As a basic work in the development of human resources in enterprises, the employee training plan of Times Guanghua Management Training Network has been paid more and more attention by enterprises. Therefore, the correct and effective training is a problem that employees engaged in training programs must seriously consider. First, the problems existing in China's current enterprise training plan 1. Training plan is education, and education is training plan. Because the training plan started late in China, many people don't know enough about the training plan, so they confuse the training plan with education, thinking that the training plan is education and education is the training plan work. In fact, there is a big difference between the two. The training plan is mainly to cultivate skills, train skills and apply skills. It has the characteristics of short time, narrow scope, high cost, deep teaching materials and strong practicality. Teachers' requirements come from practice. It aims at improving abilities and qualifications. 2. The training plan is not closely integrated with the overall goal of the enterprise. No matter what kind of training plan the enterprise provides for its employees, its purpose is to serve the overall goal of the enterprise. However, in the actual training planning process, it is often easy to see that the content, methods and courses are not closely related to the overall goal of the enterprise, and the training plan is easy to become a mere formality. 3. There is no effective training plan system, process support and necessary management. Although many enterprises are making training plans, there is no effective training plan system and process. Only emphasize the implementation of the training plan, not the effective control of the working process of the training plan. In this way, a lot of time and manpower are wasted, but the effect of the training plan is not ideal. 4. It is a common phenomenon in enterprises to train only a few members in the plan. There are two misunderstandings here. One is that some leaders think that training plan managers should focus on those who have been selected and have development potential, so they are allowed to participate in any training plan, thus ignoring the training plan for all managers. The second is that the current work of the unit is the most important, so only those who have nothing to do are allowed to participate in the training plan, so the training plan is concentrated on some people. Second, the effective way to carry out the training plan 1, and upgrade the training plan to an important development strategy of the enterprise. The development strategy of an enterprise, whether it is product development strategy, industrial development strategy, technological innovation strategy or organizational structure strategy, is inseparable from the support of the corresponding human resources development strategy. Without the guarantee of high-quality employees, it is impossible for the whole enterprise to rise to a new level and have the competitiveness to compete with first-class enterprises at home and abroad. Therefore, when making the development strategy, the enterprise must put the employee training plan in a prominent position and make it an important part of the enterprise development strategy. 2. Make the training plan one of the internal incentives for employees. Modern enterprises pay more attention to internal incentives for employees while adhering to traditional external incentives (mainly reflected in wages, rewards, recognition, etc.). ), make the work itself challenging and interesting, and satisfy employees' sense of accomplishment, competitiveness and personal interests. Through the employee training plan, we can promote the all-round development and personality perfection of employees, enhance their professional skills and personal personality, and guide employees to get rid of the one-sided pursuit of material things and yearn for a higher level of "quality of work and life".