From the enterprise's point of view, enterprise training resources are always limited and need to be planned and used systematically, so as to produce the greatest effect. The annual training plan is to plan the company's annual training resources and work priorities; From the perspective of human resources department, the annual training plan is an important part of human resources planning and a blueprint and guide for how to carry out annual training; From the perspective of employees, employees can consciously think and put forward their own learning and development plans and goals, and grow together with the company by making annual learning plans. The key issues that should be paid attention to when making the annual training plan are as follows: first, grasp the real demand and clearly describe the source of demand. All training work must be carried out on demand. On the one hand, for enterprises, the demand for training and learning is ubiquitous, and the training resources are always limited, so it is impossible to achieve undifferentiated training for all employees, which determines that training must first meet the most important and urgent needs; On the other hand, you can't train for "training". Only demand-oriented training activities are meaningful, and the established goals and effects can be achieved. Second, the goal of annual training is very clear. When planning the annual training plan, the human resources department must keep in mind what the training goal is, whether it is to solve the company's existing problems, to cultivate key employees and reserve talents, to initially form a training and learning atmosphere and system in the company, or to improve the company's training course system and provide employees with a more systematic training plan. Third, write a high-quality annual training plan. All the ideas and conclusions must finally form a written annual training plan report. An annual training plan with clear logic and complete structure can better reflect your thinking and structural ability as a trainer, help you express your views clearly, and be more easily recognized by leaders. Fourthly, the key points and control measures of training plan implementation are put forward. Making an annual training plan is not just about conducting various forms of training demand surveys with great fanfare, and then summarizing and analyzing the annual training progress. As a planner, you must have a comprehensive consideration on how to implement this plan, what measures you need to take in order to achieve this plan and goal, what problems you need to pay attention to and how to solve these problems. This is the implementation and control measures of the annual training plan. As a part of the annual training plan, it is also a place that many training managers easily ignore when making the annual training plan.