The estimation of candidates at employment actually is not made by ways others, rather than documentary acknowledgement of qualification. During work periodic certification of the personnel to which surcharges for harmful working conditions (printers, type-setters, programmers, etc.) are appointed is spent, And also certification with a view of:

- planning and carrying out of actions on protection and working conditions according to operating normative legal documents;

- certifications of industrial objects on conformity to requirements on a labour safety;

- decisions of a question on communication of disease with a trade at suspicion on occupational disease, establishments of the diagnosis of an occupational disease, including at the decision of disputes, disagreements in the judicial order;

- considerations of a question on the termination (stay) of operation of shop, a site, the industrial equipment, change of the technologies representing direct threat for a life and (or) health of workers;

- inclusions in the labour contract (contract) of working conditions of workers;

- acquaintance working with working conditions on workplaces;

- applications of is administrative-economic sanctions (measures of influence) to guilty officials in connection with infringement of the legislation on a labour safety.

To an estimation of the personnel it is possible to consider the approach traditionally limited and demanding perfection with a view of optimization of an estimation at a stage of selection of the personnel. [8;48-51]

2.3. Inference of the results after the analysis of the hiring and selecting

the staff

The publishing House "Prapor" has set while not used opportunities of improvement of the financial, economic and social condition. There are positive tendencies - updating of working machines and the equipment, development of the thought over system of a payment and awarding. At the same time, the general condition of means of work unfavourably - the degree of deterioration of the basic means is great, the supply with information of management is ineffective, the organizational structure of a printing house demands completion. The approach to loan of means can be reconsidered also. Practically others are not developed, except for material, ways of stimulation and adaptation of the personnel, consequence of that, apparently, became high fluidity of again accepted workers and "ageing" of collective. [9;114-115]

The further studying of questions of adaptation of workers in collective can be directed on development of the project of perfection of system of adaptation of the personnel and calculation of economic efficiency of such project, development of concrete actions on its introduction.

As the basis for fulfilment of process of adaptation of the staff objective necessity of creation at the enterprise of effective system of adaptation of the personnel which by the moment of a writing of the given work actually is absent has served. But such necessity for a long time has ripened. So, the parameter of turnover of staff reaches 3,1 % (one worker has already left three newcomers - 33 %). Relative density of workers of a pension age - among workers-men - 15 %, as a whole on a printing house - 14,5 % is great enough. Ageing of collective can speak low enough parameter of average earnings

2.4. The project of increasing the corporate attention to problems of the

staff adaptation

Purpose of development of the project which character can be defined as mainly social, is increase of corporate attention to problems of adaptation of again staying personnel, decrease in turnover of staff, growth of satisfaction by work. Via these factors the system of adaptation will render positive influence on achievement economic and is industrial-commercial objectives the organizations. Design offers consist in development of following documents:

The standard of adaptation of the personnel

The Duty regulations of the expert on adaptation of the personnel

The plan and the schedule of introduction of the project

Calculation of social and economic efficiency of the project

The plan of preparation of the personnel to introduction of the project [10;32]

Basis for development of the project is necessity of creation at the enterprise of effective system of adaptation of the personnel which by the moment of a writing of the given work actually is absent has served. The parameter of turnover of staff reaches 3,1 % (one worker has already left three newcomers - 33 %). Relative density of workers of a pension age - among workers-men - 15 %, as a whole on a printing house - 14,5 % is great enough. Ageing of collective can speak low enough parameter of average earnings. The project for achievement of an object in view should be under construction in view of the situation which have developed in the Publishing House operating of methodical base, safety requirements of work, conditions labour and the collective agreement of the organization, achievements of a modern science. So, the Standard of adaptation of the personnel should contain the detailed rules of process of adaptation with breakdown on stages and the detailed description of purpose of each of them. The list of functions of management of adaptation of the personnel should reveal functional interrelations of divisions of the organization during functioning system of adaptation.

The duty regulations of the expert on adaptation of the personnel regulates activity of the expert and contains requirements to the worker replacing this post. It is made on the basis of deep studying work on the given post with definition of concrete requirements to the worker concerning its knowledge, experience, skills (the personal specification). Contains sections: the general parts, the purposes, functions, the information, the rights, the responsibility. [11;35-36]

The operational program of functions of management of adaptation of workers is called to break process of adaptation of workers and sequence of actions of various persons and divisions within the limits of functioning system of adaptation. Calculation of social and economic efficiency of the project pursues the purpose of an estimation of economic benefit of its introduction and quality standard of the remote social and economic consequences.

The plan of preparation of the personnel to introduction of the project is made in view of the requirement of creation at the personnel of a positive image of system of adaptation, positive expectations and readiness fully to participate in realization of process of adaptation of the personnel.

In the second chapter we opened the problem of adaptation in Publishing House `Prapor'. The main problem is that there is no technology of adaptation, the documentation on process of adaptation, there is no expert which official duties would include functions on adaptation of new workers. The institute of preceptorship is not developed. Thus, process of adaptation should be constructed from the basis. The operational program of functions of management of adaptation of workers is called to break process of adaptation of workers and sequence of actions of various persons and divisions within the limits of functioning system of adaptation. Calculation of social and economic efficiency of the project pursues the purpose of an estimation of economic benefit of its introduction and quality standard of the remote social and economic consequences.

3. Elaboration of the improving project of adaptation in the Publishing

This chapter reviews the elaboration of the improving project of adaptation in the Publishing House “Prapor” stage by stage on corresponding standards of the staff adaptation, also will be opened the functionary regulations of the expert on adaptation of the personnel, the plan and the schedule of introduction of the project, and also will be shown the plan of preparation of the personnel for introduction of the project.

3.1. Standard of the staff adaptation

Stage 1. Acquaintance with industrial peculiarities the organizations, inclusion in communicative networks, acquaintance to the personnel, corporate peculiarity of communications, corporate ethics, rules of behaviour.

Stage 2. Practical acquaintance of new worker to the duties and requirements which to him are shown from the organization. The direct head spends acquaintance of beginners with firm and its history, personnel selection, conditions of work and rules, explains problems and the requirements shown to work, enters the worker into working group, encourages the help to beginners from skilled workers. [12;69-74]

The program of orientation includes a number small lectures, excursion, practical works (work on certain workplaces or with the certain equipment). Are without fail made instructing under the safety precautions and a labour safety.

During carrying out of the program of orientation following questions should be mentioned:

The general representation about the company

A policy of the organization

The Payment

Side benefits

The Labour safety and observance of the safety precautions

The worker and its attitudes with trade union

The Consumer services

Economic forces

After passage of the general program of orientation the special program in which following questions can be mentioned can be lead:

Functions of division

Working duties and the responsibility

The demanded reporting

Procedures, rules, instructions

Stage 3. Effective adaptation. For increase of efficiency of effective adaptation to the beginner the instructor is appointed.

A stage 4. Functioning. Process of adaptation comes to the end with this stage, it is characterized by gradual overcoming industrial and interpersonal problems and transition to stable work.

The standard of adaptation can assume also testing of beginners for adaptation in group, for example, with application of the questionnaire which allows to reveal type of behaviour of the individual in group.

As a parameter of type of the given perception the role of group in individual activity perceiving acts:

the Individual perceives group as a handicap of the activity or concerns to it neutrally. The group does not represent independent value for the individual. It is shown in evasion from joint forms of activity, in preference of individual work, in restriction of contacts. This type of perception can be named the individual of group "individualisticheskim".

the Individual perceives group as the means promoting achievement of those or other individual purposes. Thus the group is perceived and estimated from the point of view of its "utility" for the individual. Is preferred more competent members of the group, capable to assist, incur the decision of a challenge or to be a source of the necessary information. The given type of perception can be named the individual of group "pragmatical".

the individual perceives group as independent value. On the foreground for the individual problems of group and its separate members act, interest as in successes of each member of group, and group as a whole, aspiration to bring the contribution to group activity is observed. The need for collective forms of work takes place. This type of perception can be named by the individual of the group "collectivistic".

On the basis of three described hypothetical "types" of perception the individual of group had been created the special questionnaire revealing prevalence of this or that type of perception of group at the investigated individual. [13;103-105]

The questionnaire consists from 10 items-judgements containing three alternative choices. In each item of the questionnaire of alternative are randomized. Each alternative corresponds to the certain type of perception the individual of group. On each item of the questionnaire examinees should choose the alternative most suitable them according to the offered instruction. On the basis of answers, examinees by means of "key", calculation of points on each type of perception is made. Prevailing consider the type of the perception which has typed the greatest quantity of points.

3.2. The functionary regulations of the expert on adaptation of the

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:

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