In every company there is a process of appearance of new employees that is connected with some difficulties not only for company itself, but also for a new employee.

So, in what can a complication and a difficultiy of this process can consist?

For the company:

• Long drawn process of migration of an employee to desired level of productivity;
• New employees that show good results leave during the qualifying period because of complicated human relations;
• Fatal or at least undesirable mistakes of new employees;
• Reduction of labor efficiency of experienced employees connected with significant time spending on teaching «newcomers»;
• Even if there is a system of teaching in the company — it can be ineffective and lead to additional and senseless expenses;
• High employee turnover and, as consequence, big expenses on recruitment and staff training.
  

For the employee:

• Big stress, connected with getting in a new team, making new demands on the part of executive management, necessity in joining the working proces;
• Necessity to gain new skills and experiences in short time;
• Blames on the part of executive management connected with immoderate to complete set tasks along with other employees;
• Mismatch of working conditions to expectative ones;
• A fear to be fired during the qualifying period.

For solving these problems a qualitative adaptation employees system is necessary in a company that will enable to «smooth» problems listed above, thereby make the process of employee adaptation clear and simple.

Qualitative system of adaptation must possess the following characteristics:

• Distinct organization and regimentation: existence of a distinct plan of getting of an employee in a new team: what skills and in what order he is learning, what responsibilities is carring out first of all;
• awareness of a new employee about to whom and with what problem he can turn to and whom it is not worth distracting;
• existence of distinct order of a new employee appraisal that is clear for both executive management and emloyee itself;

Connection with recruitment, education and motivation system:

• adaptation order is announced to potential employees during employment;
• is kept a tab on retired employees during the qualifying period;
• an employee starts to have functions that are new for him possessing enough experiences and skills;
• employees that fulfil a role of «mentors», react to the function imposed on them with interest and enthusiasm.

Often in companies adaptation systems exist that were worked out long ago and invaded by internal HR service, but indeed it turns out that efficiency of such systems is extremely low. For example, among of our clients was one company in which a system of teaching new employees were worked out purposely to speed up an adaptation process, but due to bad organization and absence of staff motivation attendance of lessons was very low that led to complete inefficiency of adaptation system. And such examples of «superficial approach» to organization of adaptation system are not rare.

Forming an adaptation system we aim for that it could let to lead a new employee on a necessary level of productivity of labour in maximally short term, but not disturbing job climate of the team.

If you want to work out and implement an adaptation system in your company or you consider current system to be extremely ineffective, consultants of CONCOL consulting company will be glad to help you, using all gathered working experience in current sphere.

You can get a hold of our specialists on the phones:

(499) 145 74 77
(495) 763 28 63

or by e-mail optimization@concol.ru.