The foundation of any modern organization is, of course, human beings, since it is people who ensure the effective use of any of the resources available to the organization and determine its economic performance and competitiveness. The contribution of human resources to the organization ' s objectives and the quality of products or services produced depends primarily on the effectiveness of staff selection. But even the best selection system is not capable of achieving a proper outcome unless sufficient attention is paid to the adaptation of new staff.

The dismissal of an employee on account of his inability to take up new work or to join the collective will nullify the results of the selection and lead to additional material costs and the search for another staff member. The good organization seeks to maximize the potential of its employees by creating conditions for their effective work. The employee evaluates the organization in terms of the role it plays in its life, which provides for its well-being. The establishment of an organizational interaction between the individual and the organization provides the basis for the effective functioning of any enterprise.

The first step in this direction is adaptation processi.e. adjusting the staff member ' s needs and values to the requirements of the organization in accordance with its strategic objectives.

Ideally, the correct adaptation process should lead to:

Reducing start-up costs by reducing the time frame for the new staff member ' s established performance standards;
Reducing turnover;
saving the time of the direct supervisor and the ordinary workers;
- a new member of the community has a sense of satisfaction with the work, a reduction of anxiety and uncertainty.

Adaptation is a complex process involving the following interrelated aspects:

- organizational;
- Socio-psychological;
- professional.

Consider the organization of the adaptation process as a holistic system of well-designed procedures and activities, based on the example of Reality.