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To manage the adaptation of employees, it is worth first working out three organizational elements: consolidate the function of managing the adaptation of newcomers in the structure of the enterprise, think through the stages of its management and take care of information support for this issue.

To ensure that staff adaptation is successful, a company can use the following methods:

Determine which structural department will manage the adaptation of employees. This issue is usually decided by the personnel training department.

For each department, workshop or group of divisions, assign specialists responsible for adaptation. That is, the HR manager will become a curator for certain divisions. Adaptation can be managed by either an employee of the HR department or a representative of any other department who is ready to play the role of a curator.

Develop mentoring in the advantages of truemoney database company, which has been unfairly pushed to the back burner in recent times. Mentoring is widely practiced in companies abroad. If an employee is turned into a mentor, it means that they are trusted, their experience and professional achievements are recognized, and they are encouraged to grow in their career. At the same time, mentors are financially supported. Who can act as mentors? Experienced employees, bosses, young professionals who joined the company several years ago and have proven themselves to be successful specialists. It is interesting that mentoring as a form of activity appeared in Japan, and in recent years, European companies have begun to actively use it.

Establish a relationship between the personnel management system (in particular, the adaptation management department) and the management organization service. In many foreign companies, the personnel adaptation service is a structural part of the controlling system.

The adaptation management department and the management organization department communicate with each other mainly on the topic of optimal work organization, as well as on the form and principles of introducing new tools into work, etc.

Among the organizational solutions for personnel adaptation technology, the following stand out:

organizing events dedicated to issues of personnel adaptation (for example, seminars, courses, etc.);

individual conversations between a supervisor or a mentor and a new employee;

Conducting short-term courses for managers taking up the position of mentor;

organizational and preparatory work when implementing new solutions in work;

special courses for training curators;

a method of gradually complicating tasks for a newcomer. At the same time, it is necessary to monitor his/her activity, analyze the mistakes made when performing work functions. It is also possible to provide additional incentives for a new employee for high-quality problem solving;

carrying out one-time public assignments that allow contact to be established between the new employee and other workers;

execution of one-time assignments to organize the activities of the management body (production meeting, board of directors, etc.);

preparation of replacement personnel during their rotation;

special role-playing games within the department team, aimed at uniting the staff and developing group dynamics.

It is also necessary to evaluate the organization of work in the company, to understand whether the adopted system motivates employees to work more productively, whether it is easier for the staff to adapt. Within the framework of the organization of work in the enterprise:

target problem groups and creative teams are formed, their composition, time, and work issues are determined;

organize ventures;

determine the optimal degree of freedom of the work schedule, widely use the piecework principle of work;

competently duplicate tasks for departments, use elements of competition and rivalry between departments, projects, etc.;

both group and individual results are announced;

involve personnel in management activities (use the group decision-making method, collectively participate in the formation of strategies, delegate authority and responsibility, etc.);

hold meetings at regular intervals and of optimal duration;

use emerging reference groups wisely;

develop solutions using creativity;

provide feedback to the administration and colleagues on issues of achieved work goals and the adequacy of their assessment.