Training is a systematic process through which employees acquire the knowledge, skills, attitudes and competencies required to perform their present and future roles effectively. A comprehensive Training Project Proposal is a structured document that explains why training is required, what it seeks to achieve, who will be trained, how the programme will be conducted, what resources will be needed, how much it will cost, and how its effectiveness will be assessed. In the context of Human Resource Development (HRD), a training project proposal should not be treated merely as a plan for conducting classes or workshops. It should be directly connected with organisational goals, employee development, career growth, improved performance and long-term organisational capability. The first step in formulating a Training Project Proposal is to identify the organisational need for training. Training should be based on a clear understanding of the gap between existing performance and desired performance. This requires a training needs assessment at three levels: organisational, task and individual. Organisational analysis examines strategic objectives, policies, productivity, technology, market conditions and future challenges. Task analysis identifies the knowledge and skills required to perform particular jobs. Individual analysis determines which employees lack the competencies necessary for effective performance. For example, if an organisation introduces a new digital information system, training may be required because employees do not possess adequate digital skills. The proposal should clearly explain this gap and provide evidence for the need. The second step is to establish the relationship between the proposed training and organisational as well as HRD objectives. Human Resource Development focuses on developing employee competencies and creating conditions in which people can contribute effectively to organisational growth. Therefore, the proposal should show how training will contribute to improved productivity, quality, innovation, employee engagement, leadership development and adaptability. It should also connect training with broader HRD activities such as performance management, career development, succession planning, employee counselling and organisational development. Thus, the training project becomes part of an integrated HRD strategy rather than an isolated intervention. The proposal should then clearly state its objectives. Training objectives should be specific, measurable, achievable, relevant and time-bound. They should describe the competencies that participants are expected to acquire or improve. For instance, instead of stating that “employees will understand digital technology,” the objective may be that