Management of the Personnel and Intellectual Resources in Russia Management of the Personnel and Intellectual Resources in Russia Управление персоналом и интеллектуальными ресурсами в России 2305-7807 36532 10.12737/2305-7807-2020-65-68 Работодателю For employer Работодателю How to Ensure the Effectiveness of Corporate Onboarding Programs Today and Tomorrow Как обеспечить эффективность адаптационных программ сегодня и завтра Тихонов А. И. Tihonov A. I. engecin_mai@mail.ru

кандидат технических наук;

candidate of technical sciences;

 https://orcid.org/0000-0002-1275-1309 Коновалова В. Г. Konovalova Valeriya Germanovna. vg_konovalova@guu.ru

кандидат экономических наук;

candidate of economic sciences;

 Московский авиационный институт (национальный исследовательский университет) Москва Россия Moscow Aviation Institute (National Research University) Moscow Russian Federation Государственный университет управления State University of Management 9 1 65 68 https://naukaru.ru/en/nauka/article/36532/view

В статье обобщаются результаты сравнительного исследования эффективности популярных мер, включаемых в корпоративные адаптационные программы в зарубежной и российской практике. Представлены данные, подтверждающие положительное влияние структурированного и сбалансированного процесс адаптации на привлечение и удержание персонала, показатели вовлеченности и результативности. Наряду с этим указывается на имеющее место несоответствие между запросами соискателей и работников и представлениями работодателей при управлении адаптацией. Обосновываются рекомендации по расширению практики социализации новых сотрудников, приобщению их к нормам корпоративной культуры, представлению отдельных инструментов для коммуникации, проведению совместных мероприятий, удлинению адаптационных программ и их персонализации, использованию в период адаптации нишевых тренингов и микрообучения. Подчеркивается необходимость отражения в программах адаптации изменения структуры рабочей силы, включающей «альтернативных сотрудников».

The article summarizes the results of a comparative study of the eff ectiveness of popular measures included in corporate onboarding programs in foreign and Russian practice. Data are presented confi rming the positive impact of a structured and balanced onboarding process on staff recruitment and retention, indicators of engagement and performance. Along with this, there is a discrepancy between the requests of applicants and employees and the perceptions of employers when managing onboarding. It substantiates recommendations on expanding the practice of socializing new employees, introducing them to the norms of corporate culture, introducing separate tools for communication, conducting joint events, lengthening onboarding programs and their personalization, and using niche training and microtraining during the adaptation period. The necessity of refl ecting in the onboarding programs changes in the structure of the workforce, including “alternative workforce” is emphasized.

 адаптационная программа корпоративная культура вовлеченность персонализация нишевые тренинги объединенная рабочая сила onboarding program corporate culture engagement personalization niche training combined workforce

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