Hiring a new employee who's quliafication is an MBA brings up two questions:

Is the title of good quality? (an uncomfortable question that needs to be answered nevertheless)

How will the MBA holders fit into the company?

In some cases it is difficult to ignore the need to hire, especially when it comes to filling top executive positions that your own employees are not capable of. The most logical alternative in most cases is to hire your own employee (who's skills have been proven throughout the years).

A four step program: making employees into MBAs

• Analyze your employee's potential: Which ones are capable of developing; to which one would an MBA fit well? Which new concepts  does your company expect from an MBA?  Executive MBAs have a tendency of acquiring more support than specialized MBAs. However, the use a company has for this must be investigated, although large corporations have different conceptions than, for example, small and medium sized businesses.

• Search for an appropriate MBA program (or programs). It should fit your employees and your company profile (and fit into future functions). It might even be possible to book multiple business school programs for multiple participants as a 'package deal'.  Since the worth of an MBA depends on the view of it by business schools and universities, the chosen institutions should be as established and reputable as possible. This may not be important to those in-house, but can play a big part of how the company is outwardly represented. 
  

• Consider a financial/advancement training program for your employees.
  

• Create attractive work conditions for the time after the MBA education in order to keep your employee. MBA graduates often come to the idea of changing employers because they feel too restricted in their work environment. This also goes for the case that other companies wont try to recruit your employees because they know that the MBAs are faithfully bound to the company.