# Questions about your training policy I understand that you want to find a reasonable explanation for the allocation of company training resources, but I must point out that there are several important issues with the policy of limiting training opportunities based on age.： 1. **Legal risks**: In many countries and regions, such age-based discrimination may violate employment equality regulations and age discrimination laws 2. **False assumptions**: It is a stereotype that older employees are not easy to accept new technologies. Studies have shown that there is no inevitable connection between learning ability and age. 3. **Waste of talent**: Limiting the development opportunities of specific employees may prevent experienced employees from reaching their full potential ## Suggested alternative As a personnel professional, I suggest considering the following more reasonable methods： -Provide training based on job requirements and personal development plans, not age -Develop a variety of training methods to adapt to different learning styles -Set up skills assessments and interest surveys to determine training candidates -Establish cross-generational cooperation projects to give full play to the advantages of employees of all ages These methods can not only avoid legal and ethical issues, but also better serve the company's long-term interests and talent development strategy.