At the same time, there is large western experience of the use of adaptations techniques, which only lately other staff services and agencies began to adopt.

In the meantime, in the conditions of introduction of new mechanism of manage-ment, transition on self-supporting basis, self-financing and self-cost covering basis as well, that is accompanied by the considerable freeing and, consequently, by the redistribu-tion of labor force, increase of number of the workers, forced either to master new profes-sions or to change the workplace and collective, importance of problem of adaptation in-creases yet more.

Therefore the study of adaptation as one of modern technologies of management by a personnel and his inalienable part is the purpose of this paper. Accordingly, tasks will be: theoretical consideration of such phenomena, as adaptation, vocational orientation, intro-duction to position; detailed analysis of the effective control system by adaptation in or-ganization; analysis of foreign experience and attempt to give description to the state of affairs in area of management by adaptation.

A lot of attention is spared to consideration of different points of view and ap-proaches to the mentioned phenomena, where educational materials and articles are used on the management by personnel. It is necessary to mark that the shortage of experience in the problem of adaptation is reflected in insufficiency of materials the authors of which deeply study adaptations processes. In some training materials they are not examined in general. On this account in preparation of this work I took such source, as information of computer network the Internet as the basic source.

A selection and reception for work is a pretty protracted and expensive process, be-fore the first day of work of new employee the company already expends considerable fa-cilities on him. Therefore a company is interested so that the hired employee did not dis-charge over the months. However, the static shows that the highest percent of hired work-ers abandons organization exactly during the first three months. The main reasons for leav-ing are lack of coincidence of reality with expectations and hardships with integration into a new organization. Helping an employee to disembogue in new organization successfully is the major task of its' leader and staff specialists.

Often a new worker comes on an enterprise, and his workplace is not prepared, and nobody is really concerned about it, thus the new-comer gets a right to start it all by him-self. But as the first impression usually dints deep, such procedure can render the pro-tracted negative influence on motivation and attitude of the employee to work.

Such an experience can frequently explain high percentage of staff changes during the first weeks or months of works and also the reasons why the new employee can feel sense of alienation and get a negative attitude to the company straight on the very first day of work. If nobody takes care of new employees, organization can not influence on their opinion and will lose an opportunity to form their positive attitude toward work and devo-tion to traditions of the company.