MANAGEMENT OF PERSONNEL ' s TRAINING ADAPTATION - a process of targeting the mutual accommodation of the worker and organization to increase speed and success of adaptation. That is to say, three organizational elements need to be developed: the structural consolidation of the functions of adaptation management; the technology of adaptation management; and the information technology of the process. The structural reinforcement of the adaptation management function is as follows: (a) the allocation of an appropriate unit (groups, divisions) to the staff management structure. Adaptation management functions are mostly part of the training unit; (b) the distribution of adaptation management specialists by office or unit. The staff specialist becomes the custodian of certain units. The U.S. Specialist may be both a staff member of a staff management system and a staff member trained to do so; and a mentoring officer. Foreign firms see it as a form of trust in the experienced staff member, as well as as as a certain stage in his promotion. Mentors can be both experienced trainees, managers and young staff who have worked for several years and who have been successful. Adaptation management technology includes the following activities: seminars, courses, etc. on various adaptations; individual interviews of the head, coach with the new staff member; intensive short-term courses for the first-time managers in the post; organizational and training in innovation; special training courses for mentors; and the use of a method of gradual computation of assignment by the new staff member; and the implementation of community service assignments for the new worker Information for the adaptation process is to collect data and assess its level and duration. The collection and processing of information on the level and duration of adaptation should be carried out within the staff business process. For new staff, business procedure. ♪ ♪