Artyom NikolskiyPublished in:
Russian Journal of Labor Economics
– Volume 3, Number 2 (April-June, 2016)

JEL classification: L23, M12, M54

Keywords: adaptation, analysis, certification, labor standardization and organization, personnel, production output, training, working time losses


Share:

Abstract:

Failure to achieve output standards, non-observance of the technological processes of detail manufacturing, breaches of labor discipline, downtimes are losses of working time in result of a poor labor organization and poor adaptation of the worker in the production conditions. This is a typical problem of many enterprises. One of the most difficult and important stages in life of every employee is his/her adaptation to the new work place. No efficiency is possible without this process, especially a long-term and prospective one. The article presents the main elements of a worker’s adaptation in labor standardization system. The author has also proposed recommendations for workers, as well as for labor standardization professionals that may improve the process of a worker’s adaptation. Let us present the first part of the cycle of articles dedicated to the participants of the system of labor organization and standardization. The article will be of interest for the employees in the sphere of manufacture, labor standardization professionals, workers and students of the economic specialties.

Highlights:

► in certain cases it is impossible to establish the cause of the conflict through the official channels, but there are people who will use lies and cheating to reveal the true causes of conflicts (which does not always have positive effect)
► the first impression of a new employee is very important, because a fresh eye catches the remarks to which experienced professionals did not pay attention
► a complete adaptation of a worker in the system of labor standardization is to proceed within three months; therefore, it is recommended to new employees to use the production output scale during the adaptation period
► the process of adaptation in the system of labor organization and standardization is complicated (not always) only for the persons who are not familiar with the system; it is necessary to work more carefully with such employees and explain the causes of certain actions; however, it is exactly the information sharing what’s important, not the defense of own position

---

References:
1. Sheynov V.P. Iskusstvo upravlyaty lyudymi. – Minsk: Kharvest, 2004. – 512 s.
2. Kibanov A.Ya., Zakharov D.K. Formirovanie sistemy upravleniya personalom na predpriyatii: Uchebnik. – M.: MIK, 2010.
3. Kulkova I.A. Perspektivy razvitiya ekonomicheskikh nauk o chelovecheskikh resursakh // Human Progress. – 2015. – T. 1. – № 1. – S. 3–13.
4. Tikhomirova T.P., Chuchkalova E.I. Organizatsiya, normirovanie i oplata truda na predpriyatii: Uchebnoe posobie. – Ekaterinburg, 2008.
5. Nikolskiy A.V. Otsenka kompetentnosti sotrudnikov sistemy organizatsii i normirovaniya truda // Human Progress. – 2015. – T. 1. – № 1. – S. 39–47.
6. Nikolskiy A.V. Normirovanie truda – istochnik pribyli predpriyatiy // Normirovanie i oplata truda v promyshlennosti. – 2014. – № 6. – S. 32–40.