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Theoretical and applied principles of system of personnel adaptation

In modern conditions, as development and reform of economic and socio-labor spheres, continuous technical progress and inconstant world environment, staffing requirements are constantly growing. 
Today, important issues for the system of employment and adaptation are their improvement with the help of modern personnel technologies, which would take into account external and internal factors, strategic orientation, could adapt to the natural response to excessive market spontaneity. Staff adaptation is the fundamental basis of any organization and further work with the employee.
The adaptation measures in a complex way, are playing the role of basis for adaptation programs. That program, in turn, describes the tasks, main goals, deadlines and identifies the employees responsible for the adaptation; establishes a sequence of actions to achieve the set goals and indicates what knowledge, skills, competencies and skills a new employee should have and what results he or she should show after the end of the adaptation period.
From the organizational point of view, there are several periods of adaptation. First, this is a familiarization period lasting one month. The second period is an evaluation one. In the third period, there is a gradual integration into the organization. In the article there is identifying of most common features of personnel adaptation system regardless the industry and organization in which that system operates. The goals of personnel adaptation in organization are defined.
In today's labor market, the question of not only the formation of the ideal staff in the organization, but also the retention of valuable staff – this is the task can be performed by an effective system of staff adaptation.