the some work places or with some equipment).
Stage 3. Actually adaptation.
This stage consists in the adaptation of the recruit to its status and in the inclusion of the recruit in relation with collective. In limits of this stage necessary to give the recruit a opportunity to be active in different shares, to check in itself the given knowledge about organization. It is important, in this stage, to give a maximum help to recruit, regularly to conduct the appraisal of effectiveness of activity and peculiarities interactions with colleges.
Stage 4. Functionality.
This is the last process of adaptation. It is characterized by gradual decision of productive and interpersonal problems. It also characterized by crossing to the stable work. As a rule, this process of adaptation comes after 1-1.5 years of the work. If it process is regular, it will be more effective in few months of work. p> In this chapter we considered methods for development of potential of a labour power. Also it were noted two directions of adaptation and some aspects of adaptation. We showed the success of adaptation depends on the row of conditions. It were offered organizational decisions of problem of structural fastening functions of management of adaptation. Also it were offered possible decisions on technology of managerial process of adaptation. Besides this, we paid attention to realization of principles of the organization of the work which are rendered motivational influence on the personnel and facilitated process of adaptation of employees. On example table 1.1., We showed distribution of duties on dentition.
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2. Analysis of the industrial-economic activity, the system of
management and the condition of adaptation process
In this chapter we will give the inormation about the Publishing Hause "Prapor". The main industrial problem of the Publishing House "Prapor" - satisfaction of needs of the market in release of the various book and periodic literature, and also in manufacture of other kinds of the printed matter corresponding a structure of a printing house. After the brief characteristics of the PH "Prapor" will be given the analysis oh hiring and selection staff. Planning of the personnel in the organization actually is absent. The list of staff and funds of a payment affirm annually. On selection of the personnel the Publishing House does not resort to services of specialized firms. p> The Adaptation sutuation in the PH "Prapor" will be described. Such a difficuld situation will show that the process of adaptation has to be improved. Purpose of development of the project which character can be defined as mainly social, is increase of corporate attention to problems of adaptation of again staying personnel, decrease in turnover of staff, growth of satisfaction by work.
2.1. Brief characteristics of the Publishing House "Prapor"
The Publishing House "Prapor" is opened joint-stock company, the polygraphic enterprise created in 1991. Its history totals 11 years in the market of polygraphic works in Ukraine, and the organization continues development and expansion of activity, rendering any more only polygraphic services to publishing houses, but also making own editions, the consumer goods. p> The main industrial problem of the Publishing House "Prapor" - satisfaction of needs of the market in release of the various book and periodic literature, and also in manufacture of other kinds of the printed matter corresponding a structure of a printing house. p> The open joint-stock company the society which actions are distributed among its founders or other, in advance certain circle of persons admits. Such society has the right to spend the open subscription to actions let out by it or to offer them for purchase to a unlimited circle of persons. The Publishing House "Prapor" specializes basically on release of the art, study of local lore literature, dictionaries, directories. [7; interview]
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2.2. Analysis of the hiring and selecting the staff and adaptation process in the Publishing House "Prapor"
Planning of the personnel in the organization actually is absent. The list of staff and funds of a payment affirm annually. On selection of the personnel the Publishing House does not resort to services of specialized firms. Each post (trade) of the list of staff has the corresponding duty regulations corresponding ETKS. The competition of candidates at selection of the staff on vacant posts practically is not present. Exception is made with a trade "printer" owing to the highest wages. Selection is made according to a work-record card of the candidate. The requirement of recommendations, characteristics from the previous place of work, gathering of the information on candidates does not practise. With employed the typical labour ...
