摘要：The article highlights the problem of primary adaptation of
graduates of higher and secondary vocational education institutions at
Kuzbass coal enterprises. The main reasons for voluntary resignation of
young specialists in the first year of their professional life are considered (by
the example of JSC “UK Kuzbassrazrezugol” “Taldinsky ugolny razrez” and
JSC "OUK Yuzhkuzbassugol”). The drawbacks of the existing adaptation
programs are analyzed. The necessity of primary adaptation management is
explained. The authors present a comprehensive program of adaptation
activities as a necessary part of HR management which is aimed to retain a
stable young staff at the enterprise. The program includes the development
of a primary adaptation standard, description of organizing influence
technologies at the initial stage of employment, methods of non-monetary
incentives and final diagnostics of the adaptation indicators of newcomers.
Risk factors inhibiting the adaptation process of graduates are also specified
in the article. Testing of the primary adaptation program was carried out on
the basis of “Taldinsky ugolny razrez”, the largest coal mining enterprise of
Kuzbass.
其他摘要：The article highlights the problem of primary adaptation of graduates of higher and secondary vocational education institutions at Kuzbass coal enterprises. The main reasons for voluntary resignation of young specialists in the first year of their professional life are considered (by the example of JSC “UK Kuzbassrazrezugol” “Taldinsky ugolny razrez” and JSC "OUK Yuzhkuzbassugol”). The drawbacks of the existing adaptation programs are analyzed. The necessity of primary adaptation management is explained. The authors present a comprehensive program of adaptation activities as a necessary part of HR management which is aimed to retain a stable young staff at the enterprise. The program includes the development of a primary adaptation standard, description of organizing influence technologies at the initial stage of employment, methods of non-monetary incentives and final diagnostics of the adaptation indicators of newcomers. Risk factors inhibiting the adaptation process of graduates are also specified in the article. Testing of the primary adaptation program was carried out on the basis of “Taldinsky ugolny razrez”, the largest coal mining enterprise of Kuzbass.
