al skills, additional knowledge, skills of cooperation, etc.);
- organizational is the mastering of a role and the organizational status of a workplace and division in the general organizational structure, and also understanding of features of the organizational and economic mechanism of management of firm.
There is a development of set of all conditions during psycho-physiological adaptations which rendered various psycho-physiological influence on the worker during work. It is necessary to carry to these conditions: physical and mental loadings, a level of monotony of work, sanitary-and-hygienic norms of industrial conditions, a rhythm of work, convenience of a workplace, external factors of influence (noise, light exposure, vibration, etc.). During social adaptation-psychological there is an inclusion of the worker in system of relations of collective to its traditions, norms of a life, valuable orientations. During such adaptation the employee receives the information on system of business and personal mutual relations in collective and separate formal and informal groups about social positions of separate members of group. It perceives this information actively, correlating it with the last social experience and with the valuable orientations. There is a process of identification of the person or to collective as a whole at acceptance by the employee of group norms or with any formal or informal group Professional adaptation is characterized by additional development of professional opportunities (knowledge and skills), and also formation of professionally necessary qualities of the person, the positive attitude to the work. As a rule, satisfaction work comes at achievement of the certain results, and the last come in process of development by the employee of specificity of work on a concrete workplace.
During organizational adaptation the employee gets acquainted with features of the organizational-economic mechanism of management of firm, a place of the division and a post in the general system of the purposes and in organisational to structure. At the given adaptation at the employee the understanding of own role in the general production should be generated. It is necessary to allocate one more important and specific party of organizational adaptation. This is readiness of the employee to perception and realisations of innovations (technical or organisational-economic character). Despite of distinction between aspects of adaptation, all of them are in constant interaction, therefore managerial process demands presence of uniform system of tools of the influence providing speed and success of adaptation.
Success of adaptation depends on the whole row of conditions. The main things from which are:
- a qualitative level of work on professional orientation of potential employees;
- objectivity of a business estimation of the personnel (both at selection, and during of the labour adaptation of workers);
- work of the organizational mechanism of management of process of adaptation;
- prestige and appeal of a trade, work on the certain speciality in the given organisation;
- features of the organisation of the work which realising a motivational installations of the employee;
- presence of the fulfilled system of introduction of innovations;
- flexibility of system of training of the personnel which operated inside of the organization;
- features of the socially-psychological climate which has developed in collective;
- the personal properties of the adapted employee connected with its psychological features, age, the marital status, etc.
Especially it is necessary to stop on a question of the organizational mechanism of management of process of adaptation as key condition of its successful realization. Non-work of the given mechanism for the domestic organisations is one of the main reasons of pretentiousness of management of adaptation and slogan declaration of its necessity.
Management of labour adaptation demands the study, first of all, of three organizational elements:
- structural fastening function of management of adaptation;
- technology of managerial process of adaptation;
- a supply with information of this process. p> As possible organizational decisions of a problem of structural fastening functions of management by adaptation the following can be offered:
1) Allocation of corresponding division (a group, a department) in structure of control systems of the personnel. More often functions on management of adaptation are a part of division on training the personnel. p> 2) Distribution of the experts who engaged in management of adaptation, on divisions (to shops, departments) or to groups of divisions. In this case the expert on the personnel becomes the curator of the certain divisions. It is necessary to not...
