International Management - Rodchenko VV

Organization of professional and professional promotion of managers

Recruitment of young professionals and their adaptation

Recruitment and adaptation of new employees is of great importance in the activities of large foreign companies, since it is at this stage that their human resources are being formed. At the same time, there is a problem of the optimal ratio of the number of new employees (primarily young professionals) and those that already work in the company. Therefore, the recruitment and selection process is rather complex and time-consuming. A similar process in a typical foreign company is shown in Fig. 4.9.

Working with young professionals, its forms and methods largely depend on the organizational structure of the firm and the specifics

The process of recruitment and selection of personnel abroad

Fig. 4.9. The process of recruitment and selection of personnel abroad

Production. For example, in one of the automotive companies in Japan, when enrolling graduates of the University of Tokyo in the state of decisive importance are their sales and intelligence abilities. After entering the work, the young manager undergoes a short training course on general management issues. After listening to a two-week course of introductory lectures and a week-long course of maintenance, he goes through a month's practice in the design office, then works in the production department for a month. The young specialist has a staff of 5 employees and 2 secretaries.

Employing managers in one of the steel companies of Japan, take into account their organizational skills, the recommendations of the university club, the prestige of the university. The new employee for a year undergoes an intensive technical training course at one of the company's factories, where he studies the analysis of technological processes, accounting systems, etc. A mentor whose work experience in the company is at least three years, is fully responsible for the level of training of young specialists And is a consultant on all production issues. Within five weeks, the activity of the young specialist is supervised by the head of the unit, and the effectiveness of his work serves as the basis for drawing up service recommendations. At the same time, the main goal is to give managers the opportunity to study the mechanism for improving the organizational structure and development strategy of the company, as well as to realize their role as an intermediary between ordinary employees and top management. Evaluation of the results of the manager's work is carried out taking into account the skill level of his subordinates.

Very great attention in foreign companies is paid to the process of adaptation of new employees. Foreign specialists define it as a mutual adaptation of the worker and organization, which is based on the gradual "working" of the employee into a new professional, social and organizational-economic sphere of work. The following aspects of adaptation are distinguished:

• psychophysiological - adaptation to new physical and mental stress;

• Socio-psychological - adaptation to a relatively new society, norms of behavior and relationships;

• professional - gradual improvement of labor abilities;

• organizational - mastering the role and organizational status of the workplace and units in the overall organizational structure, as well as understanding the features of the organizational and economic mechanism for managing the firm.

Of course, all organizations are trying to shorten the period of adaptation of new employees. The main activity that contributes to this is the organization of internships for students. Thus, a number of enterprises in France that have developed a specific policy in this area are given the opportunity to identify the most capable students, meaning that they will continue to work in the enterprise, familiarize the future student with the real life of the firm and inculcate certain skills. These firms maintain contact with trainees throughout the training period, and the personnel specialists of these firms consider the establishment of permanent contacts between the firm and educational institutions as a necessary condition for the effective use of trainees at the enterprise.