A unique process by which one can conductAn assessment of the level of personnel management in the organization is called staff adaptation. From the way this practice will be implemented at the enterprise, his reputation, as well as the coherence of the work of the team, largely depends.
Objectives of staff adaptation
At the heart of staff adaptation is the increase of laborOpportunities of specialists, due to which the employees will be able to solve at their own level personal tasks and achieve the set goals related to the functioning and development of the institution. Adaptation of personnel in the organization is an important stage in the development of well-coordinated work of the enterprise, which in many respects determines its success and the acquisition of a high-level reputation.
The main principles of development of labor cadres:
- Control over the capabilities of the enterprise;
- Understanding the need for the development of the organization;
- Stimulation of professional and social qualities of specialists;
- Integrity of the human resource development system at the enterprise.
In what cases is the adaptation of the staff justified:
- Increasing competition in various market segments;
- IT development;
- The need for the creation of projects of a strategic level requiring the general participation of the working team;
- Bringing the company to a new level, both in terms of professionalism and profitability.
Employees who have undergone an adaptation process are notRequire excessive control by the leadership of the apparatus, since their qualifications and level of awareness of the need to conduct office work is high. This approach allows a significant reduction in starting costs. So, until the new specialist works not so productively as his employees with experience in this field of activity, his work requires the establishment of large capital investments. Effective adaptive ability will reduce these costs and will enable the beginner to reach the set bar faster and join the team.
Types of staff adaptation
As of today, these types of staff adaptation in the organization:
- Primary - training of new employees without work experience (we are talking about young specialists who have just graduated from universities);
- Secondary - the training of experienced specialists (it is a matter of re-qualification or promotion).
In addition, there are other formsPersonnel adaptations, which are divided according to the direction of training. So, thanks to this division, managers have the opportunity to choose which employees need this or that training option. And so that you understand what exactly we are talking about, we will examine in more detail each of the methods.
Socio-psychological adaptation of staff
Methods of social adaptation are characterized byThe entry of a newcomer to the team, his rapid acceptance of the nearest social environment. In addition, due to this practice, the novice is involved in the tradition and the unspoken norms of the team, the style of work of the leadership apparatus and the features of the interpersonal relationships that develop in the team. It stipulates the inclusion of a beginner in the team as having equal rights to express their point of view.
Criteria for assessing the socio-psychologicalthe ability to get used to consist in job satisfaction and relationships with colleagues. And if the specialist fully meets these requirements, it means only one thing - the leadership at the proper level organized his entry into the workforce. In the event that a newcomer to the company already has certain skills and abilities to find common points of contact with employees, then for sure he already had time to comprehend the basics of adaptive technology.
Staff adaptation of personnel
It is a process of familiarizing the employee witha new type of activity, organization and changing personal behavioral skills in accordance with the requirements of the working environment. Simply put, this is nothing more than a procedure for adapting to a new environment. The reason for the need for such training may be the transition to a new job, the replacement of professional activities or the introduction of improved forms of organization.
Types of labor adaptation of staff are characterized by orientation in the following issues:
- knowledge of general knowledge and concepts about the company;
- the political aspect of the enterprise;
- issues related to payment of labor activity;
- protection of work and compliance with TB rules;
- economic forces.
Professional adaptation of personnel
Professional adaptation of staff inorganization is a mutually beneficial adaptation of the employee and the team of the company, so that the newly arrived employee has the opportunity to learn as quickly as possible in the enterprise. To put it more clearly, this means that a specialist learns to live in a completely unfamiliar professional environment, attempts to find his place in the structure of the company as a skilled worker who can quickly find ways to solve complex work tasks.
Psychophysiological adaptation of staff
The essence of staff adaptation inpsychophysiological context is characterized by adaptation to new physical and psychological stresses. In addition, this form of working development helps a person get used to the sanitary and hygienic conditions, working schedule, content and nature of work. The psychophysiological ability to adapt to new conditions largely depends on the person's immunity, his natural reactions, and the nature of these conditions. I would like to note an important fact: the lion's share of accidents occurs at the first working stages precisely because of its absence.
Modern methods of adaptation of personnel
Good leaders know that to achievehigh productivity of employees it is necessary to create stability and balance in a professional environment. For this, various methods of personnel adaptation are used. Among all the variety of methods for involving employees in the professional sphere of activity, there are only a few effectively working options that differ in the direction of the policy of the governing bodies.
American method of adaptation of personnel
Methods of adaptation of personnel developedspecialists of the United States, aimed more at the individualism of labor personnel than on its collectivism. For the actual stage of the development of the SAPR in overseas companies, it is characteristic to increase the content, forms and methods of working with the workforce of the enterprise. In addition, the policy of foreign leaders is built on the deepening of specialization in various functions of personnel management and the growth of professionalism in the management system of the Czech Republic.
Adaptation of personnel in Germany
In Germany, the problems of the adaptation of personnel are solvedsomewhat differently, because in this country there is a special law in which the norms of the legal regime of the enterprise are prescribed. This normative document requires the employer to fully familiarize the newly arrived specialist with the working conditions and the specifics of his field of activity, as well as presenting it to future employees. For these purposes, use personal communication and training. The novice is getting acquainted with the normative documents, procedures. He receives efficient advice from the senior in the job category.