The success of labor adaptation, the development of creative activity and job satisfaction are greatly facilitated by the correct choice of profession. The solution to this problem is carried out within the framework of professional selection.

Professional selection- a scientifically based system of methods and techniques aimed at the rational selection of those interested through an objective assessment of a person’s individual characteristics (his health, inclinations, capabilities, etc.) and their compliance with the objective needs of society.

Purpose of professional selection- reduce losses due to dissatisfaction with the chosen profession and the employee’s lack of necessary abilities and inclinations.

Professional selection consists of four elements: professional orientation, professional consultation, professional selection itself and professional adaptation.

1. Professional guidance is an element of the professional selection system that helps familiarize interested persons with existing professions.

The task of professional guidance consists in identifying professional interests, abilities and suitability for a particular profession, in demonstrating the social prestige of each of them, attractiveness and content, its value significance, which contribute to the emergence of an individual’s predisposition to this type of work activity.

Ways and methods of carrying out vocational guidance:

Conducting lectures and discussions by specialists;

Distribution of special books, prospectuses;

Watching special films;

Carrying out special assignments within the framework of this profession.

2 . Pprofessional consultation– activities aimed at deeper disclosure of the significance of the profession and its specific features. It is carried out in the organization by the most experienced specialists and contributes to the emergence of a more definite decision for those choosing a profession - choosing or refusing it.

3. Professional selection- a process in which an organization selects from a list of applicants the person or persons best suited to the criteria for a vacant position, taking into account environmental conditions.

The main task of professional selection comes down to identifying professionally significant qualities in those choosing this profession.

Professional selection includes the following stages:

3.1. Drawing up a professional profile. Professionogram - a comprehensive description of the profession, giving an idea of ​​what and how should be performed by one or another specialist, with what tools, in what production and technical conditions, as well as the requirements for the personal qualities of specialists.

The professional profile includes the following characteristics of the specialty::

3.1.1. production and technical (list of the main equipment, tools, devices, materials used, features of the workplace, production process, etc.);

3.1.2. economic (the role and place of the specialty in the production process, forms and systems of remuneration, indicators and conditions of bonuses);

3.1.3. hygienic and medical (level of dust, light, temperature, noise, vibration, occupational diseases, medical contraindications);

3.1.4. social (social significance of the profession, demand for the specialty, types and forms of professional contacts, prospects for professional and job growth, etc.);

3.1.5. pedagogical (list of necessary skills and basic forms and methods of their formation);

3.1.6. psychophysiological (list of necessary psychophysiological qualities and characteristics of the performer).

3.2. recruitment of candidates. Sources may include: former employees, random applicants, advertisements in the media, government and commercial employment agencies, educational institutions, various kinds of seminars, festivals, etc.

3.3. assessment of candidates for suitability for future work. There are many ways to carry out this step. The most common methods:

3.3.1. interview. The purpose of the interview is to enable the manager to assess the candidate’s suitability for his future job; allow the candidate to decide whether the job is suitable for him or her;

3.3.2. objective tests. When using tests, certain principles must be followed:

the quality assessed by the test must be clearly defined;

the test must be standardized;

test results must be reliable and valid;

the test is carried out under standard conditions.

Typically tests are divided into five groups:

1. to determine ability;

2. to determine qualification skills;

3. to test personal qualities;

4. for group selection;

5. medical.

3.4. making a final decision. To make decisions on the selection of applicants for a vacant position, it is necessary to analyze the documents provided when applying for a job (CV, educational certificates, recommendations from previous places of work), and then conduct a final conversation.

4. Labor adaptation - the social process of a person’s assimilation of a new work situation, in which the person and the work environment actively influence each other.

When entering a job, a person already has certain goals and value orientations of behavior, in accordance with which he forms his requirements for the organization. The organization, based on its goals and objectives, makes its demands on the employee and his work behavior. In realizing their requirements, the employee and the organization interact and adapt to each other, which is the essence of labor adaptation.

Labor adaptation is a complex and multifaceted process. It represents the unity of several adaptations:

4.1. Professionaladaptation is expressed in familiarization with professional work, acquisition of professional skills sufficient for the high-quality performance of functional duties. It includes preparation for work in secondary schools, choice of profession, vocational training and entry into work. This adaptation has the widest scope.

4.2. Socio-psychological adaptation consists in mastering the socio-psychological characteristics of the team, entering into the system of relationships that has developed within it, positive interaction with its members, strengthening and developing collectivism. At the same time, there is an active comparison and mutual adaptation of values, norms of behavior, moral ideas and ideals of the new employee and the working environment.

4.3. Social and organizational adaptation means mastering the organizational structure of the team, the management and maintenance system of the production process, the work and rest regime; compliance with labor discipline and active inclusion of the team in the process of self-government.

4.4. Cultural and everyday adaptation- this is the development in the team of the peculiarities of organizing everyday life and traditions of spending free time. Cultural and everyday adaptation quickly occurs in those groups whose members are connected not only by work relationships, but also spend leisure time and free time together, using it for the comprehensive development of the individual.

4.5. Physiologicaladaptation comes down to the restructuring of physiological functions due to the body’s reaction to changed environmental conditions. At the same time, the processes that ensure human labor activity become more complicated.

There are also labor adaptations:

- primary.Occurs when an employee initially enters the production environment;

- secondary. Occurs when changing jobs without a shift and with a change of profession or when there are significant changes in the working environment.

Time-based process of labor adaptation can be divided into three stages:

- educational (introductory). It lasts approximately 3-6 months, during which the new employee gets acquainted with the team, production conditions and content of work. He does not yet have a complete idea and final judgments about the profession and the team;

- evaluative. Here the subtleties of professional skill are comprehended, social experience is mastered, and the final decision is made to join the profession and team. It lasts 1.5-2 years depending on the complexity of the work performed and the nature social relations a team;

-final. Here the further formation of an active creative worker and his full compatibility with the social environment takes place; the employee stabilizes and becomes established in a given profession, recognizes and realizes his belonging to the team.

Completion of labor adaptation as a process of mastering the chosen specialty and forming a full-fledged member of the work team is characterized by the following indicators:

Qualification growth

Professional sustainability

Stability of quantitative and qualitative labor indicators,

Labor and creative activity,

Combination of professions,

Expansion of service areas,

High level of labor discipline,

No conflicts with team members.

Career guidance is a system of measures aimed at identifying personal characteristics, interests and abilities of each person to assist him in making an informed choice of the profession that best suits his individual capabilities. Professional consultation is a process of providing psychological assistance in the form of advice, during which career guidance is carried out.

The following functions are distinguished in the career guidance system (L.D. Stolyarenko):

a) social – the assimilation of a certain system of knowledge, norms, values ​​that allow one to carry out social and professional activities as a full-fledged and full-fledged member of society;
b) economic – improving the quality of workers, increasing professional activity, qualifications and labor productivity;
c) psychological and pedagogical – identifying, shaping and taking into account the individual characteristics of each person choosing a profession;
d) medical-physiological – taking into account the requirements for health and individual physiological qualities necessary to perform one or another professional activity.

Main directions professional support in connection with the choice of profession are:

a) professional education, built on the popularization of the body of knowledge about the socio-psychological and other aspects of the chosen profession; this activity covers the entire contingent of those choosing a profession, therefore the quality of work of this system determines the level of awareness, as well as the ability of those choosing a profession to operate with information about the world of professions, taking into account the conditions for the correct choice, and to understand the situations of choice;
b) professional counseling for reference, informational, diagnostic and formative purposes.

E.A. Klimov describes the most common situations in professional consulting practice.

1. The person choosing a profession is well versed in the world of professions, has chosen his profession in accordance with his interests, inclinations, abilities, has an idea of ​​​​the ways to obtain a profession and turns to professional consultation to confirm the correctness of his choice.

2. Those choosing a profession have several options for a professional plan at once and do not know which one educational institution prefer.

3. Conflict situation when the professional plan causes disagreements, either internal (underestimation of oneself, inflated level of aspirations) or external (conflict with parents, teachers).

4. The person choosing a profession does not have a professional plan, is not confident in himself, but shows pronounced inclinations towards a certain type of activity.

5. The graduate has neither a clearly defined professional plan nor an inclination towards any type of activity.

An important role in psychological support associated with professional self-determination, performs psychological diagnostics aimed at studying the individual psychological characteristics of both school students and those who have already chosen a profession and are studying in institutions vocational education. Professional suitability is diagnosed as an inherent quality of a person, which is supported by the interests, abilities of the subject, and his professional intentions. The most common psychodiagnostic methods aimed at identifying a general professional orientation are the “Map of Interests”, the “Value Orientations” method by Rokeach, the DDO method (differential diagnostic questionnaire), and the Holland questionnaire.

Professional selection is a system of measures that allows us to identify people who, based on their individual personal qualities, are most suitable for training and further professional activity in a certain specialty. The main component of professional selection is the determination of professional suitability. Professional suitability is a probabilistic characteristic that reflects a person’s capabilities to master any professional activity.

Main structural components a person’s suitability for work are (L.D. Stolyarenko):

a) civic qualities (moral character, attitude towards society); in some professions, insufficient development of precisely these qualities makes a person professionally unsuitable (teacher, educator, judge, leader);
b) attitude towards work, towards the profession, interests, inclinations towards a given area of ​​work, the so-called professional and labor orientation of the individual;
c) general capacity – physical and mental (breadth and depth of mind, self-discipline, developed self-control, selfless initiative, activity);
d) single, private, special abilities, i.e. qualities required in certain types activities (memory for aromas for a cook, hearing for pitches for a musician, spatial thinking for a designer, etc.); these qualities in themselves do not make a person an ace, but are necessary in the general structure of professional suitability;
e) knowledge, skills, experience, training in a given professional field.

In professional selection, professional suitability can be assessed according to several criteria:

1. according to medical indicators (attention is drawn to a number of contraindications that may predetermine a decrease in reliability at work and contribute to the development of diseases associated with professional activity);
2. according to educational qualifications, competitive exams (those persons whose knowledge ensures the successful mastery or performance of these professional duties are identified);
3. based on psychological selection (intended to identify individuals who, in terms of their abilities and individual psychophysiological capabilities, meet the requirements imposed by the specifics of training and activities in a particular specialty).

Stages of professional selection. There are several stages in the selection process. The first of them includes a psychological study of the profession in order to identify requirements for a person. At the same time, the internal structure of activity should be revealed and not just a list of mental processes that are necessary to perform a specific activity should be given, but a holistic picture of their relationship should be shown. Information about professional activities can be obtained from various sources, such as studying instructions, documents that regulate activities; monitoring the activities of relevant specialists; conversation with specialists about the features of the profession, photography, filming, timing of professional activities. Information about the profession is summarized in a professionogram.

The second stage of selection includes the selection of psychodiagnostic research methods, including tests that best characterize those mental processes and professional actions in relation to which professional suitability should be assessed. The following requirements apply to psychodiagnostic methods and tests:

1. predictive value of the technique - characterizes the ability of the technique or test to identify differences in psychophysiological functions in individuals with different levels professional preparedness;
2. reliability of the method – characterizes the stability of the results obtained with its help during repeated studies of the same person;
3. differentiation and validity of the method means that each method must evaluate a strictly defined function of the human psyche and precisely the function that is supposed to be measured, and not another.

The third stage of selection involves a psychological forecast of the success of training and subsequent activities based on a comparison of information:

a) about the requirements of the profession for a person and the obtained psychodiagnostic data with an emphasis on the assessment of personal characteristics;
b) about the possibility of targeted improvement and compensation of PVC (taking into account the time allocated for training), as well as the likelihood of adaptation to the profession, the possibility of the emergence extreme situations and impacts.

Vocational selection in a specific organization involves the following main stages:

1) at the preliminary stages of creation new organization or division, it is necessary to plan the structure of the organization, determine the type of structure itself and the basic relationships of the organization and personnel;

2) at the design stage of the organization, the goals and results of activities, connections with the external environment are determined; processes are divided (by stages, hierarchical levels); functions are grouped and reasons are identified for combining individual stages of work into more generalized chains; on the basis of this, the structure (specific divisions and working groups) of the organization is formed;

3) a general assessment of staffing needs is carried out;

4) search and organization of the flow is implemented;

5) work is carried out with the applicants themselves, which involves the following substages: based on a preliminary interview - collecting a database of applicants, preparing a list of candidates for vacant positions; collecting preliminary information from candidates; verification of information received from candidates; testing candidates; if necessary, medical examination; a series of sequential interviews with organization specialists; the final decision on employment (made either by management decision or by a special commission).

When assessing candidates it is possible typical mistakes, described by N.S. Pryazhnikov: error of central tendency (when some candidates are assessed with an average score, i.e. everyone is adjusted to the “norm”, although one can expect that some of the candidates are better and some are worse); leniency bias (when most candidates are rated high, which can lead to the hiring of unsuitable workers); the error of overestimation (the majority receive very low grades, which leads to the elimination of potentially suitable workers); halo effect (when the interviewer evaluates a candidate, focusing only on one, the most “important” characteristic, i.e. the complexity of the assessment is lost); contrast error (when the average candidate is rated highly if he comes after several rather weak candidates, or, conversely, rated low if he comes after strong candidates); stereotyping in assessment (the tendency to compare a candidate with the stereotype of the “ideal employee”, which is different for everyone and can be very different from the real requirements of the job).

In the course of subsequent professionalization, a subject of labor who has passed professional selection adapts to the conditions of activity, the team, and the system of specific requirements for him as an employee and an individual. On average, professional adaptation lasts approximately 1 – 1.5 years. In subsequent years, if the process of professionalization proceeds progressively, the person claims to change his job status in the organization. In this regard, the HR service faces the following tasks:

a) studying the employee for the purpose of promotion;
b) clarifying opportunities for promotion to other types of work;
c) determining the level of wages and bonuses;
d) establishing the grounds for demotion;
e) resolving the issue of termination of an employment contract in connection with dismissal or retirement;
f) making a decision on enrollment, etc. These tasks are solved in the process of professional certification.

Certification– this is a special type of assessment of an employee and the work actually performed by him, aimed at identifying the level of qualifications in order to determine the degree of effectiveness. Certification performs the following functions: serves as the basis for making administrative decisions on personnel management; informs employees about the relative level of their work; is a means of motivating employee behavior.

Evaluation of employees based on the main parameters of activity can be comprehensive, local, prolonged, expressive (O.L. Razumovskaya).

Comprehensive assessment - the most complex look assessment, addressed to the activity as a whole, consisting of a study of the performance of individual functions. The purpose of a comprehensive assessment is to obtain an overall impression of the employee's performance.

Local evaluation is performed based on the results of performing any one function or even part of it. The fulfillment or non-fulfillment of the function is stated and the reasons are established.

A prolonged assessment is carried out on the basis of studying a long period of work activity in the form of an analysis of individual documents, opinions and ideas of people about past and current activities. The projection of past activity onto present activity is determined, and the matching and differing components are identified. The identified matches are informative material that allows one to form an opinion about the stable and dynamic characteristics of the activity.

Expressive assessment refers to the analysis of current activities. The difficulties of this type of assessment lie in the need to overcome the effects of direct observation and involvement in activities, manifested in the influence of emotionally charged relationships.

During certification, such methods of obtaining information about the employee are used as studying written sources, interviews, studying the employee in artificially created conditions or situations, studying the candidate during the period of temporary performance of the position, expert assessments and etc.

» Professional selection

Personnel Management
Dictionary-reference book

Professional selection (vocational selection)

Professional selection- a procedure for probabilistic assessment of a person’s professional suitability, studying the possibility of mastering a certain specialty, achieving the required level of skill and effectively performing professional duties. There are 4 components in professional selection: medical, physiological, pedagogical and psychological. In its essence and criteria, vocational selection is a socio-economic event, and in terms of methods it is medical-biological and psychological.

The main purpose of selection is to attract workers with the necessary qualifications and necessary personal qualities capable of solving the tasks assigned to them as efficiently as possible. It should be noted that in a broad sense, employee performance is understood as a measure of achieving not only production goals, but also social and personal ones, including maintaining the employee’s health and his development as an individual.

During professional selection, the compliance of the candidates’ capabilities and views with the conditions and characteristics of work in a specific position is determined. In small companies where there is no special personnel department, the selection decision is made by the manager of the corresponding line profile. In large and medium-sized companies, a personnel specialist (manager) and a line manager are usually involved in making selection decisions.

The result of professional selection should be the selection of the most professionally suitable employee (i.e., not the best, but the most professionally appropriate for a given activity). In normal (without special protection) selection, preference is given to the applicant who meets the requirements more than other candidates.

The concepts of “professional selection” and “psychological selection” are often identified, because the essence of the latter is the diagnosis and prediction of abilities. Main stages of psychological professional selection:

1. Extraction and primary processing of the necessary initial diagnostic information;
2. Formulation of forecasts of ability for this type of professional activity and assessment of the expected level of suitability of the subject;
3. Verification of forecasts based on data on the actual effectiveness of the professional activities of selected individuals.

The psychological professional selection system includes a set of special diagnostic techniques, technical means and standardized procedures. Techniques of generalization, interpretation of the received diagnostic information and making forecasts for the success of activities are also used.

The condition that determines the practical feasibility of psychological vocational selection is the proof of its socio-economic justification, the presence of a well-founded and tested selection system, and experienced diagnostic specialists.

He talked about his admission to the flight institute: what tasks are given to applicants during the professional selection process and how to prepare for it.

Admission is divided into entrance tests. First the medical commission. If you pass it, go to the professional selection. If you pass it, your fate will be decided Unified State Exam results. If you fail one test, you will not be allowed to take the next one.

What is included in professional selection

1. Questionnaire

There are about 500 questions to test your character. For dishonest answers, the applicant rewrites the questionnaire; if dishonesty is repeated, he is removed from the selection process.

2. Landolt Ring technique

Performance. As we can see, two rings are crossed out below under the “Test” column (the psychologist will cross them out at his discretion). Our task is to cross out rings from the form with exactly the same arrangement of cuts, and cross them out in exactly the same way as indicated by the psychologist.

With the help of this task, voluntary attention is studied and the pace of psychomotor work, performance and resistance to monotonous work that requires constant concentration are assessed. The allotted time is 5 minutes.

3. Methodology “Instrument scales”

Performance. We have 9 ammeters with different scales and division values. Our task is to find out how much each ammeter shows. Let's look at the first of them, the top left. What do we see? The number is 5. From zero to it there are five divisions. This means that the price of one division is 1. From here we see that our ammeter shows 4. Moreover, if the arrow is to the left of zero, then before the ammeter reading you need to put a “minus” sign, and if to the right, then a “plus”. And so with all ammeters. Below the ammeters there are diagrams by which we summarize the readings of the ammeters.

4. Red-black table (RBC)

We find all the numbers in this way: “24 red - 1 black, 23 red - 2 black.” That is, red ones are for decreasing, black ones are for increasing. After each number there is a letter, after finding the number you need to write it down. In our case, we should get a series of letters EEMHOI and so on.

5. Methodology “Establishing patterns”

On the left before each line there are icons “:”, “+”, “?”, “*” and so on. These conventional signs one or more words from those in this line are indicated. Your task is to find and underline these words. The allotted time is 8 minutes.

6. Methodology “Compasses”

It is necessary to determine the direction indicated by the arrow relative to the variable coordinate system. After the subject mentally determines the direction of the compass, he must write down the designation of this direction. The subject should be warned that the form must not be rotated. The allotted time is 5 minutes.

7. Dictation 1

Dictated a large number of words at a moderately fast pace. Your task is to write as quickly and as many words as possible. The more you write down, the better. They don’t look at literacy here, the main thing is quantity. That is, instead of “milk” you can write “malako”, instead of “author” - “aftar”, “here” - “stes”. And this will be true.

8. Dictation 2

The same words are dictated as in the first dictation, but they are read in reverse: not “milk”, but “about”. Your task is to write down as many words as possible. As you hear, so write. There is no need to turn the words back around.

9. Dictation 3

A sea of ​​words is dictated at an incredibly fast pace. Your task is to write as many words as possible as quickly as possible. Almost all. There are two tests left.

10. Conversation

This is a normal conversation, a conversation. The subject is asked why he wanted to become a pilot, and so on. It is advisable to learn the names of famous pilots, astronauts, and civil aviation holidays.

11. Device “Entrant”

You need to press certain buttons when the lights come on.

If the applicant has successfully passed the professional selection, all he has to do is provide documents and Unified State Examination results in the Russian language, mathematics and physics. The requirements for military pilots are stricter than for civilians: they also need one hundred percent vision, correct color perception, blood pressure, body mass index, height in a standing and sitting position, and the length of legs and arms are also regulated.