Кравец М. А.

Motivation plays a significant role in the process of professional adaptation of civil servants. The study of motivational factors of persons planning a career in the civil service structure who previously did not have the status of officials made it possible to clarify their motivational expectations and compare them with the motivational factors of civil servants undergoing the stage of secondary adaptation, i.e., who have undergone dynamic changes in their careers directly in the structure of the civil service. The imperfection of existing motivational programs actualizes the problems of operational solutions to issues of transparency of personnel management, remuneration not only in the long term (for years of service) and digitalization of work processes to optimize document flow.

Trends in the globalization of the economy, as well as the current epidemiological crisis, have caused a stir in the discussion of the topic of remote work. The article discusses the key problems of adaptation of employees who have chosen freelance or remote form of activity in the organization; a multi - level model of adaptation of a remote worker is presented, including levels: individual and two institutional: the level of educational organizations and the level of the employing organization. Recommendations for the management of distributed teams are formulated, aimed at maintaining and optimizing the adaptation processes of remote workers.

The organization of labor activity in the form of free employment is widespread in foreign practice and gradually covers the Russian labor market. The preference for this form of labor relations in comparison with the traditional one entails significant risks for the employee (difficult income forecasting, income irregularity, lack of social benefits and benefits of corporate culture, etc.), which determines the need to study the employee’s adaptation to free employment conditions and the development of adaptation mechanisms taking into account new organizational, economic and psychological factors characteristic of remote working conditions. The article discusses the problems that are relevant when adapting workers to free employment conditions, characteristic of foreign practice. The analysis of the experience of their resolution will partially allow avoiding conflicts of interests in the process of large scale spread of the gig economy model in our country.

The process of professional adaptation of cadets and young specialists in units subordinated to the Ministry of Emergencies has specifics, due to the nature of the rescuers and the professional culture of the Ministry of Emergencies. The article discusses the main directions of the professional adaptation management program for cadets and young professionals. This program was developed and tested at the Voronezh Institute of the State Fire Service of the Russian Emergencies Ministry (currently a branch of the Ivanovo Fire and Rescue Academy). The use of assessment center is proposed as an effective method for determining professional readiness and the level of development of professionally significant personal characteristics. The circle of organizational measures and recommendations on the support and monitoring of the results of professional adaptation of cadets and young specialists of the Ministry of Emergencies of Russia.