A well-thought-out adaptation system is a highly effective management tool. It allows you to obtain significant results, which can be objective and subjective.
Objective results are:
reducing the costs of finding new specialists;
reducing the number of employees who left the company after the probationary period (on their own initiative or at the request of management);
reducing the time required twitter database for the activities of one employee to influence the competitiveness of the entire enterprise;
reducing the time required for other employees to adapt to newcomers, allowing them to focus more on their direct responsibilities.
Subjective results are an improved atmosphere, a reduction in tension in the team, loyalty of the new employee to his/her functions, a desire to stay in the organization for a long time, and satisfaction with his/her work in general.
If the adaptation of personnel at the enterprise is organized qualitatively and new employees quickly set themselves up for success and long-term cooperation, then newcomers become a valuable resource for the company from the very first days and their activities immediately have a positive effect on its competitive qualities.
The first and most important thing that HR departments of any company should do is to form systems for assessing the adaptation of newcomers. In order to understand whether the adaptation and development of personnel is successful, Russian enterprises use several approaches.
Approach 1. Evaluation through satisfaction.
The analysis of personnel adaptation allows to assess how satisfied newcomers are with their work. Satisfaction is assessed by two criteria - "job satisfaction" and "company satisfaction with the employee". A special questionnaire allows to identify difficulties that arise in the process of work, the professional interests of the employee and the speed of their emergence. After analyzing the questionnaires, three indicators are clearly visible, in particular "job satisfaction", "interest in work" and "satisfaction with the profession". The integral indicator of adaptation is a certain average value of all indices.
The only nuance of the approach is that it is difficult to analyze the degree of satisfaction due to the subjectivity of the indicator. However, the job satisfaction indicator is actively used by modern enterprises, assessing the effectiveness of employee adaptation. At the same time, this parameter is not just important. It is almost the main one. It is generally accepted that the level of job satisfaction is directly related to the degree of adaptation. Moreover, the higher the level of satisfaction of needs, the better the person is adapted to the company.
Approach 2. Evaluation using developed performance indicators.
Why is professional adaptation of personnel necessary? The efficiency of a company's activities depends on how well each specialist is adapted to it. Considering that any activity can be of high quality only if it is effective, employers have begun to evaluate the efficiency of personnel adaptation in practice, using objective and subjective indicators.
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