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Problem of sraff (personnel) adaptation

Subject: BUSINESS COMMUNICATION


“PROBLEM OF STAFF (PERSONELL) ADAPTATION”


Authors: Chek Cherk Lyah

Abstract


23 pages, 2 tables, 17 sources.

The definition of the problem is the adaptation of personal in the Publishing House “Prapor”.

Object of research–the process of adaptation of personal in the Publishing House “Prapor”.

The purpose of work – to analyse a industrial-economic activities, a control system and a condition of processes of adaptation in the Publishing House “Prapor” and developing the project on perfection of process of adaptation.

The method of research – qualitative analysis of the adaptation of personal.

The main idea of the report is the analysis of the plan of preparation of the personnel for leading in the project of adaptation. In this course paper is talked about adaptation by personnel on the enterprise, about main aspects and stages of adaptation. Here are analysed the industrial-economic activity, the system of management and the condition of adaptation process on the publishing house “Prapor”. Also here is uncovered problems of adaptation, problems of the hiring and selection the staff.

Contents


Introduction

1.Methodological characteristics of the adaptation process nowadays

1.1. Essence and main Aspects of Adaptation

1.2. STAGES of Adaptation

2. Analysis of the industrial-economic activity, the system of

management and the condition of adaptation process

2.1. Brief characteristics of the Publishing House “Prapor

2.2. Analysis of the hiring and selecting the Staff and Adaptation

Process in the Publishing House “Prapor

2.3. Inference of the Results after the Analysis of the hiring and

selecting the Staff

2.4. The Project of increasing the corporate Attention to Problems

of the Staff Adaptation

3. Elaboration of the improving project of adaptation in the

Publishing House “Prapor”

3.1. Standard of the Staff Adaptation

3.2. The functionary Regulations of the Expert on Adaptation of the Personnel

3.3 The Plan and the Schedule of Introduction of the Project

3.4. The Plan of Preparation of the Personnel for Introduction of the Project

Conclusion

Bibliography

Introduction


Adaptation is a dynamic process owing to which mobile systems of alive organisms, despite of variability of conditions, support the stability necessary for existence, development and continuation of a sort. The mechanism of staff adaptation developed as a result of long evolution, provides an opportunity of existence of an organism in constantly varying conditions of environment. Owing to process of adaptation preservation of a homeostasis is reached at interaction of an organism with an external world. In this connection processes of adaptation include not only optimization of functioning of an organism, but also maintenance of equation in system "organism-environment". Process of adaptation is realized every time when in system "organism-environment" there are significant changes, and provides formation new гомеостатического a condition which allows to reach peak efficiency of physiological functions and behavioural reactions. As the organism and environment are not in static, and in dynamic balance, their parities vary constantly and consequently, also constantly should process of adaptation is carried out.

The definition of the problem is the adaptation in the Publishing House “Prapor”.

In our course paper we try to analise the plan of preparation of the personnel for introduction of the project of adaptation. In this work we will tell about adaptation by personnel on the enterprise, about main aspects and stages of adaptation. We tried to analise the industrial-economic activity, the system of management and the condition of adaptation process on the publishing house “Prapor”. Also here we uncovere problems of adaptation, problems of the hiring and selection the staff.

For 15 years of work the Publishing House "Prapor" faces a problem of adaptation and a problem of management of the personnel repeatedly. Management of the personnel of the organization for a long time is recognized by one of "whales" of efficient control the managing subject irrespective of scales of business and its organizational-legal forms, efficient control the personnel becomes the mortgage of durability and success of any commercial undertaking. In management of the personnel one of priority directions - creation and development of systems of adaptation of the personnel in the organization. The decision of this problem with application of modern scientifically-practical methods allows to level the majority of negative factors of the internal environment of the organization in the field of group dynamics of collective, labour productivity, turnover of staff and other defining parameters of activity of firm.

Nevertheless in modern Ukraine not enough attention is given these problems noticeably. Unlike world experience, in Ukraine of the organizations with the solved problems of corporate culture and, as its components, systems of adaptation of the personnel, no. Same concerns also to branch of a press in which carries out the activity the Publishing House "Prapor".

1.Methodological characteristics of the adaptation process nowadays


In this chapter will be described the adaptation with its essence, main aspects, stages and methods. It will be uncovered the essence of the process of the mutual adaptation or labour adaptation between employee and organization, and employee with collective. In this chapter will be turned our attention to the organizational mechanism of management of process of adaptation as key condition of its successful realization and to an importance of a problem of management of innovations.


1.1. Essence and main aspects of adaptation


The modern organizations in which business of management is well put, consider, that the engaging of suitable people is only the beginning. For the blessing of the organisation the management should work constantly above the increase of potential of the staff. Development of the staff, increase of potential leads to growth of labour productivity and profitableness of the enterprise.

For development of potential of a labour use following methods:

professional orientation and social adaptation in collective;

an estimation of industrial activity;

system of compensation;

professional training, instruction, improvement of professional skill;

- promotion;

management of career.

One of problems of work with the personnel in the organization at attraction of the staff is management of labour adaptation. There is their mutual adaptation during interaction of the worker and the organisation which basis is made with gradual occurrence of workers in new professional and social - economic working conditions.

Adaptation is a mutual adaptation of the worker and the organization, based on gradual work-in the employee in new professional, social and organizational-economic working conditions.[1;32] Again gone to work simultaneously employee joins inside in the system of organizational attitudes, borrowing in it several positions simultaneously. To each position corresponds to set of requirements, norms, the rules of behaviour defining a social role of the person in collective as the worker, the colleague, The subordinate, the head, a member of collective controls, a public organisation, etc. From the person borrowing each named positions, the behaviour corresponding it is expected. Acting for work in this or that organization, the person has definite purposes, needs, norms of behaviour. According to them the employee makes the certain demands to the organization: to working conditions and its motivation. The process of the mutual adaptation or labour adaptation of the employee and the organization by that will be more successful, than in a greater degree of norm and value of collective are or become norms and values of the separate employee, than more quickly and better it accepts, acquires the social roles in collective.

Two directions of adaptation are allocated:[2;114-116]

- primary, i.e. the adaptation of the young employees who are not having experience of professional work (as a rule, it is a question in this case of graduates of a various level);

secondary, i.e. the adaptation of the employees having experience of professional work (as a rule, changing object of activity or the professional role, for example, passing in a rank of the head).

It is necessary to note, that the role of secondary adaptation increases in conditions of formation and functioning of a labour market. On the other hand, it is necessary for domestic personnel services to address to experience of foreign firms which give traditionally enhanced attention of primary adaptation of young employees. This category of workers requires special care of them from administration.

In the theoretical and practical plan some aspects of adaptation are allocated:[3;35-36]

psycho-physiological is the adaptation to the new physical and psychological loadings and physiological working conditions;

socially-psychological is the adaptation to rather new society, norms of behaviour and mutual relations in new collective;

professional is the gradual completion of labour abilities (professional skills, additional knowledge, skills of cooperation, etc.);

organizational is the mastering of a role and the organizational status of a workplace and division in the general organizational structure, and also understanding of features of the organizational and economic mechanism of management of firm.

There is a development of set of all conditions during psycho-physiological adaptations which rendered various psycho-physiological influence on the worker during work. It is necessary to carry to these conditions: physical and mental loadings, a level of monotony of work, sanitary-and-hygienic norms of industrial conditions, a rhythm of work, convenience of a workplace, external factors of influence (noise, light exposure, vibration, etc.). During social adaptation-psychological there is an inclusion of the worker in system of relations of collective to its traditions, norms of a life, valuable orientations. During such adaptation the employee receives the information on system of business and personal mutual relations in collective and separate formal and informal groups about social positions of separate members of group. It perceives this information actively, correlating it with the last social experience and with the valuable orientations. There is a process of identification of the person or to collective as a whole at acceptance by the employee of group norms or with any formal or informal group Professional adaptation is characterized by additional development of professional opportunities (knowledge and skills), and also formation of professionally necessary qualities of the person, the positive attitude to the work. As a rule, satisfaction work comes at achievement of the certain results, and the last come in process of development by the employee of specificity of work on a concrete workplace.

During organizational adaptation the employee gets acquainted with features of the organizational-economic mechanism of management of firm, a place of the division and a post in the general system of the purposes and in organisational to structure. At the given adaptation at the employee the understanding of own role in the general production should be generated. It is necessary to allocate one more important and specific party of organizational adaptation. This is readiness of the employee to perception and realisations of innovations (technical or organisational-economic character). Despite of distinction between aspects of adaptation, all of them are in constant interaction, therefore managerial process demands presence of uniform system of tools of the influence providing speed and success of adaptation.

Success of adaptation depends on the whole row of conditions. The main things from which are:

a qualitative level of work on professional orientation of potential employees;

objectivity of a business estimation of the personnel (both at selection, and during of the labour adaptation of workers);

work of the organizational mechanism of management of process of adaptation;

prestige and appeal of a trade, work on the certain speciality in the given organisation;

features of the organisation of the work which realising a motivational installations of the employee;

presence of the fulfilled system of introduction of innovations;

flexibility of system of training of the personnel which operated inside of the organization;

features of the socially-psychological climate which has developed in collective;

the personal properties of the adapted employee connected with its psychological features, age, the marital status, etc.

Especially it is necessary to stop on a question of the organizational mechanism of management of process of adaptation as key condition of its successful realization. Non-work of the given mechanism for the domestic organisations is one of the main reasons of pretentiousness of management of adaptation and slogan declaration of its necessity.

Management of labour adaptation demands the study, first of all, of three organizational elements:

structural fastening function of management of adaptation;

technology of managerial process of adaptation;

a supply with information of this process.

As possible organizational decisions of a problem of structural fastening functions of management by adaptation the following can be offered:

Allocation of corresponding division (a group, a department) in structure of control systems of the personnel. More often functions on management of adaptation are a part of division on training the personnel.

Distribution of the experts who engaged in management of adaptation, on divisions (to shops, departments) or to groups of divisions. In this case the expert on the personnel becomes the curator of the certain divisions. It is necessary to notice, that the expert on management of adaptation can be as the employee of one of divisions of a control system of the personnel, and the employee of other functional division prepared for this role.

) Development of preceptor ship which is forgotten in the domestic organizations last years. Foreign firms consider the preceptor ship as actively application of the form of trust to the skilled

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