Elaboration of the improving project of adaptation in the Publishing

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:

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