In an interview with Smart Business Jeremy Wilcomb, operations manager of Houston, Texas’s The Daniel Group, describes the value of employee training and development programs. Asked what holds companies back from implementing training programs, Wilcomb notes that the main impediment is determining the return on investment of training. While the costs of training programs are very real and easy to account for, it can be more difficult to precisely quantify the gains in competence, productivity, and retention that training and development can offer. The question of what sort of training and how much of it to invest is quiet important, and Wilcomb suggests companies begin with industry-specific training for their workers. While it can be difficult to determine how much training is enough or too much, Wilcomb suggests aspiring to conducting some kind of training on a quarterly training, using whichever format, web-based, in person, etc., best fits the needs to employees. Wilcomb says that setting goals and parameters ahead of time and then soliciting employee feedback after the fact can help companies judge the success of their training programs. Asked what to avoid, Wilcomb says that a common mistake made by companies is providing too much or too little training content and suggests that creating training plans with an overview and table of contents can help.