Russian Federation
Russian Federation
UDC 338.2
UDC 331.1
The article is devoted to the study of the transformation of the processes of adaptation of new em-ployees in companies. The goal is to review traditional approaches to the organization of adaptation procedures in the light of the universal digitalization of business processes. The authors note the special importance of adaptation in economic, socio-psychological and other aspects; the methods of assessing the effectiveness of adaptation systems in enterprises are given. Based on domestic and foreign adaptation models, a conclusion is formulated about the general, systemic understanding of the strategic importance of adaptation as a deep integration of an employee into the corporate eco-system of the company. The study of the practices of domestic enterprises made it possible to iden-tify mentoring as the main technology of adaptation. Based on empirical data obtained as a result of a sociological survey, factors hindering the development of adaptive mentoring have been identi-fied, such as the lack of a systematic approach, a low motivational component and an insufficient level of digital literacy of mentors. The author concludes that it is necessary to improve the digital literacy of mentors in order to use modern digital tools and artificial intelligence technologies to op-timize personal working hours and increase motivation to work with adaptors.
adaptation system, mentoring, HR digitalization, digital tools, artificial intelligence technologies
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