The functionary regulations of the expert on adaptation of the
Personnel
The expert on adaptation of the personnel in the Publishing House «Prapor» should know organizational structure of Open Society, technological features and needs of manufacture, corporate requirements to work and ethics, psychological features of process of primary and secondary adaptation.
The expert should manage with basics of psychology on adaptation in group, abilities of suggestion and belief in the importance of adaptation, skills of recognition of the concealed problems of adaptation and the reasons of their origin.
The expert should be able to reveal and resolve conflict situations before deep crisis, the way out of which can become dismissal of the worker, falling of a labour discipline, labour productivity; to find out internal reserves of fast and free adaptation of new workers in collective.
The expert should supervise periodically process of adaptation in the organization, develop explanatory work, consultations, lectures, « round tables », to inform about necessity of actions on adaptation for all workers of the organization.[14;85-88]
The typical functionary regulations of the expert on adaptation of the personnel in the Publishing House «Prapor» can look as follows:
THE FUNCTIONARY REGULATIONS
1. The general part
1.1. Department – a personnel department
1.2. Full name of a post – the inspector on adaptation of the personnel
1.3. The post is subordinated and receives orders and instructions from the chief of the personnel department
1.4. You can receive additional orders from heads of groups of inspectors, of functional groups of a staff department.
1.5. The post gives the order and methodical instructions to all subdivisions of the organization within the limits of the competence.
1.6. Work in the given post demands from the worker:
| Features of strengthening in a post | Requirements |
| Education | Higher education |
| Speciality | The psychologist and/or the expert on work |
| The minimum work experience in a speciality | - |
2. Purposes
The management of the organization for the given post has put forward the following purposes:
2.1. The organization and current regulation of actions on adaptation of the personnel
2.2. Consultation of workers and officials on problems of adaptation.
3. Functions
| The list of functions | Periodicity and term of execution | |
| 1. | The organization of training of heads of subdivisions on problems of adaptation | Monthly – during term of introduction of the project and in the first year of its application; As required, but not less often than two yearly – the next years |
| 2. | Consultation of workers on social, economic, psychological, juridical questions of adaptation | As required – in the individual and group order |
| 3. | Drawing up of plans of measures on adaptation of the personnel | Annually – in the end of year for the next calendar year |
| 4. | Drawing up of the report on results of activity | Quarterly, more often – by requirement of the head of the organization or one of subdivisions |
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4. Information
4.1. Performance of official duties assumes information interchange with all subdivisions:
| Receiving | Delivering | ||||
| The content of the information | The form | Term and periodicity of receiving | The content of the information | The form | Term and periodicity of delivery |
| 1 | 2 | 3 | 4 | 5 | 6 |
| 1. The notice on presence of conflicts or other problems in a realization of planned arrangements on adaptation | Memo | As required | 1. A plan of arrangements within the limits of the program of adaptation for a year | Plan of arrangements | Annually – in the beginning of year |
| 2. The request for carrying out of training | Inquiry | As required | 2. Data on optimization of processes of adaptation of new workers for subdivisions | Recommendations, methodical materials | As required |
| 3. Data on turnover of staff and other qualitative and quantity characteristics of success of adaptation | The report on turnover of staff | As required, but not less often than 1 time a quarter | 3. The report on the done work and results | The report | As required, but not less often than 1 time for a quarter |
| 4. The request for consultation from the worker | Oral | As required | 4. Answers to questions of workers | Oral/written | As required |
4.2. You are obliged to note an account log of worker’s references for consultation, log of actions within the limits of the program of adaptation of new workers, personal cards of the workers, who applied for consultations or with complaints with reflection in them of results of done work.
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5. The rights
5.1. To offer actions within the limits of the program of adaptation of the personnel
5.2. To initiate consideration by a management of problems of adaptation
5.3. To organize training the staff
5.4. To adopt experience of other organizations
5.5. To develop and put forward under consideration to a management a methodical materials on problems of the adaptation, addressed to heads of subdivisions and the organization, the collective, separate workers.
5.6. To initiate imposing discipline penalties on workers or the officials, who interfere with the processes of adaptation of the new personnel.
6. The responsibility
6.1. On the given post you account for poor work, delays in realizations of the established purposes, incomplete use of the given rights.
6.2. Your work is estimated by the direct head on the basis of data about turnover of staff, quantity and content-richness of the hold actions, responses of the workers who have applied for consultation.
7. Additions and changes[15;74-76]
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