Problem of sraff (personnel) adaptation

3.1. Standard of the staff adaptation

Stage 1. Acquaintance with industrial peculiarities the organizations, inclusion in communicative networks, acquaintance to the personnel, corporate peculiarity of communications, corporate ethics, rules of behaviour.

Stage 2. Practical acquaintance of new worker to the duties and requirements which to him are shown from the organization. The direct head spends acquaintance of beginners with firm and its history, personnel selection, conditions of work and rules, explains problems and the requirements shown to work, enters the worker into working group, encourages the help to beginners from skilled workers. [12;69-74]

The program of orientation includes a number small lectures, excursion, practical works (work on certain workplaces or with the certain equipment). Are without fail made instructing under the safety precautions and a labour safety.

During carrying out of the program of orientation following questions should be mentioned:

1.                 The general representation about the company

2.                 A policy of the organization

3.                 The Payment

4.                 Side benefits

5.                 The Labour safety and observance of the safety precautions

6.                 The worker and its attitudes with trade union

7.                 The Consumer services

8.                 Economic forces

After passage of the general program of orientation the special program in which following questions can be mentioned can be lead:

1.                 Functions of division

2.                 Working duties and the responsibility

3.                  The demanded reporting

4.                 Procedures, rules, instructions

Stage 3. Effective adaptation. For increase of efficiency of effective adaptation to the beginner the instructor is appointed.

A stage 4. Functioning. Process of adaptation comes to the end with this stage, it is characterized by gradual overcoming industrial and interpersonal problems and transition to stable work.

The standard of adaptation can assume also testing of beginners for adaptation in group, for example, with application of the questionnaire which allows to reveal type of behaviour of the individual in group.

As a parameter of type of the given perception the role of group in individual activity perceiving acts:

·                    the Individual perceives group as a handicap of the activity or concerns to it neutrally. The group does not represent independent value for the individual. It is shown in evasion from joint forms of activity, in preference of individual work, in restriction of contacts. This type of perception can be named the individual of group "individualisticheskim".

·                    the Individual perceives group as the means promoting achievement of those or other individual purposes. Thus the group is perceived and estimated from the point of view of its "utility" for the individual. Is preferred more competent members of the group, capable to assist, incur the decision of a challenge or to be a source of the necessary information. The given type of perception can be named the individual of group "pragmatical".

·                    the individual perceives group as independent value. On the foreground for the individual problems of group and its separate members act, interest as in successes of each member of group, and group as a whole, aspiration to bring the contribution to group activity is observed. The need for collective forms of work takes place. This type of perception can be named by the individual of the group "collectivistic".

On the basis of three described hypothetical "types" of perception the individual of group had been created the special questionnaire revealing prevalence of this or that type of perception of group at the investigated individual. [13;103-105]

The questionnaire consists from 10 items-judgements containing three alternative choices. In each item of the questionnaire of alternative are randomized. Each alternative corresponds to the certain type of perception the individual of group. On each item of the questionnaire examinees should choose the alternative most suitable them according to the offered instruction. On the basis of answers, examinees by means of "key", calculation of points on each type of perception is made. Prevailing consider the type of the perception which has typed the greatest quantity of points.

3.2. The functionary regulations of the expert on adaptation of the

personnel

The expert on adaptation of the personnel in the Publishing House «Prapor» should know organizational structure of Open Society, technological features and needs of manufacture, corporate requirements to work and ethics, psychological features of process of primary and secondary adaptation.

The expert should manage with basics of psychology on adaptation in group, abilities of suggestion and belief in the importance of adaptation, skills of recognition of the concealed problems of adaptation and the reasons of their origin.

The expert should be able to reveal and resolve conflict situations before deep crisis, the way out of which can become dismissal of the worker, falling of a labour discipline, labour productivity; to find out internal reserves of fast and free adaptation of new workers in collective.

The expert should supervise periodically process of adaptation in the organization, develop explanatory work, consultations, lectures, « round tables », to inform about necessity of actions on adaptation for all workers of the organization.[14;85-88]

The typical functionary regulations of the expert on adaptation of the personnel in the Publishing House «Prapor» can look as follows:

THE FUNCTIONARY REGULATIONS

1.                 The general part

1.1.         Department – a  personnel department

1.2.         Full name of a post – the inspector on adaptation of the personnel

1.3.         The post is subordinated and receives orders and instructions from the chief of the personnel department

1.4.         You can receive additional orders from heads of groups of inspectors, of functional groups of a staff department.

1.5.         The post gives the order and methodical instructions to all subdivisions of the organization within the limits of the competence.

1.6.         Work in the given post demands from the worker:

2.                 Purposes

The management of the organization for the given post has put forward the following purposes:

2.1.         The organization and current regulation of actions on adaptation of the personnel

2.2.         Consultation of workers and officials on problems of adaptation.

3.                 Functions

4.                 Information

4.1.         Performance of official duties assumes information interchange with all subdivisions:

4.2. You are obliged to note an account log of worker’s references for   consultation, log of actions within the limits of the program of adaptation of new workers, personal cards of the workers, who applied for consultations or with complaints with reflection in them of results of done work.

5.                 The rights

5.1.         To offer actions within the limits of the program of adaptation of the personnel

5.2.         To initiate consideration by a management of problems of adaptation

5.3.         To organize training the staff

5.4.         To adopt experience of other organizations

5.5.         To develop and put forward under consideration to a management a methodical materials on problems of the adaptation, addressed to heads of subdivisions and the organization, the collective, separate workers.

5.6.         To initiate imposing discipline penalties on workers or the officials, who  interfere with the processes of adaptation of the new personnel.

6.                 The responsibility

6.1.         On the given post you account for poor work, delays in realizations of the established purposes, incomplete use of the given rights.

6.2.         Your work is estimated by the direct head on the basis of data about turnover of staff, quantity and content-richness of the hold actions, responses of the workers who have applied for consultation.

7.                 Additions and changes[15;74-76]

3.3 The plan and the schedule of introduction of the project

The project, in our opinion, can be introduced within a year. This time is required on creation of service of adaptation (attraction of the expert or investment of one of inspectors of a staff department corresponding functions); on creation at workers of a positive image and positive expectations from introduction of system of adaptation; a choice of instructors and their instructing; creation of the program of actions on adaptation and the evident information in this sphere.[16]

The table 3.2. The schedule of introduction of the project for the Publishing House «Prapor» in 2008 year.

3.4. The plan of preparation of the personnel for introduction of the

project

Preparation of the personnel for introduction of the project assumes the creation of a positive image of actions of the project for each worker, development of understanding of its importance not only for again arriving workers, but also for all workers of the organization, whereas, fast adaptation and a low parameter of turnover of staff promotes the growth of labour productivity and a production efficiency.

The plan of preparation of the personnel to introduction of the project should correspond on terms and a set of actions to the schedule of introduction of the project (see above):

[17;22-28]

In this chapter was opened the elaboration of the improving project of adaptation in the Publishing House “Prapor”. And we can draw a conclusion that there are four stages of standard of the staff adaptation: acquaintance, practical acquaintance of new worker to the duties and requirements, effective adaptation and functioning.

The second stage of the standard includes the program of orientation during the carrying out of which should be mentioned the following questions:

1.  The general representation about the company

2.  A policy of the organization

3.  The Payment

4.  Side benefits

5.  The Labour safety and observance of the safety precautions

6.  The worker and its attitudes with trade union

7.  The Consumer services

8.                 Economic forces

After this program of orientation  could be carried out the special program.

The standard of adaptation can assume also testing of beginners for adaptation in group, which allows to reveal one of the three types of behaviour of the individual in group: "individualisticheskim", "pragmatical" or "collectivistic".

In the functionary regulations of the expert on adaptation of the personnel there are many  duties, which the expert should be able to do and to control.

The functionary regulations consist of the general part, purposes, functions, information, rights, responsibility, and additions and changes.

 In this chapter was shown the possible plan and schedule of introduction of the project for the Publishing House «Prapor» in 2008 year.

 And we can notice that the plan of preparation of the personnel to introduction of the project should correspond on terms and a set of actions to the schedule of introduction of the project.

Conclusion

During course paper we have tried to find the cause of problem of adaptation of personal at the base enterprise - the Publishing House "Prapor", and we have considered that this problem based on modern approaches to systems of adaptation of the staff. Work pursues the purposes of creation of effective system of adaptation in the organization providing decrease of turnover of staff, growth of labour productivity, motivation, social guarantees for the personnel. Overall objectives of work can be named:

·                    decrease in negative labour parameters due to formation of corporate labour culture and healthy competition during work;

·                    maintenance of manufacture with qualified personnel;

·                    development of the mechanism of adaptation of the personnel to collective and process of work;

·                    the general increase of efficiency of activity of the base enterprise, etc.

In our opinion, the positive result from introduction can achieve in a year after the beginning of corresponding actions. Summing up it is necessary to note, that adaptation is social process of development by the person but-howl a labour situation when the person and the labour environment actively cooperate with each other. It has complex structure and represents unity of different kinds of adaptation socially-psychological, political and cultural and community. Efficiency of mental adaptation depends on the organization of microsocial interaction. At disputed situations in family or industrial sphere, difficulties in construction of informal dialogue of infringement of mechanical adaptation were marked much more often, than at effective social interaction.

Also the analysis of factors of the certain environment or an environment, the Estimation of personal qualities of associates directly is connected with adaptation as factor involving in overwhelming majority of cases the estimation of the same qualities as factor pushing away - with its infringements was combined with effective mental adaptation. But not only the analysis of factors of an environment defines a level of adaptation and emotional intensity. It is necessary to consider also individual qualities, a condition of a direct environment and feature of group in which microsocial interaction is carried out.

Effective mental adaptation represents one of preconditions to successful professional work. In professional administrative activity stressful situations can be created by dynamism of events, necessity of fast decision-making, a mismatch between specific features, a rhythm and character of activity. The factors promoting occurrence of emotional stress in these situations, can be insufficiency of the information, its discrepancy, an excessive variety or monotony, an assessment of works as exceeding opportunity of an individual on volume or a degree of complexity, inconsistent or uncertain requirements, critical circumstances or risk at decision-making. The important factors improving mental adaptation in professional groups, are social unity, ability to build interpersonal attitudes, an opportunity of the open communications.

In connection with the aforesaid becomes obvious, that without researches of mental adaptation there will be incomplete a consideration of any problem of mental discrepancy, and the analysis of the described aspects of adaptable process is represented an integral part of psychology of the person. Thus, the problem of mental adaptation represents the important area of scientific researches located on a joint of various branches of knowledge, getting in modern conditions all greater value. In this connection the adaptable concept can be considered as one of perspective approaches to complex studying the person.

The personal potential of the worker is closely connected with adaptation as set of the certain features and qualities of the worker. The personal potential characterizes internal physical and spiritual energy of the person, its active position.

However adaptation passes more quickly and more successfully if the trade is correctly chosen. Professional selection is carried out in two stages. On first stage, on the basis- results of supervision, interrogations, testing, also the professional program is made. At the second stage bents, social, psychological displays of the young man are studied.

Purpose of our course paper  was to research the problem of adaptation of personal and  to show  how to avoid this problem, by example of the Publishing House "Prapor”. We have drawn a conclusion that this problem is present at all kinds of business. And it is very important to sovle it at the beginning of it origin.

For management of process of adaptation and career at the enterprise on again acted young worker the special card of adaptation and professional promotion is made. It helps to trace professional and qualifying changes of the worker and to operate this process.

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