In large companies, at the stages of its development, there is a need for the formation of the process of personnel adaptation. The system is necessary to familiarize the employee with new conditions, requirements and rules of the corporate level in order to avoid staff turnover. Adaptation of staff in the organization standardizes the process of interaction with new employees.
The new employee of the company adapts to working conditions, social environment. There is a familiarization with the team, the responsibilities that have appeared, norms of behavior, as well as a comparison of personal interests with general ones (identification). The adaptation of personnel in the organization, according to foreign psychology, is explained by the following criteria: harmony between human needs and the requirements of the social environment; a process that makes it possible to achieve a state of harmony.
Adaptation of employees in the organization is related to work in a team of management personnel, employees, managers. This process is applied very rarely to workers.
Types of adaptation of company employees
Negation. In this case, the newly arrived employee does not accept the rules of the company. His expectations are not true. Most often, such an employee is fired before the end of the "trial period".
Opportunism. A situation in which an employee adapts to the norms and rules of an organization. Most of these employees.
Masking. With this adaptation, the employee shows the adoption of the norms and rules of a secondary nature established in the organization. He denies the basic requirements. Such employees are referred to as a “risk group”. They can terminate the employment contract at any moment.
Individual adaptation of staff in the organization. This type of "entry" into the team is based on agreement with the basic rules and regulations of the enterprise, but on the denial of secondary values. At the same time, the employee performs his duties well, maintaining his personality.
The employees of the “personnel department” are faced with the task of selecting employees related to masking and individual adaptation. It is also necessary to identify dissenting individuals demonstrating the “dedication” of the company. During the selection of personnel, errors often occur in the work of the personnel service. They should be corrected immediately. The adaptation of personnel in the organization begins with the submission of basic information to new personnel about the features and working conditions of the company into which they are accepted. The employee learns about his duties, names of managers. The adaptation process can be carried out with the participation of the head of the company. Various methods: traditional or using computer technology.
Professional adaptation of personnel is carried out with the aim of: facilitating the adaptation of the employee to the position; reducing the number of "minuses" associated with the process of integration of the newcomer; proper assessment of professional skills and employee qualifications. The adaptation period lasts about three months from the date of signing the labor agreement.
Stages of adaptation of employees
Preparatory . During this period, the employee is informed about the scope and interests of the enterprise. A fact-finding conversation is held regarding significant facts of the company's history. Discussed products, working conditions. The employee is also studying his job description.
Stability of work. The period is characterized by the stability of the implementation of tasks for the employee.
Summarizing. The final stage is decisive. At this stage, a final decision is made on the suitability of the employee.
At the end of the trial period, the head of the enterprise provides documentation to the personnel department. It sets out an analysis of the activities of the employee, indicates the final decision of the boss regarding the new employee.