Dear Manish,
I do not agree that training creates a honeymoon effect. Yes, it will create an effect of this kind provided one wants to create that effect!
Before you go ahead with the training, two things are required. One is that you should know clearly where you want to see your participants after the training. What you wish to reduce and what you wish to increase. There has to be clarity. Secondly, who is going to do the follow-up after the training?
Training is not something like a bill that is passed in the parliament. Our parliament passes the bill and makes it an act, but not necessarily budgetary provisions are made to implement this act. Secondly, there is no increase in manpower to implement the change also. An average police person is responsible for the implementation of a whole lot of laws. Furthermore, even if ten bills are passed, it does not matter to them because there is no education for them on its execution.
When I conduct the training, I always create an action plan after the training. This is a time-bound action plan. Now it is the HR's or Training Manager's responsibility to check whether the implementation is done or not. If the implementation is not done, then what provisions do you have to take disciplinary action?
Treat training as a disciplinary issue and see the change. Probably your staff is too institutionalized, and your view could be centric to your company culture.
Ok...
Dinesh V Divekar