Abstracts
Abstract
Translators deploy a range of skills and draw on different types of knowledge in the exercise of their profession, but are some skills and knowledge types more important than others? What is the ideal combination nowadays? This study aims to investigate the relative importance of the different skills and knowledge that translators need in the specific context of translation at inter-governmental organizations. A survey was conducted of over 300 in-house translators and revisers working at over 20 inter-governmental organizations and with 24 different languages among them. The survey consisted of two questionnaires: one on the importance of different skills and knowledge, the other on the extent to which skills and knowledge are found lacking among new recruits. The results confirm that translators need more than language skills: in addition to general knowledge and in some instances specialized knowledge, they need analytical, research, technological, interpersonal and time-management skills. Correlating the findings of the two questionnaires produces a weighted list of skills and knowledge that can be used as a yardstick for adjusting training programmes and recruitment testing procedures in line with empirically identified priorities. The methodology should also be applicable to the identification of skill sets in other professions and contexts in which new recruits are closely observed, such as in-house interpreting.
Keywords:
- translation competence,
- skills,
- knowledge,
- training,
- inter-governmental organizations
Résumé
Dans l’exercice de leur profession, les traducteurs sont amenés à faire preuve de toute une gamme d’habiletés et à puiser dans différents types de connaissances, mais en y a-t-il de plus importantes que d’autres et quelles sont-elles ? La présente étude vise à examiner l’importance relative des différentes habiletés et connaissances nécessaires aux traducteurs dans le contexte spécifique des organisations intergouvernementales. Une enquête a été effectuée auprès de plus de 300 traducteurs et réviseurs employés à l’interne par plus de 20 organisations intergouvernementales, et parlant au total 24 langues différentes. L’enquête était fondée sur deux questionnaires : le premier portait sur l’importance de différentes habiletés et connaissances, le second, sur celles qui étaient jugées insuffisantes chez les nouvelles recrues. Les résultats ont confirmé que les traducteurs ne pouvaient se contenter de compétences linguistiques. Ils doivent, en plus de posséder des connaissances générales et, dans certains cas, des connaissances spécialisées, faire preuve d’habiletés analytiques, technologiques et relationnelles, et ils doivent savoir effectuer des recherches et bien gérer leur temps. Grâce au recoupement des réponses aux deux questionnaires, une liste pondérée d’habiletés et de connaissances a été dressée, laquelle peut servir de référence pour ajuster les programmes de formation et les procédures d’évaluation lors du recrutement, conformément aux priorités définies de manière empirique. Cette méthodologie devrait également pouvoir s’appliquer à l’identification d’ensembles de compétences dans d’autres professions et contextes, dans lesquels le travail des nouvelles recrues fait l’objet d’une attention particulière, comme dans le cas des interprètes travaillant à l’interne.
Mots-clés :
- compétence traductionnelle,
- habiletés,
- connaissances,
- formation,
- organisations intergouvernementales
Appendices
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10.7202/002190ar