The article discusses the main approaches of domestic organizations to the implementation of labor adaptation programs. Purpose. The analysis of the key socio-psychological and organizational aspects and methods of managing the process of labor adaptation, the stages of implementation of adaptation programs. Method. For theoretical and methodological analysis, topical works on social psychology and with an interdisciplinary approach were considered - a review of approaches in the interpretation of the concepts of “socio-psychological” and “labor” adaptation was conducted, practical methods of implementing the processes of organizing labor adaptation, the formation and implementation of adaptation programs were considered. The article also reflects the peculiarities of mentoring as an important component of the implementation of labor adaptation programs. As an illustration of the influence of organizational culture on aspects of the implementation of labor adaptation programs, the article presents some results of a comprehensive study of various organizational cultures. Results. There is insufficient attention to the organization of personnel adaptation in modern Russian organizations and insufficient expression of elements of organizational cultures, such as employee cooperation, mutual assistance, exchange of knowledge and experience, which play an important role in the implementation of adaptation measures for new employees. Based on the theoretical analysis and research data, the author proposes criteria for evaluating the results of labor adaptation and a typical structure of the labor adaptation program, which can be used in planning and analyzing the effectiveness of adaptation measures based on understanding the degree of involvement in the processes of its key subjects: the adaptant - mentor - manager - reference group (work team) - responsible representatives of the personnel service organizations. © 2023 National Research University, Higher School of Econoimics. All rights reserved.
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