Personnel adaptation: how to help an employee integrate into the team

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One of the modern and convenient tools for adaptation of new employees is corporate social networks, which combine the advantages of a corporate portal and social networks.

Corporate social networks make it possible to facilitate the professional adaptation of employees through access to the necessary work information and the ability to receive online advice from supervisors and supervisors.

The corporate social network can help to resolve the issue of psychological adaptation of an employee by involving them in the process of discussing work tasks.

An important condition for the successful adaptation of new employees is assistance in solving current problems, control over their implementation by the curators. This can be done using corporate social networks.

Quick and easy access to contact information makes it easier for a new employee to communicate with colleagues, including remote ones.

To ensure the proper level of data security when training employees, you can turn to corporate social networks with comprehensive protection.

HR specialists are well aware that absolutely every employee - from a trainee to an experienced specialist - experiences a certain amount of stress in a new workplace: fear of making a mistake while completing a task, not finding a common language with colleagues and immediate supervisor, etc. ... This is understandable: not everyone can get involved in work and integrate into an established team from the first day. To speed up the adaptation process and direct it in the right direction, special methods and programs have been developed. And recently, HR managers are increasingly being helped to solve such an important task by innovative tools. About which ones, read the article.

On the issue of staff adaptation ...

Personnel adaptation is the task of the HR department of the organization. Of course, you can let the process take its course, but this is a highly ineffective approach. During adaptation, a new employee evaluates the company (in the same way as the company evaluates an employee), and if this process is not controlled, there is a great chance that the person will resign from the position or spend too much time to join the team.

A streamlined system of adaptation measures reduces the company's costs, since it gives a newcomer the opportunity to start working at full strength as soon as possible, it also increases employee loyalty, strengthens the team and ultimately saves time for both performers and bosses.

Usually adaptation takes 2-8 weeks - its duration depends on the nature of the character, the type of work, the number of responsibilities of the newcomer and how well the methods of adaptation of personnel in the company are worked out. However, this period may be much longer: for example, American personnel officers believe that the adaptation of top managers can take up to 20-26 weeks.

Evgeny Sevastianov

Management experience: 18 years Consulted in the field of regular management of more than 240 companies: from 16 to 9. 00 people (including: holdings, chain stores, factories, service companies, builders, government officials, web agencies, online stores).

Author of the book "Systems Management in Practice: 50 Leadership Stories to Develop Management Skills"

to whom: owners, top managers, hr-director

Use cases for this article: who is it useful to and why

For owners, top managers - find out what requirements to impose on the adaptation system and how to create a knowledge base from the training program and manuals for each technology.

Who DOES NOT need an employee onboarding system

Do you like telling your subordinates “how it should have been right” after calculating losses? Do you think that a manager should personally perform complex tasks instead of employees, since only he can do it without mistakes? Is it your management hobby to sort out an endless stream of urgent questions from subordinates? Then you DO NOT need an employee onboarding system!

Well, if you still think differently, then in the previous article I spoke in detail about the importance of the adaptation system and how to decide who to adapt and who not. It is logical to start reading with it: "The system of adaptation and training of employees and managers: How not to leave newcomers to their fate, but to cut off the unprepared and slow-witted."

Here I want to talk about the practical implementation of the employee adaptation system in organizations. The technology is universal: it is suitable for commercial, government and non-profit organizations. The algorithm presented in this article will be useful both for creating an adaptation system from scratch and for revising an existing model in your company.

Personnel adaptation: program, examples, implementation

In this article we will focus on the following issues

  • Principles and tips for maximizing the effectiveness of staff onboarding
  • How to implement an onboarding system in the company and incentivize newcomers
  • What savings for the company helps to achieve professional adaptation of staff

  • What idea has Enter managed to implement in its adaptation system based on the Star Wars plot

Fundamental changes were in store for our company - production was expanded, and a decision was made on the need to attract many new employees. It was not possible to find all the necessary specialists in their republic, so the search began in other regions as well. In particular, a quality director was invited from St. Petersburg.

Naturally, we did not want to lose a valuable employee with a salary of 100-200 thousand rubles after passing the probationary period, paying for the move (including a car, housing, medical insurance and other expenses). For any company, staff turnover is not profitable.

Therefore, we thought about creating and implementing a personnel adaptation system at our enterprise, which was intended to reduce staff turnover.

Let's consider the main elements that made up our personnel adaptation system.

Newbie work plan for the first day and first week

Plan of the 1st working day:

  • Meeting with your immediate supervisor.
  • Getting to know the team - under the guidance of the head of the department.
  • Acquaintance with the workplace - carried out by the head of the department.
  • Familiarity with the organizational structure (department manager).
  • Watching a corporate training film, filling out your employee's workbook.
  • Meet the curator.
  • Mandatory briefing on technical safety, etc. (organized by specialists of the labor protection department).

From this article you will learn:

  • What are the tasks and goals of the company and the HR manager in the framework of personnel adaptation
  • What are the types of personnel adaptation
  • How Russian companies solve the problem staff adaptation
  • What methods of staff adaptation are used in practice? What are the responsibilities of an onboarding manager
  • How to manage the onboarding process
  • What mistakes managers make in the onboarding process

Newbies are always less efficient than they would like. Why? There are many reasons. Anyone should delve into the specifics of the work, understand their responsibilities, study the organizational ties at the enterprise. That is why the company should use adaptation of personnel so that newcomers can quickly join the rhythm. In this article, we will look at the main forms, ways of adapting employees and give advice on how to effectively organize this process.

What is the purpose of the personnel adaptation system in the organization

The personnel adaptation system is an essential element of the general personnel management system in the company. The adaptation system is a full range of measures that allow employees to get comfortable, to overcome stress that arises from a new environment, working conditions, a new team, and additional functions. Workforce adaptation usually takes 4–8 weeks. However, if there is no adequate adaptation system, new employees are forced to deal with stress, establish contact with the team and get used to the new environment, rather than focus on their responsibilities. In this case, the firm runs the risk of incurring losses. That is why modern companies pay special attention to the development of personnel adaptation systems.

The adaptation system has a complex structure and includes measures of socio-psychological, organizational, technological, professional, psychophysiological adaptation. While the employee adapts, he learns his responsibilities, new team, working conditions, history, traditions, culture of the enterprise, internal routine, establishes contact with other employees, becoming part of the team.

The adaptation system is formed in different ways in different companies and can consist of different tools and methods. Usually they talk to newcomers, conduct trainings for them, choose mentors to help them get involved in the work process, issue reference and information materials, conduct excursions around the company, and involve them in corporate events.

A complete adaptation system is beneficial for both the organization and the staff. It is useful for the enterprise in that it reduces the period of getting used to the employee, helping him to reach the required level of productivity. In addition, the onboarding system minimizes the likelihood of serious problems associated with new employee mistakes. She saves the time of experienced employees, as they do not need to patronize the newcomer. In addition, the staff adaptation system reduces staff turnover.

For employees, the adaptation system is also important. Personnel adaptation activities help a newcomer to quickly get used to the team, gain the necessary knowledge and skills for work, overcome stress, cope with increased anxiety, feel the support of the company, become confident in their capabilities and importance in the team while achieving common goals.

What are the tasks and goals facing the company and the HR manager

The objectives of staff training and adaptation are as follows:

Taking into account the specific goals of the adaptation process, we will define the tasks that the company and the newcomer must solve.

  • provide everything necessary for the employee to quickly reach the desired level of productivity and quality of work;
  • create a favorable emotional environment in the team;
  • provide both the employee and the participants in the adaptation process (mentors, trainers, etc.) with full information support.

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