SOCIO-PSYCHOLOGICAL ASPECTS OF REALISING PROFESSIONAL READAPTATION OF A PERSON (OVERVIEW OF HR SYSTEMS AND SOCIAL PROGRAMMES)

Abstract

The article reveals the HR systems and social programmes in terms of their social and psychological resource of influence on the professional re-adaptation of the internally displaced persons and the unemployed. The purpose of the study was to determine the social and psychological factors of professional re-adaptation available in current HR systems and social programs.
The meta-analysis method was applied. This study lasted from September to December of 2019 and was based on the recommendations of J. Sanchez-Meca & Marín-Martínez for a procedure for psychological research and was based on the stages which are as follows: 1) determining the purpose of the study; 2) study of scientific sources; 3) search for relevant literature; 4) coding (selection) of sources; 5) generalization and interpretation.
It has been found that the capabilities of an occupational re-adaptation of a person under the influence of the requirements of the personnel system (policy) through psychological and socializing resource is considered by companies as an integral component of professionalism of an employee and manifests in his / her willingness to reformat and upgrade their professional skills in a short while. And, nowadays, companies are increasingly recruiting not “experienced professionals”, but those who are easily reconfigured for a new format of work, ready to study constantly – that is a mobile specialist. Social programs make extensive use of resources to optimize a person’s level of professional maturity, their ability to autonomously use their own intellectual, informational and psychological resources to perform professional tasks. Within the programmes, individual-tailored optimistic and pessimistic scenarios for solving professional inclusion situations are being developed. This confirms that social programs of professional re-adaptation of the person have a considerable social and psychological resource of influence in case of necessity of reintegration of persons with a certain status in civil professional life.
It has been proved that HR systems and social programmes can be considered effective for providing professional re-adaptation of the individual through the activation of social-psychological aspects such as self-awareness, self-affirmation, and self-education. Impact tools used in certain HR systems and social programs provide positive disintegration for the individual followed by the secondary integration of the employee or the attendee’s personal structure, but at a higher level of development, which makes the individual less dependent on external influences and activates their adaptive potential to self-improvement.