The process of staff adaptation
Posted: Tue Jan 21, 2025 8:10 am
After a newcomer has successfully passed a multi-stage interview and started working as an intern, he is assigned a mentor. The role of a curator is always played by an experienced employee (head of department, expert), who conducts the main adaptation activities with him.
Since mentoring is a process that develops and motivates both trainees and mentors, every employee who is considered an expert and has all the necessary skills to work with trainees turns into a mentor. The company should regularly conduct training for mentors, issue special training manuals on high-quality and quick adaptation of newcomers.
The process of staff adaptation
The stages of personnel adaptation (according to the names of the types of adaptation) are as follows: socio-psychological, organizational-economic and professional. At the enterprise, these stages can be implemented as follows:
socio-psychological adaptation. The key features of office 365 database newcomer learns the goals and mission of the company, gets used to the office, gets used to the workplace, colleagues in the department, learns corporate traditions, norms of behavior, internal corporate rules, relationships between employees, organizational connections at the enterprise;
organizational and economic adaptation. The employee gets acquainted with the company, its services, delves into the organizational structure, history of its foundation and development. The company's task here is to make every effort to ensure that the newcomer clearly understands what place he and his department occupy in it;
professional adaptation - a person gets to grips with his work duties. This is the professional adaptation of personnel. Experience shows that it is the longest and most difficult. For each group of employees, an individual adaptation program is developed, based on training new and improving the skills of experienced employees.
For employees at all levels, it is necessary to develop adaptation plans that consist of well-thought-out activities that allow newcomers to quickly and easily go through all of the above stages.
The standard adaptation plan contains:
a list of adaptation activities that are carried out in the company (for example, familiarization with the office, studying job descriptions, formalizing labor relations, etc.);
the period of such events (day, duration, etc.). The duration and sequence are agreed upon by the management with all responsible persons;
list of employees responsible for adaptation activities (mentors, department heads (direct supervisor), HR manager, etc.);
the form of carrying out adaptation activities (conversations, issuing job descriptions, etc.).
An adaptation plan is the basis for adaptation activities for a new employee at the initial stage of work. It is drawn up either by the HR manager or by the employee responsible for the adaptation of new specialists directly on the spot (in the structural departments). Responsible employees can be, for example, office managers of production departments.
A special document, a folder with detailed instructions on the adaptation process can be developed. The folder will contain all the information a new employee needs for quick adaptation. This could be information about the creation and development of the company, the services provided, organizational connections, the department the newcomer has joined, as well as the autobiographies of the management.
Since mentoring is a process that develops and motivates both trainees and mentors, every employee who is considered an expert and has all the necessary skills to work with trainees turns into a mentor. The company should regularly conduct training for mentors, issue special training manuals on high-quality and quick adaptation of newcomers.
The process of staff adaptation
The stages of personnel adaptation (according to the names of the types of adaptation) are as follows: socio-psychological, organizational-economic and professional. At the enterprise, these stages can be implemented as follows:
socio-psychological adaptation. The key features of office 365 database newcomer learns the goals and mission of the company, gets used to the office, gets used to the workplace, colleagues in the department, learns corporate traditions, norms of behavior, internal corporate rules, relationships between employees, organizational connections at the enterprise;
organizational and economic adaptation. The employee gets acquainted with the company, its services, delves into the organizational structure, history of its foundation and development. The company's task here is to make every effort to ensure that the newcomer clearly understands what place he and his department occupy in it;
professional adaptation - a person gets to grips with his work duties. This is the professional adaptation of personnel. Experience shows that it is the longest and most difficult. For each group of employees, an individual adaptation program is developed, based on training new and improving the skills of experienced employees.
For employees at all levels, it is necessary to develop adaptation plans that consist of well-thought-out activities that allow newcomers to quickly and easily go through all of the above stages.
The standard adaptation plan contains:
a list of adaptation activities that are carried out in the company (for example, familiarization with the office, studying job descriptions, formalizing labor relations, etc.);
the period of such events (day, duration, etc.). The duration and sequence are agreed upon by the management with all responsible persons;
list of employees responsible for adaptation activities (mentors, department heads (direct supervisor), HR manager, etc.);
the form of carrying out adaptation activities (conversations, issuing job descriptions, etc.).
An adaptation plan is the basis for adaptation activities for a new employee at the initial stage of work. It is drawn up either by the HR manager or by the employee responsible for the adaptation of new specialists directly on the spot (in the structural departments). Responsible employees can be, for example, office managers of production departments.
A special document, a folder with detailed instructions on the adaptation process can be developed. The folder will contain all the information a new employee needs for quick adaptation. This could be information about the creation and development of the company, the services provided, organizational connections, the department the newcomer has joined, as well as the autobiographies of the management.