Contents of the article

The staff adaptation programme is necessary to ensure that all companies and enterprises have a single recruitment procedure. Its main purpose is to introduce a new person as soon as possible and easier as possible, to present a collective and to familiarize himself with his duties. The programme minimizes errors, reduces initial discomfort, creates a favourable image from the company and improves the skills of the new staff member in the first days of work.

Implementation of the programme is mandatory to avoid the adaptation of staff for such management positions:

• Director-General;
• managers;
• Chiefs;
• Staff members of the Personnel Division who should be familiar with those who are the mentor for the newcomer.

The problems of adapting to the labour force can be avoided if the staff member ' s employment is literate. The programme is for the duration of the staff member ' s trial period. It comprises two main parts: common and individual.

Total programme

Provides an overview of the company ' s activities, the individual characteristics of the enterprise and the collective relationship. The staff member is also familiar with the rules of admission and dismissal, wages and working conditions. This enables a person to form an initial view of the organization. Depending on the newcomer ' s position, the total may differ. It is generally held in the first week of work and consists of four stages.

First phase

Explains the worker about the company ' s activities, the services provided and the relationship in the organization. After reaching final agreement and the date of entry, a orientation interview is held. The staff member who has been assigned this duty or the head of the Recruitment Division. If the worker who has been admitted is in charge, the interview may be conducted by the Directorate.

The main points to be discussed at this stage are the creation of a company, its history, principles and working methods, the firm ' s position in markets, and information on competition and consumers. An overall assessment of the organization ' s development goals is being made. The new worker enters a course on the distribution of the organization ' s core competencies and internal relations.