Training programs should be designed keeping "interest" and "fun" as core factor. Nobody likes to sit in a boardroom and watch PPT decks explaining diagrams. Some training programs I atteneded were pretty interesting, they had few things like

1. Small groups and group tasks
2. Goup shuffling
3. Small project assigning people multiple roles etc
4. Demos of the skills etc

Also, trainer plays a very important role here. A good trainer can create a lot of interest even in boring subjects.

I like this , however, it depends only on the trainer. A good trainer is more than enough than material.

https://www.convergencetraining.com/blog/how-to-create-an-effective-training-program-8-steps-to-success

Training program for employees consist with needs assessment, setting of objectives, designing, implementation and evaluation to make employees do better job performances while  working in company through  effective and  specific training which teaches and equips  employees with  knowledge and skills by which  to be able to provide the company a results that they are aiming for what attitude they need while working in the company.

If you have a rapidly changing environment it could be better to create a pull system through some performance support system. Perhaps the training would be on methods to best use the performance support tools. Everyone assimilates technical material at different rates so a pull system saves the fast assimilators from boring class time.

To me, one of the most important parts of learning programs for employees is to create exercises or an environment which allow the employees to test out their ideas in a safe space. So, having them work through examples as a team or having people share experiences and let others critique it is very useful. then the teaching/learning moves from the trainer to the group