natgillin/translations-raw huggingface dataset:
This could range from simply finding out about customs and activities of certain groups, to qualifications and awards related to dealing with specific groups (e.g. Sign Language or using technology to communicate).
To lahko vključuje le poizvedovanje o običajih in dejavnostih posameznih skupin ali usposobljenost in potrdila, prejeta za sodelovanje s posameznimi skupinami (npr. poznavanje znakovnega jezika ali uporaba komunikacijske tehnologije).
Don’t be constrained by just dealing with a fixed, known, market (often based on a good personal relationship with clients), which leaves you vulnerable if this changes or declines.
✔ Najmanjša in mala podjetja imajo običajno precej bolj oseben odnos do strank kot večja podjetja. Izkoristite ta odnos, zagotovite si povratne informacije od strank.
✔ Micro and smaller businesses tend to have a much more intimate relationship with customers than larger firms. Exploit this relationship and get feedback from customers.
Ne omejujte se z nespremenljivim, poznanim trgom, ki pogosto temelji na dobrih osebnih odnosih s strankami, vendar povzroča, da postanete ranljivi, če se razmere spremenijo ali poslabšajo.
Plan the business based on demand
Načrtovanje poslovanja na podlagi povpraševanja
✔ The interview is the most common way to make a decision, think about how this happens (e.g. time, place, access).You could also set the person a task or problem related to the job.
✔ Najpogostejši način za sprejemanje odločitev je razgovor, zato premislite, kako poteka (čas, dostopnost). Kandidatu lahko pripravite tudi nalogo ali zastavite problem, povezan z delovnim mestom.
Have some kind of scoring system: numbers 0-10 or grading.
Oblikujte ocenjevalni sistem: točke od 0 do 10 ali ocene.
Use this to make an objective assessment of who is best suited for the job.
Sistem uporabite za objektivno ocenjevanje tega, kdo je najprimernejši za delovno mesto.
Get everyone to do the same and try to have more than one person from your firm involved in the process (if possible).
Vsi naj rešujejo isto nalogo. Če je mogoče, poskusite v razgovor vključiti nekoga iz podjetja.
You can take the activity of feeding customer information into the way the business operates further, by linking customer needs to a business strategy: putting customer needs at the heart of your business planning.
✔ Spoznajte možne koristi tega, da se osebnost, starost, izvor in slog strank in zaposlenih, ki so v stiku z njimi, ujemajo. Pozanimajte se vsaj malo o ljudeh, s katerimi imate opravka (če ste za to odgovorni), da se boste z njimi lažje poistovetili.To jih bo pritegnilo in radi se bodo vračali.
Get new customers and access new markets
Pridobite nove stranke in prodrite na nove trge
✔ Recognise the benefits in matching personality, age, background and style of employee with customers.
To zagotavlja, da se raznolike potrebe strank odražajo v vseh načrtih za izboljšanje poslovanja, vaše podjetje pa bo moralo razmisliti, kako se bo na to odzvalo (v smislu profila, kreativnosti, odnosa in usposabljanja zaposlenih ter razvojnih potreb).
Or at least develop some personal knowledge of the people you are dealing with (if it is your responsibility) so that you know how to relate to them. You need a hook that will catch them and bring them back.
✔ Preučite in izkoristite priložnosti, ki jih nudijo novi mediji (npr. lokalne revije, radio, družbene skupine, spletne strani) ali obiščite območja, kjer se zbira več ljudi (npr. starši pred šolo), da boste novim skupinam tržili ciljno, namesto da bi letake puščali v nabiralnikih!
To reach a diverse customer base requires employee diversity or at least an understanding
Kako podroben bo načrt, je odvisno od vaših želja, obsega pa lahko vse od upoštevanja mnenja
✔ Recognise the diversity and scale of the potential market place you can appeal to (e.g. age range, sexual orientation, ethnic range, disability issues, cultural habits of different communities) – could your product or service be adapted to appeal to different niche markets or are you doing anything that could turn people away from your business that you could
Za doseganje raznolikega kroga strank je potrebna raznolikost delovne sile ali vsaj razumevanje, kako različne so lahko stranke. To se lahko nanaša na starost, spol, versko pripadnost, narodnost, spolno usmerjenost ali sposobnost razumevanja različnih potreb strank.
✔ If employees already meet formally or informally on a regular basis, such as appraisals or social gatherings, use these opportunities for employee feedback.
strank (ki jih zaupajo v neuradnih medosebnih pogovorih) za izboljšanja dostopa do proizvoda ali storitve prek sistematičnih tržnih raziskav kroga strank za razširitev ponudbe proizvodov ali storitev do strategije usposabljanja za zaposlene.
✔ Always ensure that where sensitive issues are being dealt with, or where employees require it, that confidentiality is protected.
✔ Če se zaposleni običajno redno srečujejo v formalnem ali neformalnem okolju, kot so na primer ocenjevanja ali družabna srečanja, izkoristite te priložnosti za pridobivanje povratnih informacij od zaposlenih.
This can be as sophisticated as you wish and can range from using customer opinion (gained through informal conversations) to improve access to a product or service, to conducting structured market research through a customer database to inform future product or service diversification or a training strategy for employees.
zunanjega komuniciranja, ki temelji na povratni informaciji strank prek spleta, druga se morda zanašajo na običajne razgovore ali vsakoletne vprašalnike, v katerih stranke (obstoječe in nove) izrazijo mnenje in nove predloge.
Even though managers of small and micro businesses often have the opportunity to communicate with their employees on a daily basis, a structured approach for allowing communication is beneficial, as clear internal communication promotes the exchange of ideas, knowledge, information, and avoids problems developing.
komunikacijo z zaposlenimi, je dokazano, da je ključen sistematičen pristop k omogočanju komunikacije – neovirane komunikacijske poti namreč pospešujejo prosto kroženje zamisli, znanja, informacij in preprečujejo nastajanje težav.
✔ Try to maintain this type of feedback into your plans on a regular basis, some firms will have a formal accessible external communications system based on customer feedback through the internet, but some may just rely upon regular conversations and maybe an annual questionnaire that allows feedback and new ideas from customers (both existing and new).
✔ Kadar je govor o občutljivih temah ali če zaposleni to zahtevajo, vselej zagotovite, da se spoštuje zaupnost.
Improve communication with employees
✔ Pozanimajte se o zahtevah širokega kroga vaših strank (in možnih strank) – v neuradnih pogovorih ali z bolj uradnimi vprašalniki.
Use your commitment to these ‘Diversity’ approaches (e.g. more customer-sensitive) as a business tool to improve reputation and win business, particularly from larger firms and public sector organisations.
✔ Redni sestanki zaposlenih: sestanki so lahko poslovnega ali družabnega značaja, prepričajte se le, da kraj ali čas srečanja ne bo izključil katerega od njih.
For micro firms this part of ‘Diversity’ means showing you are a good employer (even if you are already) by having a small amount of documentation in place as evidence, which will raise your profile and reputation.
Če je le mogoče, naj bodo sestanki sistematični, z dogovorjenim dnevnim redom (ki ga posredujete pred sestankom), vodite pa jih tako, da lahko na njih vsi zaposleni enakopravno sodelujejo.
✔ Regular employee meetings.These can have a business or social focus, but make sure they do not exclude people either by time or location.Where possible it is important to have structured meetings, with an agreed agenda (circulated beforehand), that are managed to allow fair and equal contribution.
Uporabite zavezanost k pristopom, ki vključujejo „raznolikost“ (npr. pristope, ki bolj upoštevajo stranke) kot poslovno orodje za povečanje ugleda in pridobivanje naročil zlasti od večjih podjetij in podjetij v javnem sektorju. Za najmanjša podjetja „raznolikost“ prinaša možnost, da se izkažejo kot dober delodajalec (čeprav so morda že), saj lahko to dokažejo vsaj z nekaterimi dokumenti, ki bodo izboljšali njihov profil in povečali ugled.
If these procedures are not possible, then at least try to designate a regular time, even if only for a few minutes when staff can meet and provide an input on a particular issue.
✔ Vključite te informacije v načrtovanje in razvoj podjetja: z različnih vidikov skušajte ljudem ponuditi to, kar si želijo (v mejah gospodarske upravičenosti), tako da bodo spremembe vašega poslovanja v skladu z raznolikimi zahtevami trga, in ne izključite potencialnih strank (kjer je to mogoče).
✔ Feed this information into the planning and development of the business: try to deliver what people want (within economic reason) from a range of different perspectives so that changes to your business are in line with a diverse range of market demands and do not exclude (where possible) potential customers.
Večini malim in srednje velikim podjetjem ter zlasti najmanjšim podjetjem neuraden in prilagodljiv pristop k upravljanju s kadri sicer koristi, vendar lahko neuradno vzdušje predstavlja tudi oviro za nekatere zaposlene, ki ne najdejo pravega načina, da bi se vključili.Tega se morda ne opazi, če se tega vprašanja ne rešuje na bolj uraden način, ki ni nujno zapleten, vendar mora biti sistematičen in premišljen.
Large private sector firms and public (government) organisations increasingly require micro businesses and SMEs to submit information on their ‘Diversity’ policies (approaches) when tendering for contracts.
✔ Če uradni sestanki zaposlenih niso izvedljivi, zaposlene spodbujajte, da vam sporočijo svoje zamisli, če je potrebno, tudi anonimno (denimo s pomočjo oglasne table ali„škatle za predloge“).
Having these policies (approaches) in place has been proven to assist firms in winning contracts.
✔ Pokušajte tovrstne povratne informacije redno vključevati v svoje načrte; nekatera podjetja imajo vzpostavljen formalen sistem
✔ Where formal employee meetings are not feasible, encourage staff to suggest ideas, anonymously if necessary, either verbally or in writing (e.g. bulletin boards,‘drop box’).
Čeprav imajo direktorji malih in najmanjših podjetij pogosto priložnost za vsakodnevno
While most SMEs, and particularly micro businesses, benefit from an informal and flexible approach towards how employees are managed, this informal style can also be a problem for some staff who might not be able to get involved.
Večja zasebna podjetja in javne (vladne) organizacije vse pogosteje zahtevajo od najmanjših, malih in srednje velikih podjetij, da vlogi za razpis priložijo podatke o politiki (pristopih)„raznolikosti“ v podjetju.
This can go unnoticed if not tackled in a more formal way, but this does not have to be complicated, just structured and logical.
Urejeno področje teh politik (pristopov) dokazano koristi podjetjem pri pridobivanju naročil.
How to do it
(v obliki časa, prizadevanj, virov).
Evaluation should be a joint process (where possible) to help owners, managers and employees to understand why these approaches are being undertaken.
✔ Razmislite o tem, koliko časa in virov ste vložili v postopek.
Assessing what has gone on is also good for keeping people involved, encouraging any future approaches and changing attitudes.
Preprosto namenite nekaj minut branju teh nasvetov in se odločite, da se pogovorite z zaposlenimi o sprejetju celotne palete ocenjevanja „raznolikosti“ in oblikovanja izhodišč za vaše poslovanje.
✔ If you have a handbook or general guidelines you can include ‘Diversity’ statements in it.
✔ Če imate navodila ali splošne smernice lahko vanje vključite izjavo o„raznolikosti“.
Micro firms can produce abrief statement that ‘Diversity’ and promoting dignity at work is being undertaken in the workplace.
Najmanjša podjetja lahko pripravijo kratko izjavo, da se v delovnem okolju upošteva„raznolikost“ in spoštuje dostojanstvo na delovnem mestu.
This can be worded to fit the workplace and be part of your evidence base.
Izjavo, ki jo vložite v svojo dokumentacijo, lahko prilagodite posameznemu delovnemu mestu.
✔ You can then think about the benefits set against the resources you have put in.
✔ Politike (pristopi) „raznolikosti“ naj bodo formalno oblikovane, čeprav so temeljne: Četudi večino tu predstavljenih pristopov že izvajate, je pomembno, da vaše postopke tudi pisno zabeležite, vendar ne zapletajte zadev.
Benefits may include: solutions to filling a vacancy, dealing with absenteeism, access to new markets, improved performance in existing markets, access to talent, getting the most out of existing staff, increased innovation/creativity or improved reputation.
To je lahko mali napis na steni, da vaše podjetje spoštuje pravico vsakogar do dostojanstva pri delu, ali na list papirja zapisan seznam vseh postopkov, ki jih vaše podjetje izvaja pri zaposlovanju ali usposabljanju. Če že nekaj izvajate, imejte tudi dokaz za to.
✔ Develop formal, if basic, ‘Diversity’ policies (approaches).This means, even though you may already do many of the things suggested here, it is important to keep a record of what you do: but keep it simple.This could be a small sign stating your commitment to dignity at work or a one page list of the things you already do in recruitment or training.
✔ Nato lahko razmislite o razmerju med pozitivnimi učinki pristopov in viri, ki ste jih vanje vložili. Pozitivni učinki lahko vključujejo: uspešno zapolnitev prostih delovnih mest, obvladovanje izostajanja z dela, dostop do novih trgov, večjo uspešnost na obstoječih trgih, dostop do nadarjenosti, kar najboljši izkoristek obstoječe delovne sile, povečano inovativnost/kreativnost in povečan ugled.
✔ You can take it further by setting some goals of what you want to achieve.
✔ V naslednjem koraku si lahko zastavite cilje, ki jih želite doseči.
Maybe a brief list of things you want to do over the next year (targets) produced with the help of employees (e.g. dealing with the issue of flexible working around religious holidays).
S pomočjo ostalih zaposlenih lahko sestavite preprost seznam stvari (ciljev), ki jih želite uresničiti naslednje leto (npr. obravnavajte vprašanje o prilagodljivem delovnem času med verskimi prazniki).
✔ SMEs can monitor and record information on employees and customers to track the range of people employed and served.This can act as abaseline for a strategy, together with an annual review to assess progress.
✔ Mala in srednje velika podjetja lahko spremljajo in vodijo podatke o zaposlenih in strankah, ker lahko s tem prikažejo, kako širok krog ljudi zaposlujejo ali z njimi poslujejo.To lahko postane osnova za strategijo, ki vključuje letni pregled, s katerim ocenite napredek.
However, for micro businesses it would be just as useful to state that you are aware of the range of people you deal with (e.g. old, young, background, male, female, etc.) and of what they contribute.
Za najmanjša podjetja pa je lahko enako koristno, če se zavedajo, s kakšnim krogom strank poslujejo (npr. starejšimi, mladimi, predstavniki različnih družbenih okolij, moškimi in ženskami itn.) in koliko prispevajo podjetju.
It is not always possible or legal to have detailed records on everyone.
Včasih zbiranje podrobnih podatkov o posamezniku ni mogoče ali ni zakonito.
Throughout this brochure there are a range of suggestions as to what can be done to achieve some form of approach towards‘Diversity’, but inevitably it will not provide all the answers.
V tej brošuri je zbrana vrsta predlogov za to, kaj storiti, da boste lahko oblikovali pristop k„raznolikosti“, toda na vsa vprašanja ne more odgovoriti.
Where people feel they are struggling to understand what they can do or want to take issues further then it is essential they get help and there is plenty out there.
Če ne veste, kako bi se zadeve lotili, ali bi se radi podrobneje seznanili s to tematiko, poiščite pomoč, ki je vedno na voljo.
Then you can make a judgement on its impact in relation to your expectations.This can be done in a very specific way with a clear set of targets related to turnover and demographics of your markets or simply by getting feedback from staff at different times to get an impression of their morale.
✔ Če zase ali za svoje zaposlene načrtujete kako obliko usposabljanja, razmislite o tem, kako vključiti vanj tematiko„raznolikosti“ (denimo preprosto spoznavanje različnih kulturnih navad možnih novih strank), in o tem naredite zapisnik za dokumentacijo.
Evaluate what you have done
Ovrednotite, kar ste naredili
✔ If you have any training planned show how this includes some ‘Diversity’ issues (this could simply be learning about the different cultural habits of potential new customers) and make a note of this for your records.
✔ Preden se odločite za katerega od pristopov, opisanih tukaj, in po tem, pomislite, kaj želite z njim doseči zase in za svoje podjetje (denimo boljši odnosi z zaposlenimi, večja produktivnost, večje zadovoljstvo zaposlenih, širši krog strank, itn.).
✔ For trusted advice most owners tend to refer to their accountant, financial advisor, solicitor or a close relation. However, there are many other public and private institutions that offer professional help; mostly for no cost or a minimal fee.
Šele v tem primeru lahko ocenite, kakšen je bil učinek pristopa in ali je zadovoljil vaša pričakovanja.To se lahko doseže na zelo poseben način v obliki konkretnih številk o prihodkih in sestavi vaših trgov ali preprosto na podlagi povratnih informacij zaposlenih v različnih obdobjih, da dobite občutek o njihovi morali.
As with anything you do that affects your business it is important to think about what impact it has had and for what cost (time, effort, resources).
✔ Lastniki podjetij se za zanesljiv nasvet najraje obrnejo na svoje računovodje, finančne
✔ Think about what you have put into the process in terms of time and resources. Thiscould be as simple as a few minutes reading these tips and deciding to have a discussion with staff, to adopting a complete package of ‘Diversity’assessments and baselines for your business.
✔ Če najemate nove delavce ali razmišljate o tem, zapišite, kako ste pri tem upoštevali pristope k„raznolikosti“, ne le v dokaz, ampak tudi zato,
✔ If you have recruited or are thinking about recruiting people write down what you have done to follow some of the ‘Diversity’ approaches, this is for evidence but you can also see what has worked and simply repeat it or improve it.
Pomembno je, da razmislite o tem, kakšen je bil učinek vseh vaših dejanj, ki so vplivala na poslovanje, in kakšno ceno ste plačali za to
✔ You might find it useful to discuss the needs of your business with someone who is external to the business (e.g. a local business support network) who will be able to see your business through new (and independent)‘eyes’. ‘eyes’.
✔ Na lokalnih poslovnih srečanjih ali sejmih izmenjajte svoja stališča z drugimi lastniki, direktorji ali možnimi naročniki. Obrnite se na mreže poslovnih partnerjev v vašem območju ali pridobite informacije od drugih podjetij s pomočjo vaše dobavne verige.
✔ Municipalities, trade organisations, chambers of commerce, business owner networks, unions and professional associations are very useful sources of information, particularly if you already pay for their services and you have regular contact.
Za podjetja, ki potrebujejo ali želijo podrobnejše informacije o načinu pristopa k raznolikosti ali morda želijo nadaljevati s svojim delom („pot raznolikosti“), so spodaj na voljo kontrolni seznam za raznolikost in kazalci za ključna področja, ki bodo v pomoč na tej poti in obsegajo 8 koristnih nasvetov, opisanih zgoraj.
For those firms who need or require more detailed information on how to approach ‘Diversity’ or maybe continue what they are doing (‘The Diversity Journey’) the following Diversity check list and pointers for key areas will take you further along this path and expand on the 8top tips described previously.
✔ Koristni viri informacij so tudi občine, trgovska združenja, gospodarske zbornice, mreže lastnikov podjetij, sindikati in poklicna združenja, zlasti, če ste že tako ali tako naročeni na njihove storitve in ste z njimi redno v stikih.
✔ In many cases you will be able to search the internet and find the material you need (for free) and there are some key links to start you off in this brochure.
✔ Koristi lahko, če se o potrebah vašega podjetja pogovorite s kom, ki ni član poslovne organizacije (denimo lokalne mreže za pomoč podjetjem), kajti ponudil vam bo lahko svež (in neodvisen) pogled na vaše podjetje.
✔ For micro businesses and those without a formal Human Resource role, make sure you seek help that does not just talk about ‘Diversity’ approaches, but makes the link between the approaches and the benefits it can bring to your business through practical specific advice.
✔ Marsikdaj lahko informacije, ki jih potrebujete, poiščete na internetu (brezplačno), v tej brošuri pa najdete tudi nekatere ključne spletne povezave, s katerimi si lahko pomagate.
✔ Some SMEs have used a business advisor from their financial institution (bank or sponsor) and other business owners and managers can be a useful source of advice.
✔ Najmanjša podjetja in tista brez uradne kadrovske službe morajo paziti, da izberejo takšne svetovalce, ki o pristopih k raznolikosti ne le govoričijo, ampak te pristope povežejo s koristmi za vaše podjetje s pomočjo konkretnih praktičnih nasvetov.
✔ If you use a specific person outside the business to offer support, get them to follow through the process in terms of implementing any changes (e.g. being part of an interview process) and providing an assessment of how successful the approach was.
✔ Nekatera mala in srednje velika podjetja imajo v svoji finančni instituciji (banka ali sponzor) poslovnega svetovalca, koristno pa vam lahko svetujejo tudi lastniki in direktorji drugih podjetij.
✔ Start with a contact you trust and find out who is best placed to help you or look at the resources at the end of this brochure and find a contact for your trade association or chamber of commerce in your area.There is a lot of free information available, which you should use first!
✔ Če vam svetuje oseba, ki ni vključena v delo vašega podjetja, naj spremlja tudi nadaljnji postopek izvajanja sprememb (denimo, da sodeluje pri razgovorih) in oceni, kako uspešen je bil določen pristop.
✔ Discuss approaches and issues with employees and friends.
✔ O pristopih in vprašanjih se pogovorite z zaposlenimi in prijatelji.
✔ At local business meetings or trade fairs you can discuss your views with other owners, managers or potential contractors.
✔ Najprej se povežite z osebo, ki ji lahko zaupate, in se pozanimajte, kdo vam lahko najbolje pomaga, ali pobrskajte po virih, navedenih na koncu te brošure, in poiščite podatke za stik s trgovskim združenjem ali gospodarsko zbornico v vaši bližini.
Seek out business to business networks in your area or use your supply chains to gain knowledge from other businesses.
Na voljo je veliko brezplačnih informacij, ki jih najprej uporabite!
Diversity check list
Kontrolni seznam za raznolikost
This is a basic template you can use if you need to review your business in relation to specific ‘Diversity’ issues which will help you understand what you are already doing and what needs to be done.
To je osnovni model, ki ga uporabite, če morate v vašem podjetju preučiti določena vprašanja v zvezi z raznolikostjo, in ki vam bo pomagal ugotoviti, kaj že počnete in kaj je še potrebno storiti.
It is sometimes referred to as a ‘Diversity Needs Analysis’.
Za to se uporablja tudi izraz „analiza potreb v zvezi z raznolikostjo“.
These should be kept instead in a separate document (handbook), so you only have to change it once.
Kazalci za ključna področja Opis delovnega mesta
Set out the main roles and tasks of a vacancy to help you to recruit the right person.
Določite glavne pristojnosti in naloge prostega delovnega mesta, s čimer boste lažje zaposlili pravo osebo