What you do need to explain is what training activities you think they should implement (3 or 4 usually), and what the objective is for each of them. You then explain why each activity should be of assistance in developing that particular knowledge/skill. For example, you might include a mentor scheme as one of your activities and you would explain the benefits of this type of approach (based on your understanding of what you have read in the literature), and provide a sentence about the main objective of this activity. Recommendations – What you are developing is like a project plan. Your project plan covers the most appropriate training and development activities for one particular group that is impacted by the current changes. It also documents the implementation and evaluation of this set of training and development activities. So, in a sense you are presenting the overall concept to your client, and giving them a conceptual understanding of what the plan involves, its implementation and how to evaluate the outcomes. Get into the details early – Your fact sheet may start out with a comment about the fact that a needs analysis was conducted and that this document is the strategic HRD plan for group X. Then, get straight into talking about the plan – what are you recommending that they do in terms of training activities and explain these. Evaluation – remember, that you are proposing a strategic HRD plan. As a strategic project, you need to evaluate more than just the individual level of participant reactions. You need to mention return on investment (ROI), and what type of measures you think could be put into place to capture this type of data. You should also consider the importance of transfer of training – how will you know that learning has taken place and there is application in the workplace? What kind of behavioural changes for example would help to demonstrate that transfer of learning has taken place? Perhaps you need input from supervisors? Finally, it would be useful to comment on monitoring processes as part of your evaluation plan. After training occurs, you will want to monitor the group overtime to ensure outcomes have been achieved. References – you do not need to do in-text referencing in your fact sheet. This is primarily because this type of business document does not use a traditionally academic approach to acknowledging sources or justifying an approach based on existing literature. You need to explain your approach and the training activities in your own words, based on your understanding of the relevant literature. Do not simply cut and paste material from another source, it needs to be your own words. You then prepare a reference list to show the material that you have drawn on to develop the fact sheet, and the annotated bibliography of your top 3 resources.