普通员工与大学生的入职培训是否应该一样？

似曾旧时相识

背景：公司属于制造型企业，一线员工非常多，每月都有普通员工入职，大多初中高中文化。同时因企业在行业中的排名比较靠前、企业规模也比较大，所以每年招聘的大学生也比较多，近两年校招每年保持在70-100人左右，加上每年几十人的社会渠道招聘。校招大学生的入职培训，一般会单独统一安排。教材也多是单独制作，培训内容也会更加详实。但社招的大学生入职培训，如果时间上凑巧，往往会安排与普通员工一起入职，接受一样的入职培训。
疑惑：因大学生与普通员工的文化水平、任职岗位、职业诉求都大相径庭，放在一起培训是否合适，使用同样的培训教材是否恰当？不知大家是什么看法，或大家所在的企业是怎么操作的？

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    求同存异。新员工入职培训是一个笼统的说法，谁都知道新员工这个群体存在很大的差异性，学历，岗位、工作经历，认知水平等等。需要注意的是，新员工入职培训的课程体系应当是有针对性的。具体来说，关于公司情况、规章制度、企业文化、组织体系等等这些无论是哪个岗位、哪个级别、哪个层级都是共同的，不应因为身份的不同而区别对待，在涉及到具体的岗位要求、发展路径等等的培训时，又应当有所区分，比如新进入公司的大学生应该加入角色转换的内容，而有工作经验的人就不需要；再比如，接待岗位应加入礼仪方面的内容，一线工人则不需要。诸如此类。

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从入职培训的角度来讲是一样的。
当要根据你所在公司的具体情况来定。
假定你公司是制造型企业，重点应该在“制度文化培训、岗位操作培训、安全培训”便于适用于每一个员工。若需要，整体提高员工素质，那还需要一个系统的培训体系帮助员工与企业共同成长。若是简单的提高员工的学历素质，这种培训就简单多了。

踌踔少年郎

在很多大型制造业企业中校招进入的大学生/研究生的培训往往是独立于社招的，这是由于应届生这个特定的学生群体而言的，说直白点，这是对刚刚从象牙塔出来的劳动者的一次企业价值“同化”（大多是第一次接受企业文化），应届生在年底的毕业后半年的离职率很高（制造业更甚），单独的新人训应该是想降低离职率吧

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具体要看培训内容

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社招员工均为有经验的人员，到岗只需进行一些基础的企业文化和规章制度宣贯就可以，剩下岗位上专业的东西就交给部门内训了。社招大学生和校招大学生都是零基础，如果时间允许应该一起接受培训，我公司的社招大学生为校招结束至大学生统一报道前学生自主到公司应聘或内部介绍的应届毕业生，大学生报道后一律不再接收应届毕业生，如果社招大学生提前报道不能长时间参加脱岗培训，但需自学课件和参加统一的考试、测试以及相关集体活动。

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