Present Training Needs in English: Evidence, Outcomes and a Proposal

Describe the workplace need

State what is happening and why it matters using supplied evidence. Avoid beginning with a preferred course before identifying the issue.

Separate cause from assumption

A missed task may reflect unclear systems, resources or skills. Explain what is known and what still needs investigation.

Write learning outcomes clearly

Describe what participants should be able to do. Attendance and learning are different measures.

Present a bounded recommendation

Explain scope, support and evaluation using approved information. Do not promise a return on investment without evidence.

Work through an original example

Weak proposal: “The team needs communication training because updates are late.”

A stronger fictional proposal first checks whether deadlines and ownership are clear, then proposes practice in concise updates if a relevant skill gap remains.

Practise, check and try a changed task

Use a fictional workplace problem and list evidence, assumptions and unanswered questions. Draft one learning outcome.

Explain the proposal to a partner who asks why training is appropriate. Revise unsupported claims.

• Check the meaning against the original task, rather than rewarding impressive wording alone.
• Keep one concrete observation and one next action; avoid treating a single attempt as a complete assessment.

Continue with focused practice

Use the exercise to identify the kind of feedback you need. The HR English programme page describes the current learning format and practice. Compare its syllabus with your own task, starting level and available time before choosing training. Course participation alone does not establish professional competence or guarantee an outcome.

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