tilgodeser behovene, ændringer af denne art skaber·
Vocational training, which we propose to consider next, is the type of training which answers the needs created by changes of this nature.
I de fleste tilfælde må uddannelsesprogrammer direkte forbundet med organi­sationsmæssige ændringer ganske indlysende være færdigsyede.
Clearly, training programmes directly linked to organizational changes need to be tailor-made in most cases.
Vi mener ikke desto mindre, at det er af en vis interesse at nævne arrangemen­terne, ifølge hvilke det er muligt at få finansiel støtte fra offentlige fonds til visse uddannelsesaktiviteter.
We nevertheless believe that it is of interest to mention the arrangements under which it is possible to obtain financial support from public funds for certain training activities.
Tillige med sine aktiviteter med at placere beskæftigelsessøgende, admini­strere arbejdsløshedsunderstøttelser og udarbejde statistikker vedr. arbejds­markedet arrangeres og subventioneres erhvervsfaglige uddannelsesordninger af Office national de l'emploi (ONEM - det nationale arbejdsanvisningskontor).
The Office national de l'emploi (ONEM - national employment office), in addition to its activities in the fields of placement of job applicants, management of unemployment benefit and preparation of statistics on the labour market, organizes and subsidizes vocational training schemes.
Af disse erhvervsfaglige ONEM-uddannelsesordninger ønsker vi for en ordens skyld kun at nævne grund- og videregående uddannelse i forskellige fag, CNFEPs aktiviteter (uddannelse for uddannere) og kurserne, der er tilrette­lagt til at hjælpe med oprettelsen eller udvidelsen af forretningsforetagender eller dieses omlægning til nye produkter eller aktiviteter.
Of these ONEM vocational training schemes, we would mention for the record only the basic and further training in various trades, the activities of the CNFEP (training for trainers) and the courses designed to help in the formation or expansion of businesses, or their conversion to new products or activities.
Af større relevans til vort emne er den erhvervsfaglige uddannelse, der ydes i centre, etableret med støtte fra virksomheder (i henhold til Artikel 87 af Kgl, Forordning af 20· december 1963 vedr. beskæftigelse og arbejdsløs­hed).
Of greater relevance to our subject is the vocational training given in centres set up with support from companies (under Article 87 of the Royal Decree of 20 December 1963 on employment and unemployment).
Etableringen af centre på virksomheders eller virksomhedsgruppers initiativ er en effektiv erhvervsfaglig uddannelsesformel, der giver mulighed for større forskelligartethed i kurserne og en bedre afpasning af ONEM-aktivi-teterne til industriens krav.
The establishment of centres on the initiative of companies or groups of companies is an effective vocational training formula making for great diversity of courses and better gearing of ONEM activities to the requirements of industry.
Når centre af denne art oprettes, bliver det imidlertid nødvendigt at etablere visse indskrænkninger:
However, when centres of this type are set up, certain constraints must be established: regarding the level of training: the training must be sufficiently justified from the technical viewpoint and lead to an additional qualification of a level equivalent to that gained from the courses run by the ONEM in its own centres.
- m.h.t. uddannelsestrin: uddannelsen skal være tilstrækkelig berettiget ud fra et teknisk synspunkt og føre til yderligere kvalifikationer på et trin svarende til det, der opnås på ONEM-kurser i dets egne centre.
Courses of an insufficiently high technical level do not qualify for financial support from the ONEM; regarding the nature and purpose of the training: in principle, basic courses cannot be centred exclusively on the type of product manufactured in the company.
Kurser af et utilstrækkeligt højt teknisk niveau er ikke berettiget til finansiel støtte fra ONEM;
It follows that the occupat­ional skills acquired by the trainees should qualify them for a job at the same level in another company.
- m,h.t. uddannelsens art og formål: principielt kan grundkurser ikke ude­lukkende koncentrere om produkttypen, virksomheden fremstiller.
Similarly, further training courses specifically designed to give trainees additional knowledge so that they can carry out clearly defined functions must lead to their promotion within their companies; regarding subsidization and the organization of training: the company must not derive any financial advantage from the training courses; this is the criterion determining the basis on which the costs are shared between the ONEM and the company.
8 klart, at de erhvervsfaglige færdigheder, de uddannelsessøgende opnår, bør kvalificere dem til et job på samme trin i en anden virksomhed.
-9- and practical, can be organized on a collective and systematic basis.
ONEM yder et bidrag til instruktørernes og de uddannelsessøgendes lønninger· Principielt betales dette bidrag kun, dersom virksomheden mister hele produktionen, mens kurset finder sted; i andre tilfælde er procentsatsen reduceret til 2556.
ONEM makes a contribution towards the salaries of the instructors and the trainees. In principle, this contribution is payable only if the firm loses all production during the period of the course; otherwise the percentage is reduced to 25%.
Det ses således, at virksomhederne i visse tilfælde kan blive nødt til at ty til sådanne faciliteter, når de indfører ændringer i arbejdsorganisationen.
It may be seen that, in certain cases, companies may have recourse to such facilities when introducing changes in work organization.
Vi afslutter dette kapitel med at henvise til de lovende muligheder, der tilbydes af det nyligt oprettede Fonds d'Humanisation des Conditions de Travail, der blev etableret i henhold til Lov af 22. december 1977 på initiativ af arbejdsministeren, hr. Guy SPITAELS (1).
We conclude this chapter with a mention of the promising prospects offered by the recently formed Fonds d'Humanisation des Conditions de Travail, which was set up under the Act of 22 December 1977 on the initiative of the Minister of Employment and Labour, Mr Guy SPITAELS (1) .
Finansloven for 1978 omfattede en midlertidig bevilling på 400 millioner belgiske francs· Det er fondens funktion at yde subventioner til at hjælpe og opmuntre virksomhederne til at ændre arbejdsindholdet, organisationen og vilkårene for herigennem at fremme forbedringen af arbejdslivets kvalitet«
An initial appropriation of 400 million Belgian francs was included in the 1978 budget. The function of the Fund is to provide subsidies to help and encourage companies changing work content, organization and conditions, thereby supporting the improvement of the quality of life at work.
Loven gælder virksomheder i den private sektor og offentlige foretagender, der beskæftiger sig med industri- eller handeleaktiviteter·
The Act applies to private-sector companies and to public under­takings engaged in industrial or commercial activities.
(1) En udførlig beskrivelse findes i rapporten vedr« 'Wye former for arbejdsorganisation i Belgien", op« cit., s« 80 et seq« Bilag 5 og 6«
(1) A detailed description is given in the report on "New Forms of Work Organization in Belgium", op. cit., pp. 80 et seq, Appendixes 5 and 6.
8) uddannelse af arbejdere i forbindelse med projekter, der har til formål at ændre grundlaget for arbejdeorganisationen" (Artikel 3 af Kgl. Forordning af 27. december 1977 vedr« arbejdets menneskeliggørelse).
8) training workers in the context of projects whose aim is to change the basis of work organization" (Article 3 of the Royal Decree of 27 December 1977 on the humanization of work).
Betaling af subventionen, der kan beløbe elg til indtil 3C# af kapitaludgifterne eller 5C# af forskningsomkostningerne, sker under forudsætning af, at størstedelen af arbejderrepræsentanterne er enige herom, at en virksomhed ikke reducerer sin arbejdsstyrke i eet år og overholdelse af tidspunkterne, særlige betingelser for tildeling, samt kontrolprocedurer fastlagt af ministeren« steren«
Payment of the subsidy, the amount of which may be up to 30% of capital costs or 50% of research costs, is subject to the agreement of the majority of the workers' representatives,an undertaking not to reduce the work force for one year and compliance with the dates, special conditions of award and monitoring procedures laid down by the Minister.
Arbejdsministeren kan eventuelt kræve tilbagebetaling af en subvention, dersom det påvises, at arbejdet eller studierne er blevet brugt på anden måde end den fastsatte, for hvilken subventionen blev bevilget, eller dersom arbejdsgiveren undlader at opretholde det garanterede minimumsantal job i selskabet.
The Minister for Employment and Labour may demand repayment of a subsidy if it is proved that any use other than that stated^has been made of the work or studies for which it was granted or if the employer fails to maintain the guaranteed minimum number of jobs in the company.
Det ses klart, at disse bestemmelser helt igennem er relevante til emnet i nærværende rapport.
These provisions, it is clear, are wholly relevant to the subject of this report.
Efter fondens seks måneders eksistens er det naturligvis for tidligt at forsøge at vurdere, hvor effektiv den har været.
It is of course too early, after six months of the Fund's life, to attempt to assess how effective it has been.
KAPITEL II: NYE FORMER FOR ARBEJDSORGANISATION INDEN FOR UNDERVISNINGS­ OG UDDANNELSESPROGRAMMER
CHAPTER II : NEW FORMS OF WORK ORGANIZATION IN TEACHING AND TRAINING PROGRAMMES
En hver rapport af denne art ville være ufuldstændig uden henvisning til må­den, på hvilken undervisnings­ og uddannelsesprogrammer tager hensyn til nye former for arbejdsorganisation.
Any report of this type would be incomplete if it did not refer to the manner in which teaching and training programmes take account of new forms of work organization.
Hvad disse gør er imidlertid snarere en spred­ning af idéer vedr. emnet ­ arbejdets menneskeliggørelse ­ end en uddannelse med direkte tilknytning til introduktionen af organisationsændringer (1).
However, what they do is more a matter of dissemination of ideas on the subject of the humanization of work than of training directly linked to the introduction of organizational changes (1).
"Vi kontaktede seksogtyve universiteter og højere læreanstalter. Vi udsendte en skrivelse til seksogtres docenter, der højst sandsynligt i kraft af deres specialiserede område og arten af deres kurser enten ville berøre arbejdsorganisationsemnet eller behandle det indgående." (s. 1^).
"Twenty-six universities and institutes of higher education were contacted; a letter was sent to sixty-three lecturers who were likely, by virtue of their specialized fields and the nature of their courses, to touch upon or deal in detail with the subject of work organiza­tion." (p. 14).
"Vi modtog fyrre svar med relation til ialt tres kurser; dette kan anses for at være en tilfredsstillende respons.
"We received forty replies relating to a total of sixty courses; this may be considered a satisfactory response rate.
Af de tres kurser, om hvilke vi fik svar, modtog vi følgende oplysninger:
Out of the sixty courses on which we received replies, we were informed that:
- 31 kurser dækkede nye former for arbejdsorganisation i dybden; - 23 dækkede emnet overfladisk eller gav en almen oversigt; - 6 berørte overhovedet ikke emnet.
- 31 courses covered new forms of work organization in depth; - 23 covered the subject superficially or provided a basic grounding; - 6 did not touch on the subject at all.
(1) En stor del af oplysningerne i dette kapitel er taget fra rapporten vedr. "Nye former for arbejdsorganisation i Belgien", op.cit., s. 1^-21, idet de emnet vedrørende afsnit er citeret in extenso til læserens orientering og med undskyldninger for gentagelser,~"
(1) Much of the information in this chapter is taken from the report on "New Forms of Work Organization in Belgium", op. cit., pp 14-21 the pertinent sections of which are quoted here in extenso for the reader's convenience, with apologies for repetition.
- industriel sociologi, arbejdsmarkedsproblemernes sociologi, arbejdssociologi· logi·
- design of work systems, - ergonomics, - study of human factors in work, - work study,
Det blev anset for ønskeligt at identificere studenterkategorierne, der over værede disse kurser for at etablere omfanget, i hvilket fremtidige praktiserende eller andre involverede i arbejdsorganisation modtog en sådan uddannelse.
- personnel management, business management, - work analysis methods, - company organization, industrial organization, personnel organization, industrial relations organization, work organization, - the psychology of management} company, industrial, organizational, vocational and labour psychology, - organizational and industrial psychosociology, - industrial sociology, the sociology of labour problems, the sociology of work.
Af de femoghalvtres kurser med et arbejdsorganisationsindhold var
It was considered desirable to identify the categories of students atten­ding these courses, in order to establish the extent to which future practitioners or others involved in work organization were receiving such training.
Selvom det måske kan anses for normalt, at dette emne findes på kurser for fremtidige psykologer og sociologer (folk, der sandsynligvis bliver involveret i industriel organisation), er den kendsgerning yderet opmuntrende, at der undervises heri på et så bemærkelsesværdigt stort antal kurser for civil- og handelsingeniører, iører,
Although it may be considered normal that this subject is included in courses for future psychologists and sociologists (people likely to be involved in industrial organization), the fact that it is taught in such a remarkably high number of courses for civil and commercial engineers is highly encouraging.