natgillin/translations-raw huggingface dataset:
These answers enabled us to write an overview of important cultural aspects that employers and jobseekers need to take into account when they start negotiating.
Na podlagi teh odgovorov smo sestavili pregled pomembnih kulturnih vidikov, ki jih morajo upoštevati delodajalci in iskalci zaposlitve, ko se začnejo pogajati.
One of the most exceptional experiences for all of us was provided by Euresco when the organisation suggested publishing this manual to celebrate the 15th anniversary of EURES.
Eno najbolj izjemnih presenečenj nam je pripravila organizacija Euresco, ko nam je predlagala, da bi ta priročnik objavila ob 15. obletnici portala EURES.
It is almost impossible to describe the feeling that their proposal gave to us.
Nemogoče je opisati naše občutke ob tem predlogu.
We are very grateful that we can take part in the initiatives to celebrate this anniversary all over Europe.
Zelo smo hvaležni, da lahko sodelujemo pri pobudah ob praznovanju te obletnice po vsej Evropi.
Euresco made a big investment in the hard logistic work that had to be undertaken to prepare this manual for the reader.
Euresco je veliko vložil v trdo delo na področju logistike, ki je bilo potrebno za pripravo tega priročnika za bralce. Najlepša hvala.
As one of the only personal acknowledgements, we would like to thank Katie Vermeir, translator at the VDAB, for all the hard work she did in editing the final English version of the manual.
Osebno bi se radi zahvalili Katie Vermeir, prevajalki pri VDAB, za težko delo, ki ga je imela s pregledovanjem končne angleške različice priročnika.
We do not know how we could have managed that in such little time without her fantastic help.
Ne vemo, kako bi nam uspelo v tako kratkem času brez njene čudovite pomoči.
Finally we wish to say how much we appreciate the support of our colleagues, friends and family.Their ongoing interest in the project when we were absorbed by it was often just what we needed to keep us going.
Nazadnje bi se radi zahvalili za podporo vsem sodelavcem, prijateljem in družinam. Njihovo neprestano zanimanje za projekt nam je pomagalo v težkih trenutkih.
However, it is not our pride that matters.
Seveda pa ni pomemben naš ponos.
If we can succeed in getting both employers and jobseekers to use this manual to learn more about each others’ background and culture, we feel that we have not only contributed to a labour market where the free movement of workers helps to solve recruitment problems and fill vacancies in areas of shortage, but that we have also encouraged more diversity in the HR strategy of many companies.
Če bomo dosegli, da delodajalci in iskalci zaposlitve posežejo po tem priročniku ter se naučijo kaj več o ravnanju in kulturi drug drugega, bomo s tem prispevali k trgu dela, na katerem prosti pretok delavcev prispeva k reševanju težav z zaposlovanjem in k zapol-njevanju prostih delovnih mest, na katerem primanjkuje delavcev, poleg tega pa bomo tudi spodbudili raznolikost kadrovskih strategij v mnogih podjetjih.
‘You will hear from us’ —What you should know when applying for a job in another EEA country
„Oglasili se vam bomo ...“ Kaj morate vedeti, ko se prijavljate na delovno mesto v drugi državi EGP?
2009 — 218 pp. — 11 × 18 cm
Luxembourg: Urad za uradne publikacije Evropskih skupnosti2009 – 218 str. – 11 x 18 cm
This guide provides citizens with the most important information they need to know when applying and interviewing for a job in a different EEA country so they can take full advantage of their right to live and work abroad.
Ta priročnik ponuja državljanom najpomembnejše informacije, ki jih morajo vedeti, ko se prijavljajo na delovno mesto ali pripravljajo na razgovor v drugi državi EGP, tako da bodo lahko v celoti izkori- stili svojo pravico do življenja in dela v tujini.
In addition, this guide tells people about the European employment service EURES and the assistance it can provide during an international job search.
Poleg tega priročnik bralcem predstavlja evropsko službo za zaposlovanje EURES in pomoč, ki jo lahko ta služba zagotavlja iskalcem pri njihovem iskanju zaposlitve v tujini.
This publication is available in printed format in all EU ocial languages as well as in Icelandic and Norwegian.
Publikacija je na voljo v tiskani obliki v vseh uradnih jezikih EU ter islandščini in norveščini.
Publications for sale: via EU Bookshop (http://bookshop.europa.eu);
Publikacije, ki so naprodaj: prek EU Bookshop (http://bookshop.europa.eu);
• • from your bookseller by quoting the title, publisher and/or ISBN number;
• • z naročilom v knjigarni, z navedbo naslova, založnika in/ali številke ISBN;
• by contacting one of our sales agents directly.
• zvzpostavitvijoneposrednegastikaznašimipooblaščenimi prodajalci.
You can obtain their contact details on the Internet (http://bookshop.europa. eu) or by sending a fax to +352 2929-42758.
Njihovi kontaktni podatki so na voljo na povezavi http://bookshop.europa.eu ali po telefaksu +352 2929-42758.
Free publications: via EU Bookshop (http://bookshop.europa.eu);
Brezplačne publikacije: prek EU Bookshop (http://bookshop.europa.eu);
• • at the European Commission’s representations or delegations.
• • na predstavništvih ali delegacijah Evropske komisije.
You can obtain their contact details on the Internet (http://ec.europa.eu) or by sending a fax to +352 2929-42758.
Njihovi kontaktni podatki so na voljo na povezavi http:// ec.europa.eu ali po telefaksu +352 2929-42758.
If so, you can download them athttp://ec.europa.eu/social/publications or take out a free online subscription athttp://ec.europa.eu/employment_social/publications/register/index_en.htm
Lahko si jih prenesete s spletne strani: http://ec.europa.eu/social/publications ali se nanje brezplačno naročite na spletnem naslovu:http://ec.europa.eu/employment_social/publications/register/index_en.htm
You can subscribe to it online athttp://ec.europa.eu/employment_social/emplweb/news/esmail_en.cfm http://ec.europa.eu/social
Nanj se lahko naročite na spletnem naslovu:http://ec.europa.eu/employment_social/emplweb/news/esmail_en.cfm http://ec.europa.eu/social
Diversity at work A guide for SMEs
Raznolikost na delovnem mestu Vodič za mala in srednje velika podjetja
It is designed to make SME employers think smarter about how and from where they recruit people and about the markets they access.
Delodajalci v malih in srednje velikih podjetjih ter „raznolikost“
What do other SME employers think and do about‘Diversity’? ‘Diversity’?
Vodič je oblikovan tako, da bodo delodajalci v malih in srednje velikih podjetjih bolj preudarno razmislili o tem, kako in kje bodo najeli ljudi, ter premisli o trgih, na katera dostopajo.
The basic idea behind this smarter thinking is‘Diversity’.
Temelj za bolj preudarno razmišljanje je „raznolikost“.
Four things you should know about Diversity:
Štiri stvari, ki jih morate vedeti o„raznolikosti“: „raznolikosti“:
Top 8 Tips 1.
8 koristnih nasvetov 1.
Look at your business 2.
Preučite poslovanje podjetja 2.
Recruit from a more diverse pool of talent 3.
Zaposlite ljudi z raznoliko nadarjenostjo 3.
Get new customers and access new markets 4.
Pridobite nove stranke in prodrite na nove trge 4.
Plan the business based on demand 5.
Načrtovanje poslovanja na podlagi povpraševanja 5.
Improve communication with employees 6.
Izboljšajte komunikacijo s svojimi zaposlenimi 6. Izboljšajte svojo podobo in ugled 7.
Evaluate what you have done 8.
Ovrednotite, kar ste naredili 8.
Get help and support
Poiščite pomoč in podporo
The challenge for all businesses in Europe is that labour supply and customer demands are set to change dramatically.
Ker se bodo ponudba delovne sile in zahteve strank zelo spremenile, bo to predstavljalo izziv za vsa podjetja v Evropi.
Further advice Diversity check list Pointers for key areas Job description Person specification Advertising a vacancy Selecting the ‘right person for the job’ Employee retention Marketing the business
Dodatni nasveti Kontrolni seznam za raznolikost Kazalci za ključna področja Opis delovnega mesta Osebna specifikacija Objava prostega delovnega mesta Izbira „prave osebe za delo“ Kako obdržati zaposlenega Trženje podjetja
This publication will help your business deal with these changes and as a result make you and the EU more competitive – a key aim of the European Commission.
Z njo so povezani tudi pojmi, kot so „upravljanje raznolikosti“,„poslovni primer za raznolikost“,„pot raznolikosti“,„enakopravnost in raznolikost“ ali „raznolikost in vključenost“.
It is sometimes referred to as ’Diversity Management’,‘The Business Case for Diversity’, ‘The Diversity Journey’,‘Equality and Diversity’, or ‘Diversity and Inclusion’.It is not about: forcing businesses to employ people they do not want or need, enforcing legislation or increasing regulation.It is about getting businesses to think smarter about what they do and adopt a more logical business management approach, rather than using‘gut instinct’which exposes them to unnecessary risk.It is for any size of business and can be as simple and quick as you need.
Ta publikacija bo podjetjem pomagala obvladati te spremembe, zaradi česar bodo podjetja in EU konkurenčnejši – to je ključni cilj Evropske komisije.
Publications from the European Commission
Publikacije Evropske komisije
Useful links and contacts
Koristne povezave in kontaktni podatki
What do other SME employers think and do about‘Diversity’? ‘Diversity’?
Kaj ostali delodajalci v malih in srednje velikih podjetjih menijo o „raznolikosti“ in storijo v zvezi z njo?
This section provides some simple tips and advice about what to do if you are thinking about adopting a more business-like approach to recruitment, employee management and marketing: all part of‘Diversity’. ‘Diversity’.
V tem poglavju je nekaj nasvetov in predlogov o tem, kaj je treba narediti, če želite v zaposlovanje, upravljanje kadrov in trženje vključiti poslovno uspešnejši pristop; vsi nasveti in predlogi so del„raznolikosti“. „raznolikosti“.
In 2008 the European Commission funded a study to find out what ‘Diversity’ means to SMEs.
Evropska komisija je leta 2008 financirala študijo, da bi ugotovila, kaj malim in srednje velikim podjetjem pomeni„raznolikost“. „raznolikost“.
In the following sections we will look at what other SME employers think and do about ‘Diversity’ and suggest some simple tips to help you adopt a ‘Diversity’ approach in your business, as well as offer some advice on recruitment, employee management and marketing.
V naslednjih poglavjih bomo pogledali, kaj o „raznolikosti“ menijo in v zvezi z njo storijo delodajalci v malih in srednje velikih podjetjih, ter predlagali nekaj preprostih nasvetov, ki vam bodo pomagali uporabljati pristop, ki v vaše poslovanje vključuje „raznolikost“, in ponudili nekaj napotkov za zaposlovanje, upravljanje kadrov in trženje.
Finally, if you are interested in learning more you will find some useful organisations and publications in the Resources section.
Če želite izvedeti še kaj več, boste v poglavju Viri našli informacije o koristih organizacijah in publikacijah.
This study covered all 27 EU Member States and consisted of questionnaires and interviews with SME owner/managers from all sectors and sizes.
Študija je zajemala 27 držav članic EU ter je vključevala vprašalnike za lastnike/direktorje malih in srednje velikih podjetij iz vseh sektorjev in različno velikih podjetij ter razgovore z njimi.
The first section presents 8 quick tips on what can be done.
V prvem delu je predstavljenih 8 učinkovitih nasvetov za stvari, ki jih lahko storite.
The tips, based on the experience of owner/managers, are designed to give you the best chance of getting things right and avoiding any issues that usually cause SMEs problems.
Nasveti, ki temeljijo na izkušnjah lastnikov/direktorjev, so oblikovani tako, da boste poslovali uspešno, s čimer se boste izognili morebitnim težavam, ki manjšim in srednje velikim podjetjem povzročajo preglavice.
them and stay vulnerable by relying on‘gut instinct’and informal business management.
Kaj delodajalci v malih in srednje velikih podjetjih menijo o „raznolikosti“ in storijo v zvezi z njo?
They, particularly larger SMEs, have already started to implement ‘Diversity’ management and are realising the benefits of improved competitiveness.
V drugem delu so opisani natančnejši nasveti o tem, kaj je mogoče storiti, da bi zagotovili, da so zaposlovanje, upravljanje kadrov in trženje izvedeni na poslovno uspešen način z uporabo osnovnih dejavnosti„raznolikosti.“ „raznolikosti.“
They, particularly the smaller SMEs, may wrongly think ‘Diversity is only for the larger firms and is very complicated and will take agreat deal of time (which they do not have!).’
• delavce, ki jih ne želijo ali ne potrebujejo, le zato da bi ustregli kriteriju„raznolikosti“.
They, particularly smaller SMEs, who had not heard of ‘Diversity’ quickly realised they could benefit from its basic business sense approach by learning how to avoid or tackle previous problems they had encountered.
Podjetja, zlasti manjša mala in srednje velika podjetja, ne razumejo koristi, ki jim jih lahko prinese„raznolikost“, zato ostanejo ranljiva, ker se zanašajo na„instinkt“ in neformalno upravljanje podjetja.
What SME employers think and do about ‘Diversity’
Podjetja, zlasti večja mala in srednje velika podjetja, so že začela vpeljevati upravljanje, ki vključuje „raznolikost“, pri čemer so spoznala koristi, ki jih prinaša večja konkurenčnost.
The second section offers more detailed advice on what can be done in relation to making sure recruitment, employee management and marketing are carried out in a business like manner by applying some basic ‘Diversity’ activities.
Podjetja, zlasti manjša mala in srednje velika podjetja, lahko zmotno mislijo, da je „raznolikost primerna le za večja podjetja, da je zelo zahtevna in je zanjo potrebno veliko časa (ki jim ga primanjkuje!)“.
‘It is there to make sure we go through each stage of hiring and employing someone in a business-like and professional manner, not to make sure we meet any target or quotas for employing a type of person and it helps us avoid making mistakes on the way.’
Podjetja, zlasti manjša mala in srednja velika podjetja, ki še niso slišala za hitro učinkovito „raznolikost“, ki bi jim lahko koristila v okviru osnovnega pristopa smiselnosti s poslovnega vidika, saj bi se naučili, kako se izogniti težavam, s katerimi se srečujejo, ali kako jih rešiti.
You may already do some of these things but not call them ‘Diversity’ or have no way of showing that you actually do them (formal evidence).
Morda nekatere od teh stvari že izvajate, vendar jih ne imenujete„raznolikost“, ali pa ne morete dokazati, da jih dejansko izvajate (formalni dokaz).
Following through some of the suggestions here will allow your business to get the maximum benefit from the effort you make.
Z upoštevanjem teh predlogov se bodo vaša prizadevanja v podjetju še bolj obrestovala.
They mostly do not recognise the language used by government organisations to describe the idea of‘Diversity’.
Večinoma ne poznajo jezika, ki ga uporabljajo vladne organizacije za opisovanje pojma „raznolikost“.
They do however do a great deal of things ‘Diversity’ means, such as flexibility around working hours, to promote productivity and get the right employee.
Kljub temu izvajajo več stvari, ki vključujejo „raznolikost“, kot je prilagajanje delovnega časa za spodbujanje produktivnosti in izbiranje ustreznega zaposlenega.
They can be under the misconception that ‘Diversity’ is a government agenda to get them to employ people they do not want or need just because they are‘Diverse’.
Včasih napačno razumejo „raznolikost“ kot vladno propagando, ki jih sili, da zaposlijo
They, particularly smaller SMEs, often do not realise the benefits ‘Diversity’ can bring
„Z raznolikostjo zagotovimo, da je vsak korak pri najemanju ali zaposlovanju delavca izveden na posloven in strokoven način, saj se na ta način izognemo napakam v postopku.
Top 8 tips
8 koristnih nasvetov
✔ Communication – how do employees know what they are doing or how to behave towards each other and customers, can everyone contribute ideas?
Tem osmim točkam ni treba slediti v tem vrstnem redu, čeprav prva točka vodi k vsem ostalim.
The 8 points do not need to be considered in order but the first point is a natural introduction to the others that follow.
(npr. gospodarske zbornice, lokalnih podjetniških svetovalcev, drugih zaposlenih v vašem podjetju, obrtnega ali poklicnega združenja, lokalnih oblasti ali preprosto poiščite informacije na spletu).
Look at your business
Preučite poslovanje podjetja
✔ Management style – who has responsibility, could it be different or better organised – what is the best use of your time and your employees?
Sprejemanje odločitev na podlagi osebnih vrednot, stališč in prepričanj bo povzročilo težave. Pripelje lahko do zaposlitve napačne osebe in diskriminacije.
The key concerns are not being able to find the right person or employing the wrong person.
Vzemite si čas in preučite, katere so prednosti, tveganja, slabosti in priložnosti vašega podjetja. Pri tem upoštevajte:
This is because owners mostly use‘word of mouth’and make recruitment decisions based on whether they ‘like’ the person or not (‘gutinstinct’).
Kako najbolje izkoristiti vaš čas in čas vaših zaposlenih?✔ Stranke – ali želite imeti širši in bolj raznolik krog strank in ali imajo stranke priložnost prispevati zamisli?
✔ From these, produce: a ‘job description’ (what the person will be expected to do and achieve, day to day tasks and responsibilities) and a ‘person specification’ that outlines the skills and experience needed – if you are uncertain get help (e.g. from your chamber of commerce, local business support, other members of staff, your craft or professional association, local government or just search the web).
Kakšen odnos imate z ljudmi, ki jim prodajate ali od katerih kupujete?✔ Predpise in zakonodajo o delavcih – ali se želite izogniti težavam, prejeti brezplačno pomoč in skleniti nove posle z javnim sektorjem s tem, da jim dokažete, da ste aktivnejši, ker uporabljate dobre pristope?
Take time to consider the strengths, threats, weaknesses and opportunities facing your business in relation to:
✔ Prepričajte se, da opis delovnega mesta ne izključuje možnih kandidatov zanj, ker bi na primer določal, da morajo kandidati izhajati iz določenega družbenega okolja, območja ali biti določene starosti in podobno.
Making a decision based on personal values, attitudes and beliefs will cause problems.
Zakonodaja dovoljuje določitev nekaterih zahtev, vendar le če so te ključne za opravljanje dela.
It can lead to getting the wrong person and discrimination.
Če ste v dvomih, poiščite pomoč.
✔ Customers – do you want to have a larger more diverse base and do clients have a chance to contribute their ideas – what sort of a relationship do you have with people who buy from you or sell to you?
Če pa se zadeve lotite pravilno, bo večja verjetnost, da najdete koga, ki mu lahko zaupate, ki je sposoben opravljati delo in ki dragoceno prispeva k poslu.
✔ Workforce – skills, experience, knowledge, culture, age, gender, and ethnicity – new ideas (innovation) and talent emanate from a diverse input.
Če želite dobiti naročila večjih organizacij (predvsem vladnih), bodo te od vas tako ali tako zahtevale pristop, ki vključuje„raznolikost“! „raznolikost“!
But, get the process right and it is more likely you will get someone who you can trust, who can do the job, and who will make a valuable contribution to the business.
Začnite z majhnimi spremembami, saj vam ne bodo vzele veliko časa in ko premišljujete o teh stvareh, razmislite, kaj bi želeli spremeniti.
And if you want to win contracts from larger (especially state) organisations, they will require you to take this ‘Diversity’ approach anyway!
Zastaviti si nekaj ciljev (npr. izboljšanje povratnih informacij in pridobitev stranke iz kroga ljudi, ki običajno ne poslujejo z vašim podjetjem).
✔ Worker regulations and the law – do you want to avoid problems, get free help and win new public sector contracts by showing you are proactive because you have some good approaches in place?
✔ Določite, katere spretnosti, znanja in izkušnje bi podjetje potrebovalo od kandidata za posamezno delovno mesto.
✔ Recruitment – how do you do it, if at all, are you missing out on the right person or employing the wrong person – do you just rely on‘word of mouth’and ‘gut instinct’or do you have a more formal and logical approach?
✔ Izogibajte se najemanju delavcev na podlagi„ustnih priporočil“. Poskrbite, da oblikujete svoj pristop tako, da bo omogočal (in spodbujal) prijavo čim več kandidatov (npr. uporabite različne jezike, oblikujte spletne strani, ki bodo dostopne slepim in slabovidnim, objavljajte v lokalnih časopisih, trgovinah, v katere zahajajo različne skupnosti, obrtnih ali poklicnih združenjih/revijah, vladnih ustanovah itd.)
✔ Avoid‘word of mouth’recruitment processes.
Poglavitna težava je, da podjetja bodisi ne uspejo najti prave osebe ali zaposlijo napačno.
✔ Training – does it happen, should it happen, get the most out of employees and boost morale, are there (state) programmes that could help you?
✔ Na podlagi tega izdelajte„opis delovnega mesta“ (kaj se pričakuje, da bo kandidat delal in dosegel, vsakodnevne naloge in odgovornost) in„osebno specifikacijo“, ki vsebuje spretnosti in izkušnje, potrebne za to delo. Če ste v dvomih, poiščite pomoč
✔ Decide on the skills, knowledge and experience that the business needs to fill the specific job.
✔ V oglasu omenite, da so dobrodošli pripadniki vseh manjšin, in se z možnimi kandidati o delovnem mestu pogovarjajte neuradno.
Start small, this does not take long, and when you are thinking about these things think about what you would like to change.
✔ Delovno silo – njene spretnosti, izkušnje, znanje, kulturo, starost, narodnost; nove zamisli (inovacije) in nadarjenost izvirajo iz raznolikega pristopa.✔ Zaposlovanje – kako ga izvajate (če sploh zaposlujete)? Ali vam prava oseba uide in zaposlite napačno?
Set some goals (e.g. improving customer feedback and getting custom from people who do not normally use your business) and the following tips will help you achieve them.
Ali obstajajo (državni) programi, ki vam lahko pomagajo?✔ Komuniciranje – kaj zaposleni v podjetju vedo o svojem delu, kako naj se vedejo drug do drugega in do strank ter ali ima vsak možnost prispevati svoje zamisli?
✔ State that you welcome applications from all sections of the community and offer to talk informally about the job to potential candidates.
✔ Izvedite raziskavo potreb potencialnih novih strank; to je lahko preprosta raziskava spletnih strani, ki so namenjene tem skupnostim, povprašajte prijatelje ali družinske člane, ki dobro poznajo druge kulture, ali povprašajte svoje zaposlene.
change without losing your existing customers?
Poskrbite, da je reklamno gradivo dostopno in sprejemljivo vsem.
✔ Research the needs of potential new customers; this could be as simple as looking at websites dedicated to these communities, asking friends or family with specific knowledge of other cultures or asking your own employees.
✔ Pri izbiri kandidatov poskrbite, da prijavo ocenjujete na podlagi opisa delovnega mesta in osebne specifikacije, točkujte prijave in se izogibajte osebnemu mnenju (npr. glede na to, od kod kandidat prihaja, starost, čas, ko ni bil zaposlen itd.).
Make sure advertising materials are accessible and acceptable to all.
Namesto tega se osredotočite na izkušnje, sposobnosti in znanja.
Big firms have done this for a long time, targeting different markets by using employees who have an affinity with a particular customer base and tailoring services and products to them.
Velika podjetja to počnejo že od nekdaj; na različne trge prodirajo s pomočjo zaposlenih, ki so blizu določenim krogom strank, katerim prilagodijo storitve in proizvode.
This provides access to new markets, builds customer loyalty and increases turnover within an existing customer base.
S tem si omogočijo dostop do novih trgov, ohranijo zvestobo strank in povečujejo promet znotraj obstoječa kroga strank.
✔ Get some basic training to help you and employees deal with a diverse customer base.
✔ Koristno je lahko tudi osnovno usposabljanje za vas in vaše zaposlene, ki vam bo olajšalo poslovanje z raznolikim krogom strank.