When a person enters a profession, professional adaptation is inevitable in order for his interactions with the work environment to be harmonious. Features of adaptation are related to both internal factors, and with external ones.

External circumstances are:

• the organization itself, its goals, content;
• technologies used in work;
• social conditions where work activity takes place;
• informal psychological connections between team members.

Internal circumstances are the level of adaptation potential of the new employee, how developed his adaptive qualities are, and the adequacy of motivation professional activity and the requirements for labor results.

Subject areas of adaptation

The main factors in the professional adaptation of a specialist are external circumstances. This is a professional field where new employee. A person must adapt in the following subject areas:

• professional activity, adaptation to professional activity occurs: content component, means of labor, regime moments, intensity of activity;
• organizational-normative, adaptation to requirements, norms, rules occurs;
• socio-professional, adaptation to production functions and professional status occurs;
• socio-psychological, adaptation occurs to psychological role functions, unofficial norms, relationships in the team;
• social, adaptation occurs to the social conditions in which work activity will take place. A person adapts to the socio-political, ethnic, legal, religious environment.

Each subject area assumes a certain level of adaptive potential. Moreover, during adaptation in a specific area, a certain aspect of a person’s preparedness may dominate. Adaptation to organizational-legal and professional-activity circumstances is a process of mastering requirements that are not subject to correction. When adapting a young specialist, these requirements must be accepted and mastered.

Successful professional adaptation

The success of professional adaptation in a particular area is autonomous. However, all processes are closely interconnected. Social and psychological adaptation is complex in that it directly affects professional activity. Difficulties in relationships, conflicting situations affect activity labor activity, and, accordingly, the success of professional adaptation.

Note 1

Therefore, when training personnel, the psychological component of readiness for professional activity must be taken into account.

Professional adaptation- This is a continuous process that continues for some time. It has its own dynamics and other indicators. The success of adaptation largely depends on the presence of a person’s internal prerequisites: the degree of preparedness, the level of adaptability, personal characteristics, how motivated professional activity is, how clear a person’s ideas about the content and conditions of this activity are. The specialist himself, his managers, and the workforce must pay Special attention the process of adaptation of a new employee. Adaptation takes place in different ways; here it is necessary to take into account the characteristics of the employee, the patterns of both the adaptation process itself and the social environment. It is necessary to provide the process with psychological support.

The role of personal characteristics in the adaptation process

One of these features is the conformity of the young specialist’s ideas about the conditions for carrying out professional activities.

Example 1

A person must adequately represent the image of the professional sphere in which he will work. If ideas and expectations do not correspond to real conditions, a person becomes psychologically unprepared to meet with problematic situations and difficulties encountered during work. Implementation of psychological adaptation will be much more difficult. Although complete adequacy of expectations and reality is rare.

Research shows that for the majority of young professionals, their ideas and expectations do not coincide with reality. Great obstacles arise in professional adaptation. When training specialists, an important issue is creating the right expectations among students.

Another individual-personal characteristic is self-esteem. This parameter significantly influences the adaptation process. Self-esteem is a complex systemic mental formation of the individual. According to the level of development, it can be high, medium and low. By nature, each of these self-esteem can be overestimated, adequate or underestimated. Here the level of the individual’s ability to reflect in the system of proposed circumstances is assessed. The level of self-esteem influences the activity of the individual, the nature of self-esteem influences behavior, the style of interaction with the social environment, and the degree of self-confidence.

The success of professional adaptation largely depends on the self-regulation of the individual’s mental state. During the adaptation period, a young specialist overcomes external and internal difficulties that entail stressful situations. Without self-education and self-education of an employee, the adaptation process is practically impossible. This requires skills of self-regulation and volitional preparedness. Researcher P.A. Prosetsky argued that one of the difficulties of personality adaptation is that the function of self-regulation of behavior is not formed due to insufficient preparedness, weak volitional qualities, inability to organize oneself, control one’s actions and actions, inability to carry out the established regime, organize everyday life and leisure.

The success of the adaptation period depends on the uniqueness of individual psychological and psychotypical characteristics. The main thing here is the value system of the young specialist’s personality, which determines his attitude towards himself, towards others, towards management, towards the profession that has been chosen, towards his professional responsibilities. This attitude can be both positive and negative. The adaptation process can be affected by the presence of maladaptive complexes in a person.

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Professional adaptation - This is the process of a person entering a profession and harmonizing his interactions with the professional environment and activities.

The uniqueness of a specialist’s professional adaptation is associated with external and internal circumstances.

External circumstances and factors influencing the process of professional adaptation of a specialist include:

• a) features of the content, goals, organization, means used, technologies of professional activity;
• b) the uniqueness of the social and other conditions in which professional activities are carried out;
• c) established systems of informal, psychological connections and relationships of employees in the organization.

All this creates the specificity of subject areas and areas of professional adaptation of a specialist.

Domestic The circumstances of professional adaptation of a specialist are the level of his adaptation potential, the degree of development of adaptability as a quality of the individual and the body, the adequacy of the motivation of professional activity to the requirements of this activity.

The basic, determining role in the professional adaptation of a specialist is played by external circumstances, subject areas, and areas of professional adaptation of a person. They act as a kind of professional field into which a young (and not only) specialist comes and finds himself.

Professional adaptation of a specialist is carried out in the following main subject areas of his professional interaction with the environment:

• - professional activity: adaptation to professional activity (its content, goals, means, technology of implementation, mode and intensity of activity);
• - organizational and normative: adaptation to the requirements of production, labor discipline, organizational norms, rules, etc.;
• - social and professional: adaptation to professional role social functions, socio-professional status (teacher, doctor, military man, lawyer, engineer), etc.;
• - socio-psychological: adaptation to socio-psychological role functions, unwritten, informal norms, rules, values, relationships, etc. in the workforce, organization;
• - social in the broad sense of the word: adaptation to the social circumstances in which a specialist’s professional activity takes place - the socio-political, ethnic, legal, religious and other environment.

Each of these subject areas of professional adaptation of a specialist presupposes the presence of a certain level of his preparedness and adaptation potential. When adapting a personality in certain subject areas, different tendencies dominate.

Thus, adaptation to organizational-normative and professional-activity circumstances is primarily carried out as a process of mastering their requirements. This is due to the fact that these subject areas of professional adaptation are not subject to correction and adaptation to them mainly occurs as an adaptation, mastery of them.

The success or failure of adaptation of a young specialist in these areas is relatively autonomous. At the same time, these processes are interconnected, especially in such areas as professional activity and socio-psychological. Features of the socio-psychological adaptation of a specialist significantly influence the success of professional activity and, in general, professional adaptation of a specialist. However, the leading role in the professional adaptation of young specialists is played by the success of their professional and activity adaptation. And therefore, the difficulties and contradictions that arise for a specialist in this field and in the sphere of informal relationships are the source of his activity in implementing the process of professional adaptation. Consequently, in the training of a modern specialist, the emphasis should be on the formation of professional and psychological readiness for professional activity. This does not in any way detract from the role or significance of his training in organizational-normative, socio-professional and social relations in the broad sense of the word.

Professional adaptation of a young specialist is a permanent process that has its own dynamics, content and other features. Its success depends on many circumstances, among which the leading role is played by:

• 1) the specialist has the necessary internal prerequisites: appropriate preparedness, a sufficient level of adaptability, motivation for professional activity, clear ideas about the content and conditions of this activity;
• 2) special attention of the specialist himself, managers and labor collective in general to the process of professional adaptation;
• 3) implementation of the adaptation process, taking into account the characteristics of the specialist, patterns, both of this process itself and the development of the social environment;
• 4) special psychological support for this process, based on the forecast of its characteristics and provision of the necessary psychological assistance to the specialist.

It is quite obvious that from the standpoint systematic approach these conditions are interconnected and manifest themselves in the main subject areas of professional adaptation of a young specialist: organizational-normative, professional-activity, as well as in the areas of social and psychological role relations.

The success of a young specialist’s professional adaptation primarily depends on his personal and other psychological characteristics.

One of these features is the correspondence of a specialist’s ideas about living conditions and activities when carrying out professional activities.

In other words, adequacy of the image professional activity contributes to more successful adaptation, and vice versa, the discrepancy between a person’s ideas and expectations about the real conditions of his upcoming life activity makes him psychologically unprepared to face unexpected difficulties and to carry out the process of psychological adaptation. Although it is usually not possible for a specialist to formulate complete adequacy of expectations and reality.

The study showed that the vast majority of young professionals have their ideas and expectations that do not coincide with what they encountered in real life after graduation. And therefore, in their professional adaptation they face great obstacles. In this regard, one of the fundamental problems of specialist training is the formation in students of correct ideas about their profession, expectations that are adequate to their capabilities and operating conditions.

An important individual-personal parameter that influences the adaptation process is the level and nature of self-esteem as a complex systemic mental formation of the individual. Self-esteem of personality by level development can be high, medium and low, which characterizes the level of development of the individual, both as a whole and its individual spheres, structures, qualities. Wherein the nature each of these self-esteem may turn out to be overestimated, adequate or underestimated. This characterizes the individual’s ability to reflect in the system of certain circumstances. The level of self-esteem of an individual mainly influences the direction of his activity, and the nature of self-esteem - on the stability and dynamics of the behavior and actions of the individual, on the style of his interaction with environment, on the degree of self-confidence of the individual.

Exclusively big role plays a role in the success of professional adaptation self-regulation of personality their mental states and behavior.

Professional adaptation of a young specialist is a permanent process of overcoming internal and external difficulties and obstacles. This creates certain stressful conditions, the overcoming and prevention of which requires additional efforts and special preparedness. In addition, successful adaptation is impossible without constant self-education and self-education of a specialist. All this presupposes that the young specialist has self-regulation skills and sufficient volitional preparedness. P. A. Prosetsky rightly believed that one of the difficulties of personality adaptation is “... the lack of formation of self-regulation of behavior and activity, which is caused by insufficient preparedness, weakness of will, inability to self-organize, manage oneself, one’s behavior, inability to create and implement the correct daily routine, organized personal life and leisure."

The success of professional adaptation of young specialists is influenced by the uniqueness of their individual psychological and psychotypical characteristics. The leading role in this is played by the value system of the specialist’s personality, which determines his orientation and relationship to himself, to employees and managers, to his chosen profession, to his official duties. And it is quite obvious that these relationships can be both positive and negative. The characteristics of an individual’s adaptive behavior are influenced by the presence of so-called maladaptive complexes.

The problem of human adaptation has long been one of the areas of theoretical and applied research in many sciences: sociology, psychology, pedagogy, medicine, biology, etc. Nowadays, there is no longer a single social or anthropological science that does not directly or indirectly study the problems of human adaptation in various conditions of his life and activity.

In general, when considering the problems of human adaptation, it is advisable to proceed from a well-known fact: a person appears as a combination of two systems - biological and mental. Each of them consists of many subsystems. In this sense, there are two main types (levels) of human adaptation: biological and psychological.

Biological and physiological adaptation is inherent in both humans and animals, but it is important to note that human adaptation as an organism is, one way or another, subject to the influence of social circumstances.

E. Fromm believed that one of the differences between human biological adaptation and animals is the presence of “biological weakness,” by which the scientist meant “a person’s relative lack of instinctive regulation in the process of adaptation to the surrounding world.”

According to this point of view, the differences between human adaptation and animals at the biological and physiological level are determined by low instinctive adaptability, as a result of which a person is forced to look for other ways of adaptation, which, in turn, contributes to human evolution.

In biological adaptation, the concept of “adaptation syndrome” is used (G. Selye). Adaptation syndrome is a set of adaptive reactions of the human and animal body that are of a general protective nature and arise in response to adverse effects of significant strength and duration. Functional states that develop under the influence of stressors are called stress states. The main symptoms of adaptation syndrome are enlargement of the adrenal glands, reduction of the thymus gland, spleen and lymph nodes, metabolic disorders with a predominance of decay processes. There are three stages in the development of adaptation syndrome:

1. Alarm stage: lasts from several hours to two days and includes two phases: shock and anti-shock, the latter of which mobilizes the body’s defense reactions.

2. Resistance stage: the body’s resistance to various influences is increased. This stage either leads to stabilization and recovery, or is replaced by the last stage.

3. Exhaustion stage: a sharp decrease in the body’s resistance, disruption of its functions, which leads to diseases and can result in the death of the body.

Along with biological and neuropsychological approaches in the development of problems of human adaptation, others, primarily psychological and sociological, appear and are approved.

Psychological adaptation is the process of psychological inclusion of an individual in systems of social, socio-psychological and professional-activity connections and relationships, in the performance of corresponding role functions.

The following main areas of human life and activity are identified in which his psychological adaptation is carried out (and, accordingly, the main types of psychological adaptation):

social in all the diversity of its content sides, components: moral, political, legal, etc.;

socio-psychological: systems of psychological connections and relationships of the individual, its inclusion in the performance of various socio-psychological roles (socio-psychological adaptation of the individual);

the sphere of professional, educational, cognitive and other activity connections and relationships of the individual (professional activity psychological adaptation of the individual);

relationships with the ecological environment (ecological psychological adaptation).

Accordingly, with these four spheres of human life and activity, four main types of psychological adaptation are distinguished:

professional activity;

social;

socio-psychological;

environmental.

The result of the adaptation process is one or another level of personal adaptation.

Personality adaptability can be:

internal, when a restructuring of its functional structures and systems occurs with a certain change in the environment of its life. There is a meaningful, complete, generalized adaptation of the personality;

external, behavioral, adaptive, when the personality is not internally, meaningfully rebuilt and retains itself, its independence. The so-called instrumental adaptation of the personality occurs;

mixed, when the personality is partially rebuilt and internally adjusted to the environment, its values, norms, and partially adapts instrumentally, behaviorally, preserving his “I”, his independence, “self”.

The process of professional adaptation of a specialist includes the following main procedures and problems:

1. Interaction of the individual with the environment:

A) social interaction(both with individuals and with social groups);

b) socio-psychological interaction;

c) interaction with the material and technical environment.

2. The emergence of a contradiction, conflict situation(CS) between the individual and the environment.

3. The emergence of a need state (NS) of the individual, a state of maladaptation.

4. Manifestation of reactive states of a protective nature, defensive reactions in humans (RD).

5. Implementation of protective, adaptive behavior (AP) to reduce the maladaptive state.

6. Reducing (or removing) the contradiction between the individual and the environment, eliminating the conflict situation.

This can be visually represented as follows:

KS PS ZR AP Permission

Psychological adaptation is a multi-level and diverse phenomenon, affecting the individual characteristics of a person, his psyche, and all aspects of his being, first of all social environment and various types of activities (primarily professional) in which he is directly involved.

In the process of personality adaptation, a person’s mental activity is harmonized with the given environmental conditions and his activities in certain circumstances. In connection with this, an indicator of the degree of psychological adaptation of an individual can be the level (degree) of an individual’s internal, psychological comfort, determined by the balance of a person’s positive and negative emotions, the degree of satisfaction of his need states.

Psychological adaptation is interconnected with such a psychological phenomenon as socialization. These processes are close, interdependent, interdependent, but not identical.

Socialization of a personality is the process of mastering social and socio-psychological norms, rules, values, and functions.

The formation of a specialist’s personality has two aspects:

1. professional-role socialization of the individual;

2. professionalization as a certain degree of mastery by a person of a professional activity or specialty.

Professional adaptation is the process of a person entering a profession and harmonizing his interactions with the professional environment.

Professional adaptation of a young specialist is a permanent process that has its own dynamics, content and other features. Its success depends on many circumstances, among which the leading role is played by:

1. the specialist has the necessary internal prerequisites: appropriate preparedness, a sufficient level of adaptability, motivation for professional activity;

2. special attention of the specialist himself, managers and the team as a whole to the process of professional adaptation;

3. implementation of the adaptation process, taking into account the characteristics of the specialist, the patterns of both this process itself and the development of the social environment;

4. special psychological support for this process, based on the forecast of its characteristics and provision of the necessary psychological assistance to the specialist.

Professional adaptation of a young specialist is a process of overcoming internal and external difficulties and obstacles. This creates certain stressful conditions, the overcoming and prevention of which requires additional efforts and special preparedness. In addition, successful adaptation is impossible without constant self-education and self-education of a specialist.

occupational adjustment) P. a. - a complex and lengthy process that begins from the time of entry into work and continues throughout life. Appl. psychologists study employee motivation and needs in connection with job satisfaction and examine the influence of various individual and organizational characteristics on his work activity. Theories of P. a. To explain the process of P. a. A number of theories have been put forward. Theorist in the field professional development, D. Super, and his colleagues distinguish 3 stages in the process of P. a. (definition, maintenance and decline). Super described the developmental tasks that are solved by the individual at each stage. Basic the task of the initial phase, or career determination phase, is to realize professional preferences and recognize the need to achieve stability in a professional career. In the next phase, the individual either actually acquires permanent job, or finds itself forced to accept more or less constant instability. Finally, the individual becomes established and progresses in his chosen professional career. Dr. stages were proposed by Miller and Form (trial period, stable period, and retirement period) and R. Havighurst (establishment, maintenance and reflection [review]). Problems or styles of adaptation to work were also studied. Neff identified 5 types of disorders, or pathologies of labor adaptation, including low work motivation, fear or anxiety in response to demands for work productivity, hostility and aggression, dependence and social. naivety. Finally, Holland and Shane showed how the interaction of individual traits and environmental characteristics cause P. a. And professional growth. A thorough and empirically substantiated theory of P. a. was outlined by Lofquist and Davis in their work “Adaptation to work”. According to this theory, the professional environment develops a variety of reinforcement patterns that interact with the needs and abilities of the individual. Conformity, or harmony, between an individual and his work environment will lead to satisfaction and satisfaction and, as a consequence, to a certain level of permanence or job stability. Satisfaction and satisfaction are complementary results of adaptation to work. Thus, individual and environmental factors contribute to adaptation to work. In accordance with this theory, psychol. questionnaires to measure individual needs (Minnesota Importance Questionnaire) and descriptions of patterns of professional reinforcement incentives for various professions. Warr and Wall talk about the existence of a close connection between the general mental. health and adaptation to work. These authors agree that meeting individual needs at work is essential for self-esteem and, therefore, for overall health. In general, the results of the study. confirm the existence of a connection between general and P. a. Crites points out that this relationship is complex and appears to depend on individual and organizational mediating variables. Interventions to facilitate vocational adaptation. The industry used therapeutic and preventive programs to promote P. a. and mental employee health, including, but not limited to, improvements in selection and training procedures. In research It was found that balanced (positive and negative) information. about the upcoming job provided to the candidate led to more realistic expectations and reduced the number of layoffs. Dr. The programs were designed to train managers to become more effective leaders in the development of workers' professional careers. In addition, the organization of consultation centers and employee assistance centers has become increasingly popular in business, industry and government. institutions. These and other similar programs increase the ability of the employee and the organization to cope with the problems of P. a. See also Professional Career Development, Industrial Psychology, Job Satisfaction A. R. Spokane

Adaptation in a broad sense is interpreted as a process of interaction between an individual and the environment, leading to a transformation of the environment in accordance with the needs and values ​​of the individual or to the predominance of the individual’s dependence on the environment.

Professional adaptation is the process of establishing balance in the “person – professional environment” system, which manifests itself in the efficiency and quality of work, in a person’s satisfaction with the work process, its result, oneself as a professional, and relationships in the team.

When considering the stages of including a specialist in production, primary and secondary adaptation are distinguished.

Primary adaptation is carried out during the initial inclusion of young employees (without professional experience) in the activities of the professional group.

Secondary adaptation is the process of a specialist’s adaptation to changes in professional activity caused by his transition to a new place of work, to another team, technical, technological and organizational innovations. The following main characteristics of secondary adaptation are identified:

Mastering a new work activity takes place on the basis of previous professional experience;

In the process of a specialist’s promotion up the career ladder, socio-psychological and organizational adaptation is carried out much easier, since he already has the skills and abilities to communicate in the production team, he partially retains the structure of public and administrative contacts;

The main object of secondary adaptation is the professional sphere.

The main stages of professional adaptation include:

1) Familiarization. Obtaining by the specialist information about the new situation as a whole, about the criteria for evaluating various actions, about standards, and norms of behavior.

2) Device. Reorientation of the employee, accompanied by recognition new system values ​​while maintaining previous attitudes.

3) Assimilation. Adaptation to the environment, identification with a new group.

4) Identification. Identification of personal goals with the goals of the organization.

Areas of professional adaptation:

1) Psychophysiological adaptation. Adaptation of a specialist to the physical conditions of the professional environment. The criteria for psychophysiological adaptation are health status, level of anxiety, dynamics of performance and fatigue, and behavioral activity. To assess adaptation at this level, indicators of energy consumption, the state of the respiratory, cardiovascular systems, etc. are used.

2) Functional adaptation. Characterized by the individual’s adaptation to the requirements of professional activity, mastery of methods for its implementation, development of an optimal mode of performance professional functions. A restructuring of mental processes and properties is observed in accordance with the conditions and requirements of activity. There is a professionalization of perception, memory, thinking, emotional-volitional sphere, and professionally important qualities are formed.

3) Social and psychological adaptation. Adaptation of a specialist to the social components of the professional environment. It involves the entry of a young specialist into a professional system of interpersonal relationships, the adoption of a new social role, norms of behavior, traditions, and culture.

The result of the adaptation process is the state of adaptation of the specialist. Adaptability is a dynamic balance in the “person – professional environment” system, manifested in the success of activities.

Full professional adaptation is measured by the time it takes a specialist after graduation educational institution in order to achieve the standard level of professional activity. The optimal period of professional adaptation for most young specialists is about six months. Adaptation to intragroup relationships ends earlier than professional adaptation (1–3 months).

Adaptation of a young specialist to a professional environment

The success of professional adaptation is influenced by the following factors:
I.

Subjective characteristics of a specialist:

1) Socio-demographic:

Age. There is a two-way influence of age on the success of adaptation. On the one hand, the adaptive capabilities of a young specialist are higher; in old age they are significantly reduced; on the other hand, with age, experience of balancing with the professional environment accumulates.

Floor. According to some data, in the professional adaptation of women, the socio-psychological aspect comes to the fore, while men adapt primarily to activity.

Family status. Having his own family makes a specialist a representative of a small socio-psychological group with its own interests and norms. In the future, he is forced to adjust his professional behavior in accordance with his membership in this group. The absence of a family, on the one hand, allows a specialist to devote more time to work, on the other hand, it reduces his satisfaction with life, since he is deprived of the necessary components of life balance.

2) Physiological characteristics.

3) Emotional stability.

4) Adequate self-esteem. Sharply inflated self-esteem can create a zone of constant failures and reduced motivation at a certain stage of activity. Low self-esteem contributes to the development of passivity, fear of responsibility, and a decrease in the subjective probability of success. The result of inadequate self-esteem is usually the incomplete realization of a person’s potential in professional activity, and in some cases, a refusal to do so.

5) Personal activity. Active adaptation is understood as the desire of a young specialist to influence the professional environment in order to change it. A low level of personal activity characterizes passive adaptation to the environment.

The most effective is adaptation as a process of active adaptation of an employee to the changing conditions of professional activity.

6) Pre-adaptive level of knowledge, skills and abilities.

7) Social and professional readiness for activity:

Installation to overcome difficulties;

Attitude towards professional activity;

Expectation of success.

8) Compliance with the real and required competence of the young specialist. The predominance of real competence over the required one leads to a decrease in motivation and disappointment, since it is important for a specialist that all the knowledge he has is in demand. professional experience. The predominance of the required competence over the actual one leads to the complete or partial professional unsuitability of a specialist for a given workplace. Situations are possible when a young specialist simply inadequately assesses his competence, making hasty conclusions based on the results of random observations (underestimation) or without thoroughly assessing the content of the activity that he will have to engage in (overestimation).
II.

Objective factors:

1) Working conditions. Working conditions are understood as a set of factors in the working environment that influence human health and performance during the work process.

2) Organization of the technological process. The content of production tasks, features of rationing and remuneration, stimulation of successful completion of production tasks, systematic analysis of mistakes made by the adapter, learning by example, setting the pace of inclusion of a specialist in technological process etc.

3) Work and rest schedule. Work and rest schedule is an alternation of periods of work and breaks, established on the basis of an analysis of performance in order to ensure high labor productivity and preserve the health of workers. A typical intra-shift performance curve is shown in Fig. 6.

Criteria for assessing the success of professional adaptation:

1) Objective:

Speed ​​of acquisition and improvement of qualifications;

The degree of interaction and coordination of the specialist with colleagues and supervisor;

Stability quantitative indicators labor:
–

systematic implementation of norms;
–

productivity of activity (high productivity with optimal neuropsychic costs);
–

no violations.

2) Subjective:

Satisfaction with work in general and specialty;

Adequate assessment of your professional abilities and skills;

Striving for improvement and advanced training.

The level of adaptation of a young specialist can be judged by the degree of manifestation of objective and subjective criteria, considering them in unity. The adaptability of a young specialist as a result of the adaptation process manifests itself much later (after several years) and in the first years of work, as a rule, does not affect the results of professional activity.

On adaptation period accounts for the highest percentage of staff turnover. Practice shows that often those tasks that are habitually solved by long-time employees are beyond the capabilities of young specialists who are poorly oriented in the current organizational situation. The causes of difficulties in this case, as a rule, are:

1) Lack or untimeliness of obtaining the necessary information that allows one to determine a new situation and find the right solution.

2) Excess information, which, on the one hand, requires extreme attention and memorization, and on the other hand, makes it difficult to choose necessary information to effectively influence a new situation.

3) The need to solve several equally important tasks at the same time: study the situation, make decisions, fulfill your new responsibilities, establish useful contacts, master new elements of professional activity, and especially carefully structure your behavior.

4) The need to form a certain positive opinion of others about oneself, constant stay in the evaluation zone. Sometimes there is a need to change the unfavorable opinion of others about oneself, which has arisen as a result of certain social attitudes and stereotypes characteristic of of this enterprise, etc.

Managing professional adaptation is an active influence on the factors that influence its success and timing.

The need to manage adaptation is due to the likelihood of damage both to employees (injuries) and to the organization as a whole (equipment breakdown). Large enterprises, as a rule, have specialized personnel adaptation services. They can act as independent structural units or be part of other functional departments (HR department, labor and wages department, etc.). Sometimes the position of adaptation specialist is introduced into staffing table shop management structures.

The main tasks of the adaptation service:

1) Development and implementation with the participation of functional enterprise management services of activities:

To reduce the adverse consequences of the work of an unadapted employee;

Stabilization of the workforce;

Stimulating the labor productivity of employees;

Increasing job satisfaction.

2) Coordination of the activities of all parts of the enterprise related to the professional adaptation of specialists (administration, functional services of the enterprise, line managers).

The results of the adaptation service's activities include a reduction in the level of defects, staff turnover, a reduction in the number of breakdowns of equipment and tools, and violations of labor discipline.

The approximate adaptation procedure is as follows:

Familiarization with the enterprise, its features, internal labor regulations etc.

Presentation ceremony to the team, familiarization with the workplace.

Conversation with the manager.

Familiarization with social benefits and incentives.

Instruction on fire safety and safety precautions.

Training according to a special program.

Work at your workplace.

Particular attention should be paid to young specialists in the first three months of work, when the insufficient level of mastery of new professional activities is reflected.

A program to optimize employee adaptation processes may include:

1) Presentation young specialist information publication containing basic information about the enterprise and its products.

2) Viewing photo and video materials about the history of the creation and development of the enterprise, its current state.

3) A meeting of young specialists with one of the leading managers of the enterprise.

4) Various ways of providing a young specialist with the opportunity to ask questions he has and receive competent, comprehensive answers to them, etc.

In conclusion, it should be noted that the program to support young specialists during the adaptation period can be considered successfully completed when the employee enters his usual working rhythm and copes with professional functions without tiring efforts.