Examples of using Quality at work in English and their translations into German
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Political
Building on synergies between productivity and quality at work.
By bolstering productivity and quality at work, we will boost European growth and competitiveness.
We have been living andimproving our process-oriented quality management system"Quality at Work" for many years.
Quality at work can help increase labour productivity and the synergies between both should be fully exploited.
Horizontal Objectives A& B:National actions to raise employment rates and improve quality at work.
Quality at work is still in most cases dealt with in a partial way as part of the European Employment Strategy implementation strategy.
Needs the services we offer,always with a direct dialogue with the customer and quality at work.
This is a key requirement for improved quality at work and productivity, and as a factor promoting labour force participation and social inclusion.
The EU suffers from under-investment in human capital and from insufficient investment in ICTtools that are necessary to raise productivity and quality at work.
The second action plan is an action plan for improving quality at work and increasing productivity.
I welcome the discussion about quality at work and about not only creating more job opportunities but also increasing the quality of those jobs.
Job creation and labour market participation are a major objective,notably pursued through measures to make work pay and improve quality at work and productivity.
Striving for quality at work and improving the overall quality of human resources through investment will contribute to raising human capital and labour productivity levels.
Modern work organisationcan play a major role in promoting quality at work, productivity and competitiveness of firms.
Urges a review of ongoing efforts to improve the quality of work andwelcomes the Commission's intention to prepare a report on quality at work by end 2003.
And new common paradigms such as lifelong learning and quality at work were recognised as policy priorities, with convergence in these areas starting to take place.
The European Employment Strategy(EES), the employment pillar of the Lisbon Strategy, is based around three objectives: full employment,productivity and quality at work, and social and territorial cohesion.
Further progress needs to be achieved, considering that improving quality at work is a condition for a sustainable increase in employment as well as for further increases in the productivity of labour.
The greater responsibility given to the social partners on health and safety at work andrisk prevention should help improve quality at work and productivity.
Innovative forms of work organisation contributing to internal flexibility,improved productivity and quality at work should be encouraged, for example through the provision of training and advisory services to employers.
Active ageing strategies should be implemented which include financial incentives for prolonging working lives; gradualretirement and use of part-time work, and improving quality at work.
Belgium places emphasis on the reduction of working time, improving quality at work and better reconciling working with non-working life.
In Ireland the establishment of the National Centre for Partnership and Performance in 2001 is a major event to foster partnership with a viewto enhancing organisational change and improving the quality at work.
Other initiatives related to qualifications and quality at work, along with reductions in statutory non-wage costs for older workers, seem likely to contribute to increasing the very low employment rate of older workers.
The use of indicators based on national sources is uneven, with particular weaknesses in relation to disadvantaged groups, employment transitions,care provision(quality at work indicators), labour market bottlenecks and mobility, and the effectiveness of activation policies.
Should improve quality at work to provide an attractive, safe and adaptablework environment throughout working life, including the provision of part-time and career breaks.
Among the ten specific guidelines supporting these objectives, some are particularly relevant for quality at work, notably those on lifelong learning, gender equality, adaptability, making work pay, inclusion and undeclared work. .
The issue of maintaining and improving quality at work has been addressed mainly through four aspects: training(the Law for Vocational Training, announced in last year's NAP, has been adopted in June 2002); job stability(measures implemented in previous years have led to only a slight reduction in the rate of fixed-term employment); health and safety at work(not developed to the full extent in the NAP); and equal opportunities actions have been reinforced in the 2002 NAP compared with previous years.
For Cohesion countries and regions under the Convergence objective,increasing productivity and quality at work in the public sector- especially in the economic, employment, social, educational, health, environmental and judicial areas- is essential to pursue and accelerate reforms, to raise productivity and growth in the wider economy and to promote social and territorial cohesion and sustainable development.
This calls in particular for investing in quality at work as a factor of productivity and competitiveness; faster progress on reform of tax and benefit systems to make work pay; more investment in adaptable human resources; and more determined action on equal opportunities.