What Are The Two Phases Of New Employee Training?: A Comprehensive Guide

What are the Two Phases of New Employee Training?

The two phases of new employee training are initial onboarding and job-specific training. During the onboarding phase, new employees are familiarized with company culture and the basics of their job, while job-specific training helps them acquire the skills needed to succeed in their specific role.

New employee training is a critical aspect of every organization’s growth and success. It helps new employees get acquainted with the company’s culture, goals, and work processes, as well as understand the basics of their job roles. There are two phases of new employee training: initial onboarding and job-specific training.

The initial onboarding phase helps new hires feel comfortable and confident in their new work environment, and the job-specific training phase provides them with the necessary skills to excel in their specific role. We will discuss each phase of new employee training in more detail.

Phase One: Onboarding

Onboarding is the initial phase of new employee training, which involves preboarding, orientation, training, and transition to a new role. The main focus is to help new employees feel comfortable and confident in their role, while getting familiar with the company’s goals and culture.

The second phase is job-specific training which teaches new employees how to thrive in their new role.

lly involves two main phases: phase one, known as onboarding, and phase two, known as job-specific training. In this article, we’ll focus on phase one: onboarding. As the first step in the overall onboarding process, onboarding is the process of assimilating new employees into a company’s culture and setting them up for success.

Definition And Purpose

Onboarding sets the tone for a new employee’s experience with a company. It is the time during which new hires become acclimated to their new surroundings, from the physical office space to the company culture. The purpose of onboarding is to help new employees feel comfortable and confident in their job, as well as help them get familiar with the company’s goals, values, history, and expectations. It is an essential process for establishing a solid foundation for a successful employment journey.

Activities Involved

Onboarding activities can vary depending on the company and the employee’s role, but generally include a mix of administrative tasks, introductions, and training. These can range from HR paperwork and getting a tour of the office to meeting managers and colleagues, attending company-sponsored events or workshops, and more. This phase of onboarding may also include attending orientation sessions designed to introduce new hires to the company’s culture, history, policies, and expectations.


The duration of the onboarding process varies depending on the employee’s role and the company’s practices. Some companies may opt to have a comprehensive onboarding program that lasts for weeks or even months, while others may complete the process in just a few days.


The benefits of onboarding are myriad. By properly acclimating new hires to the company’s culture and values, onboarding can help foster a positive and productive work environment. Employees who feel welcomed and supported are more likely to stay with the company longer, be more productive, and be better ambassadors for the brand. Additionally, onboarding can help new employees feel more confident in their job duties and responsibilities, enabling them to contribute to the company’s success more quickly.
What are the Two Phases of New Employee Training?: A Comprehensive Guide

Credit: nap.nationalacademies.org

Phase Two: Job-specific Training

The Two Phases of New Employee Training include Pre-Onboarding and Orientation and Phase Two: Job-specific Training. Job-specific Training is essential to ensure that the new employee understands how to thrive in their new role and requires formal training that is specific to their job.

ial phase of new employee training is critical to familiarize the employees with the company culture, values, policies, and goals. However, as the new employees move forward, the focus shifts to job-specific training, commonly known as the second phase of new employee training. In this phase of training, the new employees acquire the skills and knowledge necessary to perform their job duties efficiently and effectively. In this section, we will delve deeper into the purpose, importance, and methods of job-specific training, as well as how to measure the success of this phase of training.

Definition And Purpose

Job-specific training, as the name suggests, is the training that is provided to the new employees to help them perform their job-specific tasks. It is designed to fill in the gaps in the employee’s knowledge or skills, which are necessary for their job duties. The purpose of this training is to equip the new employees with the skills and knowledge they need to perform their job duties effectively and efficiently. It helps the employees to gain confidence in their role and make them feel comfortable in their new environment.


Job-specific training is crucial for the new employees and the organization as a whole. It helps the new employees to improve their job performance and enhance their skills. A well-structured job training program can improve employee retention, increase job satisfaction, and improve productivity. It can also reduce employee turnover and related costs, such as hiring and training new employees.

Training Methods

There are several training methods that organizations can use to provide job-specific training to the new employees. Some of the common training methods include:
  • On-the-job training, where the employees learn through observation and participation in tasks under supervision.
  • Classroom training, where employees attend lectures, presentations, and workshops to learn new skills.
  • E-learning, which involves online training courses, videos, and simulations.
The choice of training method depends on the job duties of the employee, the learning style of the employee, and the resources available to the organization.

Measuring Success

Measuring the success of job-specific training is essential to determine its effectiveness and make improvements where necessary. Some ways to measure the success of job-specific training include:
  • Assessments before and after the training session to determine the knowledge gained by the employees.
  • Observation of the employees’ job performance and comparing it to the set standards.
  • Employee feedback and surveys to understand their experience during the training.
In conclusion, job-specific training is crucial to the success of new employees and the organization. It provides employees with the skills and knowledge they need to perform their job duties effectively and efficiently, improves job satisfaction, and reduces employee turnover. By using a variety of training methods and measuring the success of the training, the organization can continuously improve its job-specific training and drive employee and organizational success.

Key Elements Of Effective New Employee Training

New employee training has two essential phases: orientation and on-the-job training. Orientation is typically completed in the first few days and is focused on integrating the new employee into the company culture and providing them with basic information about their job.

On-the-job training is a longer-term process that provides the new employee with the skills they need to be successful in their role.

Understanding Company Culture And Values

Effective new employee training starts with understanding the company culture and values. This understanding sets the foundation for a positive and productive work environment. During training, new employees should learn the company’s vision, mission, and goals. They should also be educated on the company’s communication style, protocols, and traditions. It’s crucial to impart a sense of belongingness and make them aware of the company’s ethics and values. Company culture should not be overlooked as it is a major contributor to job satisfaction and employee retention.

Clear Expectations

A key element of effective new employee training is clear expectations. It is beneficial to provide new employees with specific instructions and guidelines regarding their job responsibilities from the outset. This includes establishing their work schedule, explaining job duties, and outlining specific goals they are expected to achieve. Clear expectations ensure employees and employers are on the same page and decrease the likelihood of misunderstandings.

Mentorship And Support

Incorporating mentorship and support into new employee training can have a significant impact on employee retention. Pairing new employees with an experienced mentor helps them to navigate the challenges of the job. It also fosters a sense of community and relationships between team members.

Regular Feedback And Evaluation

Regular feedback and evaluation is a crucial element of effective new employee training. It helps employees to understand their strengths and areas they need to improve. It also provides employees with an opportunity to set goals, identify areas they need support, and ask for feedback. In conclusion, effective new employee training encompasses a combination of factors such as culture, clear expectations, mentorship and support, and regular feedback and evaluations. By providing a comprehensive and engaging training program, employees are set up for success and motivated to contribute their best work to the company.
What are the Two Phases of New Employee Training?: A Comprehensive Guide

Credit: www.aihr.com

Challenges In New Employee Training

New employee training has two phases: orientation and job-specific training. The orientation phase is typically the first day or two and focuses on introducing the new employee to the company culture, policies, and procedures. Job-specific training covers the skills and knowledge necessary to perform the employee’s role and can last several weeks.

Lack Of Resources

New employee training can be challenging due to various reasons. One of the significant challenges is the lack of resources. Many companies often struggle with providing sufficient resources for their new employees’ training. This may include a lack of trainers, training materials, or even equipment needed to perform their job duties effectively. Without proper resources, it becomes difficult to provide quality training and support to new employees.

Limited Time

Another critical challenge in new employee training is limited time. Companies need to ensure that their new employees quickly learn the skills required to do their job effectively, as productivity is critical. However, with limited time for training, it becomes tough to provide thorough training while still keeping up with regular workloads. This can lead to employees feeling overwhelmed and potentially affecting their overall productivity.

Overwhelming Information

New employees often face a lot of new information during their training. With so much information to absorb, it can become overwhelming, and employees may struggle to remember everything they need to know. This can lead to frustration with new employees and may affect their overall confidence in their ability to perform their job duties.

Resistance To Change

Lastly, new employee training can also be challenging due to resistance to change. Some employees may be resistant to new training methods, technologies, or processes, making it more challenging to onboard them effectively. Overcoming this resistance may require additional time, support, and resources to ensure that new employees feel more confident and comfortable with the new changes. Overall, effectively onboarding new employees is crucial to ensure their success within a company. Addressing these challenges is key to providing adequate training to new employees and reducing the risk of any negative impact on their productivity.
What are the Two Phases of New Employee Training?: A Comprehensive Guide

Credit: www.aihr.com

Frequently Asked Questions For What Are The Two Phases Of New Employee Training?

What Are The Phases Of New Employees?

There are two phases of onboarding new employees: orientation and job-specific training. During orientation, the new employee becomes familiar with the company’s goals and culture, while job-specific training helps them understand how to succeed in their role. Onboarding can last up to a year, while employee training is a separate process focused on developing skills.

What Are The Steps To Train A New Employee?

The steps to train a new employee are: 1) Select staff to train. 2) Identify training needs. 3) Create an onboarding plan. 4) Plan the first day, week, and month of training. 5) Stick to the learning objectives. 6) Create training materials.

7) Implement the training. 8) Evaluate the training program. Remember, onboarding covers all the specifics of new employees.

What Are The Basic Steps In Employee Training?

The basic steps in employee training are: (1) Establish training needs; (2) Define learning objectives; (3) Understand different training techniques; (4) Create training content; (5) Assemble the training materials; (6) Conduct the training; and (7) Evaluate the program.

What Are The 4 Phases Of Onboarding?

The four phases of onboarding are pre-boarding, orientation, job-specific training, and ongoing support. Pre-boarding involves initial contact and communication with the new employee. Orientation covers the first few days of employment and provides a broad overview of the company. Job-specific training focuses on training the employee for their specific job role.

Ongoing support ensures the employee’s integration into the company culture and ongoing development.

What Is New Employee Training?

New Employee Training is the process of helping new employees become familiar with your company, understand their job responsibilities, and feel comfortable in their new role.


Overall, new employee training is a critical component of any successful onboarding program. The two phases of new employee training, orientation, and job-specific training ensure that new hires are fully prepared to perform their jobs effectively and efficiently. From identifying training needs to assembling materials and conducting the training, HR managers and direct reporting managers play a crucial role in ensuring that new employees feel comfortable and confident in their roles.

By creating a comprehensive onboarding plan that includes both phases of training, companies can increase employee retention rates and foster a positive company culture.

Robert Simpson is a seasoned ED Tech blog writer with a passion for bridging the gap between education and technology. With years of experience and a deep appreciation for the transformative power of digital tools in learning, Robert brings a unique blend of expertise and enthusiasm to the world of educational technology. Robert's writing is driven by a commitment to making complex tech topics accessible and relevant to educators, students, and tech enthusiasts alike. His articles aim to empower readers with insights, strategies, and resources to navigate the ever-evolving landscape of ED Tech. As a dedicated advocate for the integration of technology in education, Robert is on a mission to inspire and inform. Join him on his journey of exploration, discovery, and innovation in the field of educational technology, and discover how it can enhance the way we learn, teach, and engage with knowledge. Through his words, Robert aims to facilitate a brighter future for education in the digital age.