Presentation on the topic of adaptation of an employee to an organization. Presentation on the topic "adaptation of the organization's personnel". - Feedback

QUESTIONS:

1.
2.
3.
4.
5.
The essence of the personnel adaptation process
Types and stages of adaptation
Adaptation goals
Adaptation stages
Adaptation program

1. Adaptation

Professional adaptation characterized by
additional development of opportunities, knowledge and
skills, as well as the formation of professional
necessary personality traits, positive
attitude to their work.
It also provides for the adaptation of the newbie to
social norms of behavior in force
team, the establishment of such a relationship
cooperation between the employee and the team, which in
provide the most efficient work,
satisfaction of material, household and spiritual
the needs of both parties.

1) Adaptation is a process. It means,
that it takes a certain period of the worker's life -
from several months to several years;
2) It arises as a result of contradictions, the essence of which
lies in the fact that the role, status of a person changes,
his responsibilities and capabilities, relationships with others
people, norms and values ​​of the team.
3) Adaptation is a forced process, since the subject
adapts to the conditions of the environment not of its own free will, but according to
necessity;

The most important adaptation characteristics are:

4) Adaptation is a two-way process that
presupposes how a person changes himself under
exposure to new reality and transformation
conditions environment depending on their own
needs.
5) Adaptation is a subjective process: according to theory
reflection, the subject acts in accordance with his own
vision of the picture of the world.
6) Adaptation is an ongoing process; he never happens
finished as environmental conditions change
constantly.

STAFF ADAPTATION

Adaptation -
this is the process of adapting a person to a new one for him
subject-material and social environment
Primary
Secondary

2. Types of adaptation

Primary
adaptation is an adaptation
young employees,
inexperienced
professional
activities
(usually in
in this case we are talking about
graduates of educational
institutions).
Secondary
adaptation -
this device
employees,
experienced
professional
activities
(usually changing
object of activity or
professional role,
for example, when
moving to rank
head).

Types of adaptation

Manufacturing Adaptation - The Inclusion Process
an employee to a new production area for him,
assimilation of production conditions, labor standards
activities, establishment and expansion
the relationship between the worker and the production
environment.
Organizational adaptation - the employee gets to know
organizational features
management of the enterprise, the place of its subdivision and
positions in the overall system of goals and in the organizational
structure. With this adaptation, the employee must
to form an understanding
own role in the production process.

Types of adaptation

Economic adaptation. Every profession is different
special ways of material incentives, and
the salary is related to its conditions and organization.
The object of economic adaptation is the level
wages and, which has become relevant in the recent
time, timeliness of its payment.
Psychophysiological adaptation - getting used to new
for the body physical and psychophysiological
loads, mode, pace and rhythm of work, sanitary and hygienic factors of the working environment,
the peculiarities of the organization of the diet and rest.

Types of adaptation

Socio-psychological adaptation - adaptation to
new social environment, inclusion in the system
professional interpersonal ties and relationships,
mastering new social roles, norms of behavior,
group norms and values, self-identification with
professional group.
Professional adaptation - adaptation already
available prof. experience and style of prof. activities to
the requirements of the new workplace, the development of the employee
new to him professional functions and responsibilities,
finalization of the required skills and abilities, inclusion in
professional cooperation and partnership,
gradual development of competitiveness.

3. The purpose of employee adaptation

by the employer:
- First, the desire to get a loyal,
the most manageable employee;
- Secondly, the most complete, fast and
its effective adaptation to the organization and
the work performed.
on the part of the employee -
It is as complete, fast and effective as possible.
adaptation to the organization, creation in
maximally short time professional image,
desire to stay for a long time
an employee of the organization.

Tasks of adaptation of employees from the point of view of the employer:

- Increasing the efficiency of the organization, increasing its profits;
- Increased efficiency labor activity employee;
- Reducing the possibility of his dismissal;
- Formation of employee loyalty to the organization;
- Decrease in his level of stress, anxiety;
- Formation of a sense of satisfaction in the employee
work;
- Providing the employee with theoretical and practical
knowledge about the organization and the work performed;
- Establishing the employee's optimal for activities
organization of partnerships in a team.

Adaptation tasks from the employee's point of view:

- Gaining knowledge about the organization, organizational
culture, information flows, formal and
informal connections;
- Acquaintance with the management style;
- Obtaining theoretical and practical knowledge about
the specifics of the work;
- Reducing the level of stress, anxiety;
- Continuation labor relations with the organization;
- Establishing partnerships with colleagues;
- Formation and growth of a sense of satisfaction from
work in the organization.

Tasks of the department or specialist in adaptation management:

1. Organization of seminars, courses on adaptation;
2. Conducting individual conversations with the leader, mentor
with a new employee;
3. Taking intensive short-term courses for
leaders re-entering office;
4. Passing special training courses for mentors;
5. Using the method of gradual complication
tasks performed by a beginner;
6. Execution of one-time public assignments for
establishing contacts of the new employee with the team;
7. Preparation of a replacement during the rotation of personnel;
8. Conducting in a team of special role-playing games
uniting employees.

4. STAGES OF ADAPTATION

Familiarization
Adaptation
Assimil
-tion
Identify
-cation

Adaptation stages

1. Acquaintance stage
At this stage, the new specialist learns the goals and objectives
organizations, the microclimate of the environment, compares them with their
goals, expectations and ideas about this
organizations. At the end of this stage, the employee must
clearly understand - this organization suits him and
workplace or he was mistaken.
2. The stage of adaptation
The adaptation period of an employee can cover the period from
one month to one year. Specific it
duration directly depends on the help that he
provided by the immediate supervisor, service
staff, colleagues and subordinates. During this period, a beginner
must "fit" into the team.

Adaptation stages

The stage of assimilation involves adaptation to
environment, acceptance of its traditions, norms, value systems.
There is a gradual integration of the employee into
organization.
At the stage of identification, the employee is completely
identifies personal goals with the goals of the collective and
the organization as a whole. Depending on the nature
identification distinguishes three categories of workers:
indifferent, partially identified and completely
identified. Fully identified
employees are the "core" of any organization, they are
the most conscientious and devoted

5. Adaptation program

Adaptation program - regulates the adaptation process
employee in the organization.
Is a management document
Information
part
Structure
programs
adaptations
Organizational
part
Socially
psychological
part

History
organization
Information
component
Adaptation programs
mission and
strategy
social
programs
Org-structure
Directions
activities
Functions
employees
Standards
behavior

Study
profession
flax
level
Structure
Adaptation programs
The study
difficulties
in work
Degree
readiness
to work
Self-development
employee
Possession
general and
special
skills
Standards
work with
documentation
Iey
Level
communicate
willow
skills

Organizational
component
Adaptation programs
Participation in
external
professional
activities
Attachment
to the mentor
Attachment
To
consultant
Active guidance
professional
activities
Participation in
professional
activities
company

Socio-psychological
component
Adaptation programs
Informal
communication with
staff
Performance
collective
Acquaintance with
staff
Participation in
outside work
collective
Participation in
corporate
activities

STAFF ADAPTATION

Adaptation time
can be from 1 month to 2-3 years
Full adaptation is characterized by the following points:
a high level of proficiency in the specialty,
full mastery of work with stable positive
results,
a fairly high degree of satisfaction
relationships in the group and their position in
collective

Stages of the adaptation procedure

1 - employee registration;
2 - initial acquaintance;
3 - internship (trial period);
4 - feedback

1 - EMPLOYEE REGISTRATION

First work day
filling out an internal questionnaire;
writing a job application;
signing employment contract and job description;
familiarization with local regulations;
copying required documents;
registration work book;
safety briefing
The result of the stage is the official registration
conducting it on personnel and accounting
employee
with
Responsible person - Inspector / HR manager / HR manager
staff

2 - PRIMARY KNOWLEDGE

First work day
Introductory information about the company, procedure and working conditions:
history;
products / services;
management structure (including names of key managers, location
separate divisions);
working conditions - work schedule, vacations and days off, employee benefits;
traditions, elements corporate culture(personal parking system
transport, holidays ...);
ethical code;
basic documents;
security procedures, confidentiality of information;
goal setting;
creation
motivation - opportunities to increase wages, increase
qualifications, job growth;
a tour of the office;
handing over the employee's manual (beginner's guide, pilot's
map, etc.).
Responsible person - HR manager / HR training / development manager

3 - TRAINING

Second working day
Introductory information on interactions with departments
companies:
list of departments with which you will have to interact in the process
work;
technology of interaction between departments - written or
oral form, documents and peculiarities of their registration, terms;
possible difficulties production process;
problem solving mechanisms;
precedents.
Responsible person - head of department
Third day - up to 2.5 months
Work according to the "Employee's Work Plan for the Probationary Period",
integration into the structure of the company.
Responsible person - mentor

Mentor functions

Providing detailed information by the content of work
Clarifying assignments
Formation of personal and business qualities required for the employee
Control over the work performed by the trainee
Assessment of knowledge and skills after training
Help build relationships with employees
Assistance in orientation in company premises
Encouragement for diligence and first professional achievements
Help in prioritizing work and communication
Accompanying the first lunches
The result of the internship is the readiness of the employee to fulfill
functional responsibilities and its integration into the workflow
subdivisions

4 - FEEDBACK

During the trial period, one or
several meetings with new employees in order to obtain
feedback on the adaptation procedure:
to correct employee behavior;
additional information;
optimization of the mentoring procedure
Responsible person - HR manager, mentor

Reasons hindering the adaptation of the employee

q
q
q
q
different values ​​and priorities of the company and the employee
disappointed expectations (non-compliance with requirements)
poor relationship with the team
working conditions (office ergonomics, number of tasks)
Terms of adaptation
Probationary period according to the Labor Code of the Russian Federation - up to 3 months
Professional adaptation - from 1 week to 2.5 months
Social adaptation - from 1 to 6 months

Adaptation matrix

Stages
activity
Responsible person
Deadlines
Completion mark
Responsible person's signature
Note
Seminar assignment:
Develop an adaptation matrix for specific position and
companies. For example, the matrix of adaptation of the office manager of the company
"Dental clinic zubov.net", or adaptation matrix
specialist economic department Regional administration. Position and
we choose the company ourselves ...

Adaptation matrix

The essence of the matrix is ​​in the answer to 4 questions:
1. Whom we adapt (categories of employees: ordinary employees,
specialists, young employees, line managers,
senior executives, employees of remote offices);
2. When we adapt (periods: before going to work, 1st day, 1st
week, main period, 3 days before the end of IP, end
IS);
3. Who adapts (participants in adaptation: personnel service,
mentors, leaders);
4. How we adapt (adaptation tools and activities:
welcome training, employee book, beginner's kit, etc. etc.).

Personnel adaptation

Personnel onboarding is one of the the most important directions personnel work. Adaptation is the process of adapting or changing an employee's own behavior in a new professional, social or economic conditions labor at the enterprise (in the organization).

Adaptation is one of the constituent parts of personnel management. In order to overcome the difficulties that arise, as well as to increase the efficiency of the adaptation process, companies are creating a personnel adaptation system. This system includes a set of measures that allow the employee to reach the required level of productivity with minimal losses for himself and the company.

The presence of the adaptation system gives the company the following advantages: Increasing the efficiency of the employee, accelerating the process of reaching the required level of productivity; Building or maintaining positive relationships in the team; Preventing serious mistakes that new hires could make; Reducing the time it takes experienced workers to assist a new employee in the process job duties; Minimization of staff turnover.

The presence of the adaptation system gives the employees the following advantages: Building relationships in the team; Rapid infusion into the workflow and acquisition of new skills and knowledge; Reduction of anxiety and uncertainty in front of complaints from management related to the inability to perform assigned tasks as quickly as other employees; Comparison of the expected working conditions of the employee with his real activity; Reducing the employee's fear of being fired during the probationary period.

Types of adaptation Economic Professional Social adaptation adaptation psychological adaptation Sanitary and hygienic Psychophysiological adaptation adaptation Organizational and administrative adaptation

Professional adaptation Improvement of professional abilities on the basis of additional mastering of knowledge and skills, the formation of professionally necessary personal qualities, a positive attitude towards one's work. Adaptation measures: on-the-job training (mentoring); training outside the workplace (seminars, courses); Availability detailed description work, etc.

Psychophysiological adaptation Mastering the totality of all conditions that have different psychophysiological effects on the employee during work. Such conditions are physical and mental stress, the level of monotony of work, sanitary and hygienic standards of the production environment, the rhythm of work, the convenience of the workplace, external factors impact (noise, illumination, vibration, etc.). Climate adaptation is a component of psychophysiological adaptation. Its essence lies in the adaptation of the employee to the ecological environment of the enterprise and the region in which it is located (humidity, temperature, time zone, etc.). Adaptation measures: scientific organization of the workplace and work process; industrial gymnastics (for example, eye gymnastics for a computer operator).

Socio-psychological adaptation Adaptation of the employee to the leader, the team of the unit and the organization, the inclusion of the employee in the system of relationships of the team with its traditions, norms of life, value orientations. The socio-psychological component is cultural and everyday adaptation, which consists in mastering the characteristics of an organization, its way of life, traditions of spending free time in a team. Adaptation measures: familiarization of the employee with traditions, norms of life; presentation to colleagues; participation in trainings, role-playing games; engaging in community work (for example, preparing a corporate event); invitation of an employee to participate in extra-work activities.

Organizational and administrative adaptation The employee's assimilation of the features of the organizational mechanism of management, understanding of the place and role of his unit and position in the general system of goals and organizational structure. An important and specific aspect of organizational and administrative adaptation is the employee's readiness to perceive and implement innovations (of a technical or organizational nature). Adaptation activities: familiarization with the history of the organization, clients and partners, key company procedures; clarification of features organizational structure, acquaintance with the key procedures of the company. Often this information is provided in the form of printed materials (employee manual, regulations, standards) or video materials (film about the organization)

Economic adaptation Acquaintance with the economic mechanism of managing the organization, the system of economic incentives and motives, getting used to the new conditions of wages and various payments. Adaptation measures: clarification of the specifics of payroll; familiarization with the provisions, standards of the organization's motivational programs.

Sanitary and hygienic adaptation The mastering by the employee of the requirements of labor, production and technological discipline, rules work schedule, sanitary and hygienic standards. Adaptation measures: familiarization with the labor regulations, the requirements for the organization of the workspace, eating, smoke breaks.

The presentation was prepared by: Student of group 10 TsZhU1 Balashova E.V.

Slide 1

Slide 2

Slide 3

Slide 4

Slide 5

Slide 6

Slide 7

Slide 8

Slide 9

Slide 10

Slide 11

Slide 12

Slide 13

Slide 14

Slide 15

Slide 16

Slide 17

Slide 18

Slide 19

Slide 20

Slide 21

Slide 22

Slide 23

Slide 24

Slide 25

Slide 26

The presentation on the topic "Adaptation of a manager in a new team" can be downloaded absolutely free of charge on our website. Project subject: Economics. Colorful slides and illustrations will help you engage your classmates or audience. To view the content, use the player, or if you want to download the report, click on the corresponding text under the player. The presentation contains 26 slide (s).

Presentation slides

Slide 1

Slide 2

Introduction Adaptation of a person to a new organization Role-based inclusion of a person in the organization Mastering new job and self-management Factors of professionalism Professional growth of a manager Adoption and implementation of new decisions to improve the adaptation of a manager Conclusion

Lesson plan

Slide 3

A person's entry into an organization always involves solving problems. Firstly is the adaptation of a person to a new environment. Secondly is a change in human behavior. Third, there is change and modification in the organization.

Introduction

Slide 4

1. HUMAN ADAPTATION TO A NEW ORGANIZATION

Adaptation is the process of familiarizing an employee with new organization and changing his behavior in accordance with the requirements of the new company. The main goal of employee adaptation is to achieve compatibility of the requirements of the organization and the employee.

Slide 5

Direction of adaptation

Primary adaptation

The process of adaptation of employees with professional experience, but changing the object of activity or their professional role

Secondary adaptation

The process of adaptation of young employees who have no professional experience (graduates of educational institutions)

Slide 6

Saving time for the supervisor and colleagues to assist in the process of fulfilling the new employee's job duties

The main tasks of adaptation

Reduced anxiety and uncertainty experienced by a new employee

Developing a positive attitude towards work and realism in expectations

Reduced employee turnover

Reduction of initial costs due to lower work efficiency of a new employee due to ignorance of the standards and specifics of the work entrusted to him

Slide 7

Slide 8

Adaptation process

Assessment of the preparedness level of a new employee - development of the most effective adaptation program

functioning - the gradual overcoming of production and interpersonal problems and the transition to stable work

effective adaptation - adaptation of a novice to status, inclusion in interpersonal relationships with colleagues

Orientation - acquaintance of a new employee with his duties and the requirements imposed on him by the organization

Slide 9

Human behavior in the organization

Values ​​and codes of conduct are fully accepted - committed and disciplined member of the organization

The person does not accept the values ​​of the organization - the opportunist

A person accepts the values ​​of the organization, but does not accept the forms of behavior existing in it - original

The individual does not accept either the norms of behavior or the values ​​of the organization - a rebel

Slide 10

human interaction with the organizational environment

organization of individuals

2. ROLE HUMAN INCLUSION IN THE ORGANIZATION

Slide 11

The organization expects a person to manifest themselves as:

specialist in a specific field with knowledge and qualifications; a person with personal and moral qualities; a member of the organization who is able to maintain good relationships with colleagues; an employee seeking to improve his performance skills; a person dedicated to the organization and willing to defend its interests

Slide 12

Self-management (self-government) - independence and personal control of oneself. The goal of self-management is to temporarily secure the relationship, either "mutual assistance in conditions of interdependence" or "help without dependence." Setting goals is a temporary process, since during the course of the enterprise it may become clear that certain parameters have changed, which leads to the need to change the goal.

3. Mastering a new job and self-management

Slide 14

A ten-day plan is a more detailed, accurate forecast of the upcoming period. The "day plan" is the last and at the same time the most important step in the time planning system, the concrete embodiment (implementation) of the goals set. The time diary is the most important working tool for self-management.

Slide 15

Slide 16

Delegation is the transfer of tasks to your subordinate from the field of activity of the manager himself.

2. Implementation and organization - drawing up a daily routine and organizing the work process in order to achieve the set goals.

Slide 18

1. Exercise of power based on duty. 2. The use of power based on the perceived trend. 3. The use of power based on identification with the leader. 4. Using power based on the concept of addiction. 5. The use of coercive power and the concept of addiction. 6. Using persuasion. 7. Combination of different methods

Methods used in face-to-face communication:

Slide 19

correction for established deviations

comparison of the planned with the achieved

understanding physical condition

Control covers three tasks

Slide 20

4. FACTORS OF PROFESSIONALISM

deep knowledge in the organization of production, economics, finance and their industry

knowledge in the field of human relations, allowing you to successfully work with people, to achieve their interest in improving the economic results of the enterprise

entrepreneurial spirit (the ability to achieve specific economic and social goals through finding and implementing non-standard solutions);

innovation, ingenuity

assertiveness, courage, dedication

don't do it all yourself; do not consider yourself better than others; do not take on everything at once; do not put off until tomorrow what you can do today; clearly delineate the functions of employees, define specific tasks and responsibilities; do not pass on your own omissions in work to others

Slide 22

Basic rules for effective leadership:

Think carefully about the goals and objectives that you set. Focus on one thing. Consider your capabilities and the capabilities of your employees

Slide 23

A manager is a professional in organizing and managing production, sales and service, with administrative and economic independence. Managers are conventionally divided into three main groups: highest level – CEOs, directors, members of the board of the enterprise; middle link - heads of departments; the lowest level - the heads of sectors, groups.

5. PROFESSIONAL GROWTH OF A MANAGER

Slide 24

planning the activities of subordinates; organization of the production process; staff labor motivation; control over the rational use of resources and compliance with safety regulations; collection, analysis and presentation to the higher management of information on the results of the current activities of the unit.

ability to think analytically; be flexible; the ability to quickly perceive and timely implement new ideas; be able to see the problem and use latest techniques and technical means its decisions;

determine the main direction of the enterprise, goals and objectives; maintain contacts with federal, regional and local authorities authorities, banks, suppliers of raw materials; implement programs and work plans; control over the work of subordinates; the ability to select and place personnel (middle and lower managers)

lower secondary higher

3 links of management

Slide 25

6. ADOPTION AND IMPLEMENTATION OF NEW DECISIONS TO IMPROVE THE ADAPTATION OF THE MANAGER

At the stage of a new employee entering the organizational environment, the organization must simultaneously solve three problems: to destroy the old behavioral norms of the incoming person; his interest in work in the organization; instill in him a new standard of behavior.

Stages. Order processing Delivery Receiving money. Order processing (Ideal). Received an order - super! - What's next? We notify the client (email ...

Tips on How to Make a Good Presentation or Project Presentation

1. Try to involve the audience in the story, set up interaction with the audience using leading questions, a game part, do not be afraid to joke and sincerely smile (where appropriate).
2. Try to explain the slide in your own words, add additional Interesting Facts, you don't just need to read the information from the slides, the audience can read it themselves.
3. There is no need to overload the slides of your project with text blocks, more illustrations and a minimum of text will allow you to better convey information and attract attention. The slide should contain only key information, the rest is better to tell the audience orally.
4. The text should be well readable, otherwise the audience will not be able to see the information being presented, will be greatly distracted from the story, trying to make out at least something, or will completely lose all interest. To do this, you need to choose the right font, taking into account where and how the presentation will be broadcast, as well as choose the right combination of background and text.
5. It is important to rehearse your presentation, think about how you greet the audience, what you say first, how you end the presentation. All comes with experience.
6. Choose the right outfit, because The speaker's clothing also plays a big role in the perception of his speech.
7. Try to speak confidently, fluently, and coherently.
8. Try to enjoy the performance so you can be more relaxed and less anxious.

Personnel adaptation Adaptation is a technique, the main task of which is the effective involvement of a new employee in the processes taking place in the company. socio-psychological, economic, organizational and administrative, sanitary and hygienic and living conditions of work and rest Social and psychological adaptation is the process of assimilation by a person of a certain system of knowledge, norms and values ​​that allow him to work as a full member of the team Professional adaptation is the acquisition of knowledge, skills and abilities, necessary for the quality performance of their duties

Conditions for successful adaptation Active participation of a new employee in the process of entering new position Planning and preliminary preparation of the adaptation process Availability of a mentor Availability of materials, including those required for self-study

1 - REGISTRATION OF THE EMPLOYEE The first working day filling out the internal questionnaire; writing a job application; signing an employment contract and job description; familiarization with local regulations; copying of the necessary documents; registration of a work book; safety briefing The result of the stage is the official registration of the employee with conducting it in HR and accounting Responsible person - inspector / HR manager / HR manager

2 - PRIMARY INTRODUCTION First working day Introductory information about the company, the order and conditions of work: history; products / services; management structure (including the names of key managers, the location of individual departments); working conditions - work schedule, vacations and days off, employee benefits; traditions, elements of corporate culture (parking system for personal vehicles, holidays ...); ethical code; basic documents; security procedures, confidentiality of information; goal setting; creation of motivation - the possibility of increasing wages, professional development, job growth; a tour of the office; handing over the employee's handbook (beginner's guidebook, pilot's map, etc.). Responsible person - HR manager / HR training / development manager

3 - INTERNSHIP Second working day Introductory information on interaction with the company's divisions: a list of departments with which you will have to interact in the course of work; technology of interaction between departments - written or oral form, documents and peculiarities of their design, terms; possible difficulties in the production process; problem solving mechanisms; precedents. Responsible person - the head of the department. The third day - up to 2.5 months. Work according to the "Work plan of the employee for the trial period", integration into the structure of the company. Responsible person - mentor

Mentoring functions Providing detailed information on the content of the work Clarifying tasks Forming personal and business qualities necessary for the employee Supervising the work performed by the trainee Assessing knowledge and skills after training Assisting in building relationships with employees Assistance in orientation in the company premises Encouragement for diligence and early professional achievements Help in determining priorities in work and communication Accompanying the first lunches The result of the internship is the readiness of the employee to perform functional duties and its integration into the work process of the unit

4 - FEEDBACK During the trial period, one or several meetings are held with new employees in order to obtain feedback on the adaptation procedure: to correct the employee's behavior; additional information; optimization of the mentoring procedure Responsible person - HR manager, mentor

Reasons preventing the adaptation of the employee different values ​​and priorities of the company and the employee deceived expectations (non-compliance with the requirements) unsettled relationships with the team working conditions (office ergonomics, number of tasks) Adaptation time Trial period according to the Labor Code of the Russian Federation - up to 3 months Professional adaptation - from 1 week up to 2.5 months Social adaptation - from 1 to 6 months

Adaptation matrix Steps Activities Responsible person Deadline for completion Mark of completion Signature of the responsible person Comment Seminar assignment: Develop an adaptation matrix for a specific position and company. For example, the adaptation matrix of the office manager of the Dental Clinic zubov.net company, or the adaptation matrix of the specialist of the economic department of the Regional Administration. We choose the position and company ourselves ...

Adaptation matrix The essence of the matrix is ​​in the answer to 4 questions: 1. Who we adapt (categories of employees: ordinary employees, specialists, young employees, line managers, senior managers, employees of remote offices); 2. When we adapt (periods: before going to work, 1st day, 1st week, main period, 3 days before the end of the IP, the end of the IP); 3. Who adapts (adaptation participants: personnel service, mentors, managers); 4. How we adapt (adaptation tools and activities: welcome-training, employee's book, beginner's kit, etc., etc.).

To use preview presentations, create yourself a Google account (account) and log into it: https://accounts.google.com

Slide captions:

EMPLOYEE ADAPTATION PROGRAM FOR A NEW JOB

Adaptation is a process and result of an employee's successful adaptation to working conditions at a new workplace. Adaptation (from Lat. Adapto - I adapt) is the process of adaptation to changing environmental conditions.

MAIN SECTIONS OF THE NEW EMPLOYEE ADAPTATION PROGRAM General understanding of medical institution... Acquaintance with the unit. Job duties and responsibilities of the employee. Information about labor remuneration. Occupational safety issues. Social service and protection.

GENERAL PERSPECTION OF THE ORGANIZATION Objectives of the organization. History. Specificity of rendered medical services... Organizational structure.

2. INTRODUCING THE DEPARTMENT: getting to know regulatory documents whose requirements are directly related to this specialist; introduction of a new specialist to the team; spatial acquaintance with the unit; familiarization with the procedure for obtaining medicines, medical products, personal protective equipment, household supplies.

3. EMPLOYEE DUTIES AND RESPONSIBILITIES Detailed description of daily duties. Difficulties and errors that may arise in the course of work and an approximate algorithm for their solution. Work schedule, working hours, time for breaks. Replacements in case of illness, vacation. Rules of conduct in the workplace. Rules for working with medical devices and equipment.

4. PAYMENT FOR LABOR Information about wages... The system of material and intangible incentives... Additional payments. Payment for sick leave, vacation.

5 . ISSUES OF LABOR PROTECTION IN THE WORKPLACE Rules and norms of labor safety. Harmful and dangerous factors and protective measures against them. Rules of conduct in emergency and emergency situations.

6. SOCIAL SERVICE, SOCIAL PROTECTION Insurance against industrial accidents. Payment of benefits. Social service.

Summing up the adaptation

Duration of adaptation of an employee to a new workplace With the correct application of the adaptation program by the management In the absence of a special adaptation program 3 - 6 months 1 - 1.5 years

On the subject: methodological developments, presentations and notes

Working program of the academic discipline OP.03. Technical equipment and organization of the workplace

Organization of the workplace in accordance with the types of prepared dishes, selection and maintenance of technological equipment ...

WORKING PROGRAM OF THE TRAINING DISCIPLINE "Technical equipment and organization of the workplace"

Working programm academic discipline"Technical equipment and organization of the workplace" general professional cycle basic professional program by profession 260807.01 "Chef, pastry chef" ...

Work program on the subject "Technical equipment and organization of the workplace" in the profession "Chef, Confectioner".

Work program on the subject "Technical equipment and organization of the workplace" in the profession "Chef, Confectioner" ....

Work program of the discipline OP.03. Technical equipment and organization of the workplace for the preparation of qualified workers and employees of the profession 01/19/17 Cook, confectioner

The work program was developed in order to implement the requirements of the third generation Federal State Educational Standards for the training of qualified workers in the field Catering and is designed to prepare ...