So, the newcomer has completed the general orientation program. Next, you can conduct a special program with answers to more specialized and narrow questions.
The objectives of the department (what it strives for, what are the priorities, organizational structure, key areas of work, how it interacts with other departments, etc.).
Job functions and responsibilities (it is necessary to describe in detail the activities and expected results, how important they are, the relationship with other types of work in the company, what criteria determine the quality of work, on what basis the indicator is assessed, how long the working day lasts, the work schedule in the organization, additional expectations).
Required reporting (assistance and its main forms, how and when it can be requested, relations with local and state legal authorities).
Key procedures, rules and advantages of truemoney database regulations (rules specific to a specific type of work, accident procedures, safety precautions and accident reporting procedures, hygiene standards, theft vulnerabilities and security, interaction with staff in other departments, key workplace rules, break times, equipment usage rules, personal phone calls, violation tracking, etc.).
Stage 3. Effective adaptation.
To ensure that the new employee's onboarding is successful, they are assigned a mentor. This method is very effective, as it makes it easier for the new employee to integrate into the team. This approach also motivates the mentors themselves. The mentor can be either a direct supervisor or an experienced employee of the department. He or she not only helps the employee to better adapt to the new environment and get acquainted with the corporate culture, but also to understand their main functions in the new position. Mentors can be motivated for working with new employees with bonuses (by recording this in a special regulation on mentoring).
Stage 4. Functioning.
This stage is the final one in the process of adaptation of a newcomer. Here, slowly but surely, his communication problems are solved and stable activity begins.
The specialist who is assigned adaptation tasks must have an excellent understanding of the organizational structure, labor and ethical requirements of the company. In addition, he should know the psychological nuances of primary and secondary adaptation of personnel.
How to achieve multiple growth in traffic and sales from your website?
Alexey Boyarkin
Dmitry Svistunov
Head of SEO and Development
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This employee must have an excellent understanding of the psychological foundations of the process, possess the gift of suggestion and persuasion, and be able to recognize problematic issues in the process of personnel adaptation. It is also important to be able to promptly identify and resolve any conflict before it develops into a crisis, which will result in the employee being fired or labor discipline being violated.
In addition, the specialist is required to constantly monitor the adaptation process, conduct explanatory conversations with employees, consult them on emerging issues and give lecture