Intensive new hire training is needed due to high turnover, for example, in the sales force. However, managers hire people when and as they need them and you can only schedule workshops when there is sufficient enrollment.
Short term: Put together a "new hire training committee" of content experts and managers. Host a daylong meeting to design the best training sequence for new hires. Do a quick and dirty gap analysis. Prioritize development needs and create a new-hire training plan to help the managers.
Long term: Do a more thorough gap analysis and develop some self-directed learning and on-the-job training tools that support existing materials and programs. Try to get buy-in from Senior Management to hold managers accountable for training. Create coaching programs and tools for managers.
Curriculum approach: Design a curriculum and target those skill/knowledge areas (competencies) that are essential to function in the job in question. Build the curriculum on that ground, with "test out" options for experienced staff.
Class Act Inc. has addressed this and other training and curriculum problems with its clients. We'd be happy to discuss your unique situation with you. Click on Can we talk?