I have seen practical training work well when it combines these concepts:

Training must be scheduled, regular, and sacrosanct, that is, not interrupted for anything less urgent than a fire alarm. It works best at the beginning of the day in a group setting, no longer than an hour. It should be mandatory but recorded or memorialized in writing so that anyone with an excused absence doesn't fall behind. The idea is to train and involve everyone, not to reward mere attendance.
One-on-one or small group discussions are also important to reinforce what has been covered in the larger group. Such follow-ups give each trainee the opportunity to ask questions and are more conducive to setting individual goals.
Interactive training is best. An hour-long monologue seems to take forever; a dialogue flashes by before you know it.
It's best to have skilled presenters leading the training sessions because some people in your organization have phenomenal experience and skill but lack the "teaching gene." Gender and cultural diversity among the presenters will show that the organization's leaders share a common vision that applies to all.
Each session in your training program should have a unique, measurable goal. An example: "Today we're going to compare several reports written by our claims department, with identifying information omitted, and find five ways they could have been improved. Later, I'll give each of you another claim report for you to edit, practicing what we've learned, and you'll explain your edits next session."

Does this sound time-consuming? It is, but far less so than correcting avoidable mistakes. Training is the stitch in time that saves nine.

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Insurance professionals need practical training now more than ever