????年輕人對于自己的第一份工作總是會抱有許多浪漫的幻想——比如薪水、工作內容等等。但或許最令人心酸的錯誤想法是，雇主會花時間培養他們的能力。

????埃森哲公司（Accenture）最近的一項調查發現，2013年即將畢業的大學生中，77%的人期待在第一份工作中接受正式培訓。但在2011屆和2012屆的畢業生中，報告接受過培訓的卻只有48%。

????埃森哲公司人才與組織業務常務董事凱瑟琳?拉威爾說：“雇主希望畢業生們來到公司時已經具備相關的能力，但期望與現實之間總是存在差距。”也就是說，很少有畢業生在來公司報道的第一天就已經將掌握了具體的工作技能。更糟糕的是什么？“由于經濟條件限制，許多雇主都已經打算削減開支。”而培訓是最容易被削減的預算項目。

????但也有公司招聘年輕人后會進行大量培訓，還表示只要員工集中發展自己的能力，就值得公司對其投資。事實確實如此，從長期來看，拉威爾發現，接受過培訓的員工“不會很快辭職”，而且即使在新招聘人員入職的前幾周內，這種培訓也物超所值。

????大多數大型投資銀行會將新員工培訓外包給一家名為Training The Street的培訓公司，它會提供為期兩周至兩周半的培訓課程，重點培訓財務能力。公司創始人兼CEO斯科特?羅斯坦稱公司的課程“非常即時、非常注重實踐、非常實用。”要問最受歡迎的練習是什么？羅斯坦表示，想要成為銀行業者的培訓生們會收到一份“令人厭惡的”財務數據電子表格，他們需要對它進行格式化。講師們會“系統講解讓表格變得更完美的具體步驟。”這個過程通常需要15分鐘時間。而在整個培訓過程中，學生們還要經常重新拿出電子表格進行不斷嘗試。培訓結束時，“大多數學生都能在兩到五分鐘甚至更短的時間內完成表格的格式化。”

????羅斯坦認為，這種練習與體育有相通之處。“比如我們要把這些人訓練成世界級的運動員，肯定就要去體育館，讓他們展開訓練，讓他們的肌肉記憶保持協調。”

????銀行出資進行財務能力培訓的好處在于，銀行可以聘用聰明的文科學生，就算他們以前從來沒有學習過會計或商務課程，而這將擴大人才儲備的范圍。此外，新員工們參與第一個項目時，也不會因為不懂息稅折舊攤銷前利潤（EBITDA）是什么意思，怎么在Excel中排列數字這些問題來浪費老員工們的寶貴時間。

????確實，許多提供培訓的公司一直在努力壓縮培訓時間。由于年輕人可能會頻繁跳槽，“有效培訓和過度培訓只有一線之差，”拉威爾表示。

????但也有許多公司仍然堅持提供培訓。汽車租賃公司Enterprise憑借大量培訓而成為最受大學畢業生歡迎的雇主。新員工會先在課堂中學習幾周，然后會有8 – 12個月的時間參加一個結構化的培訓項目，學習如何管理Enterprise的租車點。公司人力資源副總裁瑪麗?阿蒂姆說：“整個過程非常透明。新員工們會看到損益表，了解哪些因素會影響到損益表。”管理培訓生會學習和練習調度、客戶服務與會計等能力。“它是一個整體。”

????Young people have many romantic notions about their first jobs -- what they'll be paid, what they'll do. But perhaps the most poignant misconception is that employers will invest time in developing their skills.

????A recent Accenture survey found that 77% of those set to graduate from college in 2013 expected to receive formal training in their first jobs. But only 48% of those in the classes of 2011 and 2012 reported being trained.

????"There's a disconnect between employers' expectations of grads entering with relevant skills and the reality," says Katherine LaVelle, a managing director in Accenture's talent and organization practice -- which is that few college grads have job-specific skills on day one. Adding to the problem? "Given economic constraints, lots of employers have looked to cut back." Training is an easy budget line to trim.

????But some companies that hire young people train extensively and claim that if you focus on skills, it's worth the cash. That's true not only in the long run -- LaVelle notes that trained employees "don't quit as quickly" -- but sometimes even in a new hire's first weeks.

????Most major investment banks outsource a chunk of their new employee training to a company called Training The Street, which runs two- to two-and-a-half-week programs emphasizing financial skills. Founder and CEO Scott Rostan describes his program as "very real time, very hands on, and very practical." One popular exercise? Would-be bankers get a spreadsheet full of financial data "that is basically ugly," Rostan says, and needs to be formatted. Instructors "explain how to do it, step by step, methodically, all the keystrokes to make it better." This usually takes about 15 minutes. Then, during the course of the program, students keep coming back to the spreadsheet to try again. By the end of the program, "most of them can do it in two, three, four, five minutes or less."

????Such drills have a parallel in sports, Rostan says. "We're training these people to be world-class athletes, so it's about going to the gym and getting the reps down and getting your muscle memory in tune."

????The upside for a bank is that by paying for financial skills training, the bank can hire smart liberal arts grads who haven't taken accounting or business courses. This expands the pool of potential hires, but keeps these new staffers from draining the expensive time of senior people on their first projects with questions about what EBITDA means and how to line up numbers on Excel.

????To be sure, many companies that do train have been trying to find ways to compress training into less time. With young people likely to switch jobs frequently, "there is a fine line between what is effective training and what is overkill," says LaVelle.

????But others are holding the line. Enterprise, the rental car company, has become a top employer for new college grads because of its extensive training. After a few weeks in the classroom, new hires spend 8-12 months in a structured program learning to manage an Enterprise location. "It's very transparent," says Marie Artim, vice president for talent acquisition at Enterprise. "They're seeing P&L statements, and learning what it takes to make an impact on them." Management trainees study and practice scheduling, customer service, and accounting. "It's business as a whole."