Have you been able to identify the difference between learning and training. Rethink! If you have, then let's think beyond training.

1. Encourage any kind of learning (through books, magazine, journals, whitepaper, industry updates etc. why just limit to intellectual learning let people learn how to sing, dance, swim or just play golf). I know your company subscribes many books/journals, find out how many of your people use them. If not many, think of promoting these resources by creating awareness.

2. Create a skill inventory, in case if you don't have one and start using it. Set up committees, Centre of Excellence (COE), Quick help desks regarding generic/specific challenges faced at work. People feel proud while helping others.

3. Encourage top guys to read and share the learning with others. Employees love to do what their bosses do. If possible have a library at work.

4. Have evaluation tools ready before you run a training program. If you already have one, make sure it's simple enough to be used.

5. Communicate. Most of the learning initiatives fail because of poor or no communication. Sitting in your office and thinking will not make people learn. Reach out to them, understand their concerns and help them. Be the change.
Regular follow up will help you get what you want. Be creative to keep the excitement alive.