February 2025, № 1 (245), pages 37-44

doi: 10.25198/1814-6457-245-37

Pisarev V.A. UNIVERSAL COMPETENCIES AS THE BASIS FOR DEVELOPING A PROGRAM FOR THE ADAPTATION OF ENTRY-LEVEL SPECIALISTS TO NEW PROFESSIONAL CONDITIONSNumerous studies of the modern labor market indicate a steady increase in staff turnover due to a combination of economic, organizational, social and personal reasons. In addition, a new trend has been identified, expressed in willingness to change jobs, places of work, and a decrease in fear of losing their jobs, which is especially typical for entry-level employees. Modern work carried out in the field of social management among the reasons for this phenomenon, along with traditional economic reasons, highlight such as the need to form an organizational culture of companies, create a system of motivation for employees and the implementation of adaptation programs. Despite the fact that companies are actively implementing such programs, developing them independently or with the invitation of specialists, staff turnover does not decrease. Based on the analysis of adaptation programs offered by companies for entry-level specialists, the necessity of building these programs is justified, taking into account the modern requirements for specialists in the digital society, developing the phenomenon of transprofessionalism, as well as taking into account the difficulties encountered in the process of adapting employees to a new workplace. The logic of building adaptation programs is revealed, focused not only on familiarizing employees with basic work processes, the workplace and its professional tasks, but also on developing universal competencies (cognitive, socio-behavioral and communicative). The conditions for the implementation of adaptation programs have been identified, contributing to the development of motivation and awareness by specialists of opportunities for self-improvement and the development of competencies relevant to information society specialists. The first is to involve experienced colleagues in the implementation of the adaptation program, using the “Job shadowing” technology. The second is the implementation of adaptation in the natural environment of intra–company interaction. The third is the use of modern tools for maintaining employee communication in real and virtual space. It is noted that the adaptation program is implemented consistently in compliance with the stages of adaptation, at each of which the necessary competencies are formed and the tasks of adaptation are solved.Key words: professional adaptation, difficulties in professional adaptation, universal competencies of a digital society employee, transprofessionalism, adaptation program.

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About this article

Author: Pisarev V.A.

Year: 2025

doi: 10.25198/1814-6457-245-37

Editor-in-chief

Sergey Aleksandrovich
MIROSHNIKOV

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