Данная магистерская работа посвящена изучению методов организации процессов адаптации новых сотрудников в российских отделениях международных компаний. Был проведен анализ основных научных подходов к пониманию и классификации адаптации, рассмотрены концепции мотивации сотрудников и их применение на примере различных компаний. В результате проведенного исследования были получены данные, позволяющие получить представление о применимости зарубежного опыта по внедрению систем адаптации в российских компаниях. Были также получены данные для оценки эффективности действующих процессов адаптации новых сотрудников. Проверены гипотезы и сделаны выводы о наиболее важных аспектах адаптации персонала.

This masterthesis is devoted to the study of methods of organizing the processes of adaptation of new employees in the Russian branches of international companies. The analysis of the main scientific approaches to the definition and classification of adaptation was carried out. The concepts of employee motivation and application were considered on the example of various companies. As a result of the study, data was obtained that provided an insight into the applicability of foreign experience in the implementation of adaptation systems in Russian companies. Also data was obtained to assess the effectiveness of existing processes of adaptation of new employees. Hypotheses were tested and conclusions about the most important aspects of personnel adaptation were made.

• introduction
• 1 topicality and targets of the research
  • 1.1 Objectives of the research
  • 1.2 Relevance and scientific significance
  • 1.3 The 6D Model of National Culture: Russia
    • 1.3.1 Power distance.
    • 1.3.2 Individualism.
    • 1.3.3 Masculinity.
    • 1.3.4 Uncertainty avoidance.
    • 1.3.5 Long term orientation.
    • 1.3.6 Indulgence.
  • 1.4 Hypotheses
• 2 Methodology and empirical basis
  • 2.1 Outlining Methodology
    • 2.1.1 Interviews
    • 2.1.2 Questionnaire
  • 2.2 General Description of the Companies.
    • 2.2.1 Listing.Help.
    • 2.2.2 Dataduck
• 3 Theoretical aspects of the personnel adaptation systems development
  • 3.1 The Essence of Personnel Adaptation
    • 3.1.1 The Meaning of Adaptation
    • 3.1.2 Objectives of Personnel Adaptation
    • 3.1.3 Classification of Adaptation
    • 3.1.4 Significance of the Personnel Adaptation
  • 3.2 General Approaches to the Development of a Personnel Adaptation Systems
    • 3.2.1 4. Responsibility for Adaptation of New Employees
    • 3.2.2 Approaches
  • 3.3 Motivation
    • 3.3.1 Maslow’s Hierarchy of Needs
    • 3.3.2 McGregor’s X and Y Theories
    • 3.3.3 The Equity Theory
    • 3.3.4 Value – Percept Theory
    • 3.3.5 Vroom’s Expectancy Theory
    • 3.3.6 Porter-Lawler Model
  • 3.4 Risk Analysis of De-Motivated Employees in Organizations
    • 3.4.1 Operational Risks
    • 3.4.2 Personnel Risks
    • 3.4.3 Reputational Risks
    • 3.4.4 Environmental Risks
    • 3.4.5 Health Risks
    • 3.4.6 Financial Risks
  • 3.5 Experience of Personnel Adaptation Programs Implementation in Russian and Foreign Companies
    • 3.5.1 International Experience
    • 3.5.2 Experience of Russian Companies in the Adaptation of Staff.
• 4 Empirical research
  • 4.1 Quantitative Data Analysis
    • 4.1.1 Listing.Help
    • 4.1.2 Dataduck
    • 4.1.3 Comparative Analysis
  • 4.2 Qualitative Data Analysis
• conclusion
• references
• Appendix A
• Appendix B
• Appendix C