Dear Anju,
In addition to all the suggestion you have received for your program, please consider mine.
I am assuming you are aware of Adult Learning and its cycle.
Employees didn't study after class 8. They are out of touch with the classroom learning models.
They are wired to use all their attention and energies to work during the shift.
Learning isn't plug and play. If they are not rewiring their brains, you won't be able to push the envelop.
Try and understand what gets them thinking and talking. Identify areas they are passionate about and then design the program.
Here's my experience from a similar situation, while working with a publishing firm, that required every employee to master German.
Inspite of hiring certified professionals from Max Muller, the quality was falling apart.
The firm didn't have enough resources to train the employees or send them for fancy programs for language.
On the top it had gruelling targets with enormous workloads. Batch training, even within the firm was pricey.
We hired German expats as Quality Analyst. They agreed to train the employees, essentially focus on fault correction.
We had to arrange these program after office hours and faced exactly your problem.
No one was attending it. Even when we offered vouchers, within our budget , it failed to motivate them . Connecting the test scores to performance didn't help much.
We figured they were tired , hence even after offering the transportation they could barely focus.
We did an open house with the employees, trying to understand what was fun according to them, in office. Most of them said that they found games room interesting. That helped us.
We organised the same training program in that room, there after. Everyday one employee had to make a presentation, in German, on their passion, such as photography, cooking and so on. They used even come dressed up in traditional German outfits. We eventually shifted the training program before the office hours . Since the interest had already picked up, the employees were actually ready to come way early
The credit goes to the trainers who made it so interesting and kept the group together. They took it far beyond boxed class room learning.
At the Chief Learning Officer's Summit the head of HR from Workhardt shared how they have been using IVR on cell phones to train their medical representatives .
These representative required long hours to travel , hence little room for training. The Learning Division at the firm designed all the training material as audio book and uploaded it to the IVR system. This helped the MR to dial in the number and listen to the entire training capsule on a product, while they were waiting for the doctors.
Here's another example of how mobile phones and social media was used to facilitate learning.
CII Certification: Social Learning
Designing the program or the best material isn't enough . How you help the employees to learn through their Personal Knowledge Management or connectivism is essential.
I understand this might not work in your environment. But do brainstorm and look for unconventional solutions.
Wish you all the very best !