Management Of The Adaptation Of Lecture Staff

Personnel Management

Адаптация персонала

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The adaptation system is a set of necessary actions for new staff at any level. However, the staff member ' s adaptation process is tailored both in terms of his or her personal qualities and in terms of his or her performance. Significant differences relate to the volume and content of initial information. Differences may also apply to participants in the adaptation process itself. A staff member may be a staff member. The adaptation and control of the middle-level managers requires the active involvement of senior management and staff management.

Adapting young professionals. The notion of young professionals is used in a narrow and broad sense. In a narrow sense, the legal concept in which young professionals, within three years after graduation, are taught by graduates of higher and secondary special education institutions, who have completed their full course, protected their diploma project and passed public examinations.

In a broad sense, young people with higher and secondary special education up to the age of 30 are a special group of staff, especially as they are in the process of self-determination and have a number of specific characteristics that distinguish them from the others.

The special social and age characteristics of young professionals are:

- The work of young professionals is more executive, less creative;
- starting with lower levels of hierarchy, young professionals receive lower wages. This affects the level of meeting their needs;

- With regard to the older youth age group, young professionals, on the one hand, are very rational and less intrusive, and on the other hand, have less experience than their peers;
- Young professionals have greater mobility, advanced knowledge and training, which makes the organization particularly valuable.

The rapid inclusion of young professionals in the organization ' s productive activities is important, as the degree, timing and impact of adaptation depends to some extent on the effectiveness of all follow-up activities of young professionals, their stability, the level of activity, the state of labour discipline, and the process of identification.

The results of the adaptation of the young specialist are reflected in the performance of the entire organization in the form of loss of working time, additional costs associated with requalification, and others, the reduction of turnover today depends to some extent on the adaptation of the human person to the productive and social environment and the introduction of a new team.

Major factors affecting the adaptation of young professionals include:

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