PERSONNEL ADAPTATION PERSONELL ADAPTATION Mutual adjustment

«PERSONNEL ADAPTATION»

PERSONELL ADAPTATION Mutual adjustment of the employee and the organization, which is based on the gradual entry of new employee in professional, social, organizational and economic conditions

MAIN TASKS *Accelerating the achievement of the required level of employee productivity and quality of work *Creating a favorable psychological climate in the team *Decrease organizational costs *Reducing staff turnover *The development of an organizational culture

PERSONNEL ADAPTATION PRIMARY PROFESSIONAL SECONDARY PSYCHOSOCIAL

PROFESSIONAL ADAPTATION Familiarity with the workplace Familiarity with job responsibilities, interactions and relationships to position Familiarity with the work requirements Familiarity with the business and technological processes, equipment

PSYCHOSOCHIAL ADAPTATION § § § Introduction to the internal regulations Familiarity with the system of wages and social benefits Familiarity with the history of the organization (structural unit) Familiarity with the team divisions, its traditions, business and personal relationships Adapting to the regime, and the rhythm of work

WHAT CAN INFLUENCE 1. Average of employees 2. Predominant gender in the team 3. The skill level of the team 4. Microclimate in the team 5. Personal qualities of adaptability 6. Features of the organization of labor 7. Prestige and attractiveness of position 8. Frequency of leaders turnover 9. Psychological type of organization

STAGES 1. Physical familiarity with the organization 2. Mastering basic professional functions 3. Mastering the basic communication functions 4. Completion of the process of adaptation

SYSTEM OF ADAPTATION 1. Workplace preparation 2. "Rite of Passage" 3. Assigning a mentor 4. Induction 5. Turning to the group (team)

INDUCTION – the process of familiarization with the organization and settling into the job.

Welcome- training – process of internal training in the company to adapt new employees.

RECRUITS MAY BE, THEY MAY HAVE ANXIETIES ABOUT HOW WELL THEY WILL: get on with their co-workers understand the standards and rules (written and unwritten) of the organization make a good impression on their new manager or supervisor be able to do the job.

PAY ATTENTION TO School and college leavers • assess risks to young people under 18, before they start work • take into account their inexperience, lack of awareness of existing or potential risks

People returning to work after feel apprehensive a feel out of touch with break in employment developments, and in need of re-establishing themselves.

Employees with disabilities Management/professional trainees/ freelancers

WHO IS RESPONSIBLE FOR THE INDUCTION PROCESS? the personnel or human resource manager. Adviser • the training officer • the line or department manager. • the supervisor • the trade union or employee representative,

A performance appraisal (PA) or performance evaluation is a systematic and periodic process that assesses an individual employee’s job performance and productivity in relation to certain pre-established criteria and organizational objectives

The (performed) results *Knowledge and skills *Attitude to work *Initiative, creativity *Discipline *The ability for business cooperation * The adoption of the organizational culture

"SYMPTOMS" OF PSYCHOLOGICAL MALADJUSTMENT perplexity *fright *gloom *perturbation *Violation of work *passive acceptance *laziness *claim *Lack of participation *The lack of dialogue with the managers, the team