Which training is most necessary for newly recruited employee?

 Training is the process of acquiring specific skills to perform a job better .It helps people to become qualified and proficient in doing some jobs .Usually an organization facilitates the employees' learning through training so that their modified behavior contributes to the attainment of the organization's goals and objectives. Van Dersal (1962) defined training as the process of teaching, informing, or educating people so that , they may become as well qualified as possible to do their job, and  they become qualified to perform in positions of greater difficulty and responsibility .Training is concerned with those activities which are designed to improve human performance on the job that employees are at present doing or are being hired to do .Training may broadly be categorized into two types: pre-service training and in-service training. Pre-service training is more academic in nature and is offered by formal institutions following definite curricula and syllabuses for a certain duration to offer a formal degree or diploma. In-service training, on the other hand, is offered by the organization from time to time for the development of skills and knowledge of the incumbents.In-service training is a process of staff development for the purpose of improving the performance of an incumbent holding a position with assigned job responsibilities. It promotes the professional growth of individuals. "It is a program designed to strengthen the competencies of extension workers while they are on the job" (Malone,1984). In-service training is a problem-centered, learner-oriented, and time-bound series of activities which provide the opportunity to develop a sense of purpose, broaden perception of the clientele, and increase capacity to gain knowledge and mastery of techniques.

Inservice training may broadly be categorized into five different types: (1) induction or orientation training, (2) foundation training, (3) on-the-job training, (4) refresher or maintenance training, and (5) career development training. All of these types of training are needed for the proper development of extension staff throughout their service life.Among these the first two training are highly necessary for newly recruited employees.

A.Induction or Orientation Training. Induction training is given immediately after employment to introduce the new extension staff members to their positions. It begins on the first day the new employee is on the job (Rogers & Olmsted,1957). This type of training is aimed at acquainting the new employee with the organization and its personnel. Induction training for all new personnel should develop an attitude of personal dedication to the service of people and the organization. This kind of training supplements whatever preservice training the new personnel might have had (Halim and Ali,1988). Concerning the characteristics of a new employee. Van Dersal (1962) said that when people start to work in an organization for the first time, they are eager to know what sort of outfit they are getting into, what they are supposed to do, and whom they will work with. They are likely to be more attentive and open-minded than experienced employees. In fact, the most favourable time for gaining employees' attention and for moulding good habits among them is when they are new to the job.

B.Foundation Training. Foundation training is in-service training which is also appropriate for newly recruited personnel. Besides technical competence and routine instruction about the organization, every staff member needs some professional knowledge about various rules and regulations of the government, financial transactions, administrative capability, communication skills, leadership ability, coordination and cooperation among institutions and their linkage mechanism, report writing, and so on. Foundation training is made available to employees to strengthen the foundation of their service career. This training is usually provided at an early stage of service life.

Today, most organizations look for experienced human capital.  Experienced people with right skills, knowledge and attitude do not need much training (in fact, that is the main reason why experienced people are recruited).  However, there is always a surprise element for the newly recruited employee at his new workplace.  Thus it becomes important to conduct the induction training - the training given to new employees in order to introduce them to the organization and familiarize them with it.

Secondly, a small duration of On-Job-Training is also important since there will be differences in the policies, procedures and techniques being employed by organizations for task accomplishment.  That is, two organizations do not function alike in spite of the service/product being similar.  

Again, learning is a lifelong process; so is training.  The training manager must constantly analyze gaps between knowledge/skills and the performance levels and identify need for training.  After all, organizations can sustain only through effective employees.