As a personnel manager, when communicating this sensitive policy, the key lies in balancing the rationality of the company's decision-making with respect for senior employees. The following is a step-by-step communication plan that not only maintains the company's position, but also reduces the negative emotions of employees.： **1. Policy positioning: focus on business needs, not age and ability** - *Core Skills*: "This training project is a special incubation plan for the company's key technology areas in the next three years. The goal is to quickly train a new generation of technical backbone to match the expansion needs of XX business lines. " -*Alternative plan*: Simultaneously announced that it will launch the "Technology Transformation Mentor Program", inviting senior employees to participate as leaders and providing them with management listening places. **2. Data support (need to be prepared in advance)** -Report on the effectiveness of training in the past 3 years: for example, "The efficiency of technology migration of post-90s employees after AI tool application training is 40% higher than average" -Emphasize the limited resources: it means that this training only covers 15% of the employees, and priority needs to be given to ensuring the employment needs of strategic projects. **3. Differentiated compensation scheme** -Provide alternative resources: open Udemy/LinkedIn Learning premium accounts, set up learning subsidies -Career path adjustment: promise to customize a dual-channel development assessment of technical management for affected employees within 3 months -Experience value: create a "traditional technical architecture optimization team", led by senior employees and give project bonuses **4. Suggestions for communication methods** - Hierarchical communication: first unify with the person in charge of the department, and then communicate individually through group meetings. -Set up an appeal channel: clearly state the circumstances in which special applications can be submitted (such as recent outstanding technical contributions) -Follow-up: arrange a career development interview after 1 month to avoid the rough feeling of "one-time notification" **5. Risk prevention** -Legal review: ensure that the training content is not directly related to age and avoid being identified as age discrimination -Benchmarking case: preparing similar practices of other technology companies (such as Google's Gen Z special plan) -Public opinion preparation: training management's standard tactics for responding to potential challenges Sample communication clip： "Wang Gong, taking into account your rich project experience, we especially hope that you can participate in the architecture review of the new system as a technical consultant. Regarding XX training, it is currently mainly aimed at new engineers who need to quickly establish technical awareness. We have prepared an expert-level certification course channel for you. Do you think it is convenient to discuss the development plan in detail? " This treatment will： -Turn age factors into business strategic choices -Give senior employees growth opportunities that are more in line with their career stage -Maintain flexibility for future policy adjustments Special attention needs to be paid to observing the reactions of core and key employees, and if necessary, additional budgets can be obtained to provide customized development plans for key talents.