Adaptation of workers

Adaptation of workers
See also
Bureaucratic organization Team development Skills and competencies Management by objectives Promotion policy Skill based pay Job scope Hersey and Blanchard model Culture and QMS implementation

Adaptation of new worker to the workplace is one of the tasks of the recruitment process. It should follow the selection stage. With psycho-social perspective, it involves adapting to new conditions or environment.

Thus adaptation of the employee can be called the introduction of newly recruited staff to the company, i.e. getting to know the organization, people who work in it and the tasks performed. The aim of the adaptation for newly recruited employee, is conflict-free inclusion in the organization and its social life, which in turn leads to the achievement of the desired performance standards.

New employees, often having a lot of knowledge and experience, are not able to work as effectively as their "older colleagues". This is due to different organizational cultures, systems for evaluation, organization goals, social norms and team rules. Often the obstacle can be also the stress associated with change.

The sooner company will proceed with adaptation of the employee, the sooner he reaches the required performance level, which is a benefit for the employee (satisfaction) and for the company (strong motivation to work and high efficiency of the staff, positive customer opinion).

Adaptation of workers in details

Adaptation of workers refers to the process of helping new employees adjust to their new roles, responsibilities, and work environment. It involves providing new employees with the necessary resources and support to help them understand the company's culture, values, and policies, as well as the expectations and requirements of their specific job roles.

The adaptation process typically begins with orientation and onboarding, which involve providing new employees with information about the company, its history, and its mission, as well as an introduction to company policies and procedures. This may include training on company systems and software, as well as an overview of the company's organizational structure and key personnel.

During the adaptation process, new employees may also receive mentoring or coaching from experienced colleagues, which can help them learn about the company's culture and work practices, as well as the specific skills and knowledge required for their job roles. Additionally, new employees may be given the opportunity to observe experienced workers in their roles, or to participate in job shadowing or apprenticeship programs.

The adaptation process can also include a period of probation, during which the employee's performance is monitored and evaluated, and opportunities for feedback and improvement are provided.

Adaptation process is an important aspect of the recruitment process that helps to ensure that new employees are able to quickly and effectively contribute to the company's goals, and that they feel engaged and satisfied with their new roles. It is also beneficial for the company as it helps to improve the efficiency and productivity of its workforce.

Summary

In summary, the adaptation of new employees to the workplace is an important aspect of the recruitment process that focuses on helping them smoothly integrate into the organization and its culture, systems, and goals. It involves introducing new employees to the company, its people, and tasks, and helping them navigate any differences between their previous work experiences and the new environment. By addressing these issues early on, companies can ensure that new employees quickly reach the desired level of performance, which benefits both the employee and the company by promoting satisfaction and motivation, and increasing efficiency and positive customer opinion.

See also:

• Group conformity

References

• Reio, T. G., & Sutton, F. C. (2006). Employer assessment of work‐related competencies and workplace adaptation. Human Resource Development Quarterly, 17(3), 305-324.