Describe a pie chart and a bar chart together

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Please point out any mistakes you find in my writing below

The graph and pie chart below give information on in-house training courses in a large financial company.
Write a report for a university lecturer describing the information shown below
You should write at least 150 words

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The pie chart shows how much time spent on each in-house training course in a large financial company. Up to half of the total 60 hours is spent on the technical course. The left is divided for 3 courses: career development, interpersonal skills and health and safety with 15, 10 and 5 hours respectively.
The bar chart shows office workers’ attitude to training by job positions: manager and secretary. Both of them have the same views on this training. The number of workers who consider it as a waste of time accounts for just about 10%. Meanwhile, more than 75% of them believe it is important for job and over 40% think it is good for networking. Another large proportion of workers (in the region of 65%) regard it as a good excuse for a change. And in general, except in the opinion appreciating in-house training importance, secretaries outnumber managers slightly in others.
Junior Member75
linhtho0211The pie chart shows how much time was spent on each in-house training course in a large financial company.Well, I would read the chart differently, unless you have other information that is not in your post. It is my impression that the pie chart shows the company's average hours of training per year per person, categorized by the type of training course. Having had a lot of experience in corporate training, I would not think that there are only 3 courses. Wouldn't you think that a course on career development might be different for secretaries than for managers?
Up to half the chart shows exactly half, not up to half) of the total 60 hours is spent on the technical course. The left (don't you mean the other half?) is divided for 3 courses: career development, interpersonal skills and health and safety with 15, 10 and 5 hours respectively. (you might give percentage, like you did for the first)
The bar chart shows office workers’ attitude to training by job positions: manager and secretary. Both of them have the same views (to me, they are generally similar, but not the same) on this training. The number of workers who consider it as a waste of time accounts for just about 10%. (Are you expected to interpret the numbers, or just read them off the chart?) Meanwhile, more than 75% of them believe it is important for job and over 40% think it is good for networking. Another large proportion of workers (in the region of 65%) regard it as a good excuse for a change. And in general, except in the opinion appreciating in-house training importance, secretaries outnumber managers slightly in others.
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AlpheccaStarsThe pie chart shows how much time was spent on each in-house training course in a large financial company.Well, I would read the chart differently, unless you have other information that is not in your post. It is my impression that the pie chart shows the company's average hours of training per year per person, categorized by the type of training course. Having had a lot of experience in corporate training, I would not think that there are only 3 courses. Wouldn't you think that a course on career development might be different for secretaries than for managers?

I don't know if these two charts are true or they are just made up as a task to do. Well, actually, I don't care about this much Emotion: smile. All I want to know is how to describe them well Emotion: big smile because this is my task.
And could you please tell me how would you read them? In what way?

Up to half (the chart shows exactly half, not up to half) (yeah, thank you for this) of the total 60 hours is spent on the technical course. The left (don't you mean the other half?) (yes, maybe I should you the other half instead) is divided for 3 courses: career development, interpersonal skills and health and safety with 15, 10 and 5 hours respectively. (you might give percentage, like you did for the first)(Would it be better?)

The bar chart shows office workers’ attitude to training by job positions: manager and secretary. Both of them have the same views (to me, they are generally similar, but not the same) (Thank you, I was wrong) on this training. The number of workers who consider it as a waste of time accounts for just about 10%. (Are you expected to interpret the numbers, or just read them off the chart?) (I want to interpret but I suppose the reader doesn't know the charts and I have to give numbers to clarify) Meanwhile, more than 75% of them believe it is important for job and over 40% think it is good for networking. Another large proportion of workers (in the region of 65%) regard it as a good excuse for a change. And in general, except in the opinion appreciating in-house training importance, secretaries outnumber managers slightly in others.
Here is how I would describe these charts:
The charts show that the financial company gives their employees an average of 60 hours per year of training. The pie chart shows the four subjects taught and amount of time devoted per subject. Technical training dominates (30 hours or 50%), Career Development is second (15 hours or 25%), followed by Interpersonal Skills (10 hours or 17%) and Health and Safety (5 hours or 8%). Two groups of office workers, secretaries and managers, were surveyed regarding their attitudes towards the training classes. The survey results depicted in the bar chart show a general agreement between the two groups. Overall, the training was generally well accepted, since only about 10% of the respondents thought the training was a waste of time, and more than three-quarters regarded it as important for their job. There were some notable differences in the responses. The managers used the training as an opportunity for networking more than the secretaries, (50% versus 40%), but the secretaries thought that the training was more important for their current job (85% versus 75%). About two-thirds of the respondents thought the training was a good excuse for a change; the managers responded slightly more positive on this metric than the secretaries.
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