The type of introductory training new employees receive depends on the dedication the employer has towards their training. Most companies offer limited employee orientation (if any) and rely instead on senior employees to show the newcomers around. Others offer extensive training that covers everything from how the offered pension plan works to where to find staples in the supply closet.
The amount of training a new employee needs will depend on the work they are to perform and the workplace itself, of course. In many situations, having a long-time employee show the newcomer around for a quick office tour might be enough. In most, however, a little more structure might lead to a better payoff (and likely higher employee retention).
The cost for new employee training averages about $1,500 per year in most industries. This includes both new employees and established employees receiving training for a new position or responsibility. Some managers and business owners see that as an expense that is not really beneficial because the payoffs may not be as easy to calculate.
Most industries, however, find that quality new employee training usually leads to higher retention rates and morale figures in surveys. In nearly every business, most of the training for a position is on the job. Even well-defined positions, such as secretarial or accounting, have nuances that are not taught in school and do not come with experience at other firms.
Many managers have “bean counted” these benefits (and others) and found that they can show a definite return on investment (ROI) for new employee training and thus justify their need. This has been done in industries ranging from fast food chains to huge corporations like Xerox or Sprint.
Employees have been shown to have higher job satisfaction and better productivity after receiving formalized training paid for by the employer. Usually, this training is conducted in-house by other staff or by hired contractors (usually consultants).
Even in relatively low-level, ‘unskilled’ jobs, training can mean the difference between profit and loss. A warehouse worker, for instance, who receives a few hours of orientation and familiarity training with equipment, safety, warehouse layout, and even where to punch in/out and who to talk to if they have a problem, will perform the job much better, faster, than will one who does not receive such orientation.
In nearly all cases, good, thoughtful, structured training pays off in productivity and employee retention. At the very least. It’s nearly always worth the investment.