When conveying this information, special attention should be paid to the wording and communication strategy, so that the relevant parties can understand the rationality of the arrangement and avoid causing dissatisfaction or misunderstanding among other employees. Here are some suggestions: 1. Explain the purpose and basis clearly: • In the notice, the beginning should state that the training is based on job requirements, talent development plans or business characteristics, and emphasize that the selection of employees of a specific age group is based on sufficient research, scientific demonstration and reasonable arrangements. • If there are laws, policies or internal company regulations as a basis, they can be stated in appropriate places to ensure that the information is conveyed in compliance with the law. 2. Use neutral and respectful language: • Avoid using words that may be interpreted as "discriminatory" or derogatory. For example, it can be expressed as: "This training is specifically aimed at (a specific age group, such as 'under 35 years old') to meet the needs of this group in terms of career transformation/skill improvement, etc." • Emphasize that this is to meet the training goals more accurately, rather than excluding or belittling other groups. 3. Clarify the training targets and standards: • Clearly state the applicable conditions, screening criteria and reasons for selection in the notice, so that employees can clearly understand why this group is most suitable for participation. If possible, you can attach relevant explanations or background information. • For employees who do not meet the conditions, it is recommended to provide information on follow-up training or other development plans to reflect the company's care and comprehensive development concept. 4. Pay attention to internal communication and explanation: • Before the official notice, you can communicate with middle-level managers and the HR department to ensure that they understand the reasons and key points of the communication so that they can provide reasonable explanations when faced with questions. • After the training notice is issued, set up a special communication channel (such as an HR Q&A meeting or an internal Q&A platform) to promptly answer questions that employees may have and reduce misunderstandings and unnecessary conflicts. In short, when conveying such information, we must pay attention to rationality, transparency and respect for diversity, so as to achieve the purpose of training and maintain a good communication atmosphere within the company.