Abstract
The article analyzes the features of adaptation of an employee of a production organization as a process of adaptation of a young specialist ("novice") to the changing conditions of the workplace, as well as the labor collective to a new employee and to changes in the internal and external environment of the organization.
 The specifics and differences between adaptation and probation period as the main period of the process of adaptation of a new employee to the organization are determined.
 Focuses on the revival of mentoring, in which the education of the "newbie" is performed by attaching officials and (or) the most trained workers - "mentors" responsible for the development of professional qualities of the appointed employee. The experience of adaptation in power structures is analyzed.
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