Employee Onboarding Training: What Infosys Does Differently
Infosys pays freshers to train for 6 months before any billable work. Most companies expect results by day two. Here's what proper onboarding training looks like.
Most companies expect a new hire to perform from day two. Infosys does the opposite - six months of fully paid, non-billable training at its Mysore campus before any billable task is assigned. With India's L&D market now worth roughly Rs 1.5 trillion, getting this sequence right separates companies that retain talent from those that burn through it.
TL;DR- Infosys gives every fresher 6 months of fully paid, non-billable training before assigning real work
- Most companies expect billable output from day two, with no structured training period
- Freshers with no training tend to copy senior colleagues blindly instead of understanding the job
- Untrained freshers frustrate leaders faster than they build real skill
- Investing in training first is what makes expecting performance later fair
What Infosys Does Differently With New Hires
Avinash calls it out directly in one of his talks: the world's largest corporate training centre isn't in Europe, the US, or New Zealand - it's in Mysore, India, spread across more than 300 acres. New Infosys graduates spend up to six months there learning coding, testing, personality development, and soft skills, drawing a full salary the entire time, with zero billable work expected. It's a scale of investment most Indian companies never attempt, but the principle behind it applies at any size.
Why Most Companies Skip the Training Period
Compare that to what Avinash describes as the average company's approach: "सैलरी चालू हो गया है" - the salary has started, so the meter starts too. The expectation pile-up begins on day one or two, with no real training period in between. Leaders assume a fresher should already know how to behave in a meeting, write an email, or read a room - skills nobody actually taught them.
| Stage | Infosys Approach | Average Company Approach |
|---|---|---|
| Training Duration | Up to 6 months, fully paid | None, or 1-2 days |
| Billable Work Expected | Only after training completes | From day 1 or 2 |
| Skills Covered | Coding, testing, soft skills, personality development | Job task only, learned on the fly |
| Typical Result | Freshers ready with real judgment | Freshers copy seniors blindly, frustrate leaders |
What Happens When Freshers Are Billable From Day One
Without training, freshers default to copying what they see. Avinash's example: seniors laugh at something in a meeting, so the new hire laughs along too, with no idea what the joke was, just replicating behaviour to fit in. That's not learning, it's mimicry, and it rarely produces the judgment a role actually needs. This is the same gap Avinash addresses in his corporate training programs for new managers and fresh hires.
The Real Cost of Skipping Structured Onboarding
Skipping onboarding doesn't save money, it just moves the cost downstream. Leaders get frustrated with freshers who "aren't working out," freshers get frustrated by unclear expectations, and the company ends up re-hiring for the same role within a year. None of that shows up on a training budget line, but it shows up in attrition numbers and in how long it takes a new hire to become genuinely productive.
What a Proper Onboarding Training Period Should Include
Infosys's model has three ingredients worth copying regardless of your training budget: a real time window before billable work starts, technical skills paired with soft skills and personality development, and pay that doesn't depend on immediate output. Even a scaled-down version - two to four structured weeks instead of six months - changes how a fresher performs for years afterward, because it replaces guesswork with actual instruction.
How to Build an Onboarding Program Without Infosys's Budget
You don't need a 300-acre campus to fix this. Pair every new hire with a structured first-month plan: what they should be able to do by week one, two, and four, who explains the unwritten rules of the team, and when billable expectations actually begin. This is exactly the kind of manager-development work Avinash brings into leadership training sessions - most onboarding failures are a leadership gap, not a fresher problem.
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Avinash Chate TEDx Speaker · Founder, The Future Corporate · 11+ yrs experience Avinash has trained Indian Army, BRO, RBI, BARC, JSW Steel and 1000+ corporate leaders across India. His work focuses on leadership development, communication skills, and behavioural training rooted in Indian values and modern business needs. |
Frequently Asked Questions
What does Infosys's onboarding training program actually include?
New graduates at Infosys's Mysore campus get up to six months of fully paid training covering coding, testing, personality development, and soft skills, with no billable work expected until training is complete.
Why do most companies skip structured onboarding for freshers?
Cost and urgency - billing a new hire from day one looks cheaper on paper, but it shifts the actual cost into frustrated managers, undertrained employees, and higher attrition later.
How long should new employee training realistically take?
It depends on the role, but even two to four structured weeks with clear weekly goals is far more effective than no training period at all. The exact number matters less than having a defined one.
What happens to freshers who don't get proper training?
They tend to copy senior colleagues' behaviour without understanding it, which looks like adaptation but usually isn't real learning - leading to mistakes, frustrated leaders, and slower long-term performance.
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