natgillin/translations-raw huggingface dataset:
Use this to define the characteristics of the employee required.
✔ Ne vključujte zelo specifičnih zadev, kot so ocene zaposlitve ali delovni čas, ki bi lahko povzročilo spremembe in vplivalo na celotno delovno silo, ker bi zaradi tega morali spremeniti opise delovnih mest vseh zaposlenih.
Introduction1.Outline your aim to achieve a more diverse workforce2.Create a strategy or plans to achieve diversity3.Involve employees so they can appreciate them and have an input4.Collect and monitor information about what you are intending to do Marketing 5.
Uvod1.Opišite svoj cilj za doseganje bolj raznolike delovne sile2.Naredite strategijo ali načrte za doseganje raznolikosti3.Vključite zaposlene, da jih bodo lahko upoštevali in k njim prispevali4.Zbirajte in nadzorujte podatke o tem, kaj nameravate storiti Trženje 5.
Promote your aims about diversity to existing and new customers6.Train employees to deal with a wider group of customers7.Adopt tactics necessary to reach a broader customer base8.Get customer feedback and evaluate opinions and information9.Find out how the law affects your responsibility to customers Recruitment 10.
Posredujte svoje cilje v zvezi z raznolikostjo obstoječim in novim strankam6.Usposabljajte zaposlene, da bodo znali obvladovati večje skupine strank7.Sprejmite taktiko, ki je potrebna za razširitev kroga strank8.Od strank pridobite povratne informacije in ovrednotite mnenja ter podatke9.Preverite, kako na vaše obveznosti do strank vpliva zakonodaja Zaposlovanje 10.
Outline your aim and plan to recruit from a broader labour pool11.Explore the support you can get to support your recruitment plan
Opišite svoj cilj in načrt za zaposlovanje iz širše ponudbe delovne sile11.Poiščite podporo, ki vam lahko pomaga pri vašem načrtu zaposlovanja
(e.g. state or public organisations)
(denimo od državnih ali javnih organizacij)
12.Create, assess and change (if necessary): Job descriptions/person specifications Job advertisements Application documentation Selection and interview approaches Contracts and terms of reference
12.Izdelajte, ocenite in spremenite (če je potrebno): Opise delovnih mest/osebne specifikacije Oglase za delovno mesto Dokumentacijo o prijavah Pristop k izbirnemu postopku in razgovorom Pogodbe ter pristojnosti in naloge
✔ List the tasks that you think the job will involve (but keep this to 10 at the most, do not include every detail and go overboard with 20).✔ When listing the main tasks, focus on actions rather than general terms such as‘take responsibility for’ etc.✔ Keep language simple and free from vague terminology.✔ Avoid anything that might discourage someone who is capable of doing the job fromapplying.✔ Rather than stating in detail how the job should be done, be clear about what it is youwant the employee to produce. ✔ Be clear about the position of the vacancy, including any management responsibility andwho the person will report to.✔ If appropriate, define results and outputs required.✔ Don’t put in very specific issues, such as employment grades or work times, that
✔ Jezik naj bo preprost in brez nejasnega izrazoslovja.✔ Preprečite razloge, ki bi lahko osebo, sposobno za opravljanje prostega dela, odvrnili od prijave.✔ Bodite jasni in opredelite ključna znanja, spretnosti in izkušnje namesto posebnihkvalifikacij – te opredelite le, če za to delovnomesto tako določa zakonodaja.✔ Zahtevajte dokazila o uspešnih izkušnjah, pri čemer naj ne bo pomembno, kdaj so bile pridobljene.
✔ Keep language simple and free from vague terminology.✔ Avoid anything that might discourage someone who is capable of doing the job from applying.✔ Be clear and define key skills, knowledge and experience rather than specific qualifications – only specify these if the law requires it for the position.✔ Request evidence of successful experience and not necessarily when it was gained.✔ Be rational about requirements needed. Do not raise false expectations about the nature of the job or undervalue the complexity of the tasks involved.✔ Avoid general statements that you think characterise the type of person you
✔ Naštejte naloge, za katere menite, da jih bo vključevalo delovno mesto (vendar ne več kot 10, nikar ne vključujte vseh podrobnosti in ne pretiravajte z 20 naštetimi nalogami).✔ Pri naštevanju glavnih nalog se osredotočite na dejanja, namesto na splošne pristojnosti, kot na primer„prevzemanje odgovornosti za“, itd.✔ Jezik naj bo preprost in brez nejasnega izrazoslovja.✔ Preprečite razloge, ki bi lahko osebo, sposobno za opravljanje prostega dela, odvrnili od prijave.✔ Namesto podrobnega opisovanja, kako se mora delo opravljati, jasno opredelite, kakšne rezultate pričakujete od zaposlenega. ✔ Jasno opišite položaj prostega delovnega mesta, vključno z vsemi morebitnimi voditeljskimi odgovornostmi in komu bo moral zaposleni poročati.✔ Če je potrebno, opredelite zahtevane rezultate in učinke.
13.Provide training on recruitment for all those involved in the process14.Undertake necessary workplace changes for new employees15.Collate and assess information about applicants16.Find out how the law affects your responsibility to employees Retention 17. Make sure employees are represented in the business18.Ensure that opportunities (e.g. training, promotion) are open to all19.Promote respect and dignity amongst employees20.Gather and assess information on employees in relation to positions21.Act against harassment and discrimination22.Where possible work with employees to allow flexible conditions
13.Omogočite usposabljanje glede zaposlovanja za vse vključene v postopku14.Izvedite spremembe na delovnem mestu, ki so potrebne za nove zaposlene15.Primerjajte in ocenite podatke o prosilcih16.Preverite, kako na vaše obveznosti do zaposlenih vpliva zakonodaja Obdržati zaposlene17.Prepričajte se, da so zaposleni zastopani v podjetju18.Poskrbite, da so možnosti (npr. usposabljanje, napredovanje) dostopne vsem19.Pri zaposlenih spodbujajte medsebojno spoštovanje in dostojanstvo20.Zberite in ocenite podatke o zaposlenih v zvezi z delovnimi mesti21.Ukrepajte proti nadlegovanju in diskriminaciji22.Kadar je mogoče, si z zaposlenimi prizadevajte za fleksibilne pogoje
Company Name Signed by Position Date Signature
Naziv podjetja Podpisal/a Delovno mesto Datum Podpis
Advertising a vacancy
Objava prostega delovnega mesta
Make sure it links directly with the job description and person specification.
Poskrbite, da je povezano neposredno z opisom delovnega mesta in osebno specifikacijo.
need but which are based on personal interpretation, such as:‘a good sense of humour’ or ‘reliable, able to deal with stress.’✔ Avoid mentioning an age or type of person (e.g. mature, outward-looking).✔ Consider that mobility does not just have to rely upon an ability to drive.✔ Allow people to offer relevant experience from any part of their life, not just previous employment.
✔ Ne uporabljajte izrazov, ki opredeljujejo določen spol, vero, etnično pripadnost, spolno usmerjenost, kulturo, starost ali zdravstveno stanje, razen če je to upravičeno (na pravni podlagi).✔ Navedite le znanje, spretnosti, sposobnosti in izkušnje, potrebne za opravljanje dela.✔ Navedite pomembne informacije v zvezi z delovnim mestom: npr. plača, lokacija, voditeljske odgovornosti, kakor v opisu delovnega mesta.✔ Jasno opredelite, kako naj se prosilci prijavijo, rok za prijavo in datume razgovorov.✔ Objava naj ima prepričljivo besedilo, naj bo vabljiva in urejena: pomislite, kaj bi privlačilo vas.
religion, ethnicity, sexual orientation, culture, age, or health condition.✔ Stick to the skills, competences and experience needed for the job.✔ Provide relevant information related to the position: e.g. pay, location, management responsibilities, as in the job specification.✔ Clearly define how applicants should apply, closing date and interview dates.✔ Give the advert a strong text, make it enticing and uncluttered: think about what would attract you?
✔ Zahteve glede na vaše potrebe naj bodo racionalne. Ne imejte previsokih pričakovanj glede značilnosti delovnega mesta, niti ne podcenjujte zahtevnosti nalog, ki jih vključuje.✔ Ne uporabljajte splošnih izrazov, za katere menite, da opredeljujejo značilnosti osebe, ki jo iščete, vendar temeljijo na osebnostnih lastnostih, kot na primer:„dober smisel za humor“ ali„zanesljivost, zmožnost obvladovanja stresa.“✔ Ne omenjajte starosti ali značilnosti osebe (npr. zrel, navzven usmerjen).✔ Upoštevajte, da za mobilnost ni nujna zmožnost vožnje.✔ Upoštevajte vse ustrezne izkušnje iz katerega koli obdobja življenja kandidatov, ne le iz prejšnjih zaposlitev.
Make sure you specify which of the requirements are ‘Vital’and which would be‘Useful’.
Izbira „prave osebe za delo“
Selecting the ‘right person for the job’
Poskrbite, da bo jasno določeno, katere zahteve so „ključne“ in katere bi bile „koristne“.
Make sure applicants can easily access and understand all this information; otherwise you will have wasted your time.
Najbolje je, da ima standardno obliko, kar pomeni, da ne potrebujete življenjepisa.
A good application form should allow you to make a clear judgement on the candidate set against the job description and person specification.
Poskrbite, da bodo prosilci lahko brez težav dostopali do vseh teh informacij in jih razumeli, v nasprotnem primeru ste zapravljali čas.
✔ Where possible it is useful to record the types of people applying (e.g. age, ethnicity, disability, etc.) but keep this separate from the application process and make it clear it is only for your records.
✔ Jezik naj bo preprost in brez nejasnega izrazoslovja, uporabljajte le izraze, ki ustrezno opišejo delovno mesto, in ne uporabljajte jezika, s katerim bi osebo, sposobno za opravljanje prostega dela, odvrnili od prijave.✔ Oglas objavite tam, kjer bo najverjetneje privlačil prosilce na trgu dela, ki imajo ustrezno stopnjo usposobljenosti (npr. strokovno, znanstveno, trgovsko, itd.), vendar hkrati ne bo omejen le na en del skupnosti.✔ Raziščite vse brezplačne možnosti za objavo, vključno z javnimi forumi in državnimi organizacijami.✔ Objavljajte prek lokalnih mrež skupnosti, vključno s tistimi, ki so namenjene posebnim skupinam (npr. etničnim skupinam, invalidom).✔ Če sodelujete z agencijo za zaposlovanje, preverite, da s svojimi ukrepi ne izključuje nikogar, ki naj bi ga pritegnil opis v vaši objavi.✔ Vključite splošno izjavo glede vaših zaposlitvenih namenov, kot na primer „dobrodošli so prosilci iz vseh delov družbe.“
✔ If you need to make a short list, make sure you do this only based on the specifications you outlined: avoid any personal judgements.✔ Review your short list with employees and colleagues, but remove any personal details before you do so: make it as anonymous as possible.✔ Avoid making assumptions and assess each quality of the candidate in an objective manner (e.g. focus on the skill required to gain a qualification, not how recent or where from).✔ If interviewing, try to have at least two people present and ensure that both have all the relevant information and have agreed on the approach beforehand.✔ Make sure you are aware of any requirements the applicant might have with regard getting to and going through with the interview.
✔ Če morate narediti ožji izbor, poskrbite, da boste to naredili le na podlagi navedenih opisov: izogibajte se osebni presoji.✔ Preglejte svoj ožji izbor z zaposlenimi in sodelavci, vendar pred tem odstranite osebne podrobnosti: naj bo čim bolj anonimno.✔ Ne domnevajte, ampak nepristransko ocenite vsako kvaliteto kandidata (npr. osredotočite se na znanje in spretnosti, ki so zahtevane za pridobitev kvalifikacije, in ne na čas in kraj njihove pridobitve).✔ Kadar opravljate razgovore, si prizadevajte za prisotnost vsaj dveh ljudi in poskrbite, da bosta oba imela vse pomembne informacije, ter da sta se predhodno strinjala z uporabljenim pristopom.✔ Poskrbite, da poznate vse zahteve, ki jih morda ima prosilec v zvezi s prihodom na razgovor in njegovo izvedbo.
This can be done from the information they provided or an informal discussion prior to the meeting.✔ Decide upon the interview questions beforehand, and discuss with colleagues and employees.
To lahko ugotovite iz podatkov, ki so jih posredovali, med neuradnim pogovorom pred sestankom.✔ Vnaprej določite vprašanja, ki jih boste postavili na razgovoru, in o se njih pogovorite s sodelavci in zaposlenimi.
Make sure they identify the skills, experience and competences of the applicant in relation to the job description and person specification.✔ Develop a scoring system to judge the applicant’s responses set against the
Poskrbite, da opredelijo znanja, spretnosti, izkušnje in sposobnosti prosilca glede na opis delovnega mesta in osebno specifikacijo.✔ Oblikujte ocenjevalni sistem za presojo odgovorov prosilca v primerjavi z opisi, ki ste jih opredelili. Ne presojajte kandidatov z medsebojnim primerjanjem.
✔ Keep language simple and free from vague terminology, only use terms that are relevant to the job and avoid language that will discourage someone who is capable of doing the job.✔ Place the advert where it is most likely to attract the right level of applicants in the job market (e.g. professional, graduate level, trade, etc.), but does not restrict it to just one section of the community.✔ Explore all free opportunities to advertise, including public forums and state organisations.✔ Advertise through local community networks, including those directed at specific groups (e.g. ethnic minorities, people with adisability).✔ If using a recruitment agency, check that their actions don’t exclude anyone your description is designed to attract.✔ Include a general statement about your recruitment intentions, such as‘we welcome applications from all parts of society.’✔ Unless it can be justified (on a legal basis) avoid terms that specify a certain gender,
✔ Kadar je mogoče, je koristno beležiti značilnosti oseb, ki se prijavijo (npr. njihova starost, etnična pripadnost, invalidnost, itd.), vendar naj bo to ločeno od postopka prijavljanja, pri čemer pojasnite, da gre le za vašo evidenco.
Marketing the business
Trženje podjetja
Think about what you are offering: when price, product or service are similar to your competitors, you need something else to attract and maintain business.
Pomislite, kaj ponujate: kadar so cena, izdelek ali storitev podobni tistim, ki jih ponuja vaš konkurent, za pritegnitev in ohranjanje posla potrebujete nekaj drugega.
specifications you have defined. Do not judge the candidates against each other.✔ Consider what needs to be done to enable you to employ the best candidate, e.g. language training, access requirements or new equipment.✔ Implement an‘objective testing’approach if the candidate is required to possess a specific skill or knowledge to do the job and score their results.✔ Discuss the interview and test results with all who were part of the process.✔ Inform people as soon as possible on the decision and provide, or at least offer, feedback to unsuccessful candidates.
✔ Razmislite, kaj je potrebno storiti, da vam bo omogočilo zaposliti najboljšega kandidata, npr. učenje jezikov, potrebe v zvezi z dostopom ali nova oprema.✔ Če se od kandidata zahteva, da ima posebno znanje ali spretnost za opravljanje dela, uporabite pristop z„nepristranskim testiranjem“ in zabeležite rezultate.✔ O razgovoru in rezultatih testa razpravljajte z vsemi, ki so sodelovali v postopku.✔ Čim prej obvestite ljudi o svoji odločitvi in neuspešnim kandidatom posredujte ali vsaj ponudite povratne informacije.
✔ Understanding the backgrounds and needs of different elements of a diverse workforce, means you will be more likely to attract a similar customer.✔ You can respond to different market demands by discussing how to change your product or service with employees and customers.✔ Small changes can make a difference to customers, e.g. interior design, pictures (non offensive), colours, layout, seating – what makes them feel welcome?✔ Rather than seeing difference as problem for your business understand how your products and services can exploit them, different groups have huge spending power.✔ Think about the diversity of your markets (consider the demographics) and develop astrategy to reach them.
✔ Z razumevanjem ozadja in potreb različnih elementov raznolike delovne sile je več možnosti, da boste privlačni za stranko, ki vam je podobna.✔ Na različne zahteve na trgu se lahko odzovete tako, da se z zaposlenimi in strankami pogovorite, kako bi spremenili vaš izdelek ali vašo storitev.✔ Majhne spremembe lahko za stranke pomenijo veliko, npr. notranja oprema, slike (nežaljive), barve, razporeditev, namestitev sedežev – vprašajte se, s čim jim boste dali občutek, da so dobrodošli.✔ Namesto da se vam različnost zdi problem za vaše podjetje, se naučite, kako jih lahko s svojimi izdelki in storitvami izkoristite; različne skupine imajo ogromno moč porabe.✔ Razmislite o raznolikosti vaših trgov (preučite njihovo demografijo) in oblikujte strategijo, da jih boste dosegli.
Do some homework!
Naredite domačo nalogo!
✔ State your belief in maintaining dignity at work and that harassment or bullying of any sort is not good for anyone including your business.✔ Where possible adopt flexible working with employees to accommodate different needs, even if this is only temporary to keep skilled and loyal staff.✔ Make sure it is possible for employees to communicate within the workplace (provide an input or express an opinion, ideas or problems).This can be through formal or informal discussions and keep confidential where necessary.✔ Assess and implement ideas that can improve the working procedures of employees and therefore improve productivity.✔ Write down (where possible) disciplinary and grievance procedures and let everyone know about them.✔ Monitor and assess information on the activities of staff, performance, position, targets, responsibilities, absenteeism and sickness.✔ Find out which institutions and public organisations can help support your business when trying to make changes for people in the workplace.
✔ Izrazite svoje prepričanje o ohranjanju dostojanstva pri delu in da kakršno koli nadlegovanje ali ustrahovanje slabo vpliva takona posameznika kot vaše podjetje.✔ Kadar je mogoče, uvedite fleksibilno opravljanje dela z zaposlenimi, da ustrežete različnim potrebam, tudi če se morate le začasno prilagoditi, da si s tem zagotovite strokovnost in lojalnost zaposlenih.✔ Poskrbite, da bodo zaposleni lahko komunicirali na delovnem mestu (spodbudite jih ali izrazite mnenje, zamisli ali težave).To lahko poteka z uradnimi ali neuradnimi pogovori in ostane zaupno, kadar je potrebno.✔ Ocenite in uresničite zamisli, s katerimi lahko izboljšate delovne postopke zaposlenih in s tem izboljšate storilnost.✔ Zapišite (kadar je mogoče) disciplinske in delovnopravne pritožbene postopke ter jih posredujte vsem.✔ Spremljajte in ocenite podatke o dejavnostih zaposlenih, uspešnosti, položaju, ciljih, pristojnostih, izostajanju z dela in boleznih.✔ Ugotovite, katere institucije in javne organizacije lahko podprejo vaše podjetje, kadar poskušate uvesti spremembe na delovnem mestu za zaposlene.
✔ Induction should include job training, orientation, policies and a guide to the types of behaviour accepted in the workplace.✔ Provide access to career training, including personal development opportunities.✔ Provide ‘Diversity’ training, which can be just some basic ideas about dealing with different cultures in relation to work colleagues and customers.
✔ Uvajanje naj bi vključevalo usposabljanje za delo, seznanitev, politike in navodilo, kakšno vedenje je na delovnem mestu sprejemljivo.✔ Zagotovite dostop do kariernega usposabljanja, vključno z možnostmi za osebni razvoj.✔ Zagotovite usposabljanje za raznolikost, pri čemer lahko gre le za nekaj osnovnih zamisli o ravnanju s sodelavci in strankami iz različnih kultur.
✔ Exploit the diverse skills and qualities of your employees as your competitive advantage.✔ You can maintain business and improve your market share through your reputation as agood employer and by showing that you are aware of the diverse needs of your customers.✔ A workforce that reflects its customer base is likely to be (or at least appears to be) familiar with and prepared to meet the needs of its customers.✔ Use and exploit the ‘Diversity’ activities you do by advertising them to customers. ✔ Keeping evidence of the activities you do will also be very useful material for bids to contracts/tenders (e.g. newsletters, adverts, press releases, notices on premises, policies, strategies, company reports, web sites etc.).✔ Employees provide essential advertisement for the business if their personal experience in the workplace is good.
✔ Kot svojo konkurenčno prednost izkoristite različna znanja, spretnosti in kvalitete svojih zaposlenih.✔ Svoj posel lahko ohranite in izboljšate svoj delež na trgu tako, da slovite kot dober delodajalec in pokažete, da se zavedate različnih potreb svojih strank.✔ Delovna sila, ki odraža svoj krog strank, je verjetno (ali vsaj navidez) seznanjena s potrebami svojih strank in jih je pripravljena zadovoljiti.✔ Uporabite in izkoristite dejavnosti za raznolikost, ki jih izvajate, tako da o njih obvestite stranke. ✔ Vodenje evidence dejavnosti, ki jih izvajate, bo zelo koristno pri ponudbah na javne razpise (npr. glasila, oglasi, sporočila za javnost, obvestila o prostorih, politike, strategije, poročila podjetja, spletne strani itd.).✔ Zaposleni so ključni oglaševalci podjetja, če so njihove osebne izkušnje na delovnem mestu pozitivne.
These publications are available on the European Commission, Directorate-General for Employment, Social Affairs and Equal Opportunities website – http://ec.europa.eu/social/
Te publikacije so na voljo na spletni strani Evropske komisije, generalnega direktorata za zaposlovanje, socialne zadeve in enake možnosti – http://ec.europa.eu/social/
UEAPME – European Association of Craft, Small and Medium-sized Enterprises – http://www.ueapme.com
UEAPME -- Evropsko združenje obrti ter malih in srednje velikih podjetij – http://www.ueapme.com
© European Communities, 2009 Reproduction is authorised provided the source is acknowledged
© Evropske skupnosti, 2009Reprodukcija je dovoljena z navedbo vira.
Pictures: JPH Woodland – © European Communities
Slike: JPH Woodland – © Evropske skupnosti, 2009
79 million living in poverty in Europe
V Evropi živi v revščini 79 milijonov ljudi
What is the European Union’s role?
Kakšna je vloga Evropske unije?
The different faces of poverty
Različni obrazi revščine
Why fight poverty?
Zakaj se bojevati proti revščini?
While poverty threatens 16% of the European population as a whole, the rate is higher for some specific groups.
Drugače kot v nekaterih drugih delih sveta ljudje v Evropski uniji ne umirajo več zaradi lakote.
Children and older people are the prime victims of poverty.
Vendar pa to ne pomeni, da je revščina izginila.
What is it like to live in poverty inside the European Union (EU)? 79 million people currently face that harsh reality.
Kako je živeti v revščini v Evropski uniji (EU)?Trenutno se sto kruto realnostjo srečuje 79 milijonov ljudi.
Some of them can’t afford to keep warm in winter or to get treatment when they are ill.
Nekateri ne zmorejo plačevati stroškov šolske prehrane za svoje otroke.
Some can’t pay for their children’s school meals.
Nekateri nimajo niti strehe nad glavo.
Some don’t even have a roof to sleep under.
Glavne žrtve revščine so otroci in starejši.
23.5 million Europeans live on less than 10 euro a day.
Zaposlitev ne pomeni vedno zaščite pred revščino
Social policy is a matter for Member States. They are the ones who decide on the measures to be taken to combat poverty and social exclusion.
Socialna politika je v pristojnosti držav članic, ki same odločajo o ukrepih za boj proti revščini in socialni izključenosti.
But national governments are increasingly aware that it is useful to coordinate their policies at the European level.
Vendar pa se nacionalne vlade vse bolj zavedajo, da je koristno, če svoje politike usklajujejo na evropski ravni.
This is reflected in the Treaty of Amsterdam (1997), which makes the fight against social exclusion a specific aim of EU social policy.
To se izraža v Amsterdamski pogodbi (1997), po kateri je boj proti socialni izključenosti eden od posebnih ciljev socialne politike EU.