The duty regulations of the expert on adaptation of the personnel regulates activity of the expert and contains requirements to the worker replacing this post. It is made on the basis of deep studying work on the given post with definition of concrete requirements to the worker concerning its knowledge, experience, skills (the personal specification). Contains sections: the general parts, the purposes, functions, the information, the rights, the responsibility. [11;35-36]
The operational program of functions of management of adaptation of workers is called to break process of adaptation of workers and sequence of actions of various persons and divisions within the limits of functioning system of adaptation. Calculation of social and economic efficiency of the project pursues the purpose of an estimation of economic benefit of its introduction and quality standard of the remote social and economic consequences.
The plan of preparation of the personnel to introduction of the project is made in view of the requirement of creation at the personnel of a positive image of system of adaptation, positive expectations and readiness fully to participate in realization of process of adaptation of the personnel.
In the second chapter we opened the problem of adaptation in Publishing House ‘Prapor’. The main problem is that there is no technology of adaptation, the documentation on process of adaptation, there is no expert which official duties would include functions on adaptation of new workers. The institute of preceptorship is not developed. Thus, process of adaptation should be constructed from the basis. The operational program of functions of management of adaptation of workers is called to break process of adaptation of workers and sequence of actions of various persons and divisions within the limits of functioning system of adaptation. Calculation of social and economic efficiency of the project pursues the purpose of an estimation of economic benefit of its introduction and quality standard of the remote social and economic consequences.
3. Elaboration of the improving project of adaptation in the Publishing
House “Prapor”
This chapter reviews the elaboration of the improving project of adaptation in the Publishing House “Prapor” stage by stage on corresponding standards of the staff adaptation, also will be opened the functionary regulations of the expert on adaptation of the personnel, the plan and the schedule of introduction of the project, and also will be shown the plan of preparation of the personnel for introduction of the project.
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.
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:
| Features of strengthening in a post | Requirements |
| Education | Higher education |
| Speciality | The psychologist and/or the expert on work |
| The minimum work experience in a speciality | - |
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
| The list of functions | Periodicity and term of execution | |
| 1. | The organization of training of heads of subdivisions on problems of adaptation | Monthly – during term of introduction of the project and in the first year of its application; As required, but not less often than two yearly – the next years |
| 2. | Consultation of workers on social, economic, psychological, juridical questions of adaptation | As required – in the individual and group order |
| 3. | Drawing up of plans of measures on adaptation of the personnel | Annually – in the end of year for the next calendar year |
| 4. | Drawing up of the report on results of activity | Quarterly, more often – by requirement of the head of the organization or one of subdivisions |
4. Information
4.1. Performance of official duties assumes information interchange with all subdivisions:
| Receiving | Delivering | ||||
| The content of the information | The form | Term and periodicity of receiving | The content of the information | The form | Term and periodicity of delivery |
| 1 | 2 | 3 | 4 | 5 | 6 |
| 1. The notice on presence of conflicts or other problems in a realization of planned arrangements on adaptation | Memo | As required | 1. A plan of arrangements within the limits of the program of adaptation for a year | Plan of arrangements | Annually – in the beginning of year |
| 2. The request for carrying out of training | Inquiry | As required | 2. Data on optimization of processes of adaptation of new workers for subdivisions | Recommendations, methodical materials | As required |
| 3. Data on turnover of staff and other qualitative and quantity characteristics of success of adaptation | The report on turnover of staff | As required, but not less often than 1 time a quarter | 3. The report on the done work and results | The report | As required, but not less often than 1 time for a quarter |
| 4. The request for consultation from the worker | Oral | As required | 4. Answers to questions of workers | Oral/written | As required |
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]
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.
| Month | Action |
| January | Selection of the expert on adaptations, the statement of the standard of adaptation and the functionary regulations of the expert |
| February | Establishment of instructors, training of instructors |
| March | Explanatory work in the organization, Creation of a corporate standard of work, Efficient formulation and explanation to collective of the purposes of the organization, both long-term, and current, Evident propaganda, Instructing of workers, Enhancement of a financial interest in work, Detection of a role of the individual in a group, Interrogation of workers for their readiness for introduction of system of adaptation |
| April | |
| May | |
| June | |
| July | |
| August | |
| September | |
| October | |
| November | |
| December |
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]
| Action | The responsible executor | Terms |
| Selection of the expert on adaptation | The personnel department manager | The first stage of introduction of the project |
| The statement of the standard of adaptation | The personnel department manager | The first stage of introduction of the project |
| The statement of the functionary regulations of the expert | The personnel department manager, director | The first stage of introduction of the project |
| Establishment of instructors, training of instructors | The personnel department manager, the expert on adaptation | The first stage of introduction of the project |
| Explanatory work in the organization | The expert on adaptation | Constantly |
| Creation of a corporate standard of work | Director, the expert on adaptations, collective | Constantly |
| Efficient formulation and explanation to collective of the purposes of the organization, both long-term, and current | Director | Constantly |
| Evident propaganda | The expert on adaptation | Constantly |
| Instructing of workers | The expert on adaptation, heads of divisions, instructors | Constantly |
| Enhancement of a financial interest in work | Director, financial service, the expert on adaptation | Constantly (revision not less often, than one time in 2-3 years) |
| Detection of a role of the individual in a group | The head of subdivision, the direct head of the worker, the expert on adaptation | Constantly |
| Interrogation of workers for their readiness for introduction of system of adaptation | The expert on adaptation | Anticipates introduction of the project |
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.